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Concepts of positive psychology like hope and altruism provide a positive work environment that influences the moods and attitudes of workers. Youssef & Luthans (2007) examined the effects hope, optimism, and resilience had in the workplace on employees’ job performance, job satisfaction, work happiness, and organizational commitment. [32]
Optimism – was defined by Seligman by Attribution theory (Fritz Heider, 1958). An Optimistic person is defined as one that makes "Internal" or "dispositional", fixed and global attributions for positive events and "External" or "situational", not fixed and specific attributions to negative events.
It reflects a belief that future conditions will work out for the best. [2] As a trait, it fosters resilience in the face of stress. [3] Theories of optimism include dispositional models and models of explanatory style. Methods to measure optimism have been developed within both of these theoretical approaches, such as various forms of the Life ...
For example, if your work environment is toxic, and that's where you spend the majority of your time each week, simply meditating may not be enough to move the needle. You may need to take drastic ...
Dr. Daniel Kahneman, winner of the 2002 Nobel Prize in economics, joins us to discuss his book, Thinking, Fast and Slow. In this video segment, Kahneman explains how his work in psychology and ...
For example, a person experiencing learned helplessness will likely give up after failing or repeatedly struggling to succeed at a particular task, whereas a person practicing learned optimism won ...
Phenomena cannot be determined to be positive or negative independent of context. Some of their examples included: the dialectic of optimism and pessimism Optimism is associated with longevity, but strategic pessimism can lead to more effective planning and decision making. the dialectic of self-esteem and humility
Despite a large body of positive psychological research into the relationship between happiness and productivity, [1] [2] [3] happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment.