000			02915cam a22002654a 4500
999			_c29898 _d29898
001			64893
010			_a 2010054131
020			_a9780199989959
040			_aDLC
082	0	0	_a302.3/5
245	0	4	_aThe Oxford handbook of positive organizational scholarship _cedited by Kim S. Cameron, Gretchen M. Spreitzer
246	3	0	_aHandbook of positive organizational scholarship
260			_aNew York : _bOxford University Press, _cc2012.
300			_axxvii, 1076 p. : _bill. ; _c25 cm.
490	1		_aOxford library of psychology
504			_aIncludes bibliographical references and index.
505	0		_aIntroduction : what is positive about positive organizational scholarship? / Kim C. Cameron and Gretchen M. Spreitzer -- Positive individual attributes -- Psychological capital -- Prosocial motivation -- Callings in work -- Work engagement -- Positive identity -- Proactivity -- Creativity -- Curiosity -- Positive traits -- The neuroscience underpinning of pos -- Positive emotions -- Positive energy -- Positive emotions -- Subjective well-being -- Passion -- Emotional intelligence -- Group emotions -- Strengths and virtues -- Virtuousness -- Forgiveness -- Humility -- Compassion -- Hope -- Courage -- Justice -- Integrity -- Positive ethics -- Leveraging strengths -- Character strengths in global managers -- Positive relationships -- High quality connections -- Relational coordination -- Reciprocity -- Intimacy -- Civility -- Trust -- Trustworthiness -- Humor -- Psychological safety -- Career development -- Mentoring -- Socialization -- Diversity -- Communication -- Conflict resolution -- Negotiating -- Work-family dynamics -- Positive organizational practices -- Symbolism in organizations.
520			_aPositive Organizational Scholarship (POS) is an umbrella concept used to emphasize what elevates and what is inspiring to individuals and organizations by defining and improving on the challenging, broken, and needlessly difficult. Just as positive psychology explores optimal individual psychological states rather than pathological ones, POS focuses attention on the generative dynamics in organizations that lead to the development of human strength, foster resiliency in employees, enable healing and restoration, and cultivate extraordinary individual and organizational performance. While POS does not ignore dysfunctional or typical patterns of behavior, it is most interested in the motivations and effects associated with remarkably positive phenomena-how they are facilitated, why they work, how they can be identified, and how organizations can capitalize on them.
650		0	_aOrganizational learning _9121
650		0	_aOrganizational effectiveness _9501
700	1		_aCameron, Kim S., _eEdited by _941626
700	1		_aSpreitzer, Gretchen M., _eEdited by _943731
856			_uhttps://uowd.box.com/s/7shsw2ifqp1pvqkmk4w1c0e2h7u4k4te _zLocation Map
942			_cREGULAR _2ddc