An Initial Approach to Increase Job Satisfaction Through Workplace Spirituality

Job satisfaction is a widely discussed topic in work psychology, but what might be the contributions of recent discussions of workplace spirituality? This research allows a qualitative measure of workplace spirituality relevance by workforce perspective that can be reproduced in other organizations through a questionnaire application. The spiritual factors of the workplace were classified according to the Kano model that identifies the potential for actions and investments to be transformed into job satisfaction. In this application, it was identified that investments in the coherence and purpose of work factors can generate more than proportional satisfaction in the individuals of this organization. The identity, values, cohesion, meaning, and climate of work factors could generate a proportional satisfaction to the investments. The inner life and community factors cannot generate satisfaction, but when investment levels in these factors did not meet the expectations, it potentially generates dissatisfaction. Finally, investments in belonging, connection, and environmental factors were indifferent to the satisfaction level in this organization. The researchers also pointed out opportunities of investments to the organization.

The self-esteem and work motivation of Romanian employees in the Covid-19

The paper entitled The self-esteem and work motivation of romanian employees in the Covid-19 pandemic started from the interest in the field of work psychology and human resources management, seeking to find out the correlational aspects between work motivation and self-esteem amongst public and private employees in Romania. The purpose of the paper was to establish a diagnosis and suggest strategies to improve the existing situation by implementing programs dedicated to motivational stimulation and assessing their impact in other addressed fields

Dimensões Organizacionais e Pessoais de Promoção de Bem-Estar e Felicidade no Trabalho

ResumoNa sociedade contemporânea há uma espécie de centralidade do trabalho na vida das pessoas, servindo esse como principal organizador da rotina e das relações e, inclusive, sendo elemento que compõe parte da identidade dos indivíduos. Assim, em muito está atrelado o trabalho às vivências emocionais mais importantes. Nesse sentido, esforços devem ser tomados pelos indivíduos e pelas Organizações para tornar o contexto laboral promotor de qualidade de vida, de bem-estar e de felicidade. O objetivo deste artigo é apresentar um panorama da produção científica acerca dos fatores ambientais e pessoais associados à promoção de bem-estar e felicidade no contexto laboral. Trata-se de um estudo qualitativo de caráter exploratório. Foi realizada busca bibliográfica em bases indexadas e recuperados artigos publicados em periódicos nos últimos dez anos. Os resultados apresentam algumas especificidades dos constructos relacionados à área (qualidade de vida, bem-estar, felicidade), algumas possibilidades de ações organizacionais de promoção de bem-estar e felicidade e, principalmente, descrevem estudos que encontraram relações positivas entre diversas variáveis, dos indivíduos e das Organizações, e a produção de felicidade no contexto do trabalho. A conclusão destaca a necessidade dos modelos de Gestão de dar primazia ao fator humano nas Organizações, inclusive, por ocasião de compor o Planejamento Estratégico Organizacional. Palavras-chave: Felicidade. Bem-estar no Trabalho. Gestão de Pessoas. Comportamento Organizacional. Psicologia do Trabalho. AbstractIn contemporary society, there is a kind of centrality of work in people's lives, serving as the main organizer of our routine and our relationships, and even being an element that makes up part of the individuals’ identity. Thus, work is closely linked to our most important emotional experiences. Thus, efforts must be taken, by individuals and organizations, to make the work context a motivator of quality of life, well-being and happiness. The purpose of this article is to present an overview of scientific production about the environmental and personal factors associated with the promotion of well-being and happiness in the workplace. It is an exploratory qualitative study. A bibliographic search was performed on indexed databases and articles published in journals in the last ten years were retrieved. The results show some specificities of the constructs related to the area (quality of life, well-being, happiness), some possibilities of organizational actions to promote well-being and happiness and, mainly, describe studies that found positive relationships between several variables, of the individuals and organizations, and the production of happiness in the work context. The conclusion highlights the need for Management models to give priority to the human factor in Organizations, including when composing the organizational Strategic Planning. Keywords: Happiness. Well-Being at Work. People Management. Organizational Behavior. Work Psychology.

COVID-19 and the future of work and organisational psychology

Orientation: The coronavirus disease 2019 (COVID-19) pandemic has caused a ‘coronafication’ of research and academia, including the instrumentalisation of academic research towards the demands of society and governments. Whilst an enormous number of special issues and articles are devoted on the topic, there are few fundamental reflections on how the current pandemic will affect science and work and organisational psychology in the long run.Research purpose: The current overview, written by a group of members of the Future of Work and Organisational Psychology (FOWOP) Movement, focuses on the central issues relating to work and organisational psychology that have emerged as a result of the COVID-19 crisis.Motivation for the study: The study discusses the inability of dominant theories in work and organisational psychology to understand contemporary problems and the need to advance the theoretical realm of work psychology. We also discuss the need for pluralism in methodologies to understand the post-COVID-19 workplace, the urgency of attending to neglected voices and populations during the COVID-19 crisis and teaching during COVID-19.Research approach/design and method: This article uses conceptual argumentation.Main findings: The COVID-19 crisis forces work psychology to address at least its theorising, methods, unheard voices and teaching in the COVID-19 crisis.Practical/managerial implications: On the basis of this article, researchers and practitioners may be better aware of the neglected perspectives in the current pandemic.Contribution/value-add: This article adds to the understanding of the future directions for a sustainable Work and Organisational Psychology as an applied scientific discipline during and beyond the COVID-19 crisis.

Atuação do(a) Psicólogo(a) organizacional e do trabalho no contexto hospitalar: desafios e possibilidades

The present work is the result of a literature review and analysis about the praxis of the Organizational and Work Psychologist in the hospital administrative context. The study aimed to unveil the main challenges and possibilities of action in this practice. Based on the material collected and analyzed, the relevance in contributions that Organizational and Work Psychology can bring to hospital management was evidenced, casting its specialized look at the pertinent questions of the health organization as a whole, resolving and mediating conflicts, enabling well-being and pleasure for employees, as well as contributing to the institution'sgeneral management and administration. However, it also became evident that there are still some challenges in the performance of these professionals in hospital institutions, these impasses ranging from their insertion, to the definition of their functions in these environments.

Loneliness and Cyberloafing in the Time of COVID-19: A Psychological Perspective

Background The COVID-19 pandemic, which has affected the entire world, has driven countries into economic, social, and political uncertainty and has forced quite significant changes, especially in areas such as health, work, education, and social security. Social changes that are occurring as a result of the crisis include the restructuring of businesses and working styles and the shaping of work life along the new-normal axis. Many psychosocial risks such as conflict management, organisational relationships, communications problems, job satisfaction, stress, productivity, and performance are being redefined as the nature of jobs, job descriptions, employee competence, and ways of working are being recreated for a virtual environment. The importance of concepts related to work psychology such as loneliness, cyberloafing, digital mobbing, emotional resilience, psychological resilience, compassion, self-compassion, conscious awareness, design of habits, coping with loneliness, and coping with crisis is becoming apparent. Research aims The aim of this study is to examine cyberloafing and loneliness with its changing structure in terms of work psychology. In addition, the researchers and their results on cyberloafing and loneliness are discussed in terms of both sociodemographic factors and some variables of work life. Methodology The research method of critical analysis of literature on the subject of cyberloafing and loneliness was applied in this study. Common findings of secondary research were used in terms of work psychology. Findings The concepts of loneliness and cyberloafing, which have been evaluated in relation to different sociodemographic and work-life factors and whose mutual relations have been the subject of a very limited number of studies, are examined more intensively in the context of personal and organisational factors applicable to the technology-intensive future.

Psychology as a Historical Science

Psychology has traditionally seen itself as the science of universal human cognition, but it has only recently begun seriously grappling with cross-cultural variation. Here we argue that the roots of cross-cultural variation often lie in the past. Therefore, to understand not only how but also why psychology varies, we need to grapple with cross-temporal variation. The traces of past human cognition accessible through historical texts and artifacts can serve as a valuable, and almost completely unutilized, source of psychological data. These data from dead minds open up an untapped and highly diverse subject pool. We review examples of research that may be classified as historical psychology, introduce sources of historical data and methods for analyzing them, explain the critical role of theory, and discuss how psychologists can add historical depth and nuance to their work. Psychology needs to become a historical science if it wants to be a genuinely universal science of human cognition and behavior.

Is theory the best practise: A review of research in work psychology in Serbia (1995-2019)

The paper deals with the relationship between academic, applied and practical knowledge in the field of applied psychology, which has the potential to contribute to economic and social development. The aim of the analysis is to make an initial insight into the dominant topics and social relevance of research activities in the field of work psychology in Serbia in the period of significant social changes (1995-2019). The material for the analysis consisted of abstracts of papers in the field of work psychology, which were presented at two leading national conferences - Empirical Research in Psychology and the Meeting of Psychologists of Serbia (N = 657). The thematic analytical procedure was used for the construction of the code system used for defining the criteria for collecting relevant data. Exploratory sequential design and comparative longitudinal analysis were used for data processing. The general conclusion based on qualitative data analysis suggests the existence of social relevance of research activities in the field of work psychology in this period. The results of the analysis were also considered from the perspective of some recent models of strategic planning and social development. The obtained results indicate the emergence of new topics and areas, as well as the existence of a link between significant social changes and research activities in the field of work psychology in this period. Some elements of the new paradigm of the positive human resource development practice are highlighted. The paper concludes with discussing the broader theoretical-methodological and practical implications of the obtained findings for work psychology.

From the History of French Spiritualism: The Philosophy of Jules Lachelier

The article examines the philosophical concept of Jules Lachelier – one of the leading representatives of French spiritualism and neo-Kantianism of the 19th – early 20th centuries. Lachelier's teachings were largely associated with the ideas of his predecessors – Maine de Biran and F. Ravaisson. At the same time, it was marked by the strong influence of Kant's philosophy, which determined the originality of this form of spiritualism. Like Biran and Ravaisson, Lachelier relied on “pure psychology”, exploring the facts of consciousness, but highlighted thinking as the only ability to achieve reliable knowledge. Using the method of reflection, thanks to which thinking directly comprehends its own nature and its relationship with phenomena, Lachelier in his work “On the basis of induction” undertook the substantiation of spiritualist realism (Ravaisson's term) as a true philosophy of nature, emphasizing the importance of the law of finite causes, which explains nature and thinking. This concept was developed in the work “Psychology and Metaphysics”, which describes the process of constituting reality by thinking, a process driven by the striving of thinking for ever more complete self-realization and self-knowledge. Thus, the views of Lachelier, who followed his own theoretical path, in the late period turned out to be close to the ideas of the German post-Kantians.

Design for the Future of Work

The paradigm shift in work dynamics in the digital age leads the evolution of how and where people work. Knowledge workers adopt more flexible working styles: they connect to their laptops and work anywhere. The main disadvantage of this way of working is social isolation. Creative industries often require interdisciplinary interaction and collaboration. Coworking spaces have emerged in order to remove this isolation and create a third place apart from home and office. These spaces have been studied by disciplines such as economics, work psychology, and geography but studies on their spatial characteristics are limited. The aim of the chapter is to propose a conceptual framework to identify design implications for the coworking spaces in terms of spatial preferences of users. Accordingly, literature related to changing work dynamics and workplaces, rise of coworking spaces, and coworking space typology are discussed. The conclusion of the chapter is to propose design implications, which will inform designers, researchers, and managers on best practice for coworking space design.