Resilience In The Workplace

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Introduction: Researchers have highlighted that commitment has a great impact on the successful performance of an organization. According to Givens (2008), for developing organizational commitment among employees; employers or consult authorities should try to develop motivation of their employees to do something, and develop the awareness that they do have the ability to achieve the goals. Furthermore, Teachers should make their employees imagine appealing future outcomes. It reflects that for organizational commitment a person must have the ability to understand his abilities and must have positive ideas about future outcomes. Building on Givens’ argument, the present study is an empirical effort to examine positive psychology, we define…show more content…
Resilience is often characterized by positive coping and adaptation in the face of significant adversity or risk (Masten & Reed, 2002). As adapted to the workplace, resiliency has been defined as the ‘‘positive psychological capacity to rebound, to ‘bounce back’ from adversity, uncertainty, conflict, failure, or even positive change, progress and increased responsibility’’ (Luthans, 2002a, p. 702). Therefore, resilience can be characterized by coping responses not only to adverse events, but also to extreme positive events as well. As with hope, to date research on resilience has been mainly limited to clinical and positive psychology. However, similar to the focus on hope, preliminary research has begun to examine the impact of resiliency in the workplace. For example, a significant relationship was found between the resiliency of Chinese factory workers undergoing significant change and transformation and their supervisory rated performance (Luthans et al., 2005). Resiliency has also been found to be related to work attitudes of satisfaction, happiness, and commitment (Youssef &…show more content…
Specifically, he defines optimism as making an internal, relatively stable, and global attribution regarding positive events such as goal achievement, and an external, relatively unstable, and specific cause for negative events like a failed attempt at reaching a goal. To avoid the criticism of false optimism, POB tends to emphasize realistic optimism (Luthans, 2002b; Luthans, Youssef et al., 2007; Schneider, 2001). In other words, optimism is not based on an unchecked process that has no realistic assessment. This realistic optimism as a state (as opposed to a dispositional trait), includes an objective assessment of what one can accomplish in a specific situation, given the available resources at that time, and therefore can vary (see Peterson, 2000). Similar to the other positive psychological capacities, empirical research on optimism in the workplace is just emerging. Seligman (1998) did find that optimism was significantly and positively related to the performance of insurance sales agents. In addition, in the study of the Chinese factory workers mentioned previously by Luthans et al. (2005), optimism was also found to have a significant relationship with rated performance. The study by Youssef and Luthans (2007) found employees’ optimism related to their performance, satisfaction, and

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