Bölümler
-
In this episode, I discuss the importance of Psycho-Social Climate (PSC) in the workplace. I share some research explaining its impact and encourage organizations to take steps to address it.
References
Dollard, M. F., & Bakker, A.B., (2010). Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement. Journal of Occupational and Organizational Psychology, 83, 579–599.
Harnois G, Gabriel P. Mental health and work: impact, issues and good practice. Geneva: World Health. Organization, 2000.
Dollard MF, Jain A. A corruption of public values at work; psychosocial safety climate, work conditions, and worker health across 31 European countries. In Dollard, M, Dormann, C and Idris, MA (eds). Psychosocial safety climate: a new work stress theory (pp. 77-106). Cham: Springer, 2019.
Mansour S, Tremblay DC. Psychosocial safety climate as resource passageways to alleviate work familyconflict: a study in the health sector in Quebec. Personnel Review 2018, 47(2): 474-93.
Idris, M.A., Dollard, M.F., Tuckey, M.R. (2015). Psychosocial Safety Climate as a Management Tool for Employee Engagement and Performance: A Multilevel Analysis. International Journal of Stress Management, Vol 22, No 2, 183-206.
Biron, C., Karanika-Murray, M., Ivers, H., Salvoni, S., & Fernet, C. (2021). Teleworking while sick: A three-wave study of psychological safety climate, psychological demands and presenteeism. Frontiers in Psychology, 12, 734245.
Idris, M. A., & Dollard, M. F. (2011). Psychosocial safety climate, work conditions, and emotions in the workplace: A Malaysian population-based work stress study. International Journal of Stress Management, 18(4), 324–347. https://doi.org/10.1037/a0024849 -
In this episode, I spoke with Jens Petter Skaug, CEO of TeamCoachr. He shares with us how TeamCoachr, a self-facilitated AI-driven platform, helps foster psychological safety, creating better teams in the organization. To learn more about the platform, please go to www.teamcoachr.ai
-
Eksik bölüm mü var?
-
In this last episode of the year, I decided to talk about workplace spirituality. What is workplace spirituality? Should we incorporate it into the workplace? Listen to the episode and let me know your thoughts.
For suggestions or comments, please send them to [email protected] or tweet to psych_chat.
Please find below references to the studies cited in the podcast episode.
Hassan, M., Bin Nadeem, A., & Akhter, A. (2016). Impact of workplace spirituality on job satisfaction: Mediating effect of trust. Cogent Business & Management, 3(1), 1189808. Jurkiewicz, C. L., & Giacalone, R. A. (2004). A values framework for measuring the impact of workplace spirituality on organizational performance. Journal of business ethics, 49(2), 129-142. Karakas, F. (2010). Spirituality and performance in organizations: A literature review. Journal of business ethics, 94(1), 89-106. Milliman, J., Gatling, A., & Kim, J. S. (2018). The effect of workplace spirituality on hospitality employee engagement, intention to stay, and service delivery. Journal of Hospitality and Tourism Management, 35, 56-65. Mousa, M., & Alas, R. (2016). Workplace spirituality and organizational commitment: A study on the public schools teachers in Menoufia (Egypt). African Journal of Business Management, 10(10), 247-255. Osman-Gani, A. M., Hashim, J., & Ismail, Y. (2013). Establishing linkages between religiosity and spirituality on employee performance. Employee Relations. Pawar, B. S. (2009). Individual spirituality, workplace spirituality and work attitudes: An empirical test of direct and interaction effects. Leadership & Organization Development Journal. Rastgar, A. A., Pourebrahimi, N., & Sultanzadeh, S. (2012). The linkage between spirituality in the workplace and organizational citizenship behaviour. International journal of business and social science, 3(18). Rego, A., & Cunha, M. P. (2008). Workplace spirituality and organizational commitment: an empirical study. Journal of Organizational Change Management.
References: -
In this episode, I discuss a prevalent phenomenon Leaveism. What is it and how can we prevent it?
References:
Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & Society, 4(2), 139-158. Albrecht, S. L. (2012). The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), 840-853.Atkinson, C., & Hall, L. (2011). Flexible working and happiness in the NHS. Employee Relations, 33(2), 88-105.Bloom, P., & Śliwa, M. (2021). Hacking work: Critically examining the implications of the new discourse and practices of hacking for work intensification and organisational control. Human Relations. Borgkvist, A., Moore, V., Crabb, S., & Eliott, J. (2021). Critical considerations of workplace flexibility “for all” and gendered outcomes: Men being flexible about their flexibility. Gender, Work and Organization, 28(6), 2076-2090. Chesley, N. (2014). Information and communication technology use, work intensification and employee strain and distress. Work, Employment and Society, 28(4), 589-610.CIPD. (2021). Health and well-being at work report.D’Abate, C. P., & Eddy, E. R. (2007). Engaging in personal business on the job: Extending the presenteeism construct. Human Resource Development Quarterly, 18(3), 361-383.Ďuranová, L., & Ohly, S. (2016). Persistent work-related technology use, recovery and well-being processes. Springer International Publishing. Facer, R. L., Jr., & Wadsworth, L. (2008). Alternative work schedules and work-family balance: A research note. Review of Public Personnel Administration, 28(2), 166-177.Green, F. (2001). It’s been a hard day’s night: The concentration and intensification of work in late twentieth-century Britain. British Journal of Industrial Relations, 39(1), 53-80.Hesketh, I., & Cooper, C. L. (2014). Leaveism at work. Occupational Medicine, 64(3), 146-147.Hochschild, A. (1997). The time bind. WorkingUSA, 1(2), 21-29. Houdmont, J., Elliott-Davies, M., & Donnelly, J. (2018). Leaveism in English and Welsh police forces: Baseline reference values. Occupational Medicine, 68(9), 593–599.Kelliher, C., & Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1), 83-106.Le Fevre, M., Matheny, J., & Kolt, G. S. (2003). Eustress, distress, and interpretation in occupational stress. Journal of Managerial Psychology, 18(7), 726-744.Mazmanian, M. (2013). Avoiding the trap of constant connectivity: When congruent frames allow for heterogeneous practices. Academy of Management Journal, 56(5), 1225-1250.Robertson, I., & Cooper, C. L. (2011). Well-being: Productivity and happiness at work. Palgrave Macmillan.Rosa, H. (2003). Social acceleration: Ethical and political consequences of a desynchronized high-speed society. Constellations, 10(1), 3-33.Toppinen-Tanner, S., Ojajärvi, A., Väänänen, A., Kalimo, R., & Jäppinen, P. (2005). Burnout as a predictor of medically certified sick-leave absences and their diagnosed causes. Behavioral Medicine, 31(1), 18-27.Zeytinoglu, I. U., Cooke, G. B., & Mann, S. L. (2004). Flexibility: Whose choice is it anyway? Relations Industrielles/Industrial Relations, 59(4), 555-574. -
In this episode, I talked about how coaching can bring out self-awareness. When we see things with different possibilities, we allow ourselves to achieve beyond what we can imagine.
-
In this episode, I will discuss what a leader needs to do to improve team spirit or morale. Self-assessment, re-engage, re-align and re-commit.
References:
Ishaq, E., Bashir, S. and Khan, A.K. (2021), Paradoxical Leader Behaviors: Leader Personality and Follower Outcomes. Applied Psychology, 70: 342-357. https://doi.org/10.1111/apps.12233Zhang, Y., & Liu, S.M. (2021). Balancing employees’ extrinsic requirements and intrinsic motivation: A paradoxical leader behaviour perspective. European Management Journal, Vol 40 (1), 127-136Thuan, L.C. and Thanh, B.T. (2020), "Leader knowledge sharing behavior and follower creativity: the role of follower acquired knowledge and prosocial motivation", Journal of Workplace Learning, Vol. 32 No. 6, pp. 457-471.Jiang, J., Gao, A., & Yang, B. (2018, January 1). Employees’ Critical Thinking, Leaders’ Inspirational Motivation, and Voice Behavior: The Mediating Role of Voice Efficacy. Journal of Personnel Psychology, 17(1), 33–41. -
In this episode, I discussed self-awareness. We hear this frequently in the workplace, but what should we be mindful of when it comes to self-awareness? I share some strategies to become more self-aware of yourself, your thoughts, perceptions, and how to work and create relationships with others effectively.
-
We all assume, and often we take our assumptions as truths. When we do so, we start to overthink and refuse to look at other alternative explanations which are evidence-based. In this podcast, I share four tips to help you to deal with your assumptions.
-
The book cited the Interest-Based Relational Approach.
Fisher, R., Ury, W., & Patton, B. (2006). Getting to yes – Negotiating Agreement without giving in. Penguin Putnam. -
In this episode, continuing the productivity at work series, I discuss how to say NO.
-
Some of the ideas shared were taken from The Communication Cycle from Michael Argyle's - The Social Psychology of Work.
-
Please find the research mentioned in this episode below
Timms, C., Brough, P., & Graham, D. (2012). Burnt‐out but engaged: the co‐existence of psychological burnout and engagement. Journal of Educational Administration.Freudenberger, H. (1974), “Staff burnout”, Journal of Social Issues, Vol. 30, pp. 159-64.Maslach, C., Schaufeli, W.B. and Leiter, M.P. (2001), “Job burnout”, Annual Review of Psychology, Vol. 52, pp. 397-422.Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman, & Associates (Eds.), Personnel selection in organizations: 71–98. San Francisco, CA: Jossey-BassWang, G. and Lee, P.D. (2009), “Psychological empowerment and job satisfaction: an analysis of interactive effects”, Group and Organization Management, Vol. 34, pp. 271-96.Laschinger, H.K.S. and Finegan, J. (2005), “Using empowerment to build trust and respect in the workplace: a strategy for addressing the nursing shortage”, Nursing Economics, Vol. 231, pp. 6-13. Laschinger, H.K.S., Finegan, J., Shamian, H. and Wilk, P. (2004), “A longitudinal analysis of the impact of workplace empowerment on work satisfaction”, Journal of Organizational Behavior, Vol. 25, pp. 527-45.May,D.R., Gilson, R.L. and Harter, L.M. (2004), “The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work”, Journal of Occupational and Organizational Psychology, Vol. 77, pp. 11-37. -
Please find below the research cited in this episode.
Beetham, J. and Okhai, L. (2017) Workplace Dyslexia & Specific Learning Difficulties—Productivity, Engagement and Well-Being. Open Journal of Social Sciences, 5, 56-78.
https://doi.org/10.4236/jss.2017.56007
-
In today’s episode, in the last instalment of the coaching series, I will focus on
1) How does the coach conduct the coaching session?
2) What happens after my coaching session?
3)What should I do now that I have completed my coaching engagement with my coach?
-
In today’s episode, I will focus on
1) What to expect in a coaching session as a client?
2) What is my role, as a client in the coaching session?
3) How can the coach help me?
-
This episode is the first of the three episodes in this Coaching Series. In this first episode, I share
1) What is Coaching?
2) Who is Coaching for?
3) Is Coaching for me?
-
In today's episode, the references used are as follow:
References
Baddeley, A. (1992) Working Memory. Science, 255, 556-559.
Beck, A. T. (1964). Thinking and depression: II. Theory and therapy. Archives of General Psychiatry, 10, 561-571.
Beck, J. S. (2011). Cognitive behavior therapy: Basics and beyond. Guilford Press.
Ellis, A (1962). Reason and Emotion in Psychotherapy. Secaucus, NJ: Citadel Press.
Evans, J.M.G., Hollon, S.D., DeRubeis, R.J., Piasecki, J.M., Grove, W.M., Garvey, M.J., et al (1992). Different relapse following cognitive therapy and pharmacology for depression. Archives of General Psychiatry, 49, 802-808.
Fernyhough, C. (1996). The dialogic mind: A dialogic approach to the higher mental functions. New Ideas in Psychology, 14, 47-62.
Freels, S. A., Richman, J.A., & Rospenda, K. M. (2005). Gender differences in the causal direction between workplace harassment and drinking. Addictive Behaviors, 30, 1454-1458.
Greenberger, D. & Padesky, C.A. (1995). Mind over Mood. New York: Guilford.
Hollon, S. D., DeRubeis, R. J., & Seligman, M. E. P. (1992). Cognitive therapy and the prevention of depression. Applied And Preventive Psychiatry, 1, 89-95.
Rospenda, K. M., Fujishiro, K., Shannon, C. A., & Richman, J. A. (2008). Workplace harassment, stress, and drinking behavior over time: Gender differences in a national sample. Addictive Behaviors, 33, 964-967.
Rosen, H. (1988). The constructivist-development paradigm. In R.A. Dorfman (Ed), Paradigms of clinical social work, 317-355. New York: Brunner/Mazel.
Skinner, B.F. (1957). Verbal behavior. Acton, MA: Copley Publishing Group.
Townend, A. (2008). Understanding and addressing bullying in the workplace. Industrial and Commercial Training, 40, 270-273.
Weisharr, M. E. (1996). "Developments in Cognitive Therapy' in W.Dryden (ed.), Developments in Psychotherapy: Historical Perspectives. London: Sage Publication.
-
To register for the 1-hour free coaching session, please use the link below to register.
https://mailchi.mp/ab46c6ebb314/1-hourfreecoachingsession
In today's episode, some of the references used are as follow:
[1] Bishop, S. R., Lau, M., Shapiro, S., Carlson, L., Anderson, N. D., Carmody, J., … Devins, G. (2004). Mindfulness: A proposed operational definition. Clinical Psychology: Science and Practice, 11(3), 230–241. https://doi.org/10.1093/clipsy.bph077
[2] Jamieson, S. D., & Tuckey, M. R. (2017). Mindfulness interventions in the workplace: A critique of the current state of the literature. Journal of Occupational Health Psychology, 22(2), 180– 193. https://doi.org/10.1037/ocp0000048
[3] Michel, A., Bosch, C., & Rexroth, M. (2014). Mindfulness as a cognitive–emotional segmentation strategy: An intervention promoting work–life balance. Journal of Occupational and Organizational Psychology, 87, 733– 754.
[4] Rexroth, M., Michel, A., & Bosch, C. (2017). Promoting well-being by teaching employees how to segment their life domains: Effects of an online-based mindfulness intervention. Zeitschrift Für Arbeits- Und Organisationspsychologie, 61, 197– 212.
-
If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.
If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.
Sakulku, J., & Alexander, J. (2011). The Impostor Phenomenon. International Journal of Behavioural Science, Vol 6, NO 1, 75-97.Clance, P. R. (1985). The Impostor Phenomenon: Overcoming the fear that haunts your success. Georgia: Peachtree PublishersHarvey, J. C., & Katz, C. (1985). If I'm so successful, why do I feel like a fake? New York: Random House.Kolligian, J., Jr., & Sternberg, R. J. (1991). Perceived Fraudulence in young adults: Is there an ‘Imposter Syndrome’? Journal of Personality Assessment, 56(2), 308-326.Sonnak, C., & Towell, T. (2001). The impostor phenomenon in British university students: Relationships between self-esteem, mental health, parental rearing style and socioeconomic status. Personality and Individual Differences, 31(6), 863-874.
References for the research cited or mentioned in the podcast are below -
If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.
If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.
If you are interested to help James in his validation study and you are based in Hong Kong, please contact James directly through the link below:
https://www.linkedin.com/in/james-morley-kirk-b244443/
References for the research cited or mentioned in the podcast are below
Rosnow, R. L. (2001). Rumour and gossip in interpersonal interaction and beyond: A Social Exchange Perspective. In R. M. Kowalski (Ed.), Behaving badly: Aversive behaviours in interpersonal relationships (pp. 203–232). Washington, DC: APA.Rosnow, R. L., & Georgoudi, M. (1985). Killed by idol gossip: The psychology of small talk. In B. Rubin (Ed.), When information counts: Grading the media (pp. 59–73). Lexington, MA: Lexington BooksBen-Ze’ev, A. (1994). The vindication of gossip. In R. F. Goodman & A. Ben-Ze’ev (Eds.), Good gossip (pp. 11–24). Lawrence: University of Kansas Press.Kurland, N. B., & Pelled, L. H. (2000). Passing the word: Toward a model of gossip and power in the workplace. Academy of Management Review, 25, 428–438.Noon, M., and Delbridge, R. (1993). News from behind my hand: gossip in organizations. Organ. Stud. 14, 23–36. doi: 10.1177/017084069301400103Dunbar, R. I., Marriott, A., and Duncan, N. D. (1997). Human conversational behavior. Hum. Nat. 8, 231–246. doi: 10.1007/BF02912493Dunbar, R. I. (2004). Gossip in evolutionary perspective. Rev. Gen. Psychol. 8,100–110. doi: 10.1037/1089-2680.8.2.100Foster, E. K. (2004). Research on gossip: taxonomy, methods, and future directions. Rev. Gen. Psychol. 8, 78–99. doi: 10.1037/1089-2680.8.2.78Barkow, J. H. (1992). “Beneath new culture is old psychology: gossip and social stratification,” in The Adapted Mind: Evolutionary Psychology and the Generation of Culture, eds J. H. Barkow, L. Cosmides, and J. Tooby, New York, NY: Oxford University Press), 627–637.Davis, H., and McLeod, S. L. (2003). Why humans value sensational news: an evolutionary perspective. Evol. Hum. Behav. 24, 208–216. doi: 10.1016/S1090- 5138(03)00012-6Baumeister, R. F., Zhang, L. Q., and Vohs, K. D. (2004). Gossip as cultural learning. Rev. Gen. Psychol. 8, 111–121. doi: 10.1037/1089-2680.8.2.111Duffy, M. K., Ganster, D. C., and Pagon, M. (2002). Social undermining in the workplace. Acad. Manag. J. 45, 331–351.Baumeister, R. F., and Leary, M. R. (1995). The need to belong: desire for interpersonal attachments as a fundamental human motivation. Psychol. Bull. 117, 497–529. doi: 10.1037/0033-2909.117.3.497Ellwardt, L., Labianca, G. J., andWittek, R. (2012). Who are the objects of positive and negative gossip at work? A social network perspective on workplace gossip. Soc. Netw. 34, 193–205. doi: 10.1016/j.socnet.2011.11.003Aquino, K., and Thau, S. (2009). Workplace victimization: aggression from the target's perspective. Annu. Rev. Psychol. 60, 717–741. doi: 10.1146/annurev.psych.60.110707.163703Chandra, G., and Robinson, S. L. (2010). “They’re talking about me again: the impact of being the target of gossip on emotional distress and withdrawal,” in Paper Presented at the Annual Meeting of the Academy of Management, Boston, MA.Waddington, K., and Michelson, G. (2007). “Analyzing gossip to reveal and understand power relationships, political action and reaction to change inside organizations,” in Paper Presented at the 5th International Critical Management Studies Conference, Manchester.Bok, S. (1989). Secrets: On the Ethics of Concealment and Revelation. New York, NY: Vintage.Grosser, T. J., Lopez-Kidwell, V., Labianca, G., and Ellwardt, L. (2012). Hearing it through the grapevine: positive and negative workplace gossip. Organ. Dyn. 41, 52–61. doi: 10.1016/j.orgdyn.2011.12.007Kniffin, K. M., and Wilson, D. S. (2010). Evolutionary perspectives on workplace gossip: why and how gossip can serve groups. Group Organ. Manag. 35,150–176. doi: 10.1177/1059601109360390Salmansohn, K. (2016). Think happy: Instant peptalks to boost positivity. Berkeley, CA: Ten Speed Press.Danziger, E. (1988). Minimize office gossip. The Personnel Journal, 67, 31–35.Porterfield, E. (2008). Gossip can be toxic to the workplace – And your reputation. The Seattle Times. http://www.seattletimes.com/life/ lifestyle/gossip-can-be-toxic-to-the-workplace-8212-and-yourreputation/.Wu, L., Birtch, T. A., Chiang, F. F., & Zhang, H. (2018). Perceptions of negative workplace gossip: A self-consistency theory framework. Journal of Management, 44, 1873–1898. https://doi.org/10.1177/0149206316632057.Kuo, C., Chang, K., Quinton, S., Lu, C., & Lee, I. (2015). Gossip in the workplace and the implications for HR management: A study of gossip and its relationship to employee cynicism. The International Journal of Human Resource Management, 26,2288–2307. https://doi.org/10.1080/09585192.2014.985329.Foster, E. K. (2004). Research on gossip: Taxonomy, methods, and future directions. Review of General Psychology, 8, 78–99. https://doi.org/ 10.1037/1089-2680.8.2.78. - Daha fazla göster
