The Roles of HRM Practice in Developing Positive Psychology in Organizations

Introduction

• Speaker thanks the organizers of the conference.
• Transition from supply chain management to human resource management (HRM) and positive psychology.
• Target audience includes PhD candidates, management candidates, and academics.

Positive Psychology Framework

• Developed a framework based on literature.
• Focus on positive psychology, positive organizational behavior (OB), and HRM's role in fostering positive psychology.

Levels of Positive Psychology

• Subjective Experience: Employees' positive feelings about their work.
• Individual Level: Development of positive individual traits (e.g., confidence, courage).
• Group Level: Focus on organizational strengths and civic virtues.

HRM Interventions

• Can be one-off or structural; structural is preferred for long-term impact.
• Emphasis on fostering positive subjective experiences and psychological capital (self-efficacy, optimism, resilience).

Positive Organizational Behavior (OB)

• Focus on positively oriented HR strengths and psychological capabilities.
• Introduction of the HERO model: Hope, Efficacy, Resilience, Optimism.

HRM Roles to Facilitate Positive Psychology

• Job Crafting: Allowing employees to design their own jobs based on strengths.
• Mindfulness-Based Interventions: Encouraging present-moment awareness to enhance well-being.

Theoretical Frameworks

• Job Demands-Resources (JDR) Theory: Balancing job demands with job resources to prevent burnout.
• Conservation of Resources (COR) Theory: Individuals strive to obtain and protect valued resources; resource loss is more impactful than gain.
• Broaden-and-Build Theory: Positive emotions broaden thinking and behavior, leading to increased creativity and resilience.

Conclusion

• Importance of HRM in fostering positive psychology and well-being in organizations.
• Acknowledgment of the audience and closing remarks.