The aim of this paper is to articulate the psychosocial mechanisms of organizational resilience based on the research in positive organizational psychology, as well as to learn how organizations could cope with the effects of the COVID-19 crisis through ‘resilience resources’ training (i.e., psychological, social and organizational resources).
Get full access to this article
View all access options for this article.
References
1.
CarmeliA.FriedmanY.TishlerA. (2013). Cultivating a resilient top management team: The importance of relational connections and strategic decision comprehensiveness. Safety Science, 51, 148–159. doi:10.1016/j.ssci.2012.06.002
2.
CooC.OrtegaA.SalanovaM. (2020). Developing positive psychological resources: A diary study of a positive intervention program at work. Frontiers in Psychology, 11, 1–12. doi:10.3389/fpsyg.2020.00275
3.
CooC.SalanovaM. (2018). Mindfulness can make you happy-and-productive: A mindfulness controlled trial and its effects on happiness, work engagement and performance. Journal of Happiness Studies, 19, 1691–1711. doi:10.1007/s10902-017-9892-8
4.
FredricksonB. L.JoinerT. (2018). Reflections on positive emotions and upward spirals. Perspectives on Psychological Science, 13, 194–199. doi:10.1177/1745691617692106
5.
GallagherM. W.LongL. J.RichardsonA.D’SouzaJ. M. (2019). Resilience and coping in cancer survivors: The unique effects of optimism and mastery. Cognitive Therapy and Research, 43, 32–44. doi:10.1007/s10608-018-9975-9
6.
MeneghelI.SalanovaS.MartínezI. M. (2016). Feeling good makes us stronger: How team resilience mediates the effect of positive emotions on team performance. Journal of Happiness Studies, 17, 239–255. doi:10.1007/s10902-014-9592-6
7.
PeláezM. J.CooC.SalanovaM. (2019). Facilitating work engagement and performance through strengths-based micro-coaching: A controlled trial study. Journal of Happiness Studies, first online, 1–20. doi:10.1007/s10902-019-00127-5
8.
PeláezM. J.SalanovaM.MartínezI. M. (2020). Coaching-based leadership intervention program: A controlled trial study. Frontiers in Psychology, 10, 1–22. doi:10.3389/fpsyg.2019.03066
9.
SalanovaM. (2008). Organizaciones saludables y desarrollo de recursos humanos. Revista de Trabajo y Seguridad Social, 303, 179–214.
SalanovaM.LlorensS.CifreE.MartínezI. M. (2012). We need a hero! Towards a validation of the HEalthy & Resilient Organization (HERO) model. Group & Organization Management, 37, 785–822. doi:10.1177/2F1059601112470405
12.
SalanovaM.LlorensS.MartínezI. (2019). Organizaciones saludables: Una mirada desde la Psicología Positiva. Navarra: Aranzadi, Thomson Reuters.
13.
SalanovaM.RodríguezA.NielsenK. (2020). The impact of group efficacy beliefs and transformational leadership on followers’ self-efficacy: A multilevel-longitudinal study. Current Psychology, first online. doi:10.1007/s12144-020-00722-3
14.
StegerM. F.Littman-OvadiaH.MillerM.MengerL.RothmannS. (2013). Engaging in work even when it is meaningless: positive affective disposition and meaningful work interact in relation to work engagement. Journal of Career Assessment, 21, 348–361.
15.
VeraM.Rodríguez-SánchezA.SalanovaM. (2017). May the force be with you: Looking for resources that build team resilience?Journal of Workplace Behavioral Health, 32, 119–138. doi:10.1080/15555240.2017.1329629
16.
WestB. J.PateraJ. L.CarstenM. K. (2009). Team level positivity: Investigating positive psychological capacities and team level outcomes. Journal of Organizational Behavior, 30, 249–267. doi:10.1002/job.593
