In beweging: over het aanpassingsvermogen van werknemers in dynamische werksituaties

2013 ◽  
Vol 26 (3) ◽  
Author(s):  
Karen van Dam
Keyword(s):  
Organizational Change ◽  
Work Stress ◽  
Psychological Resources ◽  
Dimensional Model ◽  
Dynamic Work ◽  
Changing Environments ◽  
Research Fields ◽  
Employee Responses ◽  
Three Components

On the move: on employees’ individual adaptability in dynamic work situations On the move: on employees’ individual adaptability in dynamic work situations Today’s organisations are facing dynamic and changing environments that emphasize the importance of enhanced organisational flexibility and adaptation as well as increased employee adaptability. Although the concept of employee adaptability is often used, it is seldom defined. This paper first discusses different research fields focusing on employee responses to dynamic situations without explicitly addressing individual adaptability, such as planned and continuous organizational change and work stress. Next, the concept of adaptability is discussed and, in the end, defined. Moreover, a multi-dimensional model for individual adaptability at work is presented containing three components: cognitive, affective and behavioural adaptability. Finally, several psychological resources are presented that might contribute to employees’ individual adaptability.

Work Stress and Coping in Organizations: Progress and Prospects

Beyond Coping ◽  
2002 ◽  
pp. 83-106 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Organizational Change ◽  
Work Stress ◽  
Cognitive Appraisal ◽  
Well Being ◽  
Stress And Coping ◽  
Psychological Effects ◽  
Organizational Environment ◽  
And Coping ◽  
Health And Well Being ◽  
Coping Behaviours

Chapter 5 discusses work stress and coping in organizations. It reviews the coping literature focusing on the workplace, presents a framework for the study of coping in organizations (including the organizational environment, cognitive appraisal, individual stress and coping behaviours). It discusses managerial health and well-being, the psychological effects of organizational change, and draws conclusions about coping with work stress.

A Meta-Analysis of Organizational Change Predictors: Psychological Resources and Dispositions

2018 ◽  
Vol 2018 (1) ◽  
pp. 11541
Author(s):  
Katerina Gonzalez ◽  
Florencio F. Portocarrero ◽  
Hannah Rothstein ◽  
Michael Luma Ekema-Agbaw
Keyword(s):  
Organizational Change ◽  
Meta Analysis ◽  
Psychological Resources

Work Stress, Perceived Career Opportunity, and Organizational Loyalty In Organizational Change: a Moderated Mediation Model

2019 ◽  
Vol 47 (4) ◽  
pp. 1-11
Author(s):  
Ting Wu ◽  
QiTaiSong Shen ◽  
Hanqing Liu ◽  
Cong Zheng
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Work Stress ◽  
Mediation Effect ◽  
Negative Effects ◽  
Organizational Loyalty ◽  
Moderated Mediation Model ◽  
Power Company ◽  
Work Characteristic ◽  
Career Opportunity

We applied job demands–resources theory to construct a negative work characteristic (i.e., work stress) and a positive work characteristic (i.e., perceived career opportunity) in the context of organizational change to investigate how these characteristics affect employees' organizational loyalty. Participants were 2048 Chinese employees from a state-owned power company where a government-led power price reform had taken place. Results show that work stress is negatively related to organizational loyalty via job satisfaction, and that perceived career opportunity (PCO) is positively related to organizational loyalty. In regard to the moderating role of PCO, the negative effects of work stress on organizational loyalty and on job satisfaction, and the negative mediation effect of work stress on organizational loyalty via job satisfaction, were weaker for employees with high rather than low PCO.

scholarly journals Professional stress resistance of employees of the security department of the penitentiary system

2021 ◽  
pp. 52-59
Author(s):  
Pavel Potemkin
Keyword(s):  
Organizational Change ◽  
Work Stress ◽  
Resistance To Change ◽  
Correctional Officers ◽  
Professional Activity ◽  
Positive Health ◽  
Destructive Effect ◽  
Level Of Training ◽  
Emotional Burnout ◽  
Positive Health Outcomes

The dominant view of organizational change among employees is the concept that stress and resistance to stress are two independent phenomena, and that they are urgent and natural reactions to organizational change. Our article proposes a model of organizational change that views stress as a mediator between organizational change and resistance to change. According to this model, stress and resistance are not inevitable reactions to organizational change. It is more correct to find out what makes organizational change stressful or sensitive to employee resistance. The assumption is to implement strategies to reduce and resist negative stress and to increase the effectiveness of positive stress and resulting positive health outcomes among employees adapting to emerging change. Correctional officers are potentially exposed to more risk factors in the workplace because they are on a mission of sorts to contribute to public safety by actively helping offenders become law-abiding citizens. Among the main factors having destructive effect on the efficiency of professional activity of an employee of penitentiary system we consider the following to be necessary: lack of material and human resources, conflictogenicity of communication with convicts, feelings of anxiety due to professional activity. As protective factors, it is advisable to note measures of social support in the penitentiary environment, and the development of positive coping-strategies condition the improvement of the level of training of officers. As a result, prolonged work stress can lead to burnout in the workplace and is characterized by feelings of exhaustion, cynicism, detachment, ineffectiveness and lack of personal achievement. Both work stress and emotional burnout combined can lead to a decrease in officers' commitment to the core ideology of the institution and, consequently, a decrease in job performance.

scholarly journals How psychological resources facilitate adaptation to organizational change

2013 ◽  
Vol 23 (6) ◽  
pp. 847-858 ◽  
Author(s):  
Machteld van den Heuvel ◽  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Organizational Change ◽  
Psychological Resources

scholarly journals La salud mental de los docentes: factores de protección

2020 ◽  
Vol 3 (1) ◽  
pp. 13-30
Author(s):  
María Soledad Menghi
Keyword(s):  
Job Satisfaction ◽  
Chronic Stress ◽  
Work Stress ◽  
Psychosocial Resources ◽  
Private Institutions ◽  
Psychological Resources ◽  
Satisfaction Scale ◽  
Public And Private ◽  
Salud Mental ◽  
Low Levels

At present, the psychophysical health of educators is anissue that has taken on increased importance, especiallythe phenomenon of chronic work stress, as it directlyaffects the effectiveness of their work. Hence the importance ofdetecting what factors can prevent this chronic exhaustion in theeducational field. This research aimed at answering this questionfrom an empirical perspective.To this end, a sample of 300 early education and primaryschool teachers from both public and private institutions of theArgentina was used. Maslach and Jackson’s Burnout Inventory(MBI) was implemented to determine the level of chronic stress.In order to assess two psychosocial resources of great relevancein the context of work, the Albert Bandura’s Teaching Selfefficacy Scale and the Job Satisfaction Scale for educators wereused. Overall, the perceptions of teacher self-efficacy and of jobsatisfaction are considered psychological resources that wouldact as modulators of chronic stress in the workplace, noticingmoderate and high values in the resources, but low levels ofburnout symptoms in the teacher sample evaluated.

scholarly journals Role of Organizational Diagnosis in Improving Employee-Centred Strategies in the IT&C Sector

2021 ◽  
Author(s):  
Daniel Metz
Keyword(s):  
Organizational Change ◽  
Empirical Research ◽  
Organizational Leadership ◽  
Business Processes ◽  
Positive Elements ◽  
Accurate Picture ◽  
New Employee ◽  
Industry Needs ◽  
Employee Responses

The paper pleads for the importance of organizational diagnosis in order to develop new employee-centred strategies. In order to remain competitive, especially in the COVID-19 context, organizations from the IT&C industry needs to improve employee-centred strategies and to align the business processes with these strategies. The empirical research aims to provide through quantitative and qualitative sources an accurate picture of the organizational diagnosis in order to adapt suitable HR processes. The study uses 300 employee responses from the IT&C industry in order to draw the positive elements (eg. good perception of organizational leadership, excellent communication in teams and satisfaction towards adaption to COVID-19 pandemic) and areas to improve (such as for example: workload, internal bureaucracy and integration as well as adaptability and organizational change) resulted from the organizational diagnosis.

New Frontiers in Employee Responses to Organizational Change

2017 ◽  
Vol 2017 (1) ◽  
pp. 11482
Author(s):  
Sevda Helpap ◽  
Rouven Kanitz ◽  
Mel Fugate ◽  
Shaul Oreg
Keyword(s):  
Organizational Change ◽  
Employee Responses
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