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Psychological capital : developing the human competitive edge
This book draws from a foundation of positive psychology and recently emerging positive organizational behavior (POB). Its purpose is to introduce the untapped human resource capacity of psychological capital, or simply PsyCap. This PsyCap goes beyond traditionally recognized human and social capital and must meet the scientific criteria of theory, research, and valid measurement. To distinguish from other constructs in positive psychology and organizational behavior, to be included in PsyCap the resource capacity must also be “state-like” and thus open to development (as opposed to momentary states or fixed traits) and have performance impact. The positive psychological resource capacities that meet these PsyCap criteria — efficacy (confidence), hope, optimism, and resilience — are covered in separate chapters. These four resource capacities are conceptually and empirically distinct, but also have underlying common processes for striving to succeed and when in combination contribute to a higher-order, core construct of psychological capital. Besides these four, other potential positive constructs such as creativity, wisdom, well being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage are covered in Chapters 6 and 7. The concluding Chapter 8 summarizes and presents the research demonstrating the performance impact of PsyCap, the PsyCap questionnaire (PCQ) for measurement and the PsyCap Intervention (PCI) for development. Utility analysis indicates that investing in the development of PsyCap can result in a very substantial return. In total, this book provides the theory, research, measure, and method of application for the new resource of Psychological Capital that can be developed and sustained for competitive advantage.
eBook
Mental illness at work : a manager's guide to identifying, managing and preventing psychological problems in the workplace
\"Mental illness in the workplace is more common than many realize, ranging from stress to schizophrenia. If not understood or addressed appropriately, mental illness can present a considerable risk for both the individual and the organization. Written by leading psychologists Mary-Clare Race and Adrian Furbanham, this book explores the psychiatric classification of mental illness and offers practical and solid advice on the identification, mitigation and prevention of mental illness in the workplace. It will help managers to minimize risk and harmful effects to the individual and the business, and ultimately to develop a mental health literate organization.\"--book jacket.
Book
Deviant and Criminal Behavior in the Workplace
Workplace crimes are never far from the news. From major scandals like Enron to violent crimes committed by co-workers to petty theft of office supplies, deviant and criminal behavior is common in the workplace. Psychological factors are almost always involved when an employee engages in such behavior. Deviant and Criminal Behavior in the Workplace offers insights at the level of the individual employee and also sheds light on the role organizations themselves may play in fostering such criminal behavior. The volume considers psychological factors involved in theft and fraud, workplace violence, employee discrimination, and sexual harassment. It also analyses a number of variables which can influence such behavior including employee personality, employee emotional processes, experience of occupational stress, organizational culture, organizational injustice, and human resource management practices. The book will be of core interest to those interested in the psychology and sociology of work, organizational behavior, and human resource management.
eBook
The psychology of organizational change : new insights on the antecedents and consequences of individuals' responses to change
\"The Psychology of Organizational Change is intended for academics, research students, and practitioners interested in understanding organizational change. The three audiences will be able to keep up to date on the most recent advances in the study of organizational change, focusing on the psychological aspects involved in change\"-- Provided by publisher.
BOOK
Change at Home, in the Labor Market, and On the Job
How do changes at home, in the labor market and on the job affect worker well-being? This volume of Research in Labor Economics contains eight original and insightful articles answering this question. Seven deal with demographic and labor market change, and one deals with wage differences essentially at a point in time.
eBook
Positive intelligence : why only 20% of teams and individuals achieve their true potential and how you can achieve yours
Chamine exposes how your mind is sabotaging you and keeping your from achieving your true potential. He shows you how to take concrete steps to unleash the vast, untapped powers of your mind.
Book
The Psychology of Organizational Change
In a rapidly changing world, with constantly shifting dynamics, organizational change may prove essential if businesses are to continue to succeed. The majority of research on organizational change adopts a macro outlook, focusing on strategic issues from the perspective of the organization and its management. In this volume we undertake a micro perspective, focusing on the individual and, more specifically, the importance of the employees and their reactions to organizational change. This focus expands our understanding of why change initiatives frequently fail. The Psychology of Organizational Change constitutes an essential resource for scholars, students, and practitioners in the field of organizational change and development who strive to understand how to make change work not only for the organization, but also for its members.
eBook
Well-being and creative careers : what makes you happy can also make you sick
There is a well-documented mental health crisis among media professionals worldwide. This book documents what is particular about well-being in creative careers in the media, offers an analysis of systemic issues throughout the media industries that explain why so many practitioners get sick on the job and shows what can be done.
BOOK
Joint contributions of psychological distress and demanding working conditions to short and long sickness absence among young and early midlife municipal employees
Abstract
This register-linked follow-up study examined whether psychological distress and demanding working conditions are jointly associated with short and long sickness absence (SA) periods among young and midlife Finnish public sector employees. We linked the Helsinki Health Study survey (response rate 51.5%, 80% women, ages 19–39 years in 2017) on psychological distress, physically and mentally strenuous work, and hours per day spent in physical work with the employer’s SA register (n = 3609, mean follow-up of 2.1 years). We calculated rate ratios (RRs) and their 95% confidence intervals (CIs) for short (1–7 days) and long (8+ days) SA periods using negative binomial regression models. Additionally, we calculated the synergistic interaction between psychological distress and working conditions. Most (88%) participants had at least one short and 31% at least one long SA period. Participants with psychological distress and exposure to demanding working conditions had the highest RRs for long SA periods (physically strenuous work: RR: 2.27, CI: 1.87–2.77; mentally strenuous work: RR: 2.02, CI: 1.66–2.46; ≥3 h per day spent in physical work: RR: 2.41, CI: 1.94–2.99). The interactions for long SA were negative for physically demanding working conditions, but additive for mentally strenuous work. The associations were weaker for short SA periods. Adjusting for other covariates only slightly attenuated these associations. Psychological distress and demanding working conditions were jointly associated with short and long SA periods. Both individual- and workplace-related risk factors for SA need to be considered when planning preventive actions.
Journal Article