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Integrating positivity and negativity in management research The case of paradoxical optimists

机译：在管理研究中整合积极性和消极性-悖论性乐观主义者的案例

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Purpose - Much of management research has been based on what can be called a "deficit-based" approach. In contrast, there is the recent emergence of a new paradigm shift with the appearance of positive organizational studies. This paper aims to discuss how to integrate knowledge coming from both sides of the fence and exemplify it by testing a model that looks for the intricate and paradoxical relationships between optimism and pessimism.Design/methodology/approach - Using cluster analysis, a theoretical model is developed that includes the existence of a paradoxical type of personality beyond the dichotomous optimistic and pessimistic profiles. The validity of this model is tested in a sample of 343 workers of a company. Findings - The data evidenced a good fit with the four cluster theoretical model and showed that almost half of the sample (46.36 percent) were clustered as "paradoxical optimists", individuals that simultaneously reported optimistic and pessimistic expectations towards the future. Research limitations/implications - Management researchers should make an effort to better understand how positive and negative phenomena in organizations relate to one another, namely by studying paradoxical personality individuals. They should go beyond the normal positiveegative dichotomy and search for more integrative forms of functioning. In the specific case of optimism, they should also distinguish paradoxical optimists from both "purely" optimists and pessimists. Originality/value - The paper illustrates that positive and negative issues in organizations can and should be integrated in more integrative theories. It develops and shows evidence of the construct of "paradoxical optimist", a personality type that should be better investigated.
机译：目的-许多管理研究都基于所谓的“基于赤字”的方法。相反，随着积极的组织研究的出现，最近出现了新的范式转变。本文旨在讨论如何整合来自围栏两面的知识，并通过测试一个模型来验证乐观和悲观之间的复杂和自相矛盾的关系，以此来举例说明设计/方法/方法-使用聚类分析，建立一个理论模型包括二元乐观和悲观特征之外，还存在一种自相矛盾的人格。该模型的有效性在公司的343名工人中进行了测试。调查结果-数据证明与四类理论模型非常吻合，并显示几乎一半的样本（46.36％）被归类为“悖论性乐观主义者”，这些人同时报告了对未来的乐观和悲观期望。研究的局限性/含义-管理研究人员应努力更好地了解组织中的正面和负面现象是如何相互联系的，即通过研究矛盾的人格个体。它们应超越正常的正/负二分法，并寻求更完整的功能形式。在乐观的特定情况下，他们还应该将矛盾的乐观主义者与“纯粹的”乐观主义者和悲观主义者区分开。原创性/价值-该论文说明了组织中的积极和消极问题可以并且应该整合到更综合的理论中。它发展并显示出“悖论乐观主义者”的构造的证据，这是一种应该更好地研究的人格类型。

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