Editorial: Positive Organizational Interventions: Contemporary Theories, Approaches and Applications

Frontiers in Psychology

article

Llewellyn E. van Zyl¹  Sebastiaan Rothmann² 

[1] Department of Industrial Engineering, University of Eindhoven;Optentia Research Focus Area, North-West University, Vaal Triangle Campus (VTC);Department of Human Resource Management, University of Twente;Department of Social Psychology, Institut für Psychologie, Goethe University

关键词: positive organizational interventions;    positive psychological interventions;    strengths based development;    positive psychological coaching;    talent management;   

DOI  :  10.3389/fpsyg.2020.607053

学科分类：社会科学、人文和艺术（综合）

来源: Frontiers

【 摘 要 】

Positive Organizational Interventions (POIs) have emerged as popular mechanisms to facilitate thepersonal/professional development and well-being of individuals as well as optimizing the growthpotential of organizations (van Zyl and Rothmann, 2019a). These interventions draw from positivepsychological principles, processes, and practices in order to produce positive outcomes for theindividual (e.g., work engagement), the team (e.g., collaboration, team flow) and ultimately, theorganization (e.g., innovative work behaviors) (Costantini et al., 2019). Through the optimization,utilization and application of an entity’s strengths, POIs are not aimed at fixing what is proverbially“wrong,” or correcting deviant behaviors, but rather focus on enhancing what is already workingwell (van Zyl and Rothmann, 2019b). This positive approach toward individual and organizationaldevelopment has gained mass-appeal within the popular psychological press circuit (“Pop Psych”)and is readily implemented within organizational contexts (Haberlin, 2019; van Zyl et al.).

【 授权许可】

CC BY