. . "Pozitivn\u00ED psychologie je aktu\u00E1ln\u00EDm sm\u011Brem v sou\u010Dasn\u00E9 psychologii, jen\u017E se zab\u00FDv\u00E1 studiem a podporou pozitivn\u00EDho pro\u017E\u00EDv\u00E1n\u00ED a pozitivn\u00EDho zp\u016Fsobu my\u0161len\u00ED, siln\u00FDch str\u00E1nek osobnosti \u010Dlov\u011Bka a kladn\u00FDch mezilidsk\u00FDch vztah\u016F. Intenzivn\u011B se v\u011Bnuje se tak\u00E9 zkoum\u00E1n\u00ED faktor\u016F \u00FAsp\u011B\u0161n\u00E9ho fungov\u00E1n\u00ED spole\u010Dnost\u00ED a organizac\u00ED. V\u00FDsledky aktu\u00E1ln\u00EDch studi\u00ED zab\u00FDvaj\u00EDc\u00ED se vztahem pracovn\u00ED v\u00FDkonnosti a osobn\u00ED pohody poukazuj\u00ED na \u00FAzkou souvislost pracovn\u00ED efektivity zam\u011Bstnanc\u016F s m\u00EDrou jejich pozitivn\u00EDho pro\u017E\u00EDv\u00E1n\u00ED (Fredrickson, 2008), frekvenc\u00ED pro\u017Eitku flow (Nakamura, Csikszentmihalyi, 2002), s mo\u017Enost\u00ED vyu\u017E\u00EDvat v zam\u011Bstn\u00E1n\u00ED sv\u00E9 siln\u00E9 str\u00E1nky a p\u0159ednosti (Linley et al., 2010) a p\u0159edev\u0161\u00EDm s jejich celkov\u00FDm postojem k pr\u00E1ci (Wrzesniewski, 2003). Badatel\u00E9 upozor\u0148uj\u00ED tak\u00E9 na v\u00FDznam dobr\u00FDch mezilidsk\u00FDch vztah\u016F na pracovi\u0161ti (Dutton, 2003) a sleduj\u00ED podm\u00EDnky optim\u00E1ln\u00EDho fungov\u00E1n\u00ED jedince na stran\u011B zam\u011Bstnavatele (Warr, 2007)." . "S" . "Pozitivn\u00ED psychologie je aktu\u00E1ln\u00EDm sm\u011Brem v sou\u010Dasn\u00E9 psychologii, jen\u017E se zab\u00FDv\u00E1 studiem a podporou pozitivn\u00EDho pro\u017E\u00EDv\u00E1n\u00ED a pozitivn\u00EDho zp\u016Fsobu my\u0161len\u00ED, siln\u00FDch str\u00E1nek osobnosti \u010Dlov\u011Bka a kladn\u00FDch mezilidsk\u00FDch vztah\u016F. Intenzivn\u011B se v\u011Bnuje se tak\u00E9 zkoum\u00E1n\u00ED faktor\u016F \u00FAsp\u011B\u0161n\u00E9ho fungov\u00E1n\u00ED spole\u010Dnost\u00ED a organizac\u00ED. V\u00FDsledky aktu\u00E1ln\u00EDch studi\u00ED zab\u00FDvaj\u00EDc\u00ED se vztahem pracovn\u00ED v\u00FDkonnosti a osobn\u00ED pohody poukazuj\u00ED na \u00FAzkou souvislost pracovn\u00ED efektivity zam\u011Bstnanc\u016F s m\u00EDrou jejich pozitivn\u00EDho pro\u017E\u00EDv\u00E1n\u00ED (Fredrickson, 2008), frekvenc\u00ED pro\u017Eitku flow (Nakamura, Csikszentmihalyi, 2002), s mo\u017Enost\u00ED vyu\u017E\u00EDvat v zam\u011Bstn\u00E1n\u00ED sv\u00E9 siln\u00E9 str\u00E1nky a p\u0159ednosti (Linley et al., 2010) a p\u0159edev\u0161\u00EDm s jejich celkov\u00FDm postojem k pr\u00E1ci (Wrzesniewski, 2003). Badatel\u00E9 upozor\u0148uj\u00ED tak\u00E9 na v\u00FDznam dobr\u00FDch mezilidsk\u00FDch vztah\u016F na pracovi\u0161ti (Dutton, 2003) a sleduj\u00ED podm\u00EDnky optim\u00E1ln\u00EDho fungov\u00E1n\u00ED jedince na stran\u011B zam\u011Bstnavatele (Warr, 2007)."@cs . "RIV/00216224:14210/12:00061272" . "Spokojen\u00FD pracovn\u00EDk \u2013 dobr\u00FD pracovn\u00EDk aneb Pozitivn\u00ED p\u0159\u00EDstup v organizaci a \u0159\u00EDzen\u00ED"@cs . . "Satisfied staff - a good staff: Positive attitude in the organization and management"@en . . "Spokojen\u00FD pracovn\u00EDk \u2013 dobr\u00FD pracovn\u00EDk aneb Pozitivn\u00ED p\u0159\u00EDstup v organizaci a \u0159\u00EDzen\u00ED" . "1"^^ . . "Slez\u00E1\u010Dkov\u00E1, Alena" . . "RIV/00216224:14210/12:00061272!RIV13-MSM-14210___" . "Satisfied staff - a good staff: Positive attitude in the organization and management"@en . "1"^^ . . . . "Spokojen\u00FD pracovn\u00EDk \u2013 dobr\u00FD pracovn\u00EDk aneb Pozitivn\u00ED p\u0159\u00EDstup v organizaci a \u0159\u00EDzen\u00ED"@cs . . . . "Spokojen\u00FD pracovn\u00EDk \u2013 dobr\u00FD pracovn\u00EDk aneb Pozitivn\u00ED p\u0159\u00EDstup v organizaci a \u0159\u00EDzen\u00ED" . "170496" . . . . "14210" . . "positive psychology; organizational psychology; job performance; well-being; strengths"@en . "Positive psychology is the current movement in psychology that studies positive emotions and positive thinking, human strengths, and positive interpersonal relationships. It focuses also on better understanding of factors of successful functioning of companies and organizations. The results of recent studies researching relationships between job performance and subjective well-being point to a close relationship between employees' work efficiency and their positive emotions (Fredrickson, 2008), frequency of the Flow experience (Nakamura, Csikszentmihalyi, 2002), a use of their own strengths and virtues (Linley et al., 2010) and especially their overall attitude to their work (Wrzesniewski, 2003). Researchers also point out the importance of good interpersonal relationships in the workplace (Dutton, 2003) and examine conditions for optimal functioning of the individual on the part of the employer (Warr, 2007)."@en . "[56930E0B0071]" . .