本研究旨在建構技術型高中校長正向領導之內涵，並以實證研究驗證其內涵細項，並同時了解技術型校長正向領導之現況。
本研究首先以國外之正向領導實證性文獻探討分析正向領導層面，繼而以相關文獻建構正向領導內涵細項，確立正向領導內涵初稿，計七層面49題項；再以模糊德懷術，進行16位專家問卷，包含技專代表8位、實務工作者8位，將回收問卷以EXCEL軟體，進行幾何平均數及解模糊之計算，以確認技術型高中校長正向領導之層面、細項，計七層面48題項，作為發展正向問卷之基礎，再以北、中、南、東四區各四所技術型高中之教師為抽樣對象，每校30名，其中包含處室主任、組長或科主任、導師、專任教師等不同對象，共發出問卷480份，回收後可用之問卷計440分，先以SPSS統計軟體進行項目分析、信度分析，再以AMOS統計軟體進行驗證性因素分析，確認七個層面的信效度合乎要求且達良好，再以驗證性因素分析刪題後之七個層面二十八題項，以SPSS軟體進行獨立樣本t檢定、單因子變異數分析，以了解不同背景變項受試者在現況知覺的差異情形，並獲致以下結論：
技術型高中校長正向領導內涵包涵「正向意義」、「正向關係」、「正向溝通」、「正向氛圍」、「正向期待」、「正向支持」、「正向認同」等七個層面，每一層面各包含四個細項。技術型高中教師對校長正向領導現況整體知覺部分變項有顯著差異，技術型高中教師對校長正向領導現況各層面知覺部分變項有顯著差異。

Objective of this study intends to construct the contents of positive leadership for vocational high school principals and empirically study and verify the breakdowns of these contents. In the mean time, this study also wants to understand the current status of vocational high school principals’ positive leadership.
In this study, we start by exploring the analyses for positive leadership through foreign empirical literatures on positive leadership and then apply related literature to construct the breakdowns of the contents of positive leadership. In order to establish the draft for positive leadership contents, there are 49 topics covering seven layers being prepared. And this is followed with applying fuzzy Delphi to proceed to conducting queries for 16 experts, eight technical college professors and eight practitioners each. After collecting the queried results, they are processed with EXCEL so as to proceed to computations for geometric means and fuzzy solutions. The layers and breakdowns comprise 48 topics covering seven layers applied for the confirmation of vocational high school principals’ positive leadership, and this is to serve as the foundation for developing positive questionnaire. Then it is followed with four vocational high teachers from four regions like north, central, south and east to serve as the sampling subjects, 30 teachers from each school and they comprise different sampling subjects like office directors, team leaders or directors, teachers, full-time teachers. A total of 480 copies are disseminated with 440 returned that met query demands. These questionnaires are processed via SPSS statistical software for item and reliability analyses, followed with AMOS statistical analysis to proceed to confirmatory factor analysis to ascertain the reliability of seven layers that would meet the demand and are also good. Then the 28 topics in this seven layers which result from weeding process through confirmatory factor analysis will further go through SPSS statistical software for processing like independent sample t test, one-way ANOVA so as to allow the understanding of the current status perception differences for testers of different background variables. There are four conlusions acquired from this study:
Positive leadership of vocational high school principals comprises 7 layers: “positive meaning”, “positive relationship”, “positive communication”, “positive climate”, “positive expectation”, “positive support” and “positive identity”. Each layer contains 4 items. There are significant differences found for partial variables in the overall perception of the current status of principals’ positive leadership by vocational high school teachers. There are significant differences found for partial perception variables at all layers for the current status of principals’ positive leadership perceived by vocational high school teachers.

壹、中文部分
內政部統計處(2014)。內政統計查詢網-出生人數。2014年12月取自http://statis.moi.gov.tw/micst/stmain.jsp?sys=100
王沂釗(2013)。幸福感。載於張傳琳(主編)，正向心理學(63-90頁)。臺北市：洪葉文化。
仲秀蓮(2011)。臺灣地區國民小學校長正向領導、學校文化對學校創新經營效能影響之研究（未出版博士論文）。國立臺北教育大學，臺北市。
江雪齡(2010)。正向心理學-生活、工作和教學的實用。臺北市：心理出版社。
自由時報(2014，11月10日)。12年國教首屆 高一成績差距拉大。2014年12月取自http://news.ltn.com.tw/news/local/paper/828829
吳清山(2008)。教育行政議題研究。臺北市：高等教育。
吳清山(2013)。正向領導。教育研究月刊，230，136-137。
吳清山(2014)。學校行政。臺北市：心理。
吳清山、林天佑(2004)。僕人領導。教育研究月刊，120，154。
吳清山、林天祐(2012)。正向組織行為。教育研究月刊，222，135-136。
李桂蘭、張國照(2007)。正面期待效應。臺北市：全華圖書。
李菁菁(2014)。高級中學校長正向領導、教師職場希望感與學校效能之相關研究(未出版博士論文)。國立臺南大學，臺南市。
李新民(2013)。正向心理學在學校教育的應用。高雄市：麗文文化。
林明地(2000)。校長領導的影響：近三十年來研究結果的分析。國家科學委員會研究彙刊：人文及社會科學，10(2)，232-254。
林新發(2010a)。正向領導的意涵與實施策略。國民教育，50(3)，1-5。
林新發(2010b)。正向領導的理論基礎。國民教育，51(1)，1-6。
林新發(2011)。華人地區學校校長正向領導模式初探。國民教育，52(1)，1-6。
涂金堂(2012)。量表編製與SPSS。臺北市：五南。
秦夢群(2005)。教育領導新理論與研究取向之分析，教育研究月刊，136，106-118。
秦夢群(2013)。教育行政：理論與模式。臺北市：五南。
國家教育研究院(2014)。十二年國民基本教育課程研究發展會。2014年12月取自http://www.naer.edu.tw/files/15-1000-7944,c639-1.php?Lang=zh-tw
張明輝(2009)。學校經營與管理：新興議題研究。臺北市：學富文化。
張偉豪（2011）。SEM論文寫作不求人。台北市：鼎茂。
張紹勳(2012)。模糊多準則評估及統計。臺北市：五南。
張傳琳(2013)。緒論。載於張傳琳(主編)，正向心理學(1-16頁)。臺北市：洪葉文化。
張慶勳(2012)。學校組織行為。臺北市：五南。
教育部(2010)。職業學校法。臺北：作者。
教育部(2013a)。高級中等教育法。臺北：作者。
教育部(2013b)。教師法。臺北：作者。
教育部(2014a)。十二年國民基本教育實施計畫。2014年11月取自http://12basic.edu.tw/Detail.php?LevelNo=46
教育部(2014b)。法制專區。2014年11月取自http://12basic.edu.tw/Detail.php?LevelNo=800
教育部(2014c)。入學制度。2014年11月取自http://12basic.edu.tw/Detail.php?LevelNo=319
黃姿霓、吳清山(2010)。美國證聯會2008年校長領導國家層級新標準及其對我國國民中小學校長培育制度之啟示。教育研究與發展，6(1)，199-228。
黃麗鴻(2010)。校長正向領導、學校組織健康、教師心理資本與組織承諾之影響關係：階層線性模式的驗證(未出版博士論文)。國立嘉義大學，嘉義市。
溫金豐(2012)。組織理論與管理：基礎與應用。臺北市：華泰文化。
維基百科(2014a)。神學。2014年11月取自http://zh.wikipedia.org/wiki/%E7%A5%9E%E5%AD%B8
維基百科(2014b)。基督教神學。2014年11月取自http://zh.wikipedia.org/wiki/%E5%9F%BA%E7%9D%A3%E6%95%99%E7%A5%9E%E5%AD%B8
潘正德(2012)。團體動力學。臺北市：心理出版社。
蔡銘津(2008)。少子化趨勢對教育體系的衝擊與因應。研習資訊，25(5)，101-108。
蔣偉民(2009)。少子化對高中教育之衝擊與因應。中等教育，60(1)，26-34。
謝文全(2014)。教育行政學。臺北市：高等教育。
謝傳崇(2012)。校長正向領導：理念、研究與實踐。臺北：高等教育。
謝傳崇、呂浚瑀、曾文鑑(2013)。國民小學校長正向領導、團隊情感氛圍與組織創新能力關係之研究。教育行政與評鑑學刊，14，29-58。
謝傳崇、許文薇(2014)。國民小學校長正向領導、肯定式探詢與教師希望感關係之研究。教育研究學報，48(1)，67-86。
謝傳崇、蕭文智(2013)。國民小學校長科技領導與學生學習表現關係之研究：以學校ICT運用為中介變項。教育理論與實踐學刊，27，291-324。

二、西文部分
Abdullah, M. C. (2009). Leadership and PsyCap: A study of the relationship between positive leadership behaviors and followers’ positive psychological capital. (Doctoral dissertation). Available from ProQuest Dissertation and theses database. (UMI No. 3378872)
Avey, J. B., Hughes, L. W., Norman, S. M., & Luthans, K W. (2008). Usnig positivity, transformational leadership and empowerment to combat employee negativity. Leadership & Organization Development Journal, 29,110-126.
Avolio, B. J. & Gardner, W. L.(2005). Authentic leadership development: Getting to the root of Positive froms of leadership. The Leadership Quarterly, 16, 315-338. doi:10.1016/j.leaqua.2005.03.001
Baumgardner, S. R., & Crothers, M. K. (2009). Positive psychology. Upper Saddle River, NJ: Pearson Education.
Bennis, W. (1969). Organizational development: Its nature, origins, and prospects. Reading, MA:Addison Wesley.
Bolger, R. (2001). The Influence of leadership style on teacher job satisfaction. Educational Administration Quarterly, 37(5),662-683.
Bollen, K. A.(1989). Structural equations with latent varialbes. NY:Wiley.
Bolman, L. G. & Deal, T. E. (1984). Modern approaches to understanding and managing organizations. San Francisco, CA: Jossey-Bass.
Bolman, L. G. & Deal, T. E. (2008). Reframing organization: Artistry, choice and leadership (4th ed.). San Francisco, CA: Jossey-Bass.
Bryman, A. (1993). Charisma and leadership in organizations. London Newbury, CA: Sage.
Buller, J. L. (2013). Positive academic leadership: How to stop putting out fires and start making a difference. San Francisco, CA: Jossey-Bass.
Butler, J. P. (2011). Positive leadership in the military: An exploratory study. (Doctoral dissertation). Available from ProQuest Dissertation and theses database. (UMI No. 3478081)
Cameron, K. S. (2008). Positive leadership: Stragegies for extraordinary performance. San Francisco, CA:Berrett-Kohler.
Cameron, K. S. (2013). Practicing positive leadership: Tools and techniques that create extraordinary results. San Francisco, CA:Berrett-Kohler.
Cameron, K. S. (2014). Activate Virtuousness. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 79-90). San Francisco, CA:Berrett-Kohler.
Cameron, K. S., & Caza, A. (2004). Contributions to the discipline of positive organizational scholarship. American Behavioral Scientist, 47, 731-739.
Cameron, K. S., & Spreitzer, G. M. (2012a). Introduction: what in positive about positive organizational scholarship? In K. S. Cameron, & G. M. Spreitzer (Eds.), The Oxford Handbook of positive organizational scholarship(pp. 1-14). Oxford: Oxford University Press.
Cameron, K. S., & Spreitzer, G. M. (Eds.). (2012b). The Oxford handbook of positive organizational scholarship. Oxford: Oxford University Press.
Cameron, K. S., Dutton, J. E., & Quinn, R. E. (2003).Positive organizational scholarship: foundations of a new discipline. San Francisco, CA:Berrett-Kohler.
Cameron, K., & Plews, E. (2012). Positive leadership in action: Applications of POS by Jim Mallozzi, CEO, Prudential Real Estate and Relocation. Organizational Dynamics, 41, 99-105.
Cohen, M. D. & March, J. G. (1986). Leadership and ambiguity: The American College President (2nd ed.). Boston:Harvard Business School Press.
Cooperrider, D. L., & Srivastva, S. (1987). Appreciative inquiry in organizational life. In W. Pasmore & E. Woodman(Eds.), Research in organizational change and development, Vol. 1. Greenwich, CT:JAI Press.
Davis, K. (1949). Human society. New York: Macmillan.
Day, C., & Leithwood, K. (Eds.). (2007). Successful principal leadership in times of change: An international perspective. Dordrecht, The Netherlands:Springer.
Diener, E., Oishi, S., & Lucas, R. E., (2009). Subjective well-being: The science of happiness and life satisfaction. In S. J. Lopez & C. R. Snyder (Eds.), The Oxford Handbook of positivesychology(pp. 187-194). Oxford: Oxford University Press.
Duclow, D. F. (2002). William James, mind-cure, and the religion of healthy-mindedness. Journal of Religion and Health, 41(1), 45-56.
Dutton, J. E., & Spreitzer,G. M. (Eds.). (2014). How to be a positive leader: Small actions, Big impact. San Francisco, CA:Berrett-Kohler.
Dutton, J.E., Aoberts, L. M. & Bednar, J.(2010). Pathways for positive identity construction at work: Four types of positive identity and the building of social resources. Academy of Management Review, 35(2),265-293.
Eden, D. (1992). Leadership and expectation: Pygmalion effects and other self-fulfilling prophecies in organizations. Leadership Quarterly, 3(4), 271-305.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D.,& Rhoades, L.(2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
Eisenberger, R., Sucharski, I. L., Rhoades, L., Stinglhamber, F., & Vandenberghe C. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Fredrickson, B. L. (1998). What good are positive emotion? Review of General Psychology, 2, 300-319.
Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and–build theory of positive emotions. American Psychologist, 56, 218-226.
Fredrickson, B. L. (2004). The broaden-and-build theory of positive emotions. The Royal Society, 359, 1367-1377. Doi:10.1098/rstb.2004.1512
Fry, L. W. & Matherly, L. L. (2006, October). Spiritual leadership as an intergrating paradigm for positive leadership development. Paper presented at the 2006 Gallup Leadership Summit, Washington D. C. Retrived from http://iispiritualleadership.com/wp-content/uploads/docs/ SLTPositiveLeaderDev.pdf
Giddens, A. (1979). Central problems in social theory: Action, structure, and contradiction in social analysis. Berkeley, CA: University of California Press.
Grant, A. M. (2014). Outsource Inspiration. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 22-31). San Francisco, CA:Berrett-Kohler
Grant, A. M., & Berg, J. M. (2012). Prosocial motivation at work: When, why, and how making a difference makes a difference. In K. S. Cameron, & G. M. Spreitzer (Eds.), The Oxford Handbook of positive organizational scholarship(pp. 28-44). Oxford: Oxford University Press.
Grenville-Cleave, B.(2012). Positive psychology: A practical guide. London, UK: Icon Books.
Hair, J., Black, B., Babin, B., Anderson, R. E., & Tatham, R. L. (2009). Multivariate Data Analysis (7th ed.). Englewood Cliffs, NJ: Prentice Hall.
Hair, J., Black, W., Babin, B., Anderson, R., & Tatham, R. (2006). Multivariate data analysis. NJ:Pearson Prentice Hall.
Hartman, A. (1981). Reaching consensus using the delphi Technique. Educational Leadership, 38(6), 495-497.
Hoy, W. K., & Miskel, C. J. (2013). Educational administration: Theory, research and practice (9th ed.). New York: McGraw-Hill.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
Kaipa, P. & Kriger M. (2010). Empowerment, vision, and positive leadership: An Interview with Alan Mulally, former CEO, Boeing Commercial-Current CEO, Ford Motor Company. Journal of Management Inquiry,19(2), 110-115.
Kelloway, E. K., Weigand, H., Mckee, M. C., & Das, H. (2013). Positive leadership and employee well-being. Journal of Leadership & Organizational Studies, 20(1), 107-117.
Koonce, G., & Causey, R. (2011). Standards-based assessment for principal interns. The International Journal of Educational Leadership Preparation, 6(1), 1-11.
Kopelman, S., & Mahalingam, R. (2014). Negotiate Mindfully. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 32-42). San Francisco, CA:Berrett-Kohler.
Kouzes, J. M., & Posner, B. Z. (2007). The Leadership Challenge (4th ed.). SanFrancisco, CA: Jossey-Bass
Ladd, K. (2014). Positive leadership principles for women. Eugene, Oregon: Harvest House.
Leavitt, H. J. (1965). Applied organizational chang in industry: Sturctural, technological and humanistic approaches. In J. G. March(Ed. ), Handbook of organizations(pp. 1144-1170). Chicago: Rand McNally & Company.
Levi, D. (2014).Group dynamics for teams(4th ed.). Thousand Oaks, CA: Sage Publications.
Lewin, K. (1944). A research approach to leadership problems. Journal of Educational Sociology. 17(7), 392-398.
Lewin, K. (1951). Field theory in social sciences. New York, NY:Harper.
Lilley, D. L. (2012). Applying positive leadership principles to an investigation of organizational stress in military units and the benefits associated with providing leaders with emotional intelligence social awareness (Doctoral dissertation). Available from ProQuest Dissertation and theses database. (UMI No. 3544053)
Lodico, M. G., Spaulding, D. T., & Voegtle, K. H. (2010). Methods in educational research: from theory to practice(2nd ed.). San Francisco, CA: Jossey-Bass.
Lopes, S. J., & Gallagher, M. W.(2009). A case for positive psychology. In S. J. Lopez & C. R. Snyder (Eds.), The Oxford Handbook of positive psychology(pp. 3-6). Oxford: Oxford University Press.
Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695-706.
Luthans, F. (2002b). Positive organizational behavior: developing and managing psychological strengths. Academy of Management Executive, 16,57-72.
Luthans, F., & Avolio, B. J. (2009). The “point” of positive organizational behavior. Jorunal of Organizational Behavior, 30, 291-307.
Luthans, F., Avolio, B., Avey, J. B., & Norman, S. M. (2007). Psychological capital: Measurement andrelationship with performance and job satisfaction. Personnel Psychology, 60, 541-572.
Luthans, F., Luthans K. W., Hodgetts, R. M. & Luthans, B. C. (2001). Positive approach To leadership(PAL) Implications for Today’s Organizations. The Journal of Leadership Studies, 8(2), 3-20.
Maslow, A. H. (1958). A dynamic theory of human motivation. In C. L. Stacey, & M. DeMartino(Eds.), Understanding human motivation(pp. 26-47). Cleveland, OH, US: Howard Allen Publishers
Maslow, A. H.(1954). Motivation and personality. New York: Brandeis University.
McGregor, D. (1960). The human side of enterprise. New York: McGraw-Hill.
Moneta, G. B.(2014). Positive psychology: A Critical Introduction. New York, NY:Palgrave Macmillan
Nelson, D. L. & Cooper, C. L. (2007a). Positive organizational behavior: An inclusive view. In D. L. Nelson & C. L. Cooper (Eds.), Positive organizational behavior (pp. 3-8). Thousand Oaks, CA: Sage Publications.
Nelson, D. L. & Cooper, C. L. (2007b). Positive organizational behavior: Accentuating the positive at work. Thousand Oaks, CA: Sage Publications.
Northouse, P. G. (2013). Leadership: Theory and practice (6th ed.). Thousand Oaks: SAGE.
Parsons, T. (1960). Structure and process in modern societies. New York:Free Press.
Peseschkian, N. (2000). Positive psychotherapy: Theory and practice of a new method. New Delhi: Sterling Publishers.
Quinn, R. E., & Thakor, A. V. (2014). Imbue the Organization with a Higher Purpose. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 100-112). San Francisco, CA:Berrett-Kohler.
Quinn, R. E., & Thakor, A. V.(2014). Imbue the organization with a higher purpose. In J. E. Dutton & G. M. Spreitzer (Eds.), How to be a positive leader(pp.100-111).San Francisco, CA: Berrett-Koehler.
Robbins, S. P., & Judge, T. A. (2014). Organiaztional behavior (16th ed.). New Jersey:Prentice-Hall.
Roberts, L. M. (2014). Cultivate Positive Identities. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 55-64). San Francisco, CA:Berrett-Kohler.
Roberts, L. M., & Creary, S. J. (2012). Positive identity construction: Insights from classical and contemporary theoretical perspectives. In K. S. Cameron, & G. M. Spreitzer (Eds.), The Oxford Handbook of positive organizational scholarship(pp. 70-83). Oxford: Oxford University Press.
Roberts, L.M.(2014). Cultivate Positive identities. In J. E. Dutton & G. M. Spreitzer (Eds.), How to be a positive leader(pp.55-64).San Francisco, CA: Berrett-Koehler.
Schumacker, R. E., & Lomax, R. G. (2004). A beginner's guide to structural equation modeling. Hillsdale, NJ: Lawrence Erlbaum Associates.
Scott, W. R. (1992). Organizations: Rational, natural and open system(3rd ed.). Englewood Cliffs, NJ: Prentice-Hall.
Seligman, M. E. P. (1999). The president’s address. American Psychologist, 54, 559-562.
Seligman, M. E. P. (2002). Authentic happiness: Using the new positive psychology to realize your potential for lasting fulfillment. New York, NY: Free Press.
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55, 5-14.
Seligman, M. E. P., & Peterson, C. (2003). Positive clinical psychology. In L. G. Aspinwall & U. M. Staudinger(Eds. ), A psychology of human strengths(pp. 305-317). Washington, DC: American Psychological Association.
Sonenshein, S. (2014). Treat Employees as Resources, Not Resisters. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 136-146). San Francisco, CA:Berrett-Kohler.
Spreitzer, G. M., & Porath, C. (2014). Enable Thriving at Work. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 45-54). San Francisco, CA:Berrett-Kohler.
Stebbins, R. A. (2009). Personal decisions in the public square: Beyond problem solving into a positive sociology. New Brunswick, NJ: Transaction Publishers.
Sternberg, R. J.(2005). WICS: A model of positive educational leadership comprising wisdom, intelligence, and creativity synthesized. Educational Psychology Review, 17(3),191-262.
Stogdill, R. M. (1974). Handbook of leadership: A survey of theory and research. New York, NY:The Free Press.
Swinson, J., & Harrop, A.(2012). Positive psychology for teachers: A Practical Guide. New York, NY: Routledge.
Tombaugh, J. R. (2005). Positive leadership yields performance and profitability: Effective organizations develop their strengths. Development and Learning in Organizations: An International Journal, 19(3), 15-17.
Verona, G. S. & Young, J. W. (2001). The influence of principal transformation leadership style on High School Proficiency Test results in NewJersey Comperhensive and Vocational-Technical High Schools. Retrived from ERIC database. (ED454281)
Viviano, T. (2012). What 21st century leadership in carreer and technical education should look like. Journal of Career and Technical Education, 27(2), 51-56.
Weber, M. (1947). Theory of social and economic organization. Chicago:Free Press.
Weick, K. E. (1976). Educational organizations as loosely coupled Systems. Administrative Science Quarterly, 21(1), pp. 1-19
Whetten, D. A. (1980). Organizational decline. Academy of Management Review, 5, 577-588.
Wooten, L.P., & James, E. H. (2014). Create Opportunity from Crisis. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 147-157). San Francisco, CA:Berrett-Kohler.
Wright, T. A. (2007). A look at two methodological challenges for scholars interested in positive organizational behavior. In D. L. Nelson & C. L. Cooper (Eds.), Positive organizational behavior (pp. 177-190). Thousand Oaks, CA: Sage Publications.
Wrzesniewshi, A. (2014). Engage in Job Crafting. In J. E. Dutton, & G. M. Spreitzer (Eds.), How to be a positive leader (pp. 65-78). San Francisco, CA:Berrett-Kohler.
Wrzesniewski, A. (2012). Callings. In K. S. Cameron, & G. M. Spreitzer (Eds.), The Oxford Handbook of positive organizational scholarship(pp. 45-55). Oxford: Oxford University Press.
Youssef, C. M. & Luthans, F. (2012a). Positive global leadership. Journal of Worid Business, 47, 539-547.
Youssef, C. M., & Luthans, F. (2012b). Psychological capital: Meaning, findings, and future directions. In K. S. Cameron, & G. M. Spreitzer (Eds.), The Oxford Handbook of positive organizational scholarship(pp. 17-27). Oxford: Oxford University Press.
Youssef-Morgan, C. M., & Luthans, F. (2013).Positive leadership: Meaning and application across cluture, Orgnaizational Dynamics, 42, 198-208.
Yukl, G. A. (2013). Leadership in organizations (8th ed.). New Jersey:Prentice- Hall.
Zahra, S. A., Wright, M., & Abdelgawad, S. G. (2014). Contextualization and the advancement of entrepreneurship research, International Small Business Journal, 32(5),479-500.