Felicia Felicia

Bibliometric Analysis of the Term Toxic Positivity in Workplace

Introduction

Bibliometric analysis of the term toxic positivity in workplace. Explore research on toxic positivity in the workplace. This bibliometric analysis uncovers its psychological impact, workplace stress, and effect on employee well-being and organizational culture.

Abstract

Toxic positivity in the Workplace refers to the excessive promotion of optimism while discouraging the expression of negative emotions, which can lead to psychological distress, burnout, and decreased employee well-being. This study employs bibliometric analysis to examine research trends and key themes related to toxic positivity in professional settings, identifying four major clusters: psychological impact, workplace stress, organizational culture, and the role of positive psychology. Findings indicate that toxic positivity can suppress emotional authenticity, increase stress, and create unrealistic Performance expectations, ultimately affecting job satisfaction and organizational dynamics. The study underscores the need for interdisciplinary collaboration in addressing this phenomenon, highlighting the importance of fostering psychological safety and emotional balance in the Workplace to support employee wellbeing and a more inclusive organizational culture.

Review

This bibliometric analysis of "Toxic Positivity in the Workplace" addresses a highly pertinent and increasingly recognized issue in contemporary professional environments. The authors effectively define toxic positivity and its detrimental effects, setting a clear context for their investigation. The choice of bibliometric analysis is appropriate for mapping research trends and identifying key themes within an evolving field, providing a valuable macroscopic view of scholarly engagement. The study's aim to examine research trends and key themes is well-articulated, promising a foundational understanding of the current academic landscape surrounding this phenomenon. The abstract highlights significant findings, segmenting the research into four major clusters: psychological impact, workplace stress, organizational culture, and the role of positive psychology. This categorization offers a structured understanding of the multifaceted nature of toxic positivity. The findings underscore critical consequences such as the suppression of emotional authenticity, increased stress, unrealistic performance expectations, and negative impacts on job satisfaction and organizational dynamics. These points effectively demonstrate the breadth of the problem and provide a strong justification for further academic and practical attention to this area. Ultimately, this study makes a timely contribution by systematically mapping the existing literature on toxic positivity in the workplace. The emphasis on the need for interdisciplinary collaboration is particularly insightful, suggesting that a holistic approach is required to effectively tackle this complex issue. Furthermore, the abstract's call for fostering psychological safety and emotional balance points towards crucial practical applications for improving employee well-being and cultivating more inclusive organizational cultures. This research serves as a valuable resource for academics, practitioners, and organizational leaders seeking to understand and mitigate the subtle yet pervasive harms of toxic positivity.

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