Pub Date : 2024-11-06DOI: 10.1016/j.orgdyn.2024.101105
Veronica Hopner, Stuart C. Carr
{"title":"Introducing Sustainable Livelihoods: Why They are Needed - and How to Manage Them","authors":"Veronica Hopner, Stuart C. Carr","doi":"10.1016/j.orgdyn.2024.101105","DOIUrl":"10.1016/j.orgdyn.2024.101105","url":null,"abstract":"","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 2","pages":"Article 101105"},"PeriodicalIF":3.1,"publicationDate":"2024-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144169471","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-11-05DOI: 10.1016/j.orgdyn.2024.101110
Stuart C. Carr , Veronica Hopner , Nathan Iverson , Malcolm MacLachlan
{"title":"Mind the gap: How much pay is too much in your organization, and what to do about it?","authors":"Stuart C. Carr , Veronica Hopner , Nathan Iverson , Malcolm MacLachlan","doi":"10.1016/j.orgdyn.2024.101110","DOIUrl":"10.1016/j.orgdyn.2024.101110","url":null,"abstract":"","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 2","pages":"Article 101110"},"PeriodicalIF":3.1,"publicationDate":"2024-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144168935","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-29DOI: 10.1016/j.orgdyn.2024.101104
Curtis R. Sproul, Steven D. Charlier, Rachel Williamson Smith
Founded in 2016, the Savannah Bananas have quickly grown from a summertime amateur baseball team to a worldwide cultural and social media phenomenon. The Bananas have accomplished this with a laser-focused and simple mission: Fans First. While it’s well-established that being a mission-driven organization can lead to success, the mechanisms that support the mission and propagate it throughout an organization are still unclear. This study uses semi-structured interviews and observations of the team’s players and personnel to investigate how the Bananas operate and succeed, both on and off the playing field. We show how the collective synergy of the mission, organizational culture, and leadership at all levels of the organization supports the mission and allows it to guide the decision-making of every employee.
{"title":"Totally (Savannah) Bananas: The benefits of a mission-driven culture","authors":"Curtis R. Sproul, Steven D. Charlier, Rachel Williamson Smith","doi":"10.1016/j.orgdyn.2024.101104","DOIUrl":"10.1016/j.orgdyn.2024.101104","url":null,"abstract":"<div><div>Founded in 2016, the Savannah Bananas have quickly grown from a summertime amateur baseball team to a worldwide cultural and social media phenomenon. The Bananas have accomplished this with a laser-focused and simple mission: Fans First. While it’s well-established that being a mission-driven organization can lead to success, the mechanisms that support the mission and propagate it throughout an organization are still unclear. This study uses semi-structured interviews and observations of the team’s players and personnel to investigate how the Bananas operate and succeed, both on and off the playing field. We show how the collective synergy of the mission, organizational culture, and leadership at all levels of the organization supports the mission and allows it to guide the decision-making of every employee.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101104"},"PeriodicalIF":2.5,"publicationDate":"2024-10-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906843","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-15DOI: 10.1016/j.orgdyn.2024.101103
Kevin S. Groves , Jaclyn Margolis, Cristina Gibson
Ubiquitous digital transformation technologies such as robotics, generative artificial intelligence (AI) tools, large language models (LLMs), and other digital applications automate both mechanistic and creative work processes, which represent potential advancements never imagined a decade ago. Yet many view digital transformation as not only redefining the experience of work, but also undermining the humanity of organizations. Employees across the spectrum of skill-levels, job classes, and wages also face unprecedented and existential threats to their sense of self-worth, value, and esteem, which collectively embody dignity. Given the onslaught of these technological advances and digital transformation initiatives across industries and sectors, leaders need a set of practical strategies that both protect employees from threats to their dignity as well as proactively cultivate the experience of dignity in their organizations. To meet this growing need, this article presents executives, management teams, HR professionals, and other leaders with evidence-based approaches for protecting and promoting the experience of dignity at work. Grounded in the latest thinking and research on dignity in the workplace, this article offers practical strategies for investing in protective mechanisms (policies and processes) that insulate employees from aspects of work that erode the experience of dignity, as well as proactive mechanisms (practices and behaviors) that cultivate meaningful opportunities to experience dignity at work.
{"title":"Cultivating the experience of dignity at work during digital transformation: Protective & proactive strategies for leaders and organizations","authors":"Kevin S. Groves , Jaclyn Margolis, Cristina Gibson","doi":"10.1016/j.orgdyn.2024.101103","DOIUrl":"10.1016/j.orgdyn.2024.101103","url":null,"abstract":"<div><div>Ubiquitous digital transformation technologies such as robotics, generative artificial intelligence (AI) tools, large language models (LLMs), and other digital applications automate both mechanistic and creative work processes, which represent potential advancements never imagined a decade ago. Yet many view digital transformation as not only redefining the experience of work, but also undermining the humanity of organizations. Employees across the spectrum of skill-levels, job classes, and wages also face unprecedented and existential threats to their sense of self-worth, value, and esteem, which collectively embody dignity. Given the onslaught of these technological advances and digital transformation initiatives across industries and sectors, leaders need a set of practical strategies that both protect employees from threats to their dignity as well as proactively cultivate the experience of dignity in their organizations. To meet this growing need, this article presents executives, management teams, HR professionals, and other leaders with evidence-based approaches for protecting and promoting the experience of dignity at work. Grounded in the latest thinking and research on dignity in the workplace, this article offers practical strategies for investing in <em>protective mechanisms</em> (policies and processes) that insulate employees from aspects of work that erode the experience of dignity, as well as <em>proactive mechanisms</em> (practices and behaviors) that cultivate meaningful opportunities to experience dignity at work.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101103"},"PeriodicalIF":2.5,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906842","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-12DOI: 10.1016/j.orgdyn.2024.101101
Smridhi Saluja , Shuchi Sinha , Sanjay Goel
Generative artificial intelligence (GenAI) is being increasingly integrated into organizational workflows as employees explore its capabilities. Though GenAI offers several possibilities, it can also have a negative impact on individual behavior and the work culture of organizations. In this article, we explore how the use of GenAI can potentially increase the prevalence of effort and time loafing at work, thereby adversely impacting employees and organizations. We identify the prominent factors that can influence time and effort loafing by employees who are using GenAI and discuss the ramifications of GenAI loafing. We also suggest appropriate measures to help organizations mitigate such loafing behavior before it becomes a norm.
{"title":"Loafing in the era of generative AI","authors":"Smridhi Saluja , Shuchi Sinha , Sanjay Goel","doi":"10.1016/j.orgdyn.2024.101101","DOIUrl":"10.1016/j.orgdyn.2024.101101","url":null,"abstract":"<div><div>Generative artificial intelligence (GenAI) is being increasingly integrated into organizational workflows as employees explore its capabilities. Though GenAI offers several possibilities, it can also have a negative impact on individual behavior and the work culture of organizations. In this article, we explore how the use of GenAI can potentially increase the prevalence of effort and time loafing at work, thereby adversely impacting employees and organizations. We identify the prominent factors that can influence time and effort loafing by employees who are using GenAI and discuss the ramifications of GenAI loafing. We also suggest appropriate measures to help organizations mitigate such loafing behavior before it becomes a norm.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101101"},"PeriodicalIF":2.5,"publicationDate":"2024-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144907615","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-05DOI: 10.1016/j.orgdyn.2024.101102
Grace Lemmon , Goran Kuljanin, Jaclyn M. Jensen
The topic of weight at work is challenging to discuss because of strong cultural, medical, and social ideas about what health means, how body size relates to work capacity, and the malleability of weight. Yet people in larger-sized bodies report economic and interpersonal mistreatment at work at alarming rates. This necessitates that employers begin thinking more deeply about the lived experiences of their larger-bodied workers. To aid their consideration, this article describes how the objectification of body size creates a situation where judgment and punishment of people based on their body size is normalized, and how victims of weight-focused mistreatment rarely speak about their experiences because they feel in some way deserving of their mistreatment. When the objectification process is better understood, employers stand ready to make more precise and meaningful changes to how they approach the problem of weight stigma at work, and entry points for this change are discussed here.
{"title":"The challenge and necessity of talking about weight at work","authors":"Grace Lemmon , Goran Kuljanin, Jaclyn M. Jensen","doi":"10.1016/j.orgdyn.2024.101102","DOIUrl":"10.1016/j.orgdyn.2024.101102","url":null,"abstract":"<div><div><span>The topic of weight at work is challenging to discuss because of strong cultural, medical, and social ideas about what health means, how body size relates to work capacity, and the malleability of weight. Yet people in larger-sized bodies report economic and interpersonal mistreatment at work at alarming rates. This necessitates that employers begin thinking more deeply about the lived experiences of their larger-bodied workers. To aid their consideration, this article describes how the </span><em>objectification of body size</em><span> creates a situation where judgment and punishment of people based on their body size is normalized, and how victims of weight-focused mistreatment rarely speak about their experiences because they feel in some way deserving of their mistreatment. When the objectification process is better understood, employers stand ready to make more precise and meaningful changes to how they approach the problem of weight stigma at work, and entry points for this change are discussed here.</span></div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101102"},"PeriodicalIF":2.5,"publicationDate":"2024-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906801","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-01DOI: 10.1016/j.orgdyn.2024.101088
Bruce J. Avolio
There is a growing level of awareness among organizational leaders, that stress-induced mental health challenges are on the rise globally. High stress levels are often attributed to a spectrum of causes, from natural and human-made crises to the rapid pace of technological advancements and societal shifts. The number of causes necessitates an examination of not just the cumulative effect of these event constellations, but also their complex interactions, which may amplify stress in ways that are not yet fully understood. These dynamics appear to be contributing to a worrying trend of increased mental illness, anxiety, and depression, notably among professionals on the front lines of these societal changes, like medical practitioners and first responders. For example, there were more fire fighters who committed suicide last year in the US versus those who lost their lives protecting others. Additionally, these professionals are directly exposed to the increasing cases of mental illness, anxiety, and depression among the public, an exposure that further amplifies their own stress levels. Some of the factors contributing to these high levels of stress include natural disasters and human-caused events, as well as some of the most transformative discoveries and innovations in human history. We begin this paper, by examining how a constellation of consequential events are shaping our global society’s well-being, e.g., the COVID 19 pandemic, AI innovation and Climate Change. Next, we examine evidence-based interventions that may offer potential avenues for addressing these high levels of stress. For instance, development interventions focused on authentic leadership that can enhance leader and follower’s psychological capital or PsyCap, resulting in lowering levels of stress, especially when operating in work roles that have higher level of daily stress. These positive forms of leadership help to address the numerous challenges that individudals, organizations and communities face today and well into the future. A clear emphasis in our work is also placed on examining how positive forms of leadership and organizational behavior, can impact two very different, but critically important outcomes, including the individual and collective mental health and well-being in organizations, communities and societies. Consequently, the overall goal here is to recognize the problems we face across a broad range of first responder professions, while offering specific solutions to address those problems.
{"title":"Authentic leadership & PsyCap’s role in tackling, events that impact well-being and environmental sustainability","authors":"Bruce J. Avolio","doi":"10.1016/j.orgdyn.2024.101088","DOIUrl":"10.1016/j.orgdyn.2024.101088","url":null,"abstract":"<div><div>There is a growing level of awareness among organizational leaders, that stress-induced mental health challenges are on the rise globally. High stress levels are often attributed to a spectrum of causes, from natural and human-made crises to the rapid pace of technological advancements and societal shifts. The number of causes necessitates an examination of not just the cumulative effect of these event constellations, but also their complex interactions, which may amplify stress in ways that are not yet fully understood. These dynamics appear to be contributing to a worrying trend of increased mental illness, anxiety, and depression, notably among professionals on the front lines of these societal changes, like medical practitioners and first responders. For example, there were more fire fighters who committed suicide last year in the US versus those who lost their lives protecting others. Additionally, these professionals are directly exposed to the increasing cases of mental illness, anxiety, and depression among the public, an exposure that further amplifies their own stress levels. Some of the factors contributing to these high levels of stress include natural disasters and human-caused events, as well as some of the most transformative discoveries and innovations in human history. We begin this paper, by examining how a constellation of consequential events are shaping our global society’s well-being, e.g., the COVID 19 pandemic, AI innovation and Climate Change. Next, we examine evidence-based interventions that may offer potential avenues for addressing these high levels of stress. For instance, development interventions focused on authentic leadership that can enhance leader and follower’s psychological capital or PsyCap, resulting in lowering levels of stress, especially when operating in work roles that have higher level of daily stress. These positive forms of leadership help to address the numerous challenges that individudals, organizations and communities face today and well into the future. A clear emphasis in our work is also placed on examining how positive forms of leadership and organizational behavior, can impact two very different, but critically important outcomes, including the individual and collective mental health and well-being in organizations, communities and societies. Consequently, the overall goal here is to recognize the problems we face across a broad range of first responder professions, while offering specific solutions to address those problems.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 4","pages":"Article 101088"},"PeriodicalIF":3.1,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142721523","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-01DOI: 10.1016/j.orgdyn.2024.101083
A. Erin Bass , Lei Huang , Ivana Milosevic , Ted A. Paterson
Psychological Capital (PsyCap, the HERO within) has emerged as a crucial construct in positive psychology and organizational behavior, facilitating positive experiences of change and agentic action. While PsyCap’s potential to empower individuals in coping with dynamic changes is recognized, its application in the entrepreneurial context remains underexplored. Limited but promising insights suggest that PsyCap positively impacts new venture formation and growth, with entrepreneurs reporting lower stress levels and a greater likelihood of persevering. In this way, PsyCap can be a key ingredient for the long-term sustainability of new ventures, aiding founders in overcoming growth-related challenges. However, the specific role of PsyCap in enabling new ventures to persevere through their formative years remains a gap in the literature. This article addresses this gap by examining how PsyCap empowers founders and founding teams to navigate five key challenges in the startup years of a new venture: securing resources, developing capabilities, building teams, managing risk, and navigating disruptions. By elucidating how PsyCap components—efficacy, hope, resilience, and optimism—enable founders and teams to overcome these challenges, this article not only offers avenues for future research but also underscores the practical utility of PsyCap for entrepreneurial success.
{"title":"From startup to success: The power of PsyCap for new venture growth","authors":"A. Erin Bass , Lei Huang , Ivana Milosevic , Ted A. Paterson","doi":"10.1016/j.orgdyn.2024.101083","DOIUrl":"10.1016/j.orgdyn.2024.101083","url":null,"abstract":"<div><div>Psychological Capital (PsyCap, the HERO within) has emerged as a crucial construct in positive psychology and organizational behavior, facilitating positive experiences of change and agentic action. While PsyCap’s potential to empower individuals in coping with dynamic changes is recognized, its application in the entrepreneurial context remains underexplored. Limited but promising insights suggest that PsyCap positively impacts new venture formation and growth, with entrepreneurs reporting lower stress levels and a greater likelihood of persevering. In this way, PsyCap can be a key ingredient for the long-term sustainability of new ventures, aiding founders in overcoming growth-related challenges. However, the specific role of PsyCap in enabling new ventures to persevere through their formative years remains a gap in the literature. This article addresses this gap by examining how PsyCap empowers founders and founding teams to navigate five key challenges in the startup years of a new venture: securing resources, developing capabilities, building teams, managing risk, and navigating disruptions. By elucidating how PsyCap components—efficacy, hope, resilience, and optimism—enable founders and teams to overcome these challenges, this article not only offers avenues for future research but also underscores the practical utility of PsyCap for entrepreneurial success.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 4","pages":"Article 101083"},"PeriodicalIF":3.1,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142721519","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-01DOI: 10.1016/j.orgdyn.2024.101085
Heather Round , Sachiko Yamao , Bo Shao , Florian Klonek , Tomoki Sekiguchi , Alexander Newman
This article contributes to our understanding of how self-efficacy as a key dimension of psychological capital (PsyCap) has a critical influence in the development of emerging female leaders. To develop this critical dimension of PsyCap, organizations can consider running programs that help to accelerate the emergence of female leaders. In this article, we first introduce the key role of self-efficacy as a predictor of leadership emergence and development. We then discuss some of the identity challenges often encountered by emerging female leaders. Following this, we outline the key practical elements of a development program (intervention) that was run with emerging female leaders across two geographic regions. The positive outcomes of the program in terms of developing self-efficacy, motivation to lead and leadership identity are presented. We then distil the specific areas that practitioners need to focus on in implementing a leadership development program within their own context and how this helps towards building PsyCap.
{"title":"Fostering psychological capital self-efficacy in emerging female leaders: Practical insights from an international leadership development program","authors":"Heather Round , Sachiko Yamao , Bo Shao , Florian Klonek , Tomoki Sekiguchi , Alexander Newman","doi":"10.1016/j.orgdyn.2024.101085","DOIUrl":"10.1016/j.orgdyn.2024.101085","url":null,"abstract":"<div><div>This article contributes to our understanding of how self-efficacy as a key dimension of psychological capital (PsyCap) has a critical influence in the development of emerging female leaders. To develop this critical dimension of PsyCap, organizations can consider running programs that help to accelerate the emergence of female leaders. In this article, we first introduce the key role of self-efficacy as a predictor of leadership emergence and development. We then discuss some of the identity challenges often encountered by emerging female leaders. Following this, we outline the key practical elements of a development program (intervention) that was run with emerging female leaders across two geographic regions. The positive outcomes of the program in terms of developing self-efficacy, motivation to lead and leadership identity are presented. We then distil the specific areas that practitioners need to focus on in implementing a leadership development program within their own context and how this helps towards building PsyCap.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 4","pages":"Article 101085"},"PeriodicalIF":3.1,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142721520","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-10-01DOI: 10.1016/j.orgdyn.2024.101081
Carolyn M. Youssef-Morgan
Psychological capital (PsyCap) is a multidimensional construct that includes the positive psychological resources of hope, efficacy, resilience, and optimism (i.e., the HERO within). Positive organizational behavior, PsyCap, and positive psychology in general, have been very well received by both scholars and practitioners across the world in search of positive, proactive, and stigma-free approaches to success and wellbeing. Since its emergence about 25 years ago, numerous studies across the world support PsyCap as an evidence-based positive psychological resource that is open to development in various contexts and important life domains (e.g., life, work, health, relationships, families, school, military). Across these domains, PsyCap also has been empirically demonstrated to yield desired impact in terms of performance, attitudes, behaviors, physical and mental health, and wellbeing. This article provides a comprehensive review and analysis of the literature to date, with specific applications and practical implications for the impending mental health crisis in the workplace.
{"title":"Psychological capital and mental health: Twenty-five years of progress","authors":"Carolyn M. Youssef-Morgan","doi":"10.1016/j.orgdyn.2024.101081","DOIUrl":"10.1016/j.orgdyn.2024.101081","url":null,"abstract":"<div><div>Psychological capital (PsyCap) is a multidimensional construct that includes the positive psychological resources of hope, efficacy, resilience, and optimism (i.e., the HERO within). Positive organizational behavior, PsyCap, and positive psychology in general, have been very well received by both scholars and practitioners across the world in search of positive, proactive, and stigma-free approaches to success and wellbeing. Since its emergence about 25 years ago, numerous studies across the world support PsyCap as an evidence-based positive psychological resource that is open to development in various contexts and important life domains (e.g., life, work, health, relationships, families, school, military). Across these domains, PsyCap also has been empirically demonstrated to yield desired impact in terms of performance, attitudes, behaviors, physical and mental health, and wellbeing. This article provides a comprehensive review and analysis of the literature to date, with specific applications and practical implications for the impending mental health crisis in the workplace.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 4","pages":"Article 101081"},"PeriodicalIF":3.1,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142721517","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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