Personal Energy at Work: A Systematic Review

There has been a significant increase in studies on personal energy at work. Yet, research efforts are fragmented, given that scholars employ a diversity of related concepts. To bring clarity, we executed a two-fold systematic literature review. We crafted a definition of personal energy at work and a theoretical framework, outlining the dimensions, antecedents and boundary conditions. The theoretical implication of the framework is that it allows one to explain why—given similar work—some employees feel energized whereas others do not. The difference depends on the context that the employer offers, the personal characteristics of employees and the processes of strain and recovery. The paper concludes with a discussion of how future research can build on the proposed framework to advance the theoretical depth and empirical investigation of personal energy at work.

Construct Dimensionality of Personal Energy at Work and Its Relationship with Health, Absenteeism and Productivity

Personal energy at work has become a popular topic among HRM scholars and practitioners because it has proven to impact performance. Based on the outcomes of previous research and the call for further exploration of the construct of personal energy at work, we executed this quantitative study. We explored the factor structure of the construct and its relationships with health and productivity by examining the construct that addresses four dimensions: physical, emotional, mental and spiritual energy. Data were collected from 256 employees in an international health tech company and used to analyze construct dimensionality and relationships with health, absenteeism and productivity. The results provided support for the four-dimensional structure of personal energy at work and show that the construct of personal energy at work is related to the outcomes of health, absenteeism and productivity. Implications for theory and practice, as well as directions for future research, are discussed.

Investigating Work Engagement at the Workplace

In order to be happy at the workplace, employees need to feel engaged with the work environment. Work engagement refers to a work-related mental state that is positive and fulfilling, characterized by vigor (high levels of energy while working), dedication (sense of meaning, enthusiasm, inspiration, pride and challenge) and absorption (the individual’s complete concentration at work, which makes time fly quickly without his noticing). Besides that, the personal energy that individuals bring to their work is associated with work engagement. This study is done to investigate the factors that allow work engagement at the workplace emphasizing in assisting and addressing experience gaps in the strictest sense of the word by assigning values for the lasting connections actions to the relevant individuals, causing the person or the team to simply focus on producing outcomes in a healthy workplace and collaborative nature.115 participants responded to a survey given online. Findings reveal several factors that can lead to a positive culture at the workplace.

A midwife’s exploration into how power & hierarchy influence both staff and patient safety

My experiences as a legitimate informal whistle-blower have afforded me an understanding of the dichotomy that is Trust allegiance and misplaced brand loyalty over and above both patient and staff safety, such that when poor care is spoken of as a potential or experienced from either angle, the general rule within healthcare management is not to acknowledge, reflect, mitigate and learn in order to improve, but instead to gaslight, deny and subordinate such that from a staff safety perspective they are caught between a rock and a hard place. This paper explores some of the opportunities which healthcare organizations could embrace to positively influence the effects of power and hierarchy on staff safety. Aims This paper discusses the bigger picture of maternity services safety. Methods This is a discussion piece. Findings For some healthcare staff it is preferable to remain quiet, not rock the proverbial boat, and maintain deeply loyal allegiances to their employers over and above public protection. For others, the journey of honesty, integrity and tenacity carries a high price in terms of personal energy, health and financial compromise. Conclusion This exploration into how power & hierarchy influence both staff and patient safety has identified and briefly explored some of the tensions created by misplaced brand loyalty inherent within healthcare institutions, and the legacy of harms resulting.

Scythian View of Russian Revolution: Aspects of Axiology

The perception of the revolution by the majority of members of the Scythian group (1916—1919) is examined in the article. The relevance of the topic is due to the fact that the views of the Scythians of the 1910s on the revolution correlate with their work, which is actively studied by modern researchers. It is shown that the priority for them was the projection of modernity on the mythologized and poeticized by them historical Scythians, the first was the question of the role of personal energy in opposition to social entropy. The article focuses on the actualization by the group members of the Scythian psychotype in the Russian revolution, on the premonition of their own death in its whirlwind, on the legacy of A. Herzen’s ideas by IvanovRazumnik. The attitude of the group members to the religious content of the revolutions of 1917 is analyzed, the skeptical view of Ivanov-Razumnik, E. Zamyatin, S. Yesenin, N. Klyuev on the Church is presented. The point of view of the spiritual Scythians who dreamed of democracy on the role of the people in the revolution and the future of the country is considered. The apprehensions of M. Prishvin, A. Blok, A. Bely for the fate of a culture threatened with destruction are outlined. It is concluded that there is no single revolutionary axiology in the group and only the relative influence of the ideas of Ivanov-Razumnik on its members.

Outcome expectancies moderate the association between worry about climate change and personal energy-saving behaviors

This paper explores whether efficacy beliefs can alter the relationship between worry about climate change and personal energy-saving behaviors, controlling for climate change beliefs and socio-demographics. For this purpose, we used data from 23 countries that participated in the European Social Survey Round 8 (N = 44 387). Worry about climate change, personal efficacy, personal outcome expectancy, and collective outcome expectancy were each associated with personal energy-saving behaviors concerning either energy curtailment or energy efficiency. The results further show that outcome expectancies moderate the association between worry about climate change and both types of energy behaviors. Worry was more strongly related to energy curtailment behaviors among those with high levels of personal and collective outcome expectancy. A similar pattern was found for energy efficiency behaviors, which were more strongly predicted by worry about climate change when combined with high levels of collective outcome expectancy. These findings are relevant for climate change communication, especially informational campaigns aiming to lower overall household energy use.

A Data-driven System for City-wide Energy Footprinting and Apportionment

Energy footprinting has the potential to raise awareness of energy consumption and lead to energy-saving behavior. However, current methods are largely restricted to single buildings; these methods require energy and occupancy monitoring sensor deployments, which can be expensive and difficult to deploy at scale. Further, current methods for estimating energy consumption and population at scale cannot provide fine enough temporal or spatial granularity for a reasonable personal energy footprint estimate. In this work, we present a data-driven system for city-wide estimation of personal energy footprints. This system takes advantage of existing sensing infrastructure and data sources in urban cities to provide energy and population estimates at the building level, even in built environments that do not have existing or accessible energy or population data.

Blending Powers: Hamilton, FDR, and the Backlash That Shaped Modern Congress

President Franklin Delano Roosevelt shaped the role of the modern president in part with his relentless pursuit of grand policies and his ability to marshal historic legislation through Congress. In this article, I focus on one legislative tactic employed by FDR that has received little attention—the detailing of Executive Branch staff to select Senate committees. This tactic, effectively a blending of legislative powers, was used to implement FDR’s ambitious postwar domestic agenda as detailed in his Second Bill of Rights. I find that the tactic, used late in FDR’s presidency, was moderately effective, served as a substitute for the personal energy FDR applied to the presidency in his first term, and created a backlash that contributed to the adoption of the Legislative Reform Act of 1946. With these findings I conclude that FDR deserves credit as a transitionary figure for the modernity of Congress, as well as the presidency.