![]() A growing body of research from these two fields suggests that employee well-being benefits both individuals and organizations. POS examines organizational phenomena, whereas POB is concerned with the cultivation of positive psychological states within individual employees. POB focuses upon psychological capacities such as hope, optimism, self-efficacy and resilience ( Luthans and Church, 2002 Luthans et al., 2007b). POS is defined as “the study of especially positive outcomes, processes, and attributes of organizations” such as organizational virtues (OVs) and peak performance ( Cameron et al., 2003, p. The application of PP in work contexts has been pursued in two complementary fields: Positive Organizational Scholarship (POS) and Positive Organizational Behavior (POB). Positive psychology (PP) scientifically studies optimal functioning in individuals, groups, and institutions ( Gable and Haidt, 2005). As such, organizations are recognizing the importance of intentionally supporting and fostering employee well-being if they are to access the full capacity of their human capital and perform well ( Van De Voorde et al., 2012). ![]() ![]() Further, there is a growing expectation from employees that organizations will take an active role in supporting their well-being, and this has become an important point of competitive advantage for organizations in the employment market ( Martin et al., 2005). In this modern economy, value is created through intangibles such as such as intelligence, creativity, and personal factors such as warmth rather than physical mass ( Quah and Coyle, 2002). In focusing on the processes through which employee attitudes may influence work happiness this study advances theoretical understanding, specifically of selective exposure and confirmation bias in a field study context.Īs the nature of business has shifted from a concentration on scarce financial capital to a concentration on scarce human capital ( Bartlett and Ghoshal, 2002), people have become of strategic importance in today’s information and knowledge-driven society. Results of descriptive statistics, correlation, and regression analyses on the intervention group provide some support for selective exposure and confirmation bias as explanatory mechanisms. ![]() After the first assessment, some staff ( n = 51) completed a positive psychology training intervention. As part of a quasi-experimental study design, school staff ( N = 69) completed surveys at three time points. This study examines selective exposure and confirmation bias as potential processes underlying Ps圜ap, OV, and work happiness associations. Centre for Positive Psychology, Melbourne Graduate School of Education, The University of Melbourne, Melbourne, VIC, AustraliaĮmployee psychological capital (Ps圜ap), perceptions of organizational virtue (OV), and work happiness have been shown to be associated within and over time. ![]()
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