About this Research Topic
Improvement, change and awareness shape human life from top to toe. Such alterations also manifest themselves in organizations, too. For an organization, what is most important is to reach its goals effectively. This calls for an openness to change, and therefore requires effective administration. The key here is to engage with stakeholders and to understand them both individually and as a group. In this regard, leadership and positive psychology come to the fore.
In recent years, both leadership studies and psychology have themselves undergone many changes. Studies of leadership have increasingly turned away from theories of characteristics, behavior and contingency toward more modern approaches. Through this shift, perspectives on leadership have evolved and the concept has come to be connected to many different terms. One of these is positive psychology. Classical psychology has three main objectives: 1) to treat mental illnesses 2) to improve people's lives 3) to explore the meaning of intelligence. The positive psychology movement, however, was born as a reaction to a negatively oriented, pathology-centered psychology of human nature and behavior. Positive organizational psychology is thus the science of the conditions and processes that contribute to the development or ideal functioning of people, groups, and organizations. In this way, engaging with positive psychology and leadership can offer significant advantages for organizations.
In the life of organizations, many different situations arise in which various stakeholders are presented with both challenges and opportunities. These experiences may occur at the individual, group or organizational level, and it is crucial to examine them in order to establish effective organizational processes. Insofar as leadership is the art of exerting an effect on others and inspiring them to engage with their organizations, this is an area in which leadership comes to the fore as a key element of organizational psychology.
Nevertheless, leadership is not always enough by itself to produce the desired effect. At this point, positive organizational psychology can come to the aid of organizations. It represents a modern approach involving both individual and organizational perspectives, rather than merely a negative perspective.
This Research Topic thus aims to provide an in-depth treatment of Positive Organizational Psychology and Leadership in Organizational Behavior and Culture. Contributions are expected to examine the relationship between different aspects of leadership and positive organizational psychology, against the backdrop of organizational life and behavior. Particular themes may include, but are not limited to:
• The effect of positive psychology on organizational behavior
• The effect of positive psychology on organizational leadership
• The effect of positive psychology on human life in organizations
• The effects of emotional intelligence on positive psychology
• The effects of emotions and positive psychology on school culture
• The effects of emotions and positive psychology on school leadership
• The fundaments of positive psychology and emotional intelligence in organizational behavior
• Approaches to establishing a positive atmosphere in organizations
In recent years, both leadership studies and psychology have themselves undergone many changes. Studies of leadership have increasingly turned away from theories of characteristics, behavior and contingency toward more modern approaches. Through this shift, perspectives on leadership have evolved and the concept has come to be connected to many different terms. One of these is positive psychology. Classical psychology has three main objectives: 1) to treat mental illnesses 2) to improve people's lives 3) to explore the meaning of intelligence. The positive psychology movement, however, was born as a reaction to a negatively oriented, pathology-centered psychology of human nature and behavior. Positive organizational psychology is thus the science of the conditions and processes that contribute to the development or ideal functioning of people, groups, and organizations. In this way, engaging with positive psychology and leadership can offer significant advantages for organizations.
In the life of organizations, many different situations arise in which various stakeholders are presented with both challenges and opportunities. These experiences may occur at the individual, group or organizational level, and it is crucial to examine them in order to establish effective organizational processes. Insofar as leadership is the art of exerting an effect on others and inspiring them to engage with their organizations, this is an area in which leadership comes to the fore as a key element of organizational psychology.
Nevertheless, leadership is not always enough by itself to produce the desired effect. At this point, positive organizational psychology can come to the aid of organizations. It represents a modern approach involving both individual and organizational perspectives, rather than merely a negative perspective.
This Research Topic thus aims to provide an in-depth treatment of Positive Organizational Psychology and Leadership in Organizational Behavior and Culture. Contributions are expected to examine the relationship between different aspects of leadership and positive organizational psychology, against the backdrop of organizational life and behavior. Particular themes may include, but are not limited to:
• The effect of positive psychology on organizational behavior
• The effect of positive psychology on organizational leadership
• The effect of positive psychology on human life in organizations
• The effects of emotional intelligence on positive psychology
• The effects of emotions and positive psychology on school culture
• The effects of emotions and positive psychology on school leadership
• The fundaments of positive psychology and emotional intelligence in organizational behavior
• Approaches to establishing a positive atmosphere in organizations
Keywords: Emotions, Leadership, Positive Psychology, Organizational Behavior, Organizational Psychology
Important Note: All contributions to this Research Topic must be within the scope of the section and journal to which they are submitted, as defined in their mission statements. Frontiers reserves the right to guide an out-of-scope manuscript to a more suitable section or journal at any stage of peer review.
