Positive Social Interactions and the Human Body at Work: Linking Organizations and Physiology
According to Heaphy, & Dutton (2008), the responsiveness of human psychological systems to positive social interactions is very high. However, there has been little exploration of the organizational importance of this finding. In a study that was done to establish the link between psychology and social interactions, several observations led to a variety of conclusions. In this research, Heaphy, & Dutton (2008), established that; brief or even enduring social relationships, which occur at work, have physiological correlates and effects. Additionally, it was their findings that physiological resourcefulness that is premised on positive social interactions is responsible for the nature of the behavior of the micro-organizations. Further, these interactions shape the way the organization has to provide opportunities for the employee bodies for the occurrence of these social interactions.
Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors
Avey, Wernsing, & Luthans (2008) affirmed the aforementioned position when they conducted a study to establish the effects of positive psychological capital and positive emotions in the well-being of an organization. In this regard, they tested this study on the reactions that employees who had positive interactions would have on any new changes in an organization. In this regard, the positive resources that were tested were the psyche and emotions) while the negative reactions were cynicism and deviance. After the study, they made a variety of findings. Specifically, Avey, Wernsing, & Luthans (2008) established that positive resources are great contributors and enhancers of positive organizational change. Concisely, they found out that positive human interaction is indeed a very important component of positive organizational change. Additionally, the ability of the employees to detect their thoughts and feelings generally interacts with the psyche to predict positive emotions. The cognitive theory was used in this research to explain that the psychological beliefs, expectancies, and appraisals of employees of an organization may in most times be the potential source of subsequent employee attitudes and behaviors, which are mostly related to positive organizational change.
Well-Being in the Workplace Through Interaction Between Individual Characteristics and Organizational Context
Biggio, & Cortese (2013), conducted a study to establish the relationship between individual characteristics and well-being in work settings. Additionally, the study was aimed at establishing the factors that influence the emotional well-being of employees. Further, the study endeavored to unearth the role of individual psychological characteristics on organizational change. In their findings, it was the case that positive interactions contribute to the well-being of employees. Further, emotional control, which is based on a sense of coherence, optimism, and self-esteem, contributes greatly to a series of social interactions without the exemption of work. This study, therefore, confirms that there exist several connections between people’s experiences and the resultant effects on their bodies. These effects will in the end affect the changes in the organization that they work for in the future.
Psychological Climate and Individual Factors as Antecedents of Work Outcomes
To establish the effects of individual characteristics of employees and the notion of cognitive regulation on organizational change, DAmato & Zijlstra (2008) used a framework that incorporated the individual characteristics and cognitive regulation as the determinants of work behavior and success. Afterward, they applied this framework to the psychological climate. In this study, they established that specified organizational behavior that they might have experienced before provides the connection between individual characteristics (psychological climate and self-efficacy) and outcomes of the work done by those particular individuals (quality of performance and emotional exhaustion). In this regard, positive human interactions translate to good work done by those individuals while negative ones provide bad organizational outcomes. As such, there is a correlation between individual interactions and their work outcomes.
What You Need to Know About Personal Wellbeing?
Ferguson (2009) established that the type of work that an employee does is directly proportional to his/her well-being. In this research, a study was done to establish how personal well-being is important in the life of a teacher. In this regard, personal well-being was judged against the results of the work of the teacher. In the end, it was found that a teacher who had a positive interaction with the students was likely to register better results than the one who had a very negative one. Additionally, in order to gain this positive interaction, Ferguson (2009) stated that an individual has to move out of the comfort zone and exercise courage and resilience.
In a research interview conducted on Canadian social workers, Graham, & Shier (2010) found that social workers who inhibit the highest level of subjective well-being are likely to perform better than those who have a very low level of well-being. The study further established that personal factors, such as personal behaviors, interpersonal relationships, and manifestations of self beyond their workplace as well as the identity of the employees greatly influence their social work. As such, well-being is confirmed to be a big influence on the work output of an employee.
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.
Biggio, G., & Cortese, C. G. (2013). Well-being in the workplace through interaction between individual characteristics and organizational context. International journal of qualitative studies on health and well-being, 8.
D'Amato, A., & Zijlstra, F. R. (2008). Psychological climate and individual factors as antecedents of work outcomes. European Journal of Work and Organizational Psychology, 17(1), 33-54.
Ferguson, D. (2009). Resilience: What you need to know about personal wellbeing.
Graham, J. R., & Shier, M. L. (2010). Social work practitioners and subjective well-being: Personal factors that contribute to high levels of subjective well-being. International Social Work.
Heaphy, E. D., & Dutton, J. E. (2008). Positive social interactions and the human body at work: Linking organizations and physiology. Academy of Management Review, 33(1), 137-162.
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