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- Herausgeber: John Wiley & Sons
- Kategorie: Fachliteratur
- Sprache: Englisch
POSITIVE ORGANIZATIONAL PSYCHOLOGY INTERVENTIONS DISCOVER THE LATEST ADVANCEMENTS IN THE FIELD OF POSITIVE ORGANIZATIONAL PSYCHOLOGY Positive Organizational Psychology Interventions: Design and Evaluation delivers a concise description and synthesis of positive organizational psychology theory, empirical research, and evidence-based applications. Based on a thorough review of the peer-reviewed literature by the accomplished and distinguished editors, the book offers readers an encapsulation of the growth of the field and the latest state-of-the-art theory and research-driven interventions in this emerging area. You'll discover the breadth and depth of the field of positive organizational psychology grounded in empirical research and evidence-based practice, thereby avoiding some of the frivolousness and optimism sometimes associated with the field. The book provides an honest and balanced view of positive organizational psychology by acknowledging the limitations of the research, relevant critiques, and the extent to which findings can be applied. Finally, the volume will serve as a useful tool to inspire ideas for further evidence-based research and intervention design, and for facilitating class exercises, discussions, projects, and more. Readers will also benefit from the inclusion of: * A thorough introduction to positive organizational psychology and research methods commonly used in positive organizational psychology * An exploration of positive psychological states, traits, and processes in the workplace, as well as strength and virtues at work * Practical discussions of flow and work engagement, job crafting, strengths-focused performance reviews, positive organizational capacity building, positive cultural humility, a positive approach to sexual harassment prevention, and positive leadership development * An analysis of positive organizational development and positive human resource practices, as well as workplace well-being, thriving, and flourishing Perfect for undergraduate and graduate students in psychology programs, Positive Organizational Psychology Interventions will also earn a place in the libraries of practitioners of positive psychology who seek a one-stop reference for the latest developments in positive organizational psychology scholarship.
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Veröffentlichungsjahr: 2021
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Positive Organizational Psychology Interventions
Design and Evaluation
Stewart I. Donaldson and Christopher Chen
Claremont Graduate UniversityClaremont, CAUSA
This edition first published 2021
© 2021 John Wiley & Sons Ltd.
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Library of Congress Cataloging-in-Publication Data
Names: Donaldson, Stewart I. (Stewart Ian), editor. | Chen, Christopher (Psychology researcher), editor. | John Wiley & Sons, Inc., publisher.
Title: Positive organizational psychology interventions : design and evaluation / [edited by] Stewart I. Donaldson, Christopher Chen, Claremont Graduate University, Claremont, CA, USA.
Description: Hoboken, NJ : John Wiley & Sons, Inc., [2021] | Includes bibliographical references and index.
Identifiers: LCCN 2020046896 (print) | LCCN 2020046897 (ebook) | ISBN 9781118977378 (hardback) | ISBN 9781118977361 (paperback) | ISBN 9781118977392 (pdf) | ISBN 9781118977385 (epub) | ISBN 9781118977415 (ebook) | ISBN 9781118977408 (mobi)
Subjects: LCSH: Positive psychology. | Organizational behavior. | Work—Psychological aspects.
Classification: LCC BF204.6 .P665 2021 (print) | LCC BF204.6 (ebook) | DDC 150.19/88—dc23
LC record available at https://lccn.loc.gov/2020046896
LC ebook record available at https://lccn.loc.gov/2020046897
Cover image: © Rafal Kubiak/Shutterstock
Cover design by Wiley
Set in 10/12pt Warnock by Integra Software Services, Pondicherry, India
Positive Organizational Psychology Interventions: Design & Evaluation
Stewart I. DonaldsonChristopher ChenClaremont Graduate University
Address correspondence to: Stewart I. Donaldson, Ph.D., Claremont Graduate University, 123 E. 8th Street, Claremont, CA 91711. Telephone: 909-702-7316. E-mail: [email protected].
Compliance with Ethical Standards
Conflict of Interest: All the authors declare no conflict of interests.
Ethical Approval: All procedures performed in studies involving human participants were in accordance with the ethical standards of the institutional and/or national research committee and with the 1964 Helsinki declaration and its later amendments or comparable ethical standards.
Informed Consent: Informed consent was obtained from all individual participants included in the study.
Table of Contents
Cover
Title page
Copyright
Dedication
About the Editors
About the Contributors
Preface
Chapter 1: Designing Positive Organizational Psychology Interventions
Chapter 2: Flow: Sustaining Focus at Work in the Age of Distraction
Chapter 3: Crafting Your Best-Self: Integrating Job Crafting and Positive Psychology Interventions
Chapter 4: Positive Performance Reviews Using Strengths-Based Goal Setting
Chapter 5: Positive Capacity Building for Social Impact Organizations
Chapter 6: Positive Cultural Humility in Organizations: Improving Relationships in the Workplace
Chapter 7: Bystander Intervention: A Positive Approach to Sexual Harassment Prevention
Chapter 8: Promoting Optimal Well-Being Among Law Enforcement Employees
Chapter 9: Implementing a Positive Leader Development Program
Chapter 10: Evaluating Positive Organizational Psychology Interventions
Index
End User License Agreement
List of Tables
Chapter 1
Table 1.1 Positive Psychology Intervention Meta-Analyses.
Table 1.2 POPI Theories of Change (TOC).
Table 1.3 POPI Action Models
Chapter 2
Table 2.1 Summary of Flow Enablers, Inhibitors, and Strategies from Dubin’...
Chapter 5
Table 5.1 Positive Capacity Building Phases.
Table 5.2 The Develop Phase: Workshop Session Summary.
Chapter 6
Table 6.1 Cultural Humility Process Traditional OD Processes.
Table 6.2 Post-Cultural Competency Module.
Table 6.3 Positive Cultural Humility Intervention – Setting the Stage.
Table 6.4 Positive Cultural Humility Intervention – Exploration and Reflec...
Chapter 10
Table 10.1 Most Cited Constructs in Positive Psychological Science.
Table 10.2 Most Cited Positive Psychology Measurement Scales.
Table 10.3 Donaldson Three-Step Participatory Effectiveness Evaluation Framework.
List of Figures
Chapter 2
Figure 2.1 The FLOW Intervention Process.
Chapter 3
Figure 3.1 Psychological Framework of JobCraft+.
Figure 3.2 Overview of JobCraft+ Phases.
Chapter 4
Figure 4.1 Theory Effects.
Figure 4.2 Logic Model of Proposed Intervention.
Figure 4.3 Mediation Model.
Chapter 5
Figure 5.1 The Positive Capacity Building Cycle.
Chapter 6
Figure 6.1 Theoretical Model Depicting the Single-Loop Learning Cycle of Cultura...
Figure 6.2 Theoretical Model Depicting the Double-Loop Learning Cycle of Cultura...
Chapter 9
Figure 9.1 Center for Creative Leadership’s RASCR Model of the Guiding Pri...
Figure 9.2 TDomains of the Healthcare Leadership Alliance Competency Model.
Figure 9.3 Targeted Leader Competencies.
Figure 9.4 Phases and Activities in the Positive Leader Development Program (LDP...
Figure 9.5 Theory of Change for the Positive Leader Development Program.
Chapter 10
Figure 10.1 CDC Six-Step Participatory Effectiveness Evaluation Framework.
Guide
Cover
Title page
Copyright
Positive Organizational Psychology Interventions: Design & Evaluation
About the Editors
About the Contributors
Preface
Table of Contents
Begin Reading
Index
End User License Agreement
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About the Editors
STEWART I. DONALDSON, Ph.D., is a Distinguished University Professor, Executive Director of the Claremont Evaluation Center, and Director of The Evaluators’ Institute at Claremont Graduate University (CGU). He is deeply committed to improving lives through research, evaluation, and education. Professor Donaldson works with students on a wide range of topics across several fields and programs at CGU, including the science of well-being and positive psychology; positive organizational and sports psychology; positive organizational and human resource development; positive youth development and education; and community/global health program design, monitoring, and evaluation. As an immigrant born overseas and now a naturalized US citizen, Professor Donaldson has traveled extensively and especially enjoys working on cross-cultural and international topics with students who have diverse backgrounds and perspectives from all across the globe. He was recently honored with the International Positive Psychology Association (IPPA) Inspiring Mentor Career Achievement Award (2019) and appointed Faculty Advisor of the IPPA Student Division with approximately 600 student members from 50 different countries. From 2011 to 2017, he was director and faculty mentor for approximately 50 underrepresented minority graduate students from across more than 30 different universities participating in the American Evaluation Association’s esteemed and internationally recognized Graduate Education Diversity Internship (GEDI) Program. Professor Donaldson has served as chair or member on more than 100 doctoral dissertation committees at Claremont Graduate University since 1995, and more than 200 master’s theses and online certificate students’ culminating research and evaluation projects.
In 2007, Professor Donaldson (in collaboration with professors Mihaly Csikszentmihalyi and Jeanne Nakamura) developed the first research-focused Ph.D. and M.A. programs in positive psychology. He currently provides paid employment and supervises numerous students specializing in positive organizational psychology, positive health and sports psychology, and evaluation science. Professor Donaldson works collaboratively with his students and colleagues to publish findings from his extensive portfolio of extramurally funded research and evaluation projects. This work has been cited widely, including more than 200 peer-reviewed scientific articles, chapters, and evaluation reports, and he has published or has forthcoming 18 books, including Applied Positive Psychology (2011), Scientific Advances in Positive Psychology (2017), Toward a Positive Psychology of Relationships (2018), Positive Psychological Science (2020), and this volume Positive Organizational Psychology Interventions: Design & Evaluation.
Professor Donaldson has been honored with a plethora of prestigious international, national, and regional career achievement awards. Most recently at the IPPA World Congress of Positive Psychology in Melbourne, Australia (July 2019), Professor Donaldson was honored with two career achievement awards. The 2019 IPPA Work and Organizations Division “Exemplary Research to Practice Award” was presented to Professor Donaldson for many years of exemplary research and teaching, as well as a robust cumulative contribution to evidence-based practice related to fostering positive work and organizations. He was also awarded the IPPA 2019 “Inspiring Mentor Award.” The student division of the IPPA recognizes one outstanding mentor in the field of positive psychology who provides continued commitment and support to students who foster professional and academic development. Professor Donaldson was given this honor to acknowledge his many years of outstanding teaching and mentoring, and for inspiring the next generation of diverse psychological scientists to make meaningful contributions to societies across the globe.
CHRISTOPHER CHEN, M.S., is a Ph.D. student in the Organizational Behavior and Psychology program at Claremont Graduate University where he received a General Bronson Fellowship and Oskamp Student Fellowship Award. He received his M.S. in Applied Psychology with a concentration in Organizational Psychology from the University of Southern California, where he was elected as a member of The Honor Society of Phi Kappa Phi. Christopher received his B.A. in Psychology from the University of California, Riverside, and was elected for membership in the Omicron Delta Kappa Society for his academic and campus community achievements. Before becoming a student at Claremont Graduate University, Christopher worked at various organizations, such as the Los Angeles Unified School District and Boston Consulting Group. Christopher has presented his research at conferences hosted by the Academy of Management, Western Psychological Association, and Western Positive Psychological Association. His general research interests revolve around the changing nature of the workplace due to technology, career and job crafting, the protean career, as well as organizational commitment. Christopher is a Global Talent and Innovation Consultant at Accenture and Associate Director of the Claremont Accenture Talent Innovation Lab.
About the Contributors
ADRIAN BERNHARDT, M.A., is a Research Associate for Psychometrics and Statistics at Endpoint Outcomes, where he supports the psychometric evaluation and validation of patient, clinician, and observer reported outcomes. His interests lie primarily in the application of factor analysis, structural equation models, and robust estimation techniques. He holds a B.A. Honors in Psychology from California State University, Northridge, and an M.A. in Organizational Behavior and Evaluation from Claremont Graduate University.
VICTORIA (VICKI) CABRERA, M.P.A. is an organizational and positive psychology consultant, researcher, and evaluator. Her research and practice interests revolve around helping people and organizations thrive and reach their full potential, with a focus on social impact. She also serves on the Executive Committee of the International Positive Psychology Association’s (IPPA) Work & Organizations Division. She received her B.A in Psychology with a concentration in Industrial/Organizational Psychology from The College of New Jersey and her M.P.A in Public and Nonprofit Management and Policy from New York University. She is currently pursuing a Ph.D. in Psychology with a concentration in Positive Organizational Psychology at Claremont Graduate University.
LAWRENCE CHAN, M.A., is a Lecturer in the Department of Psychological Sciences at Woodbury University, Los Angeles, and in the Management and Human Resources Department at California State Polytechnic University, Pomona. As an organizational consultant, he has worked with many diverse organizations, including Accenture, the LA Dodger’s Foundation, and The Aspen Institute. His research interests are in positive organizational behavior, namely positive behavioral indicators of performance, and cross-cultural performance management. He received his B.A. in Psychology from the University of California, Riverside, and his M.A. in Organizational Leadership from the University of San Diego. He is currently working on his Ph.D. in Organizational Behavior at Claremont Graduate University.
SCOTT I. DONALDSON, Ph.D., is a Postdoctoral Scholar in Evaluation, Statistics, and Measurement at the University of California, San Diego School of Medicine, Moores Cancer Center. Scott received his Ph.D. in Psychology with a concentration in Evaluation and Applied Research Methods and a co-concentration in Positive Organizational Psychology from Claremont Graduate University. He received his B.A. in Psychology from the University of California, Los Angeles, and his M.S. in Organizational Psychology from the University of Southern California. His research focuses on the design and evaluation of behavioral health interventions at work.
MATT DUBIN, Ph.D., is the Founder and Principal of Dubin Consulting Group, an organizational culture and leadership development consultancy that enables organizations to create a culture of flow and peak performance. His philosophy is that each person’s job should mean more than work, and organizational success depends on the mutual investment between a company and its people. From start-ups to Fortune 500 companies, Matt has worked with organizations across a variety of industries, including professional sports, tech, entertainment, fashion, law, finance, and academia. Matt completed his Ph.D. in Positive Organizational Psychology at Claremont Graduate University, where he was awarded the inaugural “Mihaly Csikszentmihalyi Dissertation Award for Excellence in Positive Psychology” for his research on cultivating flow in the workplace.
HANNAH FOSTER GRAMMER, M.A., is a Research Lab Member at the Health Psychology and Prevention Science Institute, as well as at the Social Identity Center at Claremont Graduate University. Currently, she is conducting research on strengths-based versus traditional-based goal setting during performance review meetings on performance outcomes, mediated through basic needs satisfaction as part of self-determination theory. She is working toward a Ph.D. in Social Psychology at Claremont Graduate University, with a focus on application in an organizational development context. She is interested in conservation psychology through a social and organizational development lens, specifically in terms of exploring vested interest and attitude-behavior consistency with attitudinal change approaches to achieve effective communication initiatives.
SHARON HONG, M.A., is a Management Consultant at one of the largest professional services firms, with experience in change, diversity, equity, and inclusion, future of work, culture, talent strategy, and leadership development. She earned a B.A. in Psychology at Pepperdine University and her M.A. in Psychology with a concentration in Positive Organizational Psychology from Claremont Graduate University. Her research interests focus on bringing vulnerability, authenticity, and the human touch to the workplace.
ELI KOLOKOWSKY is a Ph.D. student in Positive Organizational Psychology at Claremont Graduate University. Before coming to Claremont Graduate University, Eli graduated from Cal Poly San Luis Obispo where they received a B.S. in Psychology. Eli is interested in facilitating positive employee experiences through organizational development, and focuses on diversity, equity, and inclusion initiatives in the workplace.
JENNIFER M. NELSON, M.A., is a Freelance Organization Development and Evaluation Consultant in the healthcare industry and an adjunct professor at Azusa Pacific University in the Leadership and Organizational Psychology department. Her passion is improving the quality of work–life for healthcare professionals so they can better serve the community and inspiring future practitioners to improve organization effectiveness for social betterment. Her research interests revolve around effective leader development, program evaluation, and positive organization development interventions. She received her B.S. in Industrial/Organizational Psychology at Central Michigan University and her M.A. in Applied Psychology with a concentration in Organizational Behavior and Evaluation.
ADRIAN REECE is a Principal Consultant in the Claremont Accenture Talent Innovation Lab. He is working towards his Ph.D. in Organizational Behavior at Claremont Graduate University. He received his B.B.A. in Industrial/Organizational Psychology from CUNY Baruch College. His current research interests surround innovation, optimal performance, measurement, and behavioral modeling. He strives to utilize data to uncover the mosaic of regular and irregular patterns that make each employee unique.
EMILY ZAVALA is a Police Service Representative with the Los Angeles Police Department working as an emergency operator and police dispatcher for the past 14 years. Guided by personal experience, her research is focused on the development of practices to preserve and enhance the well-being of first responders. She received her B.A. in Psychology from California Lutheran University and is currently working on her M.A. in Psychology with a concentration in Positive Organizational Psychology and Evaluation at Claremont Graduate University.
Preface
The 2020 global pandemic has reminded us how important it is to “follow the science” in our efforts to prevent and ameliorate our most urgent and important health, well-being, community, organizational, and societal challenges. For example, “follow the science” is the cry being heard around the world as leaders and public health professionals attempt to slow the spread and alleviate the suffering being caused by Covid-19. High-quality empirical research and evaluations are being funded at a rapid rate worldwide to determine the efficacy of treatments to reduce the severity and length of illness caused by the coronavirus, as well as to discover an effective vaccine.
The second wave of devastating consequences of the 2020 global pandemic will likely be linked to dramatic declines in well-being, performance, and organizational effectiveness. What does science tell us about enhancing and preventing declines in well-being, performance, and organizational effectiveness? This volume explores those questions by following the positive organizational psychology intervention science during the past two decades and illustrates how to use that science, as well as positive psychological science more broadly, to design and evaluate the next generation of positive organizational psychology interventions (POPIs). After summarizing what we now know from two decades of positive psychological science, including POPI science, each chapter uses aspects of that science in the design of a next-generation POPI. The final chapter emphasizes the importance of the measurement and strategic evaluation of POPIs and provides frameworks for understanding worker and organizational needs, efficacy evaluations of new POPIs, as well as measuring and evaluating the effectiveness of POPIs being implemented in the global workplace.
The editors wish to thank the chapter authors for their creativity and innovative evidence-based approaches to designing POPIs that promise to enhance and prevent declines in well-being, performance, and organizational effectiveness in these challenging times. Special thanks to the Wiley team: Jake Opie, Monica Rogers, Christina Weyrauch, Arthi Kangeyan, and Alan Everett for their amazing editorial and production work, and for efficiently and effectively managing this project. It is our hope that all this exemplary teamwork will provide you with an engaging, meaningful, and productive experience as you make your way through the chapters in this volume.
Stewart I. Donaldson
Christopher Chen
Claremont, CA
