an article by Bogdan Oprea, Dragos Iliescu, Vlad Burtăverde and Miruna Dumitrache (University of Bucharest, Romania) published in Career Development International Volume 24 Issue 4 (2019)
Abstract
Purpose
Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues.
Design/methodology/approach
A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2).
Findings
The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors.
Research limitations/implications
The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences.
Practical implications
Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions.
Originality/value
Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.
Showing posts with label mediation. Show all posts
Showing posts with label mediation. Show all posts
Monday, 30 September 2019
Tuesday, 27 August 2019
Corporate social responsibility perceptions and employee engagement: role of psychological meaningfulness, safety and availability
an article by Richa Chaudhary (Indian Institute of Technology Patna, Bihar, India) published in Corporate Governance Volume 19 Issue 4 (2019)
Abstract
Purpose
The primary research question addressed through this paper is whether and how corporate social responsibility (CSR) can create business value for organizations as measured through employee attitudes and behaviours. Specifically, this study aims to examine the impact of CSR on employee engagement through its influence on psychological meaningfulness, safety and availability.
Design/methodology/approach
In total, 187 business professionals working for a wide variety of organizations in India constituted the study sample. Regression analysis was used to test the proposed hypotheses.
Findings
CSR positively predicted employee engagement. Psychological conditions of meaningfulness, safety and availability fully mediated the relationship of CSR with employee engagement.
Practical implications
The study establishes CSR as an important talent management tool in the hands of management to cultivate an engaged workforce. The results provide corporate managers with the necessary evidence to justify their investment in CSR initiatives.
Originality/value
The study by establishing CSR as a determinant of employee engagement addresses the need for micro-level CSR research, and, hence, bridges the macro-micro gap in the CSR literature. In addition, the application of micro-level theories helped to establish the psychological processes defining CSR and employee engagement relationship. In doing so, the study empirically tests Khan’s theory of engagement and the underlying mechanisms of engagement.
Abstract
Purpose
The primary research question addressed through this paper is whether and how corporate social responsibility (CSR) can create business value for organizations as measured through employee attitudes and behaviours. Specifically, this study aims to examine the impact of CSR on employee engagement through its influence on psychological meaningfulness, safety and availability.
Design/methodology/approach
In total, 187 business professionals working for a wide variety of organizations in India constituted the study sample. Regression analysis was used to test the proposed hypotheses.
Findings
CSR positively predicted employee engagement. Psychological conditions of meaningfulness, safety and availability fully mediated the relationship of CSR with employee engagement.
Practical implications
The study establishes CSR as an important talent management tool in the hands of management to cultivate an engaged workforce. The results provide corporate managers with the necessary evidence to justify their investment in CSR initiatives.
Originality/value
The study by establishing CSR as a determinant of employee engagement addresses the need for micro-level CSR research, and, hence, bridges the macro-micro gap in the CSR literature. In addition, the application of micro-level theories helped to establish the psychological processes defining CSR and employee engagement relationship. In doing so, the study empirically tests Khan’s theory of engagement and the underlying mechanisms of engagement.
Monday, 29 April 2019
Conflict resolution in community development: Are the benefits worth the costs?
an article by Cristina Asenjo Palma (University of Edinburgh, Scotland) published in Critical Social Policy Volume 39 Issue 2 (May 2019)
Abstract
In the UK, conflict resolution strategies have become increasingly popular within community development practice. Conflict resolution has been used to prevent homelessness, tackle neighbourhood disputes, address family conflict, facilitate community involvement, address discrimination and reduce anti-social behaviour.
The promise of conflict resolution is that confidential and informal processes of ‘justice from below’ might better reconcile community interests, improve relationships and promote social change. Within the field of community development, these promises have been widely vaunted.
However, outside community development, conflict resolution has been subject to extensive criticism.
This article draws upon debates in legal scholarship to discuss four criticisms in particular: that conflict resolution disadvantages vulnerable groups, undermines social justice, suppresses legitimate grievances and mistreats public issues as private problems. It then considers these criticisms in relation to community development practice and explores potential solutions.
Abstract
In the UK, conflict resolution strategies have become increasingly popular within community development practice. Conflict resolution has been used to prevent homelessness, tackle neighbourhood disputes, address family conflict, facilitate community involvement, address discrimination and reduce anti-social behaviour.
The promise of conflict resolution is that confidential and informal processes of ‘justice from below’ might better reconcile community interests, improve relationships and promote social change. Within the field of community development, these promises have been widely vaunted.
However, outside community development, conflict resolution has been subject to extensive criticism.
This article draws upon debates in legal scholarship to discuss four criticisms in particular: that conflict resolution disadvantages vulnerable groups, undermines social justice, suppresses legitimate grievances and mistreats public issues as private problems. It then considers these criticisms in relation to community development practice and explores potential solutions.
Monday, 24 December 2018
Keep Your Spiritual Practice Strong During Difficult Times
a post by Philip Goldberg for the World of Psychology blog
Your spiritual practice is more essential now than ever before.
Recently, someone told me she was so riled up about our current political climate that she can’t meditate. She’d grown increasingly irritated, angry, and despondent, and now, after the unspeakable violence in Pittsburgh, the pipe bombs that mercifully failed to go off, and the daily vitriol of the midterm election campaign, she says she is so agitated that she can’t settle down, and she feels so compelled to hear the latest news that she won’t take the time for a valued practice she’d been doing for more than twenty years.
“I can’t turn within with so much going on and so much at stake,” she said.
My response was, “You have it backwards. At times like this, you want to meditate more, not less.”
To those who appreciate the value of spiritual practice—not just meditation, but also devotional rituals, mindfulness exercises, yoga asanas, breathwork, prayer, contemplation, etc.—are not things to do only when you have time to spare, like hiking in the woods; not merely an occasional uplift like going to a museum; not just therapies to obtain when needed, like a massage. They’re all-purpose disciplines, ideally performed on a daily basis, with immediate value in the moment and transformative impact over time as their effects on the mind, body, and spirit accumulate.
Continue reading
I’m so wound up at the moment that the last thing I can do is to meditate but I do understand what is being said. I managed yoga on Wednesday last but the effect wore off before I had been home more than half an hour.
Your spiritual practice is more essential now than ever before.
Recently, someone told me she was so riled up about our current political climate that she can’t meditate. She’d grown increasingly irritated, angry, and despondent, and now, after the unspeakable violence in Pittsburgh, the pipe bombs that mercifully failed to go off, and the daily vitriol of the midterm election campaign, she says she is so agitated that she can’t settle down, and she feels so compelled to hear the latest news that she won’t take the time for a valued practice she’d been doing for more than twenty years.
“I can’t turn within with so much going on and so much at stake,” she said.
My response was, “You have it backwards. At times like this, you want to meditate more, not less.”
To those who appreciate the value of spiritual practice—not just meditation, but also devotional rituals, mindfulness exercises, yoga asanas, breathwork, prayer, contemplation, etc.—are not things to do only when you have time to spare, like hiking in the woods; not merely an occasional uplift like going to a museum; not just therapies to obtain when needed, like a massage. They’re all-purpose disciplines, ideally performed on a daily basis, with immediate value in the moment and transformative impact over time as their effects on the mind, body, and spirit accumulate.
Continue reading
I’m so wound up at the moment that the last thing I can do is to meditate but I do understand what is being said. I managed yoga on Wednesday last but the effect wore off before I had been home more than half an hour.
Wednesday, 11 January 2017
A mediational model of workplace flexibility, work–family conflict, and perceived stress among caregivers of older adults
an article by Melissa Brown and Marcie Pitt-Catsouphes (Boston College School of Social Work, MA, USA) published in Community, Work & Family Volume 19 Issue 4 (2016)
Abstract
As an increasing number of employees become caregivers, the role of workplace resources in supporting caregivers has attracted the attention of researchers, employers, and policy-makers.
Workplace flexibility is one type of resource that has attracted particular interest, with research exploring whether flexibility (that is, giving employees some control over when and/or where work gets done) is related to important outcomes for both employees and employers.
This investigation develops and tests a mediational model explicating the process through which workplace flexibility – operationalized in three distinct ways – impacts caregiver stress among US employees.
Using a sample of 211 caregivers from the National Study of the Changing Workforce (2008), results show that work-to-family conflict mediates the relationship between perceived workplace flexibility and caregiver stress as well as the relationship between access to flexible work options and caregivers stress.
However, the mediational model is not supported when flexibility is operationalized as respondents’ formal use of flexible work options. Implications for employers and future research are discussed.
Abstract
As an increasing number of employees become caregivers, the role of workplace resources in supporting caregivers has attracted the attention of researchers, employers, and policy-makers.
Workplace flexibility is one type of resource that has attracted particular interest, with research exploring whether flexibility (that is, giving employees some control over when and/or where work gets done) is related to important outcomes for both employees and employers.
This investigation develops and tests a mediational model explicating the process through which workplace flexibility – operationalized in three distinct ways – impacts caregiver stress among US employees.
Using a sample of 211 caregivers from the National Study of the Changing Workforce (2008), results show that work-to-family conflict mediates the relationship between perceived workplace flexibility and caregiver stress as well as the relationship between access to flexible work options and caregivers stress.
However, the mediational model is not supported when flexibility is operationalized as respondents’ formal use of flexible work options. Implications for employers and future research are discussed.
Wednesday, 8 May 2013
Reframing workplace relations? Conflict resolution and mediation in a primary care trust
an article by Richard Saundry and Louise McArdle (University of Central Lancashire, UK) and Peter Thomas (Lancaster University, UK) published in Work Employment & Society Volume 27 Number 2 (April 2013)
Abstract
In recent years, workplace conflict has become increasingly manifest in individual employment disputes as collective labour regulation has been eroded. Accordingly, attention has been focused on finding ways to facilitate the early resolution of such disputes.
Policy-makers have placed a particular emphasis on workplace mediation.
However, the broader impact of mediation on conventional grievance and disciplinary processes and on the workplace relations that underpin them has been largely ignored. This article reports on research into the introduction of an in-house mediation scheme within a primary care trust. It explores the implications of the scheme for: workplace relations within the organisation; the dynamics of conflict management; and trade union influence.
It argues that the introduction of mediation provided a conduit through which positive workplace relations were rebuilt which in turn facilitated informal processes of dispute resolution. Furthermore, it allowed trade unions within the organization to extend their influence into areas traditionally dominated by managerial prerogative.
Abstract
In recent years, workplace conflict has become increasingly manifest in individual employment disputes as collective labour regulation has been eroded. Accordingly, attention has been focused on finding ways to facilitate the early resolution of such disputes.
Policy-makers have placed a particular emphasis on workplace mediation.
However, the broader impact of mediation on conventional grievance and disciplinary processes and on the workplace relations that underpin them has been largely ignored. This article reports on research into the introduction of an in-house mediation scheme within a primary care trust. It explores the implications of the scheme for: workplace relations within the organisation; the dynamics of conflict management; and trade union influence.
It argues that the introduction of mediation provided a conduit through which positive workplace relations were rebuilt which in turn facilitated informal processes of dispute resolution. Furthermore, it allowed trade unions within the organization to extend their influence into areas traditionally dominated by managerial prerogative.
Wednesday, 27 March 2013
Workplace mediation and the empowerment of disputants: rhetoric or reality?
an article by Tony Bennett (Lancashire Business School, University of Central Lancashire, UK) published in Industrial Relations Journal Volume 44 Issue 2 (March 2013)
Abstract
There has been a growing interest in the field of employee relations in the use of mediation in seeking to resolve disputes in the workplace.
Mediation is a model of dispute resolution, it is argued, that lends itself particularly well to situations where the parties have become entrenched in their positions.
The study’s timeliness is evident in the government’nt strategic focus on workplace conflict, specifically its current initiative to pilot mediation networks within the small and medium enterprises sector.
The research was carried out over a nine-month period ending in March 2012. It is based on the views and experiences of 60 respondents from over 40 cross-sectoral organisations in the North of England.
Findings revealed that the main reasons for the disputes referred for mediation were relationship problems, poor communication and poorly perceived management style and practice. Significantly, differences in sector or occupation could also impact on whether cases went to mediation.
Abstract
There has been a growing interest in the field of employee relations in the use of mediation in seeking to resolve disputes in the workplace.
Mediation is a model of dispute resolution, it is argued, that lends itself particularly well to situations where the parties have become entrenched in their positions.
The study’s timeliness is evident in the government’nt strategic focus on workplace conflict, specifically its current initiative to pilot mediation networks within the small and medium enterprises sector.
The research was carried out over a nine-month period ending in March 2012. It is based on the views and experiences of 60 respondents from over 40 cross-sectoral organisations in the North of England.
Findings revealed that the main reasons for the disputes referred for mediation were relationship problems, poor communication and poorly perceived management style and practice. Significantly, differences in sector or occupation could also impact on whether cases went to mediation.
Thursday, 15 November 2012
Calling and Well-Being Among Adults: Differential Relations by Employment Status
an article by Carrie L. Torrey and Ryan D. Duffy (Department of Psychology, University of Florida, Gainesville, USA) published in Journal of Career Assessment Volume 20 Number 4 (November 2012)
Abstract
With a sample of 194 adults, approximately half of which were involuntarily unemployed, the present study explored:
For both groups, calling was a significant, moderate predictor of core self-evaluations.
Further, core self-evaluations was found to fully mediate in the link between calling and life satisfaction among the involuntarily unemployed group and partially mediate this relation among the employed/voluntarily unemployed group.
The results of the present study suggest that higher levels of calling (regardless of employment status) relates to life satisfaction via a more positive sense of self. For the employed/voluntarily unemployed group, there may be benefits of a calling beyond positive self-evaluations.
Abstract
With a sample of 194 adults, approximately half of which were involuntarily unemployed, the present study explored:
- how calling related to core self-evaluations and life satisfaction,
- whether core self-evaluations mediated the relation of calling to life satisfaction, and
- how these relations differed for employed/voluntarily unemployed and involuntarily unemployed adults.
For both groups, calling was a significant, moderate predictor of core self-evaluations.
Further, core self-evaluations was found to fully mediate in the link between calling and life satisfaction among the involuntarily unemployed group and partially mediate this relation among the employed/voluntarily unemployed group.
The results of the present study suggest that higher levels of calling (regardless of employment status) relates to life satisfaction via a more positive sense of self. For the employed/voluntarily unemployed group, there may be benefits of a calling beyond positive self-evaluations.
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