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Building engagement and healthy organisations

Validation of the Nordic Questionnaire on Positive Organisational Psychology (N-POP). The Third Report from the Nordic Project

image of Building engagement and healthy organisations

The main aim of the project was to investigate the predictors of positive work-related states and attitudes, e.g. work engagement, meaning at work and personal growth, and healthy organisations. A questionnaire on these positive factors at work were pilot-tested through a data collection in chosen companies in Norway and Sweden. The results of these studies were used as a base for a preliminary validation of the Nordic Questionnaire on Positive Organisational Psychology (N-POP) published in this report. It is concluded that the N-POP constitutes a reliable and valid instrument. The concluding summary suggests that the concepts of work environment, health and productivity do indeed seem able to flow together to reach an optimal point at which well-being at the individual level is coexistent with efficient and productive work organisations.

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Introduction

Nordic welfare societies are currently facing two major challenges. The first challenge stems from changes in the demographic composition of the Nordic countries (Nordic Council of Ministers, 2006, p. 61). These demographic changes may, in combination with widespread early retirement from the labour market (Nordic Council of Ministers, 2006, p. 109), result in a shortage of labour in the Nordic countries in the coming decades. The field of positive work and organisational psychology appears to offer some interesting insights in response to this challenge, as the knowledge generated might help to increase labour supply through its emphasis on building on factors related to intrinsic job motivation (Turner, Barling, & Zacharatos, 2002). The issue of labour supply is traditionally approached in terms of establishing economic incentives but an alternative strategy towards increasing labour supply is offered by the field of positive work and organisational psychology (Clausen, 2009).

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