Positive approaches to enhance customer-focused knowledge sharing culture in a financial services organisation

Holma, Tuomas; Lehtimäki, Hanna; Thatchenkery, Tojo

doi:10.1504/ijhrdm.2017.085273

Cited by 2 publications

(1 citation statement)

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“…Additionally, it has become an effective theory and practice for transformation and change through the use of generative questions that can lead to positive images, positive actions, and positive outcomes in human systems in organizations (Whitney and Trosten-Bloom, 2003). A large body of empirical research has shown that AI creates upward spirals of positive emotions in people and organizations that increase appreciative behaviors and psychological wellbeing, capital, and safety (Fredrickson, 1998(Fredrickson, , 2003b(Fredrickson, , 2004(Fredrickson, , 2009bVerleysen et al, 2015;Daulon et al, 2017;Holma et al, 2017;Edmondson, 2019). AI research supports high performing employees who are more positive and have strengths based in nature, ask appreciative questions, and are more focused outside of themselves to help others (Brunetto et al, 2019;Peláez et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Measuring Strengths, Opportunities, Aspirations, and Results: Psychometric Properties of the 12-Item SOAR Scale

et al. 2022

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Strengths, Opportunities, Aspirations, and Results (SOAR) is a strengths-based framework for strategic thinking, planning, conversations, and leading that focuses on strengths, opportunities, aspirations, and results. The SOAR framework leverages and integrates Appreciative Inquiry (AI) to create a transformation process through generative questions and positive framing. While SOAR has been used by practitioners since 2000 as a framework for generating positive organizational change, its use in empirical research has been limited by the absence of reliable and valid measures. We report on the reliability, construct validity, and measurement invariance of the SOAR Scale, a 12-item self-report survey organized into four first-order factors (Strengths, Opportunities, Aspirations, and Results). Data from a sample of 285 U.S. professionals were analyzed in Mplus using confirmatory factor analysis and exploratory structural equation modeling. The Four-Factor first-order exploratory structure equation modeling (ESEM) had the best model fit. Measurement invariance tests found the scalar invariance of the SOAR Scale across gender and education groups. Implications are discussed for using the SOAR Scale to build resilience at the individual, the team, and the organizational levels.

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