Derleme
BibTex RIS Kaynak Göster
Yıl 2019, Cilt: 17 Sayı: 34, 349 - 370, 13.09.2019
https://doi.org/10.35408/comuybd.495109

Öz

Kaynakça

  • *Allen, M. S., & McCarthy, P. J. (2016). Be happy in your work: The role of positive psychology in working with change and performance. Journal of Change Management, 16(1), 55-74.
  • *Armstrong‐Stassen, M., & Schlosser, F. (2008). Taking a positive approach to organizational downsizing. Canadian Journal of Administrative Sciences, 25(2), 93-106.
  • *Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), 48-70.
  • Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human resource management, 48(5), 677-693.
  • Bakker, A.B., & Schaufeli, W.B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147–154.
  • Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
  • Biswas‐Diener, R. (2009). Personal coaching as a positive intervention. Journal of clinical psychology, 65(5), 544-553.
  • Blazejewski, S., & Dorow, W. (2003). Managing organizational politics for radical change: the case of Beiersdorf-Lechia SA, Poznan. Journal of World Business, 38(3), 204-223.
  • Cameron, K. S., & Spreitzer, G. M. (Eds.). (2011). The Oxford handbook of positive organizational scholarship. Oxford University Press. 385-446.
  • Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
  • Cohn, M. A., & Fredrickson, B. L. (2010). In search of durable positive psychology interventions: Predictors and consequences of long-term positive behavior change. Journal of Positive Psychology, 5, 355–366.
  • *Cooperrider, D. L., Sekerka, L. E., & Sekerka, L. (2003). Inquiry into the appreciable world: Toward a theory of positive organizational change. Positive organizational scholars, 225-240.
  • *Cunningham, C. E., et al. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational psychology, 75(4), 377-392.
  • Donaldson, S. I., & Ko, I. (2010). Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base. The Journal of Positive Psychology, 5(3), 177-191.
  • *Fugate, M., Kinicki, A. J., & Prussia, G. E. (2008). Employee coping with organizational change: An examination of alternative theoretical perspectives and models. Personnel Psychology, 61(1), 1-36.
  • *Grant, A. M., Curtayne, L., & Burton, G. (2009). Executive coaching enhances goal attainment, resilience and workplace well-being: A randomised controlled study. The journal of positive psychology, 4(5), 396-407.
  • *Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change. Journal of Change Management, 14(2), 258-280.
  • Holt, D. T., Armenakis, A. A., Harris, S. G., & Feild, H. S. (2007). Toward a comprehensive definition of readiness for change: A review of research and instrumentation. In Research in organizational change and development (pp. 289-336). Emerald Group Publishing Limited.
  • Jack Walker, H., Armenakis, A. A., & Bernerth, J. B. (2007). Factors influencing organizational change efforts: An integrative investigation of change content, context, process and individual differences. Journal of Organizational Change Management, 20(6), 761-773.
  • *Luthans, F., & Youssef, C. M. (2004). Human, Social, and Now Positive Psychological Capital Management: Investing in People for Competitive Advantage. Organizational Dynamics, 33(2), 143-160.
  • *Judge, T. A., Thoresen, C. J., Pucik, V., & Welbourne, T. M. (1999). Managerial coping with organizational change: A dispositional perspective. Journal of applied psychology, 84(1), 107.
  • *Kiefer, T. (2002). Understanding the emotional experience of organizational change: Evidence from a merger. Advances in Developing Human Resources, 4(1), 39-61.
  • Kim, H. W., & Kankanhalli, A. (2009). Investigating user resistance to information systems implementation: A status quo bias perspective. MIS quarterly, 567-582.
  • Liossis, P. L., Shochet, I. M., Millear, P. M., & Biggs, H. (2009). The Promoting Adult Resilience (PAR) program: The effectiveness of the second, shorter pilot of a workplace prevention program. Behaviour Change, 26, 97–112.
  • Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695–706.
  • Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage.
  • Luthans, F., & Youssef, C. M. in (2007a). Emerging positive organizational behavior. Journal of Management, 33:321-349.
  • *Martin, A. J., Jones, E. S., & Callan, V. J. (2005). The role of psychological climate in facilitating employee adjustment during organizational change. European Journal of Work and Organizational Psychology, 14(3), 263-289.
  • Meyers, M. C., van Woerkom, M., & Bakker, A. B. (2013). The added value of the positive: A literature review of positive psychology interventions in organizations. European Journal of Work and Organizational Psychology, 22(5), 618-632.
  • McClellan J. G. (2011). Reconsidering communication and the discursive politics of organizational change, Journal of Change Management, 11(4), pp. 465–480.
  • *Mueller, F., Jenny, G. J., & Bauer, G. F. (2012). Individual and organizational health-oriented readiness for change: Conceptualization and validation of a measure within a large-scale comprehensive stress management intervention. International Journal of Workplace Health Management, 5(3), 220-236.
  • Nelson, D., & Cooper, C. L. (Eds.). (2007). Positive organizational behavior. London: Sage.
  • Oreg, S. (2003). Resistance to change: Developing an individual differences measure. Journal of applied psychology, 88(4), 680.
  • Oreg, S. (2006). Personality, context, and resistance to organizational change. European journal of work and organizational psychology, 15(1), 73-101.
  • Peterson, S., & Luthans, F. (2003). The positive impact and development of hopeful leaders. Leadership and Organization Development Journal, 24(1), 26–31.
  • Pettigrew, A. M., Woodman, R. W., & Cameron, K. S. (2001). Studying organizational change and development: Challenges for future research. Academy of management journal, 44(4), 697-713.
  • Piderit, S. K. (2000). Rethinking resistance and recognizing ambivalence: A multidimensional view of attitudes toward an organizational change. Academy of management review, 25(4), 783-794.
  • *Raitis, J., et al. (2017). Finding positivity during a major organizational change: In search of triggers of employees’ positive perceptions and feelings. In Emotions and identity (pp. 3-16). Emerald Publishing Limited.
  • Schneider, S. L. (2001). In search of realistic optimism. American Psychologist, 56(3), 250–263.
  • Self, D. R., & Schraeder, M. (2009). Enhancing the success of organizational change: Matching readiness strategies with sources of resistance. Leadership & Organization Development Journal, 30(2), 167-182.
  • Seligman, M. E., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction, 55(1), p. 5. American Psychological Association.
  • Seligman, M. E. (2002). Positive psychology, positive prevention, and positive therapy. Handbook of positive psychology, 2(2002), 3-12.
  • *SEO, M. G., et al. (2012). The role of affect and leadership during organizational change. Personnel Psychology, 65(1), 121-165.
  • *Sherlock-Storey, M., Moss, M., & Timson, S. (2013). Brief coaching for resilience during organisational change—An exploratory study. The Coaching Psychologist.
  • Shin, J., Taylor, M. S., & Seo, M. G. (2012). Resources for change: The relationships of organizational inducements and psychological resilience to employees' attitudes and behaviors toward organizational change. Academy of Management journal, 55(3), 727-748.
  • Sin, N. L., & Lyubomirsky, S. (2009). Enhancing well‐being and alleviating depressive symptoms with positive psychology interventions: A practice‐friendly meta‐analysis. Journal of clinical psychology, 65(5), 467-487.
  • Smollan, R. K. (2015). Causes of stress before, during and after organizational change: a qualitative study. Journal of Organizational Change Management, 28(2), 301-314.
  • Snyder, C. R., Irving, L. M., & Anderson, J. R. (1991). Hope and health. In C. R. Snyder (Ed.), Handbook of social and clinical psychology (pp. 295–305). Oxford: Oxford University Press.
  • *Tavakoli, M. (2010). A positive approach to stress, resistance, and organizational change. Procedia-Social and Behavioral Sciences, 5, 1794-1798.
  • Thomas, R., Sargent, L. D., & Hardy, C. (2011). Managing organizational change: Negotiating meaning and power-resistance relations. Organization Science, 22(1), 22-41.
  • Totterdell, P., Wood, S., & Wall, T. (2006). An intra-individual test of the demands-control model. Journal of Occupational and Organizational Psychology, 79(12), 63–85.
  • Van de Ven, A. H., & Poole, M. S. (1995). Explaining development and change in organizations. Academy of management review, 20(3), 510-540.
  • Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation science, 4(1), 67.
  • *West, B. J., Patera, J. L., & Carsten, M. K. (2009). Team level positivity: Investigating positive psychological capacities and team level outcomes. Journal of Organizational Behavior, 30(2), 249-267.
  • Williams, H. (1989). Learning to manage change. Industrial and Commercial Training, 21(3).
  • Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33(5), 774–800.
  • Note: The sources marked with (*) symbol are the ones dealt in the review process.

Promoting Readiness For Change: A Systematic Review of Positive Psychology in Organizational Change Context

Yıl 2019, Cilt: 17 Sayı: 34, 349 - 370, 13.09.2019
https://doi.org/10.35408/comuybd.495109

Öz

Although positive psychology has begun to study quite
often in the organizational context in the last decade, so far, however, there
has been little discussion about the contribution of positive psychology to
organizational readiness during organizational change processes.
The
current study aims to compile, analyze and synthesize scientific researches
that aim to understand the effects of positive psychology on readiness in the
context of organizational change.
In the line with this purpose, several advanced search
criteria were identified; In EBSCO Business Source Complete and ISI Web of
Science databases, four (4) conceptual and fourteen (14) experimental, eighteen
(18) studies were attempted to be analyzed in detail. Although it is widely
acknowledged that these findings represent the infancy period of the field, the
majority of examined studies reveal that positive psychology may provide a
valuable contribution in terms of both individual and organizational readiness.
The study aims to provide new insight to practitioners about the psychological
side of organizational changes as well as to contribute to the field of
organizational behavior by directing further research.

Kaynakça

  • *Allen, M. S., & McCarthy, P. J. (2016). Be happy in your work: The role of positive psychology in working with change and performance. Journal of Change Management, 16(1), 55-74.
  • *Armstrong‐Stassen, M., & Schlosser, F. (2008). Taking a positive approach to organizational downsizing. Canadian Journal of Administrative Sciences, 25(2), 93-106.
  • *Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), 48-70.
  • Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human resource management, 48(5), 677-693.
  • Bakker, A.B., & Schaufeli, W.B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147–154.
  • Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
  • Biswas‐Diener, R. (2009). Personal coaching as a positive intervention. Journal of clinical psychology, 65(5), 544-553.
  • Blazejewski, S., & Dorow, W. (2003). Managing organizational politics for radical change: the case of Beiersdorf-Lechia SA, Poznan. Journal of World Business, 38(3), 204-223.
  • Cameron, K. S., & Spreitzer, G. M. (Eds.). (2011). The Oxford handbook of positive organizational scholarship. Oxford University Press. 385-446.
  • Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
  • Cohn, M. A., & Fredrickson, B. L. (2010). In search of durable positive psychology interventions: Predictors and consequences of long-term positive behavior change. Journal of Positive Psychology, 5, 355–366.
  • *Cooperrider, D. L., Sekerka, L. E., & Sekerka, L. (2003). Inquiry into the appreciable world: Toward a theory of positive organizational change. Positive organizational scholars, 225-240.
  • *Cunningham, C. E., et al. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational psychology, 75(4), 377-392.
  • Donaldson, S. I., & Ko, I. (2010). Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base. The Journal of Positive Psychology, 5(3), 177-191.
  • *Fugate, M., Kinicki, A. J., & Prussia, G. E. (2008). Employee coping with organizational change: An examination of alternative theoretical perspectives and models. Personnel Psychology, 61(1), 1-36.
  • *Grant, A. M., Curtayne, L., & Burton, G. (2009). Executive coaching enhances goal attainment, resilience and workplace well-being: A randomised controlled study. The journal of positive psychology, 4(5), 396-407.
  • *Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change. Journal of Change Management, 14(2), 258-280.
  • Holt, D. T., Armenakis, A. A., Harris, S. G., & Feild, H. S. (2007). Toward a comprehensive definition of readiness for change: A review of research and instrumentation. In Research in organizational change and development (pp. 289-336). Emerald Group Publishing Limited.
  • Jack Walker, H., Armenakis, A. A., & Bernerth, J. B. (2007). Factors influencing organizational change efforts: An integrative investigation of change content, context, process and individual differences. Journal of Organizational Change Management, 20(6), 761-773.
  • *Luthans, F., & Youssef, C. M. (2004). Human, Social, and Now Positive Psychological Capital Management: Investing in People for Competitive Advantage. Organizational Dynamics, 33(2), 143-160.
  • *Judge, T. A., Thoresen, C. J., Pucik, V., & Welbourne, T. M. (1999). Managerial coping with organizational change: A dispositional perspective. Journal of applied psychology, 84(1), 107.
  • *Kiefer, T. (2002). Understanding the emotional experience of organizational change: Evidence from a merger. Advances in Developing Human Resources, 4(1), 39-61.
  • Kim, H. W., & Kankanhalli, A. (2009). Investigating user resistance to information systems implementation: A status quo bias perspective. MIS quarterly, 567-582.
  • Liossis, P. L., Shochet, I. M., Millear, P. M., & Biggs, H. (2009). The Promoting Adult Resilience (PAR) program: The effectiveness of the second, shorter pilot of a workplace prevention program. Behaviour Change, 26, 97–112.
  • Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695–706.
  • Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage.
  • Luthans, F., & Youssef, C. M. in (2007a). Emerging positive organizational behavior. Journal of Management, 33:321-349.
  • *Martin, A. J., Jones, E. S., & Callan, V. J. (2005). The role of psychological climate in facilitating employee adjustment during organizational change. European Journal of Work and Organizational Psychology, 14(3), 263-289.
  • Meyers, M. C., van Woerkom, M., & Bakker, A. B. (2013). The added value of the positive: A literature review of positive psychology interventions in organizations. European Journal of Work and Organizational Psychology, 22(5), 618-632.
  • McClellan J. G. (2011). Reconsidering communication and the discursive politics of organizational change, Journal of Change Management, 11(4), pp. 465–480.
  • *Mueller, F., Jenny, G. J., & Bauer, G. F. (2012). Individual and organizational health-oriented readiness for change: Conceptualization and validation of a measure within a large-scale comprehensive stress management intervention. International Journal of Workplace Health Management, 5(3), 220-236.
  • Nelson, D., & Cooper, C. L. (Eds.). (2007). Positive organizational behavior. London: Sage.
  • Oreg, S. (2003). Resistance to change: Developing an individual differences measure. Journal of applied psychology, 88(4), 680.
  • Oreg, S. (2006). Personality, context, and resistance to organizational change. European journal of work and organizational psychology, 15(1), 73-101.
  • Peterson, S., & Luthans, F. (2003). The positive impact and development of hopeful leaders. Leadership and Organization Development Journal, 24(1), 26–31.
  • Pettigrew, A. M., Woodman, R. W., & Cameron, K. S. (2001). Studying organizational change and development: Challenges for future research. Academy of management journal, 44(4), 697-713.
  • Piderit, S. K. (2000). Rethinking resistance and recognizing ambivalence: A multidimensional view of attitudes toward an organizational change. Academy of management review, 25(4), 783-794.
  • *Raitis, J., et al. (2017). Finding positivity during a major organizational change: In search of triggers of employees’ positive perceptions and feelings. In Emotions and identity (pp. 3-16). Emerald Publishing Limited.
  • Schneider, S. L. (2001). In search of realistic optimism. American Psychologist, 56(3), 250–263.
  • Self, D. R., & Schraeder, M. (2009). Enhancing the success of organizational change: Matching readiness strategies with sources of resistance. Leadership & Organization Development Journal, 30(2), 167-182.
  • Seligman, M. E., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction, 55(1), p. 5. American Psychological Association.
  • Seligman, M. E. (2002). Positive psychology, positive prevention, and positive therapy. Handbook of positive psychology, 2(2002), 3-12.
  • *SEO, M. G., et al. (2012). The role of affect and leadership during organizational change. Personnel Psychology, 65(1), 121-165.
  • *Sherlock-Storey, M., Moss, M., & Timson, S. (2013). Brief coaching for resilience during organisational change—An exploratory study. The Coaching Psychologist.
  • Shin, J., Taylor, M. S., & Seo, M. G. (2012). Resources for change: The relationships of organizational inducements and psychological resilience to employees' attitudes and behaviors toward organizational change. Academy of Management journal, 55(3), 727-748.
  • Sin, N. L., & Lyubomirsky, S. (2009). Enhancing well‐being and alleviating depressive symptoms with positive psychology interventions: A practice‐friendly meta‐analysis. Journal of clinical psychology, 65(5), 467-487.
  • Smollan, R. K. (2015). Causes of stress before, during and after organizational change: a qualitative study. Journal of Organizational Change Management, 28(2), 301-314.
  • Snyder, C. R., Irving, L. M., & Anderson, J. R. (1991). Hope and health. In C. R. Snyder (Ed.), Handbook of social and clinical psychology (pp. 295–305). Oxford: Oxford University Press.
  • *Tavakoli, M. (2010). A positive approach to stress, resistance, and organizational change. Procedia-Social and Behavioral Sciences, 5, 1794-1798.
  • Thomas, R., Sargent, L. D., & Hardy, C. (2011). Managing organizational change: Negotiating meaning and power-resistance relations. Organization Science, 22(1), 22-41.
  • Totterdell, P., Wood, S., & Wall, T. (2006). An intra-individual test of the demands-control model. Journal of Occupational and Organizational Psychology, 79(12), 63–85.
  • Van de Ven, A. H., & Poole, M. S. (1995). Explaining development and change in organizations. Academy of management review, 20(3), 510-540.
  • Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation science, 4(1), 67.
  • *West, B. J., Patera, J. L., & Carsten, M. K. (2009). Team level positivity: Investigating positive psychological capacities and team level outcomes. Journal of Organizational Behavior, 30(2), 249-267.
  • Williams, H. (1989). Learning to manage change. Industrial and Commercial Training, 21(3).
  • Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33(5), 774–800.
  • Note: The sources marked with (*) symbol are the ones dealt in the review process.
Toplam 57 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Araştırma Makalesi
Yazarlar

Umut Uyan 0000-0002-8466-2903

Ayşe Aslan Bu kişi benim 0000-0001-5742-8938

Yayımlanma Tarihi 13 Eylül 2019
Gönderilme Tarihi 11 Aralık 2018
Yayımlandığı Sayı Yıl 2019 Cilt: 17 Sayı: 34

Kaynak Göster

APA Uyan, U., & Aslan, A. (2019). Promoting Readiness For Change: A Systematic Review of Positive Psychology in Organizational Change Context. Yönetim Bilimleri Dergisi, 17(34), 349-370. https://doi.org/10.35408/comuybd.495109

Sayın Araştırmacı;

Dergimize gelen yoğun talep nedeniyle Ekim 2024 sayısı için öngörülen kontenjan dolmuştur, gönderilen makaleler ilerleyen sayılarda değerlendirilebilecektir. Bu hususa dikkat ederek yeni makale gönderimi yapmanızı rica ederiz.

Yönetim Bilimler Dergisi Özel Sayı Çağrısı
Yönetim Bilimleri Dergisi 2024 yılının Eylül ayında “Endüstri 4.0 ve Dijitalleşmenin Sosyal Bilimlerde Yansımaları” başlıklı bir özel sayı yayınlayacaktır.
Çanakkale Onsekiz Mart Üniversitesi Biga İktisadi ve İdari Bilimler Fakültesi tarafından 5-6 Temmuz 2024 tarihlerinde çevrimiçi olarak düzenlenecek olan 4. Uluslararası Sosyal Bilimler Konferansı’nda sunum gerçekleştiren yazarların dergi için ücret yatırmasına gerek olmayıp, dekont yerine Konferans Katılım Belgesini sisteme yüklemeleri yeterli olacaktır.
Gönderilen makalelerin derginin yazım kurallarına uygun olması ve DergiPark sistemi üzerinden sisteme yüklenmesi gerekmektedir. Özel sayı ana başlığı ile ilgisiz makaleler değerlendirmeye alınmayacaktır. Özel sayı için gönderilen makalelerin "Makalemi özel sayıya göndermek istiyorum" kutucuğu işaretlenerek sisteme yüklenmesi gerekmektedir. Özel sayı için gönderilmemiş makalelerin bu sayıya eklenmesi mümkün olmayacaktır.
Özel Sayı Çalışma Takvimi
Gönderim Başlangıcı: 15 Nisan 2024
Son Gönderim Tarihi: 15 Temmuz 2024
Özel Sayı Yayınlanma Tarihi: Eylül 2024

Dergimize göndereceğiniz çalışmalar linkte yer alan taslak dikkate alınarak hazırlanmalıdır. Çalışmanızı aktaracağınız taslak dergi yazım kurallarına göre düzenlenmiştir. Bu yüzden biçimlendirmeyi ve ana başlıkları değiştirmeden çalışmanızı bu taslağa aktarmanız gerekmektedir.
İngilizce Makale Şablonu için tıklayınız...

Saygılarımızla,