Catalogue Search | MBRL
Are you sure you want to remove the book from the shelf?
{{itemTitle}}
14,681
result(s) for
"Workplace psychology"
Sort by:
The culture map : breaking through the invisible boundaries of global business
\"As today's business world becomes ever-more global and virtual, executives and managers are expected to work harmoniously together with counterparts from a broad array of dramatically different cultures and backgrounds, often without leaving their desks. But when you throw people together who come from starkly different backgrounds and cultures-- from Americans who precede anything negative with three nice comments to French, Dutch, Israelis and Germans who get straight to the point (\"your presentation was simply awful\"); from Latin Americans and Asians who are steeped in hierarchy to the Scandinavians who think the best boss is just one of the crowd-- the result can sometimes be disastrous. In Culture Map, renowned expert Erin Meyer offers highly practical and timely perspective on one of today's most pressing business issues: how do different cultures influence the way to do business when working globally? And she explains how to dramatically increase business success by improving one's ability to understand the cultural drivers of colleagues, clients, and suppliers from different countries. Culture Map provides a new way forward, with vital insights for working effectively and sensitively with one's counterparts in the new global marketplace\"-- Provided by publisher.
Book
The effect of positive psychology interventions on job satisfaction work engagement and withdrawal intentions among remote working cancer survivors
Advances in cancer treatment have significantly increased the survival rate of cancer patients, but these survivors often face challenges in the workplace. Existing literature highlights the significant influence of cancer on job performance, job satisfaction, and the increased risk of withdrawal intention. However, the effects of positive psychology interventions on cancer survivors, particularly in less urbanized settings and remote worker communities, remain underexplored. This study investigates the effects of positive psychology interventions on job satisfaction, work engagement, and withdrawal intentions among cancer survivors in rural and remote workforce communities. A Randomized Control Trial (RCT) was employed, involving 68 cancer survivors. The study used the Minnesota Job Satisfaction Questionnaire, the Utrecht Work Engagement Scale, and the Withdrawal Intention Scale to measure outcomes following a 14-session positive psychology intervention. The results revealed statistically significant improvements in the experimental group compared to the control group. Job satisfaction mean scores increased from 50.23 to 58.94, work engagement mean scores rose from 26.79 to 31.05, and withdrawal intentions mean scores decreased from 48.35 to 39.05. These findings highlight the potential of positive psychology interventions to address the unique challenges faced by cancer survivors in remote workforce communities, particularly in less urbanized areas. By enhancing job satisfaction and work engagement while reducing withdrawal intentions, these interventions can significantly contribute to the occupational well-being of cancer survivors, advocating for their integration into cancer care and organizational practices.
Journal Article
The leader's greatest return : attracting, developing, and multiplying leaders
The author shares the most important lessons he's learned about the leadership development process over the last quarter century\"--Provided by publisher.
Book
Effect of Job Crafting Intervention Program on Harmonious Work Passion and Career Commitment among Nurses: A Randomized Controlled Trial
Aim. This study aimed at evaluating the effects of a job crafting intervention program for nurses on their job crafting behaviors, harmonious work passion, and career commitment. Background. Nurses generally work in suboptimal environments with chronic low resources and high demands. Job crafting may be a cost-effective strategy to deal effectively with such environments. However, its effectiveness as a nursing intervention program remains unclear. Methods. An open-label randomized controlled trial was conducted at a hospital in Port Said, Egypt. The study enrolled 94 nurses. Participants were assigned randomly to the intervention group (n = 47) or the control group (n = 47). The intervention group had a 2-day workshop, 3 weeks of job crafting implementation, and a reflection session, whereas the control group participated in a 1-day workshop. Data were collected at baseline, 2 weeks, and 3 months after the intervention in both groups by using the Job Crafting Scale, Job Crafting Knowledge Questionnaire, Harmonious Work Passion Scale, and Career Commitment Scale. Results. Compared with the control group, the intervention group experienced a higher level of job crafting behaviors and reported a greater improvement in harmonious work passion, but not in career commitment. Conclusion. Nurses can be trained on job crafting behaviors, which can lead to the maximization of job resources, optimization of job demands, and enhancement of nurses’ harmonious work passion. Implications for Nursing Management. Nursing managers should train nurses regularly on how to be job crafters because it is an effective tool that helps nurses deal with limited job resources and increased job demands and makes them more harmoniously passionate about their work.
Journal Article
Too fast to think : how to reclaim your creativity in a hyper-connected work culture
\"Exposing current work environments and practices, Too Fast to Think argues that these two elements are detrimental to and block creativity from flourishing. Employees are too busy, too overloaded with constant information, and too focused on analytical left brain thinking to allow for diffuse thinking, which is usually when creativity can flow uninterrupted and where the best ideas emerge. Author Chris Lewis promotes a model that re-balances left and right brain thinking, takes a holistic approach to the process of thoughts (including emotional thinking and wellbeing), and promotes eight traits that are inherently linked to creation and innovation. Supported by the latest research he teaches how to retrain the brain into allowing creative ideas to emerge, before being shut down by constant interruptions and self-doubts\"-- Provided by publisher.
Book
Effects of a workplace participatory approach to support working caregivers in balancing work, private life and informal care: a randomized controlled trial
OBJECTIVES: Many employees combine their work with informal care responsibilities for family and friends, potentially impacting their well-being and sustained employability. This study aimed to investigate the effectiveness of a workplace participatory approach (PA) intervention in supporting working caregivers to prevent and solve problems related to balancing work, private life, and informal care tasks. METHODS: We conducted a two-armed randomized controlled trial (ISRCTN15363783) in which working caregivers either received the PA (N=57), under guidance of an occupational professional serving as process facilitator, or usual care (N=59). We recruited 125 working caregivers from four Dutch organizations. Questionnaire-based measurements were assessed at baseline, 4, and 7 months. The primary outcome was work–life imbalance. Secondary outcomes were perceived social support from supervisors and colleagues, role overload, distress and perceived burden of combining work and informal care. Intervention effects were analyzed using intention-to-treat analysis and linear mixed models. RESULTS: The PA was not effective in reducing work–life imbalance, improving support from colleagues or reducing role overload, distress and perceived burden of combining work and informal care. However, the PA significantly improved perceived social support from supervisors at 4 months [β=0.54, 95% confidence interval (CI) 0.21–0.88] and 7 months (β=0.36, 95% CI 0.02–0.70). Interaction effects indicated that improvement in supervisor support varied depending on the organization. CONCLUSION: The PA improved supervisor support but not work–life imbalance. Further research should explore PA effects on working caregivers with and without balance issues and the role of supervisor support in reducing work–life conflict.
Journal Article
Mindfulness Goes to Work
OBJECTIVE:The objective of this study was to determine whether a mindfulness program, created for the workplace, was both practical and efficacious in decreasing employee stress while enhancing resiliency and well-being.
METHODS:Participants (89) recruited from The Dow Chemical Company were selected and randomly assigned to an online mindfulness intervention (n = 44) or wait-list control (n = 45). Participants completed the Perceived Stress Scale, the Five Facets of Mindfulness Questionnaire, the Connor-Davidson Resiliency Scale, and the Shirom Vigor Scale at pre- and postintervention and 6-month follow-up.
RESULTS:The results indicated that the mindfulness intervention group had significant decreases in perceived stress as well as increased mindfulness, resiliency, and vigor.
CONCLUSIONS:This online mindfulness intervention seems to be both practical and effective in decreasing employee stress, while improving resiliency, vigor, and work engagement, thereby enhancing overall employee well-being.
Journal Article
The entrepreneurial paradox : examining the interplay between entrepreneurial and management thinking
Exploring the interaction between entrepreneurs and managers, this volume attempts to understand the psychology behind how they think, behave and interact in order to benefit organisations. It shows how to achieve sustainable success and resilience through teamwork. In examining the collective mind, the author asserts that understanding these relationships can secure the right changes within a business through the integration and transfer of entrepreneurial experience and new managerial approaches. Presenting original research, the author reveals new insights into the challenges in such interactions, addresses what causes them and provides a guide for avoiding conflict.
Book
Effectiveness of a multilevel intervention to improve mental health of hospital workers: The SEEGEN multicenter cluster randomized controlled trial
Hospital workers are at high risk for stress-related mental health issues and are considered a vulnerable workforce in most Western countries. Although multilevel interventions that address individual and organizational factors show promise, there is limited robust evidence of their effectiveness in hospital settings. This study evaluated the SEEGEN trial, a cluster-randomized controlled trial conducted in the German healthcare sector, to assess the effectiveness of a structured multilevel intervention designed to reduce psychosocial stress and to promote mental well-being among hospital employees. The intervention included five modules that targeted different hierarchical levels, sources of interpersonal and structural stress, and potentially vulnerable life stages. These modules were: (i) top management training, (ii) dilemma management - coping by taking responsibility, (iii) promoting stress-preventive relational leadership competence, (iv) reconciling work and family life, and (v) staying healthy at work.
The study was conducted at three clinical centers in Germany and included 18 clusters with a total of N = 415 participants. The clusters were randomly assigned to either an intervention or a wait-list control group. The primary outcome was psychological strain (Irritation Scale; IRR), and the secondary outcomes were mental well-being (WHO-5) and perceived psychosocial safety climate, (PSC-12). Intervention effects were estimated using a two-level linear analysis of covariance. Changes from baseline to the 11-month follow-up were analyzed.
The intervention had no statistically significant effect on the primary or secondary outcomes.
The lack of significant effects may be attributed to low participation rates, an insufficient intervention dosage, and contextual factors, such as the SARS-CoV-2 pandemic and staffing shortages in the participating hospitals. Although the intervention cannot currently be recommended for widespread implementation, the study provides valuable insights into developing, delivering, and overcoming the challenges of multilevel workplace interventions in healthcare settings.
Journal Article