Positive Emotions in organizational Psychology

Over the past 15 years the focus of Organizational Psychology has gradually shifted from the context, which is often unfeasible or unprofitable to change, to the individual, i.e. the employee. The consequences of emotions at workplace affect both the attitudes and behavior of individuals, subgroups and, more generally, society itself (Weiss, 2002). In addition, positive emotions determine the achievement of organizational goals and ensure the continuation of the organizational structure (Staw, Sutton, Pelled, 1994).

Emotions are related to specific incidents inside and outside the work context and have strong dynamics, such that they influence the thinking and behavior processes of employees (Brief, Weiss, 2002). The effect of negative emotions has been extensively studied in the past and has been shown to negatively affect roles and outcomes in the workplace (Mann, 1999). On the contrary, positive emotions have not been studied within the work context, neither in terms of their causes, nor in terms of the results they bring about.

However, early research has shown that they have an effect both on mental health and productivity of employees. Consequently, the management of emotions within a work context is now a priority both for Organizational Psychology and for other sciences that study behavior within a work context, such as marketing and economics.

Specifically,  research has shown that positive emotions within a work context have beneficial effects regardless of the employee's relationships with other employees, leading to greater activation, persistence, and expanded perception and attention (Staw, Sutton, Pelled, 1994). Positive emotions within a work context include optimism, self-esteem and psychological resilience (Abraham, 1999).

Employees who experience strong positive emotions are more likely to influence their colleagues positively and in the desired direction, are more likable and attractive in terms of social interactions, and cover up deficits regarding how other people see the company (Abraham, 1999).

In conclusion, the recognition and management of emotions in the work context brings about beneficial effects both in terms of mental health, such as the levels of burnout and work stress, as well as the  work results are concerned. The trend in this decade is that the employee is strengthened not indirectly by diversifying the working environment but directly by strengthening the personal resources, ensuring a balance between personal and professional life, increasing psychological resilience and providing stimuli for living positive emotions.

Article source: Hellenic Association of Positive Psychology