Magister Commercii (Industrial Psychology) - MCom(IPS) / Positive organisational practices are actions performed by employees within the workplace that enhance worker and organisational wellness. In identifying positively deviant organisations, specific positive practices within the organisation were studied as an online desk research. This study is based on a backdrop of a study by Cameron et al. (2011) where the authors theorise about certain positive practices, but do not stipulate actual practices. In understanding what these positive practices look like, the study used the interpretive paradigm. Through qualitative inquiry, thematic analysis was used to expand the understanding of manifest positive practices in organisations. The researcher used two significant ways of gathering the data, both through the internet; looking up "top" and "happiest" companies to work for as well as looking at the International Positive Psychology Association (IPPA) Network online resources and Michigan Ross School of Business online page. All of the data gathered (150 pieces) was from secondary internet / online sources. The results generated 13 themes, of which five stood out as most salient: social interactions at work, inclusivity of all differences, mindfulness, transparent/open communication and creativity/innovation. The study concludes by identifying similarities between Cameron et al. (2011) and the study results, and proposes a link between 11 of the themes. Furthermore, the results suggest that seven of the study’s practices coincide with one particular practice from Cameron et al. (2011): ‘inspiring’ others in the workplace. The significance of the study includes the expanded understanding of positive organisational (manifest) practices that take place in positively deviant organisations. By comparing and contrasting these practices with the Cameron et al. (2011) positive practices, similarities were found. Recommendations for future research are offered.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

Thesis (Ph.D.)--Georgia State University, 2005. / Title from title screen. Roger Bakeman, committee chair; James Emshoff, John Peterson, Gabriel Kuperminc, committee members. Electronic text (100 p.) : digital, PDF file. Description based on contents viewed Apr. 24, 2007. Includes bibliographical references (p. 90-100).

In the landscape of the 21st century, where competition in the financial sector is growing even more intense, the future will belong to those organisations that harness the power and potential of their human capital. It is the one huge reservoir left largely untapped, and those organisations which do this the best will be the business winners of this century. It makes sense then that different ways on how best to utilise and develop human capital for use as leverage in the competitive arena of the workplace should be investigated. Consequently, as an alternative to getting hindered by the swirling negativity and challenges, it was proposed that a positive approach is needed. It is believed that building positive psychological capacities within organisational contexts will be a powerful means of assisting South African organisations and employees to meet their new paradigm challenges. This will aid he successful transformation and augmentation and contribute to a truly ideal "Rainbow Nation" for South Africa. The researcher believes that this can be done by drawing from the positive psychology movement, where specifically selecting and developing certain positive psychological capacities may lead to desirable performance outcomes. The objective of the research was to determine if there was a relationship between positive psychological capacities (hope, optimism, resilience, self-efficacy), psychological empowerment and job performance of employees in a financial organisation. A correlational survey design was used. The study population (n = 155) consisted of call centre employees in a financial environment in Gauteng. The State Hope Scale, Life Orientation Inventory -Revised, Resilience Scale, Self-Efficacy Scale, Measuring Empowerment Questionnaire and a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, Pearson product moment correlation coefficients and stepwise multiple regression analysis were used to evaluate the data. It was found that the research group was experiencing above average levels of hope and average/moderate levels of optimism. The study also revealed that high levels of resilience and self-efficacy, as well as above average levels of psychological empowerment were being experienced by the respondents. Correlation analyses reveal a statistical and practically significant positive relationship between hope and job performance. A statistically significant relationship was found between optimism and job performance and self-efficacy and job performance. However, no statistical or practically significant relationship was found to exist between resilience and job performance and between psychological empowerment and job performance. With regards to the relationships between the constructs, correlation analyses yielded a statistical and practically significant relationship between hope and optimism, hope and resilience, hope and self-efficacy, and hope and psychological empowerment. There is also a practical and statistically significant relationship between optimism and resilience; self-efficacy and resilience and between optimism and self-efficacy. However, no practically significant relationship was found between resilience and psychological empowerment and between self-efficacy and psychological empowerment. This study also investigated if the positive psychological capacities of hope, optimism, resilience and self-efficacy and psychological empowerment, could be used to predict job performance. It was found that hope, optimism and self-efficacy can be used to predict job performance. Resilience however was found not to be a predictor of job performance. Finally this study investigated if psychological empowerment could be used to predict job performance and it was found that psychological empowerment was unfortunately found not to be predictor of job performance. Finally, recommendations were made for the organisation under study, as well as for future research purposes. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008

A review of extant literature on positive affect suggested that it has two major dimensions: a hedonic dimension related to subjective feelings and reward processing, and a cognitive dimension related to affect-specific changes in perception and cognition. A novel dopaminergic mod el was proposed to provide a unitary account for the effects of positive affect across the two dimensions. The model hypothesized that positive affect is associated with distinct modes of mesocortical and mesolimbic dopa mine transmission, which in turn mediate unbiased, unfiltered and flexible attention. Three separate behavioral tasks on perception, attention, and reward learning were conducted. In line with the hypothesis, positive affect was found to associate with less biased bi-stable perception, faster regain of attention to previously ignored information, and fewer perseverative errors in face of changing reward contingencies.

A review of extant literature on positive affect suggested that it has two major dimensions: a hedonic dimension related to subjective feelings and reward processing, and a cognitive dimension related to affect-specific changes in perception and cognition. A novel dopaminergic mod el was proposed to provide a unitary account for the effects of positive affect across the two dimensions. The model hypothesized that positive affect is associated with distinct modes of mesocortical and mesolimbic dopa mine transmission, which in turn mediate unbiased, unfiltered and flexible attention. Three separate behavioral tasks on perception, attention, and reward learning were conducted. In line with the hypothesis, positive affect was found to associate with less biased bi-stable perception, faster regain of attention to previously ignored information, and fewer perseverative errors in face of changing reward contingencies.

Thesis (Ph. D.)--Georgia State University, 2006. / Title from file title page. Lisa Armistead, committee chair; Gregory Jurkovic, Sarah Cook, Marci Culley, committee members. Electronic text (67 p. : col. ill.) : digital, PDF file. Description based on contents viewed Jan. 9, 2008. Includes bibliographical references (p. 59-67).

Zugl.: Hamburg, Univ., Diss., 2006

Thesis (Ph. D.)--University of Texas at Austin, 2008. / Vita. Includes bibliographical references.

Thesis (Ph. D.)--University of Washington, 2005. / Vita. Includes bibliographical references (leaves 96-103).