Editing Positive psychology (section)

=== Positive organizational scholarship ===
Positive organizational scholarship (POS), also referred to as [[positive organizational behavior]] (POB), began as an application of positive psychology to the field of [[organizational behavior]]. An early use of the term was in ''Positive Organizational Scholarship: Foundations of a New Discipline'' (2003), edited by [[Ross School of Business]] professors [[Kim S. Cameron]], [[Jane Dutton|Jane E. Dutton]], and [[Robert E. Quinn]].<ref name=CameronDuttonQuinn2003>{{Cite book|last1=Cameron|first1=Kim|last2=Dutton|first2=Jane|last3=Quinn|first3=Robert E.|url=https://books.google.com/books?id=cumQYLiKCCcC&q=positive+organizational+scholarship&pg=PR9|title=Positive Organizational Scholarship: Foundations of a New Discipline|year=2003|publisher=Berrett-Koehler Publishers|isbn=978-1-57675-966-0|language=en}}</ref> The editors promote "the best of the human condition", such as goodness, compassion, resilience, and positive human potential, as an organizational goal as important as financial success.<ref name=CameronDuttonQuinn2003 /> The goal of POS is to study the factors that create positive work experiences and successful, people-oriented outcomes.

The 2011 volume ''The Oxford Handbook of Positive Organizational Scholarship'', covers such topics as positive human resource practices, positive organizational practices, and positive leadership and change. It applies positive psychology to the workplace context, covering areas such as positive individual attributes, positive emotions, strengths and virtues, and positive relationships.<ref>{{Cite book|year=2011|editor-last=Spreitzer|editor-first=Gretchen M.|editor2-last=Cameron|editor2-first=Kim S.|title=The Oxford Handbook of Positive Organizational Scholarship|publisher=Oxford University Press|doi=10.1093/oxfordhb/9780199734610.001.0001|isbn=9780199734610}}</ref> The editors of that volume define POS this way:{{Blockquote|text=Positive organizational scholarship rigorously seeks to understand what represents the best of the human condition based on scholarly research and theory. Just as positive psychology focuses on exploring optimal individual psychological states rather than pathological ones, organizational scholarship 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. POS emphasizes what elevates individuals and organizations (in addition to what challenges them), what goes right in organizations (in addition to what goes wrong), what is life-giving (in addition to what is problematic or life-depleting), what is experienced as good (in addition to what is objectionable), and what is inspiring (in addition to what is difficult or arduous).<ref>{{Cite book|last1=Cameron |first1=Kim S. |last2=Spreitzer |first2=Gretchen M. |chapter=What is Positive about Positive Organizational Scholarship?|year=2011|editor-last=Spreitzer|editor-first=Gretchen M.|editor2-last=Cameron|editor2-first=Kim S.|title=The Oxford Handbook of Positive Organizational Scholarship|publisher=Oxford University Press|doi=10.1093/oxfordhb/9780199734610.001.0001|isbn=9780199734610}}</ref>}}

In organisational settings, positive psychology interventions have been used to improve employee engagement, foster resilience, and promote job satisfaction. These applications aim to build on employees' strengths, enhance meaning at work, and create a more fulfilling workplace environment.<ref>Seligman, M.E.P., & Csikszentmihalyi, M. (2000). Positive Psychology: An Introduction. American Psychologist, 55(1), 5–14. https://doi.org/10.1037/0003-066X.55.1.5</ref>