Giacalone, R. A. & Promislo, M. D. (Eds.). (2013). Handbook of Unethical Work Behavior–Implications for Individual Well-Being.

2014 ◽  
Vol 58 (2) ◽  
pp. 103-105
Author(s):  
Magdalena Gatzka
Keyword(s):  
Well Being ◽  
Work Behavior

scholarly journals CONSIDERATION OF INVOLVEMENT IN DESIGNING INFORMATION SYSTEMS FOR REMOTE WORK

2020 ◽  
pp. 110-130
Author(s):  
С. В. Гуцыкова ◽  
Н. Б. Баканова
Keyword(s):  
Information System ◽  
Information Systems ◽  
Psychological Health ◽  
Functional Model ◽  
Well Being ◽  
Work Behavior ◽  
Remote Work ◽  
Psychological Concept ◽  
Corporate Information Systems ◽  
Corporate Information

В статье рассматривается психологическое понятие вовлеченности и его значение при проектировании корпоративных информационных систем. Традиционно понятие вовлеченности применяется для предсказания различных обусловленных данным феноменом последствий в виде эффективности деятельности сотрудников и установок рабочего поведения, что чрезвычайно важно в условиях удаленной работы. Учет вовлеченности способен повысить удовлетворенность от трудовой деятельности в процессе удаленного взаимодействия с корпоративными информационными системами, объединить работников организации вокруг корпоративных ценностей, в позитивном плане отразиться на эффективности индивидуальной деятельности и деятельности организации в целом. Данная статья носит постановочный характер, учитывая неоднозначность сведений о понятии вовлеченности, ее разных трактовках и уровнях анализа, представленных в работах отечественных и зарубежных психологов. В условиях недостаточной разработанности понятия «вовлеченность», не представляется возможным его эффективное использование при проектировании и разработке распределенных информационных систем. Таким образом от проработанности данного понятия в конечном итоге зависят не только эффективность проектирования и успешность реализации информационной системы, но и эффективность индивидуального труда и эффективность деятельности организаций. Необходимо уделять внимание таким значимым моментам, как сохранение психологического здоровья и психологического благополучия сотрудников, которые отражаются на эффективности деятельности всей организации в целом. Доработка концептуального понятия вовлеченности крайне значима для ее учета при проектировании корпоративных информационных систем. На логическом уровне проектирования корпоративных информационных систем психологическое понятие вовлеченности может быть учтено в следующих моделях информационной системы: структурная модель, информационная модель и функциональная модель. The article discusses the psychological concept of involvement and its significance in the design of corporate information systems. Traditionally, the concept of engagement is used to predict various consequences of this phenomenon in the form of employee performance and work behavior attitudes, which is extremely important in a remote work environment. Accounting for engagement can increase job satisfaction in the process of remote interaction with corporate information systems, unite employees of an organization around corporate values, and positively affect the effectiveness of individual activities and the activities of the organization as a whole. This article is of a staged nature, given the ambiguity of information about the concept of involvement, its different interpretations and levels of analysis presented in the works of Russian and foreign psychologists. In the conditions of insufficient elaboration of the concept of "involvement", it is not possible to effectively use it in the design and development of distributed information systems. Thus, the elaboration of this concept ultimately depends not only on the design efficiency and the success of the implementation of the information system, but also on the effectiveness of individual labor and the effectiveness of organizations. It is necessary to pay attention to such significant points as the preservation of the psychological health and psychological well-being of employees, which affect the efficiency of the entire organization as a whole. Refinement of the concept of engagement is extremely important for taking it into account in the design of corporate information systems. At the logical level of designing corporate information systems, the psychological concept of involvement can be taken into account in the following models of the information system: structural model, information model and functional model.

Personal Growth and Well-Being at Work: Contributions of Vocational Psychology

2017 ◽  
Vol 46 (1) ◽  
pp. 31-47 ◽  
Author(s):  
Bryan J. Dik ◽  
William F. O’Connor ◽  
Adelyn B. Shimizu ◽  
Ryan D. Duffy
Keyword(s):  
Career Development ◽  
Positive Psychology ◽  
Career Counseling ◽  
Personal Growth ◽  
Well Being ◽  
Vocational Psychology ◽  
Work Behavior ◽  
Career Adaptability ◽  
Ongoing Research ◽  
The Impact

Positive psychology’s focus on human strengths, personal growth, and well-being is frequently applied to career development and the workplace. Such applications also fall within the purview of vocational psychology, yet despite its clear historic and contemporary emphases that support positive psychology goals, the impact of vocational psychology theory, research, and practice on positive psychology has fallen short of its potential. We encourage greater cross-fertilization by explicating how major theoretical paradigms within vocational psychology (person–environment fit, developmental/relational/constructivist perspectives, and social–cognitive career theory) support positive psychology aims. We also summarize recent work on three vocational psychology constructs (work volition, career adaptability, and a sense of calling) that may help to broaden and advance positive psychology’s applications to career development and work behavior. Finally, we discuss future directions for ongoing research related to the vocational and positive psychology intersection, and we outline several implications for career counseling practice.

Information professionals' quality of work-life and its impact on their job performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saira Hanif Soroya ◽  
Tehmina Sarwar ◽  
Muhammad Shahid Soroya
Keyword(s):  
Job Performance ◽  
Well Being ◽  
Work Life ◽  
Work Behavior ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Key Indicator ◽  
Information Professionals

PurposeJob performance (JP) of employees is a key indicator of success for any organization; however, job performance is dependent on many factors including personal and organizational. The current study aims to investigate this phenomenon concerning the quality of work-life (QoWL).Design/methodology/approachThe study design was quantitative, and a questionnaire was filled by 130 professional librarians based on a convenient sampling technique. The research population was academic information professionals (IPs) serving the university libraries of Lahore, Pakistan. Data were analyzed using SPSS (20.0).FindingsJob career satisfaction is proved a key indicator of JP along with job control and general well-being (GWB). Counterproductive work behavior (CWB), which is a negative behavior, is significantly affected by poor job satisfaction (JS), stress, feelings of unhappiness and low workplace autonomy.Practical implicationsThe study suggests that if poor JS, stress, feelings of unhappiness and low workplace autonomy could be manipulated positively, CWB may be reduced and there are chances to improve the JP of IPs.Originality/valueThis is one of the first attempts that focuses on QoWL and its impact on JP of IPs. The study findings may help leaders and library administration to take employees' friendly decisions to provide a conducive work environment.

scholarly journals The Role of Person-Organization Value Fit in Employees’ Experience of Meaningful Work, Use of Strengths and Work Engagement

2018 ◽  
Vol 9 (2) ◽  
pp. 1 ◽  
Author(s):  
Jessica van Wingerden ◽  
Laura Berger ◽  
Rob Poell
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Well Being ◽  
Work Behavior ◽  
Equation Modeling ◽  
Value Fit

Research in the field of management, in particular human resource management (HRM), increasingly highlights the importance of person-organization value fit. Adding to this growing body of research, this study examines the complex relation between person-organization value fit, employees’ perceptions of work, employees’ behavior at work and their well-being. More precisely, we hypothesize that person-organization value fit has a positive relationship with employees’ work engagement (well-being) via both the experience of meaningful work (perceptions) and the use of their strengths at work (behavior). We conducted a structural equation modeling on a sample of 1050 employees working in various occupations, organizations, and industries in The Netherlands. The results provided support for the proposed model, indicating an important role for person-organization value fit in the on-going pursuit of meaningful work and well-being at work. The insights provided in this study do not only contribute theoretically; they are also helpful for managers and HR professionals in optimizing human resource management policies and practices.

scholarly journals Hostile Organizational Climate as an Antecedent to Paranoid Cognition and Sleep: Moderating Role of Emotional Suppression

2021 ◽  
Author(s):  
Fatima Bashir ◽  
Saima Naseer
Keyword(s):  
Sleep Quality ◽  
Organizational Climate ◽  
Well Being ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Emotional Suppression ◽  
Psychological Well Being ◽  
Moderating Role

Introduction.- Hostile organization climates can pave way for hostile, aggressive behavior and attitude which later become norm of the workplace. The hostile climate in an organization can ensure a damaging impact on employee behavior and mental health. Objectives.- Using Cognitive Activation Theory of Stress (CATS) this study aims to investigate the activation of paranoid cognitions due to stress stimuli coming from explore hostile climate and its impact on the sleep quality of employees which further lead to negative employee outcomes like counterproductive work behaviors, and psychological well-being with the moderating role of emotional suppression. Method and Results.-A time-lagged data segregated at three-time intervals are collected from employees and peers (n=497) working in the Telecom sector of Pakistan. Our study utilized PROCESS in SPSS technique to prove serial mediation of paranoid cognition and sleep quality between hostile climate, counterproductive work behavior, and psychological well-being and moderation analysis. Conclusion.- This study discovers new avenues in the existing literature of CATS and hostile climate by examining paranoid cognition and sleep quality as the underlying mechanisms through which hostile organizational climate can defoliate psychological well-being and can cause harm to an organization through counterproductive work behaviors.

scholarly journals Perilaku Kerja, Perceived Stress, dan Social Support pada Mahasiswa Internship

2017 ◽  
Vol 1 (1) ◽  
pp. 216
Author(s):  
Kiky Dwi Hapsari Saraswati
Keyword(s):  
Social Support ◽  
Perceived Stress ◽  
Well Being ◽  
Work Behavior ◽  
Behavior Assessment ◽  
Perceived Stress Scale ◽  
Personal Resource ◽  
Stress Scale

Mahasiswa perlu diberi pembekalan agar lebih siap untuk memasuki dunia kerja. Strategi yang digunakan oleh universitas untuk mengatasinya adalah menyelenggarakan program internship. Tantangan yang harus dihadapi oleh mahasiswa adalah perbedaan situasi dan kondisi di lingkungan kampus dan instansi tempat ia melaksanakan program internship, sehingga perilaku yang ditampilkan pun harus berbeda. Perilaku di tempat kerja atau perilaku kerja (PK) adalah segala sesuatu yang dilakukan oleh seseorang di lingkungan kerjanya (Ivancevich, 2014). Salah satu faktor yang mempengaruhi perilaku adalah emosi, yang dapat disebabkan oleh stress. Sebagai mahasiswa tahun akhir, mereka masih dituntut untuk menyelesaikan tugas-tugas akhir. Tuntutan-tuntutan tersebut dikeluhkan sebagai faktor penyebab stress. Perceived Stress (PS) adalah perasaan atau pikiran yang dimiliki seseorang terhadap hal-hal dalam kehidupannya yang dapat membuatnya stress serta kemampuannya untuk mengatasi stress tersebut (Varghese, Norman, & Thavaraj, 2015). Kedekatan emosi dengan orang lain terbukti berkorelasi dengan well-being seseorang dan melindungi seseorang dari efek stress tingkat tinggi (Ammar, Nauffal, & Sbeity dalam King, Vidourek, Merianos, Singh, 2014). Dukungan emosi akan mengurangi hubungan yang membuat stress-depresi (Felsten, 1998, dalam King, Vidourek, Merianos, Singh, 2014). Dengan kata lain, Social Support (SS) akan membantu seseorang untuk mengatasi stress yang dirasakannya. Tujuan penelitian ini adalah untuk mengetahui peran PS dan SS terhadap PK pada mahasiswa internship. Metode penelitian ini adalah pendekatan kuantitatif dengan menggunakan Work Behavior Assessment, Personal Resource Questionnaire, dan Perceived Stress Scale. Kuesioner disebarkan pada 52 mahasiswa Fakultas Psikologi yang sedang mengikuti program internship. Hasil yang didapatkan adalah PS dan SS berperan signifikan terhadap PK (F = 4,296, p < 0,05). Kata kunci: perilaku kerja, perceived stress, social support, mahasiswa, internship

scholarly journals The Effect of Workplace Spirituality, Perceived Organizational Support, and Innovative Work Behavior: The Mediating Role of Psychological Well-Being

2021 ◽  
Vol 24 (1) ◽  
pp. 63
Author(s):  
Masyhuri Masyhuri ◽  
Pardiman Pardiman ◽  
Siswanto Siswanto
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Workplace Spirituality ◽  
Well Being ◽  
Work Behavior ◽  
School Staff ◽  
Psychological Well Being ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work

This research investigating the innovative work behavior of teachers and school staff during the Covid-19 pandemic is still rarely studied, so it has contributed to improving the behavior of teachers and school staff in Indonesia during the Covid-19 pandemic. The purpose of this study was to analyze and examine the direct influence of workplace spirituality and perceived organizational support on the innovative work behavior of teachers and school staff. Besides, exploring the mediating role of psychological health variables. The research sample was 379 teachers and school staff that is analyzed using SEM-PLS. The results showed that workplace spirituality and perceived organizational support had a direct effect on innovative work behavior.Psychological well-being also affects innovative work behavior. This study also shows that psychological well-being has a role in mediating the influence between work-place spirituality and perceived organizational support for innovative work behavior. This study indicates that workplace spirituality and workplace spirituality can be directly and indirectly through psychological well-being to increase the innovative behavior of teachers and school staff in learning activities at school.

Action Regulation Theory

2017 ◽  
Author(s):  
Hannes Zacher
Keyword(s):  
Mental Models ◽  
Cognitive Processes ◽  
High Efficiency ◽  
Well Being ◽  
Cognitive Effort ◽  
Work Behavior ◽  
Cognitive Representations ◽  
Regulation Theory ◽  
Régulation Theory ◽  
Efficiency And Effectiveness

Action regulation theory is a meta-theory on the regulation of goal-directed behavior. The theory explains how workers regulate their behavior through cognitive processes, including goal development and selection, internal and external orientation, planning, monitoring of execution, and feedback processing. Moreover, action regulation theory focuses on the links between these cognitive processes, behavior, the objective environment, and objective outcomes. The action regulation process occurs on multiple levels of action regulation, including the sensorimotor or skill level, the level of flexible action patterns, the intellectual or conscious level, and the meta-cognitive heuristic level. These levels range from unconscious and automatized control of actions to conscious thought, and from muscular action to thought processes. Action regulation at lower levels in this hierarchy is more situation specific and requires less cognitive effort than action regulation at higher levels. Workers further develop action-oriented mental models that include long-term cognitive representations of input conditions, goals, plans, and expected and prescribed results of action, as well as knowledge about the boundary conditions of action and the transformation procedures that turn goals into expected results. The accuracy and level of detail of such action-oriented mental models is closely associated with the efficiency and effectiveness of action regulation. One of three foci can be in the foreground of action regulation: task, social context, or self. A task focus is most strongly associated with high efficiency and effectiveness of action regulation, because it links task-related goals with relevant plans, behavior, and feedback. Action regulation theory has been applied to understand several phenomena in the field of industrial, work, and organizational psychology, including proactive work behavior, work-related learning and error management, entrepreneurship, occupational strain and well-being, reciprocal influences between personality and work, innovation, teamwork, career development, and successful aging at work.

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