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Positive Social Interactions and the Human Body at Work: Linking Organizations and Physiology
Abstract
Human physiological systems are highly responsive to positive social interactions, but the organizational importance of this finding largely has been unexplored. After reviewing extant research, we illustrate how consideration of the physiology of positive social interactions at work opens new research questions about how positive social interactions affect human capacity and how organizational contexts affect employee health and physiological resourcefulness. We also address the practical implications of integrating physiological data into organizational research. Our paper invites a fuller consideration of how employees' bodies are affected by everyday work interactions and, in so doing, encourages a stronger tie between human physiology and organizational research.
... The long-term effect of persistent ostracism is resignation, whereby the individual has not been able to replenish or fortify their needs, and the result could be a wide array of issues such as depression, learned helplessness, reduced psychological resilience, unworthiness, and alienation (Williams, 2009). Organizational members who are ostracized might show a negative impact on physical health (Heaphy & Dutton, 2008) and weak psychological well-being (Wu et al., 2012). Peng and Zeng (2016) have indicated that the feeling of ostracism brings much pain and hurt to an individual. ...
... Thus, workplace ostracism limits social contact and stops employees from participating in meaningful and long-term relationships inside the business (Jahanzeb & Fatima, 2018). Workplace ostracism can affect employees' psychological and physical well-being (Heaphy & Dutton, 2008). ...
... Workplace ostracism decreases the opportunity for social interaction, which is crucial for humans to fulfil their psychological needs. Indeed, workplace ostracism potentially influences employees' mental and physical health (Heaphy & Dutton, 2008). In particular, organizational research has revealed that workplace ostracism is related to higher levels of anxiety, depression, job search behaviour, and turnover intentions, as well as lower levels of satisfaction and psychological health Hitlan et al., 2006). ...
Many employees’ enthusiasm, humor, personalities, and other intellectual qualities are impacted by workplace ostracism, which was recently overlooked in the vast body of organizational psychology literature. First, this study investigated the relationship between workplace ostracism and mental health. Second, it examined the effect of workplace ostracism on an employee's organizational commitment to his organization. Health harm and potential antecedents and consequences also focus on hidden and troubled features of victims. A deep analysis of the review revealed that personal construct, individual differences, and cultural variations had a negative significant impact on the well-being of the employees. Females, disabled, aged persons, black skin people, third gender, or all other people were found mainly as victims from previous research. Because most human behaviour is shadowy, most research concentrates exclusively on employee or organization scenarios. Counselling, intervention, prevention, policy, rule, and law are issues that need to be prescribed by previous studies in practical ways.
... This same need also means an employee dealing with constriction likely struggles to be physically energized around a task and will quickly feel exhausted or overwhelmed. This compromised physical health decreases the ability to deploy human capital (Hassard et al., 2018;Heaphy & Dutton, 2008;Lawrence et al., 2023). ...
... In addition to revitalizing the topic of health at work in general, this article aligns with scholarship in organizational behavior, including work on posttraumatic growth (Maitlis, 2009(Maitlis, , 2020, post-disaster recovery (Jones Christensen & Hammond, 2015;Shepherd & Williams, 2023), and the functionality component of organizational body work (Heaphy & Dutton, 2008;Lawrence et al., 2023). Such scholarship puts the physical body back into the discussion of organizational life (Hassard et al., 2018;Heaphy & Dutton, 2008;Lawrence et al., 2023). ...
... In addition to revitalizing the topic of health at work in general, this article aligns with scholarship in organizational behavior, including work on posttraumatic growth (Maitlis, 2009(Maitlis, , 2020, post-disaster recovery (Jones Christensen & Hammond, 2015;Shepherd & Williams, 2023), and the functionality component of organizational body work (Heaphy & Dutton, 2008;Lawrence et al., 2023). Such scholarship puts the physical body back into the discussion of organizational life (Hassard et al., 2018;Heaphy & Dutton, 2008;Lawrence et al., 2023). Yet, new streams of research can more directly address what it means to do so in relation to trauma exposure. ...
Data reveal that the physical effects of trauma exposure increasingly surface
in business, social, and other settings. Exposure to trauma at any point in life
can cause employee health concerns, yet many firms do not acknowledge or
address this. Herein, we combine trauma theory with human capital theory
to explain how manifestations of trauma exposure—hyperarousal, intrusion,
and constriction—impact employee health and performance. This article
outlines how each manifestation affects human capital deployment, and thus
employee performance. It further demonstrates how these human capital
deployment issues have individual- and unit-level performance implications.
This article offers a theory linking health effects of trauma to performance
outcomes at work. It suggests how managerial awareness of trauma
manifestations is a necessary step toward workplaces becoming supportive or healing. Our model offers new explanations related to why some
individuals behave as they do at work and connects trauma to employee
behavior and value creation.
... Human-robot collaboration is associated with reduced communication and interaction among employees when compared to traditional collaborative work processes . This decrease in social interaction can deplete employees' emotional resources (Heaphy & Dutton, 2008), while simultaneously hindering their ability to replenish these resources (Huang & Rust, 2018). In service-oriented jobs, employees are often required to invest significant emotional resources in performing emotional labor (Lings et al., 2014;Pugh, 2001). ...
... In the context of teamwork, the successful execution of work tasks requires dynamic collaboration and regular interactions among employees (Heaphy & Dutton, 2008). Therefore, both task-related and non-task-oriented interactions among colleagues are crucial to the fulfillment of employees' job roles (Lin & Kwantes, 2015). ...
... In fact, a substantial portion of social interaction occurs through non-verbal means (Philpott, 1983). Additionally, the ability to generate non-verbal social interaction is contingent upon an individual's unique empathic intelligence (Brüne et al., 2009), which involves sensitivity to the emotions of others and the capacity for reciprocal emotional communication (Heaphy & Dutton, 2008). However, the service robots commonly employed in the service sector lack such empathic capabilities (Huang & Rust, 2018). ...
... Moreover, different types of interactions (such as an informal chat or a request for problem-solving assistance) contribute to different aspects of social integration, such as building trustful bonds or reaching a performance goal through instrumental support from team members. Additionally, subjective evaluations of the pleasantness and positivity of the interaction capture interactional qualities that enhance human capacity (Heaphy & Dutton, 2008). ...
... Bono et al. (2007) found that employees with supervisors that exhibited high transformational leadership experienced more positive emotions not only during their interactions with these supervisors, but also during interactions with colleagues and customers. By communicating shared goals and meaning, leaders encourage employee cooperation to reach these goals and, thereby, increase social support among coworkers (Heaphy & Dutton, 2008). We propose that documented effects of school leadership on overall 'school organizational health' (Liebowitz & Porter, 2019) are also present in the quality of interactions that teachers experience every day. ...
... organizational effectiveness, focus attention on the quality of social relations between organization members, and enable responsiveness to each other's needs (Gittell & Douglass 2012, Stephens et al. 2011. For example, Dutton (2003) argued that leaders' relational attentiveness (i.e., the capacity to perceive and react to an employee's affective state) draws attention to the value of interpersonal relationships and encourages positive social interactions as leaders help employees sustain and repair interpersonal connections (see also Heaphy & Dutton 2008). Dutton et al. (2014) similarly note that leaders' displays of compassion can model appropriate responses to difficult situations. ...
... Organizational culture and climate operate similarly to shape the attention members give to and the value they accord to interpersonal relationships at work. For example, Heaphy & Dutton (2008) theorized that an organization's relational identity orientation-a shared cultural belief that emphasizes dyadic relationships whereby the organization is perceived as a partner to its stakeholders (Brickson 2007)-promotes more frequent positive social interactions as a result of heightened importance placed on the need for dyadic understanding, care, and trust. Barsade & O'Neill (2014) introduced cultures of companionate love that manifest through shared values that assign importance to the expression of affection, caring, compassion, and tenderness. ...
In this review, we attempt to make sense of the broad, complex, incoherent, fascinating yet frustrating literatures that implicate interpersonal relationships in organizations by focusing on how relationships are treated and what relationships do for organizations and the people therein. We leverage the existing literature to push the study of interpersonal relationships in organizations in three ways. First, we conceptualize relationships in ways that are deeper than are typically studied, in terms of the nature of interpersonal bonds, the trajectory of relationships, and how relationships are measured. Second, we build on multilevel research that demonstrates how (top-down) organization-level processes and relational systems impact dyadic relationships and associated outcomes, and how (bottom-up) those same relationships implicate organizational processes and outcomes. Third, we realize the potential of viewing relationships not just as pipes for the direct transmission of knowledge and socioemotional support but as prisms for studying indirect processes of attention and interpretation.
... Employees who experience chronic rejection may suffer from issues like depression, isolation, and anxiety, which can hinder their ability to meet their goals and fulfill their needs [59]. Ostracism also reduces social communication, making it difficult for individuals to fulfill their psychological needs and negatively affecting their mental and physical health [60]. It can even cause employees to feel disconnected from the organization and its members [61]. ...
... However, WO makes it challenging for senior management to implement positive practices and prevents employees from engaging in positive behaviors like OCB and JP. Therefore, when the needs of individuals suffering from workplace ostracism are ignored, it can lead to negative consequences such as retaliation and reluctance to share knowledge [60]. It can also result in counterproductive work behavior if employees feel ostracized within the organization [66]. ...
Background
This theoretical model has been drawn on principles of social exchange theory to scrutinize the connection between organizational virtuousness and job performance with the mediating role of Organizational citizenship behavior and moderating role of workplace ostracism. A survey was conducted in Pakistan, gathering data from 486 employees working for various private and commercial banks.
Method
Soft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires. A 7-point Likert scale was employed in data collection, and measures for the variables were adapted from reliable and valid sources. A demographic analysis was performed to summarize the sample collected from participants. The demographics results were analyzed using SPSS, while the measurement model and path analysis were conducted using Structural Equational Modeling with Smart PLS-4.
Results
The study’s findings showed a significant and positive relationship between organizational virtuousness and job performance, with organizational citizenship behavior serving as a mediator. Additionally, a negative moderation of workplace ostracism was observed in the mediation of organizational citizenship behavior toward the relationship between organizational virtuousness and job performance.
Conclusion
The study’s results contribute to the implementation of social exchange theory and related concepts in the banking sector of Pakistan, providing practical guidance for implementing virtuous practices within organizations and discouraging ostracism in banks to enhance overall performance. The study suggests that policies regarding the implementation of virtuous practices in organizations can be established, and workplace ostracism can be avoided by providing a platform for social gatherings and training employees. Managers should adopt appropriate leadership styles and relevant communication patterns to impact the organizational climate which can also help reduce the influence of ostracism in the organization. Additionally, a complaint cell should be established with complete confidentiality to reduce ostracism.
... Capturing a fuller picture of the attributes that characterize CEO-Chairperson relationships is essential if we are to understand how their relationships are a resource for organizational-level capabilities. A relational resourcing perspective suggests that high-quality relationships, defined by positive attributes (e.g., generativity; Carlsen and Dutton, 2011), produce key psychological and physiological resources (Heaphy and Dutton, 2008) that empower and energize individuals and teams to act (Carmeli et al., 2015;Friedman et al., 2018). In line with the micro-foundations perspective (Bendig et al., 2018;Liu et al., 2017), these views direct us to the research question of whether and how the CEO-Chairperson relationship serves as a key resource for organizationallevel capabilities. ...
... A relational resourcing view suggests that the quality of 'interpersonal conditions' in organizations is important for facilitating individual actions (Friedman et al., 2018, p. 185). This is because high-quality interactions are understood to provide psychological and physiological resources for participants (Heaphy and Dutton, 2008). This view of relationship-as-resource is paralleled in the concept of high-quality connections (HQCs), which are short-term positive interactions that comprise longer-term positive relationships (Stephens et al., 2012). ...
The work relationships between CEOs and Chairpersons are key to the functioning of the firm. This study uses survey and interview data to explore how these work relationships serve as a micro‐foundation for an organization's communication climate. Survey data suggested that CEO‐Chairperson relationships can be characterized by emotional carrying capacity (ECC; constructively expressing more positive and negative emotions). The survey‐based model further demonstrated that CEOs and Chairpersons perceive their ECC to positively predict organizational communication climate and, in turn, knowledge creation capabilities. The latter, in turn, are positively associated with firm performance. CEO‐Chairperson dyadic interview data supplemented the associations identified in our survey model. Interviewees identified specific mechanisms behind the associations in the survey model, such as the strategic sharing of positive and negative emotions. Our mixed‐methods approach provides initial evidence for the importance of emotional expression and management as micro‐relational foundations that underpin firm‐level capabilities and performance.
... Concepts such as "meaning at work" emphasize the importance of aligning personal values with professional roles, highlighting the significance of spiritual integration in fostering engagement and satisfaction (Ashmos & Duchon, 2000;Karakas, 2009). Furthermore, Ashmos and Duchon (2000) underscore the significance of fostering a sense of community and interconnectedness within the workplace, emphasizing the importance of interpersonal relationships and meaningful connections among individuals (Heaphy & Dutton , 2008). The quality of these relationships impacts employee well-being and plays a pivotal role in shaping organizational dynamics. ...
Higher education (HE) institutions and educators continually explore novel and practical pedagogical approaches to equip future managers with the skills to make effective decisions and navigate complex organizational environments. This paper presents an empirical case of a pioneering project that devised an innovative training methodology strategically using Sensorial, Emotional, and Spiritual (SES) skills, in addition to rational capacities, to address complex management cases. The methodology, rigorously tested over three years with students from four European universities, has demonstrated its potential to revolutionize management education and instilled confidence in its effectiveness. The results underscore the significant value of sensorial, emotional, and spiritual (SES) training within HE institutions. This training enhances the competencies necessary for future managers to tackle and resolve complex problems effectively, strengthening their ability to manage complex environments. The survey data and interviews we conducted indicate that sensory, emotional, and spiritual skills training has not only improved the competencies needed to manage complexity – awareness, sense of community, self and other regulation, and sense of life but has also transformed the students' approach to problem-solving. This transformative approach not only inspires hope for the future of management education but also suggests a potential for positive change. Our investigation presents Sensorial, Emotional, and Spiritual skills as a transformative subset of soft skills, advocating for the need for SES skills training for future managers. We discuss the implications for pedagogies and strongly advocate for including SES skills development in students’ training and learning at higher education institutions.
... Fitness businesses, which are among the important institutions that allow individuals to increase their physical health, help stress management, strengthen their social interactions (Heaphy & Dutton, 2008), help individuals improve their social skills, and group classes and activities bring people together and strengthen social ties (Chelladurai & Kim, 2022). Such social interactions increase individuals' motivation and contribute to maintaining their exercise habits (Anshel, 2014). ...
This study examines the effects of risk management on sustainable marketing orientation in fitness businesses. The sample of the research consists of 234 (X age=31.36±6.77) employees (81 female and 153 male) working in private fitness businesses in Ağrı and Van provinces. In the data collection part of the study, the ‘Personal Information Form’ prepared by the researcher, ‘Risk Management Scale in Health and Fitness Facilities’ developed by Eraslan and Çimen (2022) and ‘Sustainable Marketing Orientation Scale’ developed by Lučić (2020) and adapted into Turkish by Kara et al. (2023) were used. Pearson correlation coefficient was used to examine the relationship between risk management in fitness businesses and sustainable marketing orientations, and a regression test was used to determine the effect. As a result of the study, a strong positive correlation was found between RMSHFF and SMOS (r=.695, p=<0.001). A strong positive significant relationship was found between RMSHFF and strategic integration (r=.582, p=<0.001), social participation (r=.721, p=<0.001) and ethical abilities (r=.574, p=<0.001) which are sub-dimensions of SMOS. The regression analysis conducted to determine the effect of RMSHFF and SMOS showed that RMSHFF had a significant positive effect on SMOS (R2=.823; p<0.001). In this case, it can be said that effective risk management to be put forward by fitness businesses for structure design, policy, and member services can pave the way for sustainable marketing orientation by leading to strategic integration and supporting customer participation.
... According to the results of these studies, number of physiological and psychological problems were experienced by the individuals who think that they are excluded by the organization (Thau, Aquino, & Marijin Poortvliet, 2007;Gómez et al., 2011). These problems include poor performance, emotional depression, depression, anxiety, headache and heart disorders intention to leave work (Heaphy & Dutton, 2008). ...
In today's fast changing competitive business world, the management approach that focus on employee performance leaps forward and this situation affect the attitudes and behaviors of the employees in the organization structure. Particularly, when an employee experience organizational exclusion or psychological contract violation, it also effects the performance of the organization. At the same time, a decrease in the job satisfaction leads to an increase in the employee turnover and it brings additional cost to the organization. The process of departure of trained staff and recruitment of new personnel generates a cost element. In this study, a questionnaire was applied to 220 white-collar workers from 5 high-performance companies operating in the production sector in Turkey in 2017. The data obtained has been analyzed by SPSS statistical software package and the results show that organizational exclusion and psychological contract violations have an impact on organizational justice, and also the organizations that provide organizational justice increase the job satisfaction level.
... Furthermore, workplace ostracism severs employees' emotional connections with their colleagues. Emotional communication through social interactions is essential for strengthening emotional resources and maintaining mental and physical health (Heaphy & Dutton, 2008).A prominent sign of psychological overwork is emotional exhaustion, which lowers employees' sense of wellbeing and leaves them with less emotional and psychological resources. ...
One of the main strategies for lowering greenhouse gas emissions from
the transportation industry is the employment of modern, energyefficient, sustainable mobility technology, such as electric vehicles.
Despite the financial and non-financial incentives offered to customers
and manufacturers worldwide, the acceptance and adoption of electric
cars are still relatively low, and persuading customers to use EVs has
proven challenging. To ascertain how people generally feel about the
category of electric cars, the current study attempts to do sentiment
analysis. 15320 tweets were recorded with the help of NCapture, based
on a specific hashtag, “electric car” between the timeframe of 1st to the
30th of May in 2023. NVivo software was used to analyse the data. The
study reveals that Twitter users generally have positive attitudes towards
electric cars, outnumbering negative ones. It provides recommendations
for governmental organizations, private firms, legislators, and other
stakeholders to better serve the general population’s needs.
... The study's findings further suggest that implementing better and higher-quality LMX can enhance creativity and WI. Our study also revisited earlier studies that focused on affirmative interpersonal relationships at workplaces to empower organizations(Dutton, 2003;Heaphy & Dutton, 2008), which may add new insight and importance to organizational studies. Further, this study suggests that individuals who possess positive social connections with their line managers and supervisors, with mutual attentiveness, trust, and high work integration, are more innovatively involved in their assigned tasks and responsibilities(Macey & Schneider, 2008;Kanungo, 1982) and lead toward job commitment(Golden & Veiga, 2008;Allen & Meyer, 1990). ...
Purpose: The purpose of this study is to explain the mediating effect of knowledge sharing (KS) between leader-member exchange (LMX) and work integration (WI) on healthcare workers. The study also examines the direct effects of LMX on WI among selected healthcare workers in Türkiye. Methodology: The study targeted a sample of N = 295 to provide relevant information. The data were collected using an adopted questionnaire, including LMX (Baş et al., 2010), KS (Chennamaneni et al., 2012), and WI (Schaufeli et al., 2002). A purposive stratified sampling method was used since the participants were considered based on predefined criteria. The study used a 5-point Likert scale ranging from 1= stronglydisagree to 5= strongly agree. SPSS 22.0 and AMOS 17.0 packages were used for data analysis and interpretation of statistical outputs. Results: The study revealed a significant positive relationship between variables. Goodness of fit values of the scales were also checked. First, the mediating variable (knowledge sharing) between LMX and WI was investigated. Second, the effect of LMX on WI was explored. Based on the findings, a significant positive relationship was found between the variables of the study. Conclusion: According to the research results, significant relationships were found between LMX and WI, between LMX and KS, and between KS and WI. In addition, it was determined that knowledge sharing had a mediating role in the effect of LMX on WI, which was the main purpose of the research. According to the research results, high-quality LMX relationships enable employees to be more open to KS and tointegrate more into their work. In this case, KS acts as a bridge that strengthens the link between LMX and WI. Employees find greater meaning in their work by sharing their knowledge, which in turn increases their commitment to it. As a result, leaders creating a culture that supports knowledge sharing can be seen as an effective way to increase work integration and improve organizational performance.
... This technology could be applied by training coders to use the Micro Expression Training Tool to detect microexpressions exhibited by leaders either in person or on video that reflect deception, providing an indicator of inauthenticity. Other physiological measures (Heaphy & Dutton, 2008) likewise have promise. ...
Scholarly and practitioner interest in authentic leadership has grown at an accelerating rate over the last decade, resulting in a proliferation of publications across diverse social science disciplines. Accompanying this interest has been criticism of authentic leadership theory and the methods used to explore it. We conducted a systematic review of 303 scholarly articles published from 2010 to 2023 to critically assess the conceptual and empirical strengths and limitations of this literature and map the nomological network of the authentic leadership construct. Results indicate that much of the extant research does not follow best practices in terms of research design and analysis. Based on the findings obtained, an agenda for advancing authentic leadership theory and research that embraces a signaling theory perspective is proposed.
... On the other hand, education also allows for involvement in economic activities across age groups. Involving in economic activities also creates a window for social interaction, financial security, and mental stimulation which are favourable to retaining a healthy cognitive function (Marquié et al., 2010, Heaphy and Dutton, 2008, Bloom, Mahal, Rosenberg, and Sevilla, 2010. In contrast, studies revealed that young and older Indian women spend most of their time in domestic responsibilities (Desai and Joshi, 2019) which may be a probable reason for females' cognitive decline. ...
... Associates are more likely to have a sense of belonging and connection with the firm if they perceive that supervisors and managers care about their wellbeing and recognize their efforts (Fuller et al., 2006;Stamper & Masterson, 2002;Tyler & Blader, 2003). When colleagues engage in the behaviors of isolating, neglecting, and socially excluding a fellow employee inside the organization, it leads to the individual getting ostracized and encountering heightened levels of stress (Heaphy & Dutton, 2008). ...
This study explores the intricate relationships between workplace ostracism, perceived organizational justice, organizational identity, employee productivity, and the moderating effect of employee empowerment in Pakistani Govt. departments. A varied sample of Government workers is surveyed to learn more about workplace ostracism, an issue for both organizational performance and employee well-being. Ostracism at work has a negative effect on how organizational justice is viewed, which weakens the organization's identity, according to the research. The necessity to resolve workplace ostracism is highlighted by the correlation between this weaker identity and reduced employee productivity and information sharing. Additionally, the research analyzes how employee empowerment might mitigate the negative effect of ostracism, improving the constructive inspiration of organizational justice, organizational identity on employee productivity. The study's findings have ramifications for organizations, particularly in the context of Government departments, emphasizing the value of fostering organizational justice, lowering ostracism, and enhancing identity in order to increase productivity and knowledge sharing. Employee empowerment is a key component of this process.
... Consistently, previous research has demonstrated that feeling validated or understood has significant psychological and physiological benefits [64]. The capacity to empathize, the ability to give or receive compassion, and positive social interactions are associated with higher levels of well-being and healthy psychological functioning [65][66][67][68]. Social safety, which engages the parasympathetic nervous system (PNS), in turn enhances social engagement behaviors (e.g., reciprocal eye contact and facial affect expressivity), creating a virtuous circle. ...
Psychological safety has recently emerged as a central construct, strictly implicated in mental health and emotional well-being. The Neuroception of Psychological Safety Scale (NPSS) is the first scale designed to assess feelings of psychological safety from a multidimensional perspective. However, the robustness of its factorial structure requires further examination in large community samples, and evidence of construct validity along with measurement invariance across genders is scarce. The present study aimed to address these gaps through a comprehensive cross-validation approach. A community sample of 660 Italian adults, aged 18–65, completed self-report questionnaires including the NPSS, the Compassionate Engagement and Action Scale (CEAS), the Sussex-Oxford Compassion for Others (SOCS), and the Body Perception Questionnaire (BPQ). A three-factor model, i.e., Social Engagement, Compassion, and Bodily Sensations, demonstrated a good fit to the data in two random subsamples. Moreover, the measurement model was factorially invariant across genders. Model-based omega coefficients supported the internal consistency of the NPSS scores (ω ranged between 0.879 and 0.918). Zero-order correlations between NPSS subscales and CEAS, SOCS, and BPQ provided construct validity evidence. Additionally, inter-correlations between latent factors and Harman’s single-factor test supported the discriminant validity of the NPSS dimensions. Overall, this study provided compelling evidence regarding the psychometric properties of the NPSS, demonstrating for the first time the invariance of its factorial structure across gender.
... The eld of interpersonal physiology is dedicated to understanding how autonomic physiological processes impact and are impacted by social interactions (Kleinbub, 2017;Palumbo et al., 2017). The type of impact depends on whether the interaction is viewed as positive or negative (Coutinho et al., 2017;Heaphy & Dutton, 2008). For example, researchers have demonstrated that social interactions impact an individual's cardiovascular, immune, and neuroendocrine systems, both positively (e.g., regulating cortisol rhythm) and adversely (e.g., increased blood pressure levels). ...
Biofeedback is a health intervention that trains people to exert control over physiological processes through real-time monitoring and feedback mechanisms (Schwartz et al., 2016) . One modality, heart rate variability biofeedback, can be used to promote self-regulation and manage stress (Lehrer et al., 2020; Tan et al., 2016) . However, these interventions are often conducted individually and practitioners rarely utilize the patient’s social network to assist in the development of self-regulation skills (Frank et al., 2010; Schwartz et al., 2016) . This is a notable omission since research has established that social systems impact patients’ psychophysiology (Kleinbub, 2017) . Participants (N = 12) completed a heart rate variability biofeedback intervention with their romantic partner either present or absent from the room. A qualitative interview was conducted with the romantic partners (N = 12) to explore how the presence or absence of a partner impacted the participants’ experience of the intervention. Based on the themes generated from the interviews, a series of recommendations for clinicians are provided to encourage participation of social support persons during biofeedback interventions.
... In addition, the interaction between the individual and the surrounding working environment is significantly influenced by the individual's cognitive and emotional state. In the last decade, human factor (HF) research has focused on objectively quantifying these cognitive and emotional states as well as the way in which various states from different individuals interact, thereby influencing processes such as team communication, collaboration, and decision-making (Cooke and Gorman, 2009;Heaphy and Dutton, 2008). As a result, the capability to objectively evaluate the performance and cognitive resources of operators and their teams becomes critical to prevent fatal and serious human errors, especially in an operational environment (OE). ...
Introduction
In operational environments, human interaction and cooperation between individuals are critical to efficiency and safety. These states are influenced by individuals' cognitive and emotional states. Human factor research aims to objectively quantify these states to prevent human error and maintain constant performances, particularly in high-risk settings such as aviation, where human error and performance account for a significant portion of accidents.
Methods
Thus, this study aimed to evaluate and validate two novel methods for assessing the degree of cooperation among professional pilots engaged in real-flight simulation tasks. In addition, the study aimed to assess the ability of the proposed metrics to differentiate between the expertise levels of operating crews based on their levels of cooperation. Eight crews were involved in the experiments, consisting of four crews of Unexperienced pilots and four crews of Experienced pilots. An expert trainer, simulating air traffic management communication on one side and acting as a subject matter expert on the other, provided external evaluations of the pilots' mental states during the simulation. The two novel approaches introduced in this study were formulated based on circular correlation and mutual information techniques.
Results and discussion
The findings demonstrated the possibility of quantifying cooperation levels among pilots during realistic flight simulations. In addition, cooperation time is found to be significantly higher (p < 0.05) among Experienced pilots compared to Unexperienced ones. Furthermore, these preliminary results exhibited significant correlations (p < 0.05) with subjective and behavioral measures collected every 30 s during the task, confirming their reliability.
... Positive relationships at work provide energy both physically and emotionally, creating immediate and lasting effects on an individual's heart, immune system, and neuroendocrine systems (Heaphy and Dutton 2008). Caring interactions with others are associated with increased energy at work (Shraga and Shirom 2009). ...
The purpose of this conceptual and explorative study is to document the advantages of health-promoting self-leadership practice. Professional certification programs are criticized due to a lack of practice among participants, involvement, and short duration. This study is based on self-leadership practices over several weeks of two executive MBA student classes from spring 2020 and 2021. A preliminary theoretical framework is developed suggesting that health-promoting self-leadership, which includes three orientations, has an impact on self-efficacy, mental fitness, and performance. Two different self-leadership classes with managers from the public and private sectors went through a self-development process as a semester project. The content analyses of 112 student reports unfolded students’ self-development processes and results identified in diaries, notes, tables, training schedules, and reflections. The findings, based on two different samples and aggregated data, support the theoretical framework. Moreover, the processes of self-development and self-leadership seem to be advantageous for almost all managers. The health-promoting self-leadership practice improved managers’ mental and physical fitness, energy balance, self-efficacy beliefs, and performance. These outcomes were achieved through physical activity, self-talk, meditative exercises, reward systems, visualizing, diet programs, and routines. The findings underscore the importance of self-development processes amongst managers, and that health-promoting self-leadership courses should last over several weeks.
... Thus, employees who are good at job crafting can better mobilize the resources needed to cope with external demands, which in turn helps reduce the stress caused by these fluctuating demands (Demerouti et al. 2001). In addition, co-workers' positive social interactions during the team job crafting process can benefit physiological functions, such as cardiovascular and immune systems (Heaphy and Dutton 2008). Stress is known to be a major antecedent of depression (Hammen 2005;Van Praag 2004). ...
This study investigates the antecedents of flight attendants’ well-being, focusing on the social exchange relationships (leader-member exchange: LMX, team-member exchange: TMX) and job crafting (individual job crafting, team job crafting). Analyzing data collected from Korean flight attendants, both the LMX and TMX positively affected individual and team job crafting. In addition, individual job crafting positively affected flight attendants’ well-being, while team job crafting had a negative effect. These results emphasize the importance of creating a work environment that supports flight attendants by promoting individual job crafting through enhanced social exchange relationships while discouraging team-based job crafting, thus nurturing their well-being.
... This symposium will provide great discussion for OMT members who wish to study stigmatized bodily processes. Researchers increasingly recognize the role of physical bodies in the workplace (Lawrence, Schlindwein, Jalan & Heaphy, 2023), particularly with respect to the effects that physiological processes have on workplace outcomes (Heaphy & Dutton, 2008). In this research, we consider an understudied but widely experienced physical process, women's menstrual cycles. ...
... Bu faktörlerden bazılarını dışlanma, adaletsizlik ve yasa/etik/ahlak dışı uygulamalara maruz kalmak veya şahit olmak olarak sıralayabiliriz. Literatürde bu unsurların meydana getirdiği etkiler oldukça önemsenmiş ve incelenmiştir (Heaphy ve Dutton, 2008;Tunçay ve Yağız, 2020;Yeniçeri vd., 2009;Halis ve Demirel, 2016;Chaman vd., 2021). Örgütsel dışlanma yaygın bir iş yeri olgusunu temsil etmekte ve son yıllarda örgütsel dışlanma ile ilgili yapılmış çalışmalar artış göstermektedir. ...
Örgütsel adalet, çalışanların yaptıkları işlere dair gösterdikleri çabanın hak edildiği şekilde karşılık bulması olarak tanımlanabilmekte ve adaletsiz bir iş ortamı istenmeyen sorunları da beraberinde getirebilmektedir. Bu çalışmanın amacı örgütsel dışlanma algısının ihbarcılık davranışı sergileme eğilimi üzerine etkisinde örgütsel adalet algısının aracılık rol oynayıp oynamadığını tespit edebilmektir. Tekstil firmalarında görevli mavi yakalı çalışanlar ile saha çalışması gerçekleştirilmiştir. Elde edilen veriler sonucu gerçekleştirilen analizler sonucunda örgütsel adalet ile örgütsel dışlanma değişkenleri arasında negatif yönlü zayıf düzey: örgütsel dışlanma ile ihbarcılık değişkenleri arasında pozitif yönlü orta düzey bir ilişkinin varlığı tespit edilmiştir. Yapılan basit doğrusal regresyon analizleri sonucunda, örgütsel dışlanmanın, ihbarcılık davranışı üzerindeki etkisinin anlamlı; örgütsel dışlanmanın, dışsal ihbarcılık davranışı üzerindeki etkisinin anlamlı; örgütsel dışlanmanın, sessiz kalma davranışı üzerindeki etkisinin anlamlı ve örgütsel dışlanmanın, etkileşimsel adalet alt boyutu üzerindeki etkisinin anlamlı olduğu tespit edilmiştir. Alt ve üst güven aralığı (GA) 0 (sıfır) değerini kapsadığından ve p>0,05 olduğundan dolayı örgütsel adaletin, örgütsel dışlanma ve ihbarcılık arasındaki ilişkide aracılık rolü bulunmadığı sonucuna ulaşılmıştır. Abstract Organizational justice can be defined as the deserved reward for the efforts of the employees regarding their work, and an unfair work environment can bring undesirable problems. The aim of this study is to determine whether the perception of organizational justice plays a mediating role in the effect of the perception of organizational exclusion on the tendency to exhibit whistleblowing behavior. Field work was carried out with blue-collar employees working in textile companies. As a result of the analyzes carried out as a result of the data obtained, it was determined that there was a negative weak level between organizational justice and organizational exclusion variables: and a positive moderate relationship between organizational exclusion and whistleblowing variables. As a result of simple linear regression analyses, the effect of organizational exclusion on whistleblowing behavior was significant; the effect of organizational exclusion on extrinsic whistleblowing behavior was significant; It was determined that the effect of organizational exclusion on silence behavior was significant and the effect of organizational exclusion on the interactional justice sub-dimension was significant. Since the upper and lower confidence interval (CI) covers 0 (zero) and p>0.05, it was concluded that organizational justice does not play a mediating role in the relationship between organizational exclusion and whistleblowing.
... Ostracism in the workplace is a stressor that can harm workers' mental health and endanger their resources (Heames and Harvey, 2006;Williams and Sommer, 1997). According to research (Lee and Ashforth, 1996) and studies (Heaphy and Dutton, 2008), employees who experience social exclusion from their workplace also experience a decline in their emotional relationships with loved ones. ...
Purpose
Drawing on the transactional theory of stress and coping, this paper aims to identify the relationship between workplace ostracism and job productivity by analyzing the mediating role of emotional exhaustion and lack of motivation.
Design/methodology/approach
We collected data from a sample of 396 employees from 20 manufacturing companies in Jordan using a survey-based, two-tiered approach. The partial least squares structural equation modeling method was used to test the direct and indirect effects of ostracism on productivity.
Findings
The findings show that workplace ostracism increases emotional exhaustion and motivation, and indirectly decreases job productivity through the mediating role of emotional exhaustion and lack of motivation.
Originality/value
The study provides a theoretical foundation on which various companies can base their understanding of workplace ostracism and its relationship to job productivity. By focusing on increased exhaustion and lack of motivation, this study analyzes current literature to establish the impacts on areas of interest and identify expectations in the context of productivity, as well as enhance comprehension of the detrimental effects of workplace ostracism on productivity.
... the value a-cut exceeds 0.5. promoting an active lifestyle once a man has improved his fitness levels (Abdullah & Rozani, 2020;Callaghan, 2004;Heaphy & Dutton, 2008;Wu et al., 2019). ...
The research gap in this article is due to lack of religious appreciation in the soul as well as a low level of self-identity among adolescents that occur in many cases. Youth self-identity development programs are much in need as a guide for dealing with the issues of youth involvement in social problems. Therefore, this study aims to present the components of the development model for delinquent adolescent self-identity according to the Islamic perspective based on the consensus of experts. To fulfil a particular set of this objective, we applied the Fuzzy Delphi method with a 7-point Likert scale to obtain the consensus of the expert group. The findings of the study illustrate that all the components of the self-identity development model of delinquent adolescents according to the Islamic perspective, which are the induction set, spiritual development, physical development, and follow-up of the main components, obtain expert consensus with an agreement level of more than 75% percent, the threshold value was less than 0.2 (d<0.2) and the value a-cut exceeds 0.5. Finally, the components of this model could be used as a basis and guide in efforts to develop self-identity of delinquent adolescents according to the Islamic perspective.
... Clark and Payne [2] identified four factors of character-based qualities of trust (i.e., ability, integrity, fairness, and openness) in leaders, and argued that this variable is an important predictor of positive interpersonal relationships and group processes. [3] argued that leaders who promote a common identity and interdependence among employees are better able to minimize perceived differences between people, which should result in a stronger foundation for positive interactions at work. [4] emphasize that co-worker relations are an important source in providing support to co-workers and positive effect on employee satisfaction. ...
Interpersonal relationships in the workplace are an inescapable reality for all those working in organizations. This study aims to examine the determinant of faculty’s retention with the interpersonal relationship among the management and principal, co-workers, parents and students. In particular, this study intends to test the respondents’ opinion towards the interpersonal relationship on their retention in the workplace. This research was conducted at the private schools in Virudhunagar district, with a sample of 176 teachers. For testing the hypotheses, Chi-square, ANOVA, Regression and Correlation analysis were used. The findings of the study states that the factors that had a greater influence on employee retention were relationship with colleague and support of students’ parents.
Keywords: Co-workers, Interpersonal relations, Management, Parents, Retention
... Positive social connections (Heaphy and Dutton, 2008) have an important role in physically and psychologically bringing interaction partners closer together. The current study uses psychological distance as a measure of an interaction partner's perceived proximity to a focal person (Trope and Liberman, 2010). ...
This research examines the link between social anxiety disorder (SAD), psychological distance (PD), and burnout using survey data from 463 software development workers who are currently working remotely. According to the results of the study, SAD was associated with higher PD, but, in contrast to what had been shown in earlier studies, this higher PD had no effect on the participants' reported levels of burnout. Both psychological safety and workplace attachment orientation (WAO) were tested for their moderating effects in this study. According to the study's findings, the link between SAD and PD was moderated by WAO but not by psychological safety. The findings of this study underscore the importance of conducting additional research on the challenges faced by people with social anxiety in the workplace and the steps that can be taken by employers to better accommodate them.
... Studies show correlations between positive social interactions and mental and physiological health. Employees having a large amount of (positive) social interactions at work demonstrated to have less stress and experienced a lasting, positive physiological imprint (healthier cortisol rhythms) even after leaving the workplace (Evans, 2003;Heaphy and Dutton, 2008). ...
Purpose
This paper aims to propose and provide an overview of a model analysis that considers the main spatial design attributes that influence and produce the most relevant salutogenic outcomes. These results are essential for a healthy work experience, especially in shared workspaces.
Design/methodology/approach
This study departs from the theoretical contributions of the salutogenic approach, principles from supportive design theory, psychosocial supportive design and the environmental demands and resources model. After a scoping literature review covering different fields of workspace design, environmental psychology and evidence-based design of health-care facilities, a conceptual analysis is done on a proposed understanding of work, health and environmental relations to overview spatial attributes that enhance specific salutogenic and well-being-promoting outcomes needed for a healthy work experience.
Findings
The model of analysis, as a theoretical element that helps create methodological tools, combined with the application of a post occupancy evaluation, is thought to assist architects, designers, workspace owners and stakeholders in their new designs or to evaluate existing ones.
Originality/value
Studies on defining spatial attributes and their intended salutogenic outcomes have been formally done in health-care facilities. However, applying this idea to shared workspaces is something new and is expected to contribute to their design and evaluation, especially if the notion of environmental demands and resources is complemented.
... The executive isolation is an element of the emotions at the workplace (Ozcelik & Barsade, 2017), however, not much is known about the triggers that make this a serious implication on workplace and learning culture. Considering the fact how important is the culture and interpersonal relations at the workplaces (Heaphy & Dutton, 2008), there can be critical consequences of executive isolation (Holt-Lunstad, 2018). It is relevant to analyse learning culture being developed by a CEO that can result executive isolation impact on the leadership and the organization's learning abilities (Imran, Ilyas, Aslam, & Ubaid-Ur-Rahman, 2016). ...
... Ihmissuhteiden sinänsä on todettu olevan yhteydessä fyysiseen terveyteen ja kestävyyteen (Ryff & Singer, 2001;. Erityisesti positiiviset ihmissuhteet vaikuttavat positiivisesti ihmiskehon hormonaaliseen, sydämen ja verisuonten toimintaan-sekä immuunisysteemiin parantaen terveyttä, hyvinvointia ja itse ihmissuhteiden laatua (Heaphy & Dutton, 2008;Cameron, 2008). Oksitosiinihormonin vapautuminen kehoon on yksi Cameronin nosto positiivisten suhteiden tärkeydestä. ...
Tämän hallintotieteen ja johtamisen psykologiaan sijoittuvan väitöstutkimuksen
aiheena on positiivisen johtamisen ymmärtämisen lisääminen. Positiivisuuskonseptin
alati läsnä oleva näkyvyys etenkin johtamiseen liitettynä tai päälle liimattuna
ilmiönä kuvaa vahvasti nykyhetken työelämää. Positiivinen johtaminen on ollut
itse asiassa ajankohtainen konsepti tieteen kentällä jo muutaman vuosikymmenen
ja työelämän käytännöissä melkein yhtä kauan. Positiivisuuteen ja täten myös
positiiviseen johtamiseen liittyy kuitenkin paljon itsestään selvinä pidettyjä tulkintoja
ja tästä johtuvaa epäselvyyttä siitä, mitä positiivinen johtaminen todella on.
Positiivisen johtamisen tutkimuskenttää ovat hallinneet positivistisen perinteen
mukailemana psykometriikan työkalut hypoteeseista positiivisen johtamisen ja
toisten muuttujien välisiin korrelaatioihin. Tämä on selittänyt pitkälti muuttujien
yhteyksiä, mutta ei niinkään muuttujia itseään, mukaan lukien positiivista
johtamista. Nyt väitöstutkimuksen tarkoituksena on pyrkiä lisäämään positiivisen
johtamisen ymmärrystä kokemuksen tutkimuksen lähestymistapoja hyödyntäen.
Tutkimuksessa kysyn, mikä merkitys kokemuksen tutkimuksella on positiivisen
johtamisen ymmärtämiselle ja miten kokemuksen tutkimusta voidaan hyödyntää
positiivisen johtamisen käytännöissä.
Väitöstutkimukseni on artikkelimuotoinen ja sisältää neljä vertaisarvioitua osajulkaisua ja yhteenveto-osan. Osajulkaisuista kolme on alkuperäistutkimuksia ja yksi on teoreettinen. Kolmen alkuperäistutkimuksen aineistot olen kerännyt vuosien
2010 ja 2015 välillä. Aineistot kerättiin hyödyntäen sähköposti- ja kirjekyselyä, yksilöhaastatteluita sekä ohjattua fokusryhmäkeskustelua. Sähköposti- ja kirjekyselyyn vastasivat johtajat ja aineisto analysoitiin hyödyntäen fenomenografiaa. Yksilöhaastatteluissa oli sekä johtajia että työntekijöitä ja aineisto analysoitiin hyödyntäen fenomenologista metodia, EKA-mallia. Ohjatussa fokusryhmäkeskustelussa oli mukana vain johtajia, ja aineiston analyysissä hyödynnettiin integroivaa diskurssianalyysiä. Teoreettisen osajulkaisun panos näyttäytyy teoreettisessa taustoituksessa.
Väitöstutkimuksessa on hyödynnetty aineistojen analyysissa uusia metodeja.
Fenomenologisen metodin EKA-mallia hyödynnettiin ensimmäisen kerran tässä
tutkimuksessa. Siinä tarkoituksena on tutkia kokemusten sijaan kokemuslaatuja,
jotka ovat tunne, tieto ja oletus. Integroiva diskurssianalyysi perustuu puolestaan
diskursiivisen psykologian ja kriittisen diskurssianalyysin muodostamaan yhdistelmään, jossa tarkoituksena on tutkia vuorovaikutusta neljän kerroksellisen tason välityksellä. Nämä tasot tuottavat tietoa vuorovaikutuksessa ilmenevistä merkityksistä, merkitysten perusteluista, esitettyjen merkitysten vaikutuksista osapuolen asemaan ja positioihin sekä yhteyksistä organisaatioin toimintatapoihin ja valtaan. Perinteisen fenomenografisen analyysin fokus on erilaisten positiivisen johtamiseen liitettyjen käsitysten vaihtelussa.
Väitöstutkimuksen tulokset luovat ymmärrystä positiiviseen johtamiseen kolmen
eri lähestymistavan kautta. Fenomenologisen metodin EKA-malli tuotti positiivisen
johtamisen kokemuksia kolmen kokemuslaadun, tunne, tieto ja oletus, muodossa.
Yleisin kokemuslaatu oli tieto, ja sen jälkeen tunne ja oletus, tässä järjestyksessä.
Toinen merkittävä ulottuvuus, joka tutkimuksessa selvisi, oli positiivisen johtamisen
kolme kokemusmaailmaa: johtajan ja työntekijöiden erillinen sekä molempien
yhteinen kokemusmaailma. Työntekijöiden kokemusmaailma näyttäytyi monipuolisempana kuin johtajien, eli se sisälsi enemmän erilaisia kokemuksia. Johtajien ja työntekijöiden yhteinen kokemusmaailma oli yllättävän laaja. Fenomenografinen analyysi puolestaan tuotti kolme kuvauskategoriaa, jotka kuvaavat osaltaan positiivisen johtamisen kokonaiskuvaa. Tärkeänä osana ovat myös kuvauskategorioihin sisälletyt merkityskategoriat, jotka antavat puolestaan yksityiskohtaisempaa kuvaa positiivisen johtamiseen liittyvästä vaihtelusta. Tämä vaihtelu näkyi kuvauskategorioiden välityksellä ja kertoi roolivaihtelusta eli siitä, että positiivista johtamista tuottavat muutkin kuin johtaja, kuten työntekijät. Merkityskategorioiden kautta tuli näkyväksi positiivisen johtamisen toimintatapoja ja etenkin epätavallisia toimintatapoja. Integroiva diskurssianalyysi tuotti analyysin pohjalta jokaiselle neljälle tasolle positiivisen johtamisen sisältöjä, jotka syntyivät johtajien keskinäisessä keskustelussa kielellisen vuorovaikutuksen välityksellä. Tulokset tuovat esiin sen, että työyhteisön vuorovaikutuksessa on nyansseja, joita ei itse vuorovaikutustilanteessa välttämättä edes huomaa. Tarkemmin tarkasteluna vuorovaikutuksesta löytyy erilaisia tapoja puhua positiivisesta johtamisesta, hallitsevia merkityksiä, haastavia vastanäkökulmia, erilaisia näkökulmien perusteluja, tiettyjä toimijoiden positioita ja niiden mahdollisia siirtoja, yhteyksiä organisaation toimintatapoihin ja huomaamattomia valtataisteluita, joilla kaikilla on omat seuraamuksensa positiivisen johtamisen tilaan työyhteisössä.
Tulosten pohjalta syntyi neljä johtopäätösaluetta: 1) kokemuksen tutkimus auttaa
ymmärtämään positiivista johtamista tilannesidonnaisena ilmiönä, 2) kokemuksen
tutkimus auttaa näkemään positiivisen johtamisen roolivaihtelut ja epätavalliset toimintatavat, 3) kokemuksen tutkimus auttaa tuomaan ilmi positiivisen johtamisen
määritelmälliset haasteet ja 4) väitöstutkimus rikastuttaa kokemuksen tutkimuksen
metodiikkaa kokemuslaatujen analyyttisella ulottuvuudella. Väitöstutkimuksen
panos positiivisen johtamisen tieteenkentälle näkyy tilannesidonnaisuuden huomioimisena, joka on jäänyt aiemmin pitkälti vähemmälle huomiolle positiivisen
johtamisen tutkimuksissa. Samoin positiivisen johtamisen roolivaihtelut auttavat
näkemään ilmiön eri valossa. Lisäksi on tärkeää pyrkiä tarkemmin määrittelemään
sekä positiivisuus johtamisen kontekstissa että kokemus, sillä ne auttavat hahmottamaan tarkemmin, mitä ja miten esimerkiksi positiivisia tunteita koetaan. Käytännön sovellusten näkökulmasta positiivinen johtaminen hyötyy huomioimalla eri tilanteet niihin sopivalla tavalla. Näissä eri tilanteissa työntekijöiden eri kokemuslaatujen ja merkitysten tunnistaminen korostuu, jotta positiivinen johtaminen voidaan räätälöidä sopivaksi. Konkreettisen osaamisen lisääminen myös eri kokemuslaatujen tunnistamiseen voi työyhteisössä auttaa positiivisen johtamisen tilanteita. Positiivista johtamista voivat toteuttaa myös muut kuin johtaja ja tämä on merkityksellistä positiivisuuden leviämisessä työyhteisössä. Lopulta positiivisen määritteleminen työyhteisössä on hyvä rakentaa mahdollisimman paikallisesti pohjaamalla työyhteisön arkeen ja johtajan ja työntekijöiden kokemuksiin.
... From an individual perspective, research has shown how social interactions positively affect physical, e.g. strengthening the immune system (Heaphy and Dutton 2008) as well as psychological health (Allen et al. 2015). Individuals who struggle with matters on their own might suffer higher emotional exhaustion (Monzani et al. 2014). ...
The return to working at the office after two years of remote work due to the COVID-19 pandemic entails challenges for employees and organizations alike. Organizations strive to create a pull towards working at the office—first and foremost to strengthen organizational culture, cohesiveness, and related outcomes. Employees do not want to give up on working from home (WFH) to maintain the newly gained autonomy and flexibility. The answer to unite organizational and individual needs seems to be a hybrid work policy, i.e., a fixed weekly or monthly ratio of working at the office and WFH. However, we know little about two things so far: the effects of a hybrid work model and how it should be designed to achieve its goals. This study takes a qualitative approach to investigate individual and organizational outcomes of a 50/50 hybrid work policy in an aviation industry IT company. Results indicate that while employees generally appreciate the policy, individual WFH desires also depend on the task structure of employees. The fixed 50% ratio also raised resistance among employees not being considered flexible enough to meet the needs of individual teams and team members. Primary recommendations for the design of hybrid work policies are given that underline the persisting importance of employee autonomy and flexibility concerns and the rising role of creating the office as a ‘social hub’.
... Nonetheless, they do all harmonize with the following: (a) positive leadership enriches positive emotions in others, (b) exhibits virtuous behaviours such as gratuitous, forgiving, compassionate, trustworthy, and humble qualities (Waters et al., 2021), and (c) gives precedence to life-giving energy rather than life-depleting energy (Cameron, 2012). Known as the heliotropic effect (Baker et al., 2003;Doidge, 2016;Heaphy & Dutton, 2008), studies suggest that all living beings are inclined to be attracted and drawn to positive, life-enhancing energy, and are, therefore, less inclined and dismissive of negative, life-depleting energy. It is important to note that positive leadership is not representative of one being extraverted or overtly high in energy (Waters et al., 2021), rather it is personified by an awareness that is underpinned by virtuous qualities and put to practice with others in their environment. ...
Published in the Internation Journal of Existential Positive Psychology. 2023, Vol. 12. No. 2. ISSN 2817-5018
The covid 19 pandemic has been globally taxing. The city of Melbourne has surpassed Buenos Aires and has gained the world record title for the time most spent in lockdown. The residents of Melbourne have faced a challenging period with a total of six lockdowns spanning from March 2020 to October 2021, totalling 260 days of restrictions. These prolonged lockdowns have had a significant and distressing impact on the state's economy. Additionally, it's worth noting that in April 2020, a substantial portion of Australians from different sectors reported experiencing mental distress, highlighting the widespread psychological toll of the situation. This quantitative study aimed to examine the impact of self-efficacy and optimism on Melbourne business owners’ post-traumatic growth, thus understanding the varying degrees of both personal and business success post-pandemic. Correlations demonstrated that there was a significant positive relationship between general self-efficacy and post-traumatic growth, and age and gender also contributing to this positive relationship. Optimism demonstrated a markedly weak association with post-traumatic growth. Training programs can be designed and implemented in the workplace to support the growth and development of self-efficacy and optimism in times of crisis.
... Many people report feeling isolated at work, which limits opportunities for social interaction and makes it difficult to meet basic needs. Frequent experiences with WO may restrict individuals' positive interactions and influence their physical and mental health (Heaphy & Dutton, 2008). ...
Workplace Ostracism is known to be a physically and emotionally painful experience. Even if it has a temporary and minor impact, it strongly predicts employee turnover intentions. Therefore, the purpose of this paper is to examine the moderating effects of perceptions of Organizational Virtuousness (OV) and Authentic Leadership (AL) in explaining the relationship between Workplace Ostracism (WO) and employees' Turnover Intentions (TI). Data were collected from 686 full-time employees using a non-probabilistic convenience sampling in India's Information Technology (IT) companies. The reliability and validity of scales were assessed using confirmatory factor analysis. Multiple hierarchical regression modeling was used to test the proposed hypotheses using IBM SPSS 23.0 with Process Macro 3.5. The present study's findings suggest that workplace ostracism is significantly related to employees' turnover intentions. Furthermore, perceptions of organizational virtuousness and authentic leadership moderated the relationship between workplace ostracism and employee turnover intentions. Employee turnover is a gigantic problem for IT firms in India. The present study offers valuable insights to managers to create awareness of workplace ostracism. Implementing managerial strategies rooted in positive psychology can help organizations create a more inclusive, supportive, and psychologically healthy work environment. This, in turn, can reduce the occurrence of workplace ostracism and turnover intentions.
This study investigates the influence of workplace ostracism and low emotional intelligence on employee's knowledge hiding behaviors, with a focus on mediating role of employee silence. Data were collected from 123 professional employees in the financial sector (Banks) of south Punjab region using a five-point Likert scale. The findings reveal that workplace ostracism has a significant positive effect on knowledge hiding, though no substantial relationship was found with rationalized hiding. Specifically, workplace ostracism exacerbates employee silence and increase job tension, with employee silence serving as a mediator in the link between ostracism and knowledge hiding behaviors.
Positive work relationships often emerge when coworkers blur the boundaries of their work and nonwork lives in their interactions. A growing body of scholarship suggests that such boundary blurring increasingly occurs in a variety of nonwork settings. However, existing research has drawn mixed conclusions about whether boundary-blurring interactions in nonwork settings lead to beneficial or detrimental outcomes for coworker relationships. Through an inductive study of users of the exercise platform Peloton, we build theory on how and why a nonwork interaction setting facilitates work-nonwork boundary blurring that leads to positive work relationships. Our findings demonstrate that informants perceive Peloton as having a unique set of characteristics that filters out the discomfort of interacting with coworkers in a nonwork setting and provides them with new ways of understanding the potential of their coworker relationships. These two processes enable Peloton to function as a relational holding environment or — a social context that reduces uncomfortable relational affect and facilitates relational sensemaking. Experiencing Peloton as a relational holding environment motivates informants to deepen their existing positive relationships and forge a broader set of positive relationships across work-related silos. Our theory advances scholarship on work-nonwork boundaries, positive work relationships, and the psychodynamic literature on holding environments. It also has important implications for how managers and employees navigate social contexts to facilitate positive work relationships.
Despite the growth of qualitative research, we lack a systematic understanding of the lived experiences of qualitative scholars themselves. Our study is motivated by the intuition that by shedding light on the “map makers behind the maps” we may gain a novel view of the field: of the assumptions, emotions, fears and hopes that anchor extant qualitative theorizing. In this spirit, we solicited personal letters from a sample of North American and Western European management and entrepreneurship scholars, inviting them to reflect on their experiences as bases for articulating insights and advice for future researchers. Our letters revealed three distinct “maps of the field”: “roadmaps”; “political maps”; and “pictorial maps.” These maps stressed different features, distinct temporal orientations (past or future), emotions (positive, negative, or mixed), and “navigation advice.” Based on these various “maps” and insights, we draw theoretical and practical implications for future qualitative research.
In recent years, entrepreneurship education has attracted increasing interest among scholars, but current literature reviews often focus on specific micro or macro factors, neglecting an integrated perspective. This paper provides a comprehensive systematic literature review and bibliometric analysis of Entrepreneurship Education (EE), aiming to consolidate existing knowledge while identifying emerging trends. To address this gap, using advanced bibliometric tools, we were able to uncover key themes such as the role of human, cultural, and social capital, educational models, and the evolving function of universities in fostering entrepreneurship. Findings suggest a shift towards multidisciplinary approaches, integrating fields like psychology, ethics, and neuroscience, to enrich EE frameworks. By highlighting both established and emerging topics, this review offers actionable insights for reshaping EE to better equip future leaders with the competencies and resilience needed in an entrepreneurial society.
Extensive research focuses on the causes of workplace-induced stress. However, policy efforts to tackle the ever-increasing health costs and poor health outcomes in the United States have largely ignored the health effects of psychosocial workplace stressors such as high job demands, economic insecurity, and long work hours. Using meta-analysis, we summarize 228 studies assessing the effects of ten workplace stressors on four health outcomes. We find that job insecurity increases the odds of reporting poor health by about 50%, high job demands raise the odds of having a physician-diagnosed illness by 35%, and long work hours increase mortality by almost 20%. Therefore, policies designed to reduce health costs and improve health outcomes should account for the health effects of the workplace environment.
Traditionally, theoretical and empirical accounts have considered relationship evaluations along one single dimension ranging from positive to negative. However, in this theoretical work, we stress the importance of using a bi-dimensional conceptualization of relationship evaluations in which positive and negative dimensions can vary independently. In doing so, we describe the four evaluative quadrants experienced in relationships and outline their unique interpersonal processes and outcomes, both from the perspective of the person experiencing them (i.e., actor effects) and from the perspective of the recipient of such evaluations (i.e., partner effects) and considering both explicit (i.e., deliberative) and implicit (i.e., automatic) processes. We also provide a framework that predicts how relationship properties are likely to influence relationships evaluations, and we introduce the Trajectories of Relationship Evaluation Model (TREM) that describes changes in evaluations over time and the factors that influence such changes.
Public Abstract
The way we evaluate other people has important implications for how we relate to others and for our psychological and physical health. However, previous research has mostly focused on positive or negative evaluations in relationships. But there are two other types of evaluations that people commonly experience in relationships: ambivalence and indifference. In this work, we argue that it is important to study all four different evaluative types in relationships (i.e., mostly positive, mostly negative, ambivalence, and indifference) because they each uniquely predict certain relationship dynamics and processes. We discuss the consequences of these different types of evaluations for the person who holds the evaluation and for the person who is the target of such evaluation, and we discuss how these evaluations affect both deliberative and automatic processes. Finally, we propose a model (TREM) of how relationship evaluations evolve over time and of the factors that influence the changes in evaluations.
This study examines the impact of workplace ostracism on employee well-being, performance, engagement, and withdrawal intentions in service sector organizations in Chhattisgarh. Through a descriptive research design, data was collected from 300 employees across various industries including finance, banking, transportation, and BPOs. The study reveals that workplace ostracism significantly reduces employees' psychological well-being, job satisfaction, and productivity, while increasing absenteeism and turnover intentions. Furthermore, perceived organizational support was found to moderate the negative effects of ostracism, helping employees better cope with exclusionary behaviors. The findings underscore the importance of raising awareness about ostracism, fostering employee engagement, and creating inclusive work environments. The study concludes with practical recommendations for organizations to address ostracism through training, leadership development, peer mentoring, and promoting psychological safety, aiming to improve both individual and organizational outcomes.
The world of work is replete with daily hassles that make the experience of negative emotions ubiquitous. Conversations between leaders and followers during challenging times are often characterized by negative emotions, and thus, are of central importance in modern organizations. Yet, the intersection of negative emotion, difficult conversations and leader–follower relationships is often ignored, and these topics are treated as separate areas of study. We integrate these various streams with research on asymmetrical leader negative emotion displays to identify when and how difficult conversations laden with negative emotions result in benefits to leader–follower relationships. Using a grounded theory approach, we build a theoretical model based on interviews with 21 leaders and 17 followers describing 166 difficult conversations. Our work depicts specific communication strategies that leaders use to facilitate difficult conversations. These strategies, in turn, create shared meaning and validate followers' feelings during difficult conversations, which allows for beneficial relationship‐specific outcomes to ensue. We unpack these findings in the context of the power differential between leaders and followers to advance current thinking on the intersection of negative emotions and communication in leader–follower relationships.
We live in one of the most challenging periods in decades. A pandemic has crippled societies, unraveled economies even as conflicts and disasters proliferate. The desire for individual gain continues to supersede commitment to people, our planet, and collective prosperity. The global community is facing Volatility, Uncertainty, Complexity and Ambiguity (VUCA) on a scale rarely experienced. Humanity is being tested—relentlessly. Leadership that blends coaching and compassion—what I refer to as “graceful leadership”—has never been more important.
But what is graceful leadership? Why does it matter? And how can one become a graceful leader (regardless of job title)? This chapter explores these questions drawing upon three sources of data: (1) experiences from my own journey of leadership; (2) other leaders from whom I have learned along the way; and (3) a contemporary literature review. I identify 15 proven leadership practices that can deliver joy, compassion, and performance.
The employee-organization relationship (EOR) is a well-established research topic in the applied psychology and organizational behavior literatures. However, the potential links between the EOR and employee health and well-being are understudied in comparison to the effects of the EOR on traditional organization-focused outcomes such as organizational commitment, job performance, and turnover. To address the need for development of the role of the EOR on employee health, we focus on two of the most popular EOR concepts: psychological contracts and perceived organizational support. We review the empirical research on the EOR and health and well-being as well as theoretical underpinnings of social exchange and reciprocity. We then suggest that the COVID-19 pandemic may have increased emphasis on employee health and well-being, resulting in heightened employee expectations from their organization. Subsequently, we present a model based on social exchange theory to explain how this increased attention on health is linked with employee perceptions of organizational support and psychological contracts, ultimately contributing to enhanced or decreased health and well-being. Finally, we discuss the practical implications of the changing emphasis on the health and well-being of employees for the EOR and the importance of an expansion of research linking the EOR with health and well-being.
Purpose
Executive isolation, also known as workplace loneliness, its factors and impact are major issues for organizational development, future of work for leadership and learning culture. The purpose of this study is to examine the Executive isolation phenomenon where relationships between power distance, organizational culture and executive isolation of Chief Executive Officers (CEOs) are analysed on how it is considered by their teams. The same is contextualized through the inputs received through interviews conducted with CEOs and employee surveys.
Design/methodology/approach
The qualitative in-depth interviews of five CEOs, and survey across 34 of the 50 employees, were undertaken over the course of two phases of this study. The investigation focused on identifying executive isolation of CEOs and perspectives of employees that can impact the leadership and learning progress of organizations based on work culture, power distance and decision-making; awareness and experience of executive isolation; workplace friendliness and rejection; and management development initiatives to minimize the impact of executive isolation. Qualitative data analysis was conducted using MAXQDA 2022 (Verbi Software, Berlin, Germany), which is a qualitative data analysis software.
Findings
The findings highlight and expose the significant gap between understanding and analysing of the factors due to which the CEOs undergo executive isolation. It also extends to providing details related to the lack of awareness of the teams’ actions contributing to the CEOs’ isolation. It further highlights the fact that the difference of perspectives between the CEOs and teams leads to the organization slowing in its learning activities due to the leaders’ own challenges of executive isolation The findings also provide immense need of developing knowledge assets and management development initiatives for learning interventions, to help understand, analyse and mitigate executive isolation, in the interest of the organizational learning and development.
Originality/value
Earlier research work have contextualized the executive isolation impact on CEOs ability to be a leader. This study extends it to include the implications of leadership and learning culture on the teams that are affected by organization culture, power distance, decision-making and analysing the gap between the understandings about executive isolation of the CEOs. Eventually, it interprets how CEOs courting the executive isolation impacts the overall developmental culture of the organization. This will help in asserting the serious need of new learning frameworks needed to minimize the impact of CEO-level executive isolation.
This study delved into the relationship between workplace ostracism and knowledge hoarding among employees, a critical concern for corporations striving for innovation. Leveraging Affective Events Theory (AET), we hypothesized that workplace ostracism fosters knowledge hoarding, potentially mediated by negative emotions. In addition, we proposed that proactive personality and core self-evaluations could moderate this connection. Utilizing a time-lagged research design, survey data were gathered from 332 employees in Pakistan's hospitality service sector. Our findings revealed that workplace ostracism indeed spurred knowledge hoarding, with negative emotions acting as a mediator. Moreover, we observed that this link was stronger among individuals with lower levels of proactive personality and core self-evaluation, in line with our hypotheses. From a practical standpoint, our study provides management with valuable insights for mitigating knowledge hoarding and workplace ostracism. Overall, our contribution lies in the development and validation of a moderated mediation model that sheds light on the overlooked dynamics between workplace ostracism and knowledge hoarding among hotel employees in the Asian context of Pakistan. [COPYRIGHT CC BY-NC-ND 4.0, J. Y. ZHONG 2024, GEORGIA INSTITUTE OF TECHNOLOGY] | CITATION: Zhong, J. Y., & Sarwar, A. (2024, Mar). Impact of workplace ostracism on knowledge hoarding in hotel employees: An affective events theory approach. SSRN Industrial & Organizational Psychology eJournal Working No. 4759052. http://dx.doi.org/10.2139/ssrn.4759052
Academic employees face declining working conditions that may reduce the level of commitment to resource-constrained public higher education institutions. The purpose of the study is to examine whether strong social interactions at work affect academic employee commitment amid a poor state of physical working conditions in under-resourced public higher education institutions. A cross-sectional survey obtained data from 63 academic employees across six faculties at a large, under-resourced public higher education institution located in the province of KwaZulu-Natal, South Africa. Academic employees taught many under-prepared students, primarily from previously disadvantaged backgrounds, using limited physical resources. The linear regression (r = –.0.52, CR = 3.21, p = < .001) results showed that stable social interactions were associated with high employee commitment in resource-constrained institutions. Academic employees remain highly committed to the institution despite the poor physical working conditions. The study extends the affective perspective by showing that employees build regular social interactions to remain highly committed and overlook limited access to physical workplace resources. Leaders ought to create regular social interaction opportunities between employees to foster high employee commitment amid inadequate physical working conditions.
As a means of integrating bottom-up and top-down theories of subjective well-being (SWB), a framework was proposed that, in part, posits that both objective life circumstances and global personality dimensions indirectly affect SWB through their effects on the interpretation of life circumstances. This proposition was tested both cross-sectionally and longitudinally among a sample of approximately 375 men and women. Personality was operationalized in terms of the dispositional trait negative affectivity (NA), and the life circumstance investigated was health. Strong support was obtained for the hypothesized indirect effects of NA and objective health on SWB. Implications of the integrative framework for the study of SWB are discussed.
How can it be that rational adults suddenly find themselves making obscene gestures at drivers who just cut them off? Why do people react with tears to events as disparate as winning a sports championship and the death of a parent? How can a child cry continuously in a cunningly strategic manner for five minutes, and then speak with no trace of the tears that were just shed? Jack Katz develops methods for unravelling these mysteries. His book undertakes to answer the fundamental questions at the heart of our emotional life. Katz fills the book with real-life emotions - crying under the pressure of police interrogation, road rage on California freeways, laughter in a funhouse, 8-year-olds shamefacedly striking out at baseball games - where their rise and fall can be observed without the artificial influence of the research process. By using videotapes, interviews, ethnographic description, participant observation and the insights of novelists, Katz studies emotions as physical and embodied - vibrantly, "under the radar" of a person's perceptual reach - rather than as remembered and recounted. Katz illustrates his methods with photographs and video stills that demonstrate the embodiment of emotion. The portrait that emerges is one in which people are much more sensually, intimately and aesthetically bound up in the landscapes of their lives than previous scientific studies would suggest. The text seeks to reveal the poetic and coherent logic of emotional experience and revolutionize the study of this enigmatic and essential aspect of human life.
Self-engagement at work As individuals go to work and carry out various tasks, there will be times when they are invested in the quality of their work and feel responsibility for and commitment to superior job performance. There will also be times when they feel disengaged from their work or from certain aspects of their job, consequently withdrawing or disconnecting from a given area of performance. In the present chapter we argue that engaging the self in work serves to commit an individual to superior performance, and that such engagement has consequences for motivation, affect, and performance. Although most prior authors have viewed engagement in work as having primarily positive consequences, we present a more complex analysis, ultimately arguing that engaging the self in work can have positive consequences when the employee has the resources and aptitudes necessary for successful performance, but may have negative consequences when substantial impediments exist ...
This study extends previous research on respite from work and addresses the question of how individuals use their leisure time to recover from work. It is hypothesized that time spent on work-related and household activities has a negative effect on well-being, whereas low-effort, social, and physical activities are assumed to have a positive effect. One hundred Dutch teachers completed a diary on leisure time activities and situational well-being for 5 days, and work situation variables were assessed with a questionnaire. Multilevel analyses in which preleisure well-being and work situation variables were entered as control variables supported 4 of the 5 hypotheses. Moreover, a lagged effect of high time pressure on poor situational well-being was found. The study showed that leisure time activities and a low-stress work situation contribute independently to an individual's well-being. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This state-of-the-art book examines the effect of social relationships on physical health. It surveys and assesses the research that shows not only that supportive relationships protect us from a multitude of mental health problems but also that the absence of supportive relationships increases the risk of dying from various diseases. Bert N. Uchino discusses the links between social support and mortality from cardiovascular disease, cancer, and HIV/AIDS. He investigates whether social support is more effective for some individuals and within certain cultures. After evaluating existing conceptual models linking social support to health outcomes, he offers his own broader perspective on the issue. And he suggests the implications for intervention and for future research in this area.
BACKGROUND: The presence of social support has been associated with decreased stress responsiveness. Recent animal studies suggest that the neuropeptide oxytocin is implicated both in prosocial behavior and in the central nervous control of neuroendocrine responses to stress. This study was designed to determine the effects of social support and oxytocin on cortisol, mood, and anxiety responses to psychosocial stress in humans.
METHODS: In a placebo-controlled, double-blind study, 37 healthy men were exposed to the Trier Social Stress Test. All participants were randomly assigned to receive intranasal oxytocin (24 IU) or placebo 50 min before stress, and either social support from their best friend during the preparation period or no social support.
RESULTS: Salivary free cortisol levels were suppressed by social support in response to stress. Comparisons of pre- and poststress anxiety levels revealed an anxiolytic effect of oxytocin. More importantly, the combination of oxytocin and social support exhibited the lowest cortisol concentrations as well as increased calmness and decreased anxiety during stress.
CONCLUSIONS: Oxytocin seems to enhance the buffering effect of social support on stress responsiveness. These results concur with data from animal research suggesting an important role of oxytocin as an underlying biological mechanism for stress-protective effects of positive social interactions.
The project of developing the domain of positive organizational relation- ships1 provides us with an opportunity to learn from and extend the rich lit- eratures on the body. The purpose of this chapter is to present three differ- ent ways of conceptualizing the human body to better understand the antecedents, outcomes, mechanisms, processes, and indicators of positive organizational relationships. I call these three lenses to convey that each brings a particular aspect of the body into focus. Each of the lenses allows us to see the linkages between the human body and positive organizational relationships in a different way. My hope is that this will enable readers to incorporate the body into theory and research on organizational relation- ships. Considering how much of our work is accomplished by our bodies, it is surprising that it doesn’t have a more prominent place at our scholarly table.
An interactive model of social undermining and social support in the workplace was developed and tested among police officers in the Republic of Slovenia. As predicted, social undermining was significantly associated with employee outcomes, in most cases more strongly than was social support. High levels of undermining and support from the same source were associated with negative outcomes. However, support from one source appeared to only modestly attenuate the negative effects of social undermining from another source.
This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men.
■ Abstract Sociologists often react with hostility to explanations,that evoke,bi- ology, and some critics of the discipline contend that this “biophobia” undermines the credibility of sociology,and makes,it seem,increasingly irrelevant in larger pub- lic debates. The negative reactions are many,times diffuse and undiscerning,of the different endeavors,lumped,together whenever,one speaks,broadly of biological (or “biosocial”) explanations. We seek to introduce greater awareness,of these distinctions with a review organized in terms of some,of the distinct ways that the biological can be asserted to be relevant to the conduct,of social inquiry. The review has three sections. First, we discuss assertions of the relevance of the human evolutionary past for under- standing the character of human nature, for which evolutionary psychology currently receives the most attention. Second, we consider the work of behavioral genetics and the assertion of the relevance of genetic differences between,persons for understanding differences in behaviors and outcomes. Third, we consider assertions of the relevance of particular proximate,bioindicators for understanding,how,the biological and social interact, focusing particularly on studies of testosterone and the prospects of develop- ments in neuroscientific measurement.,We do not believe that developments,in these fields will force sociologists to acquire considerable,biological expertise to pursue questions central to the discipline, but we do advocate further efforts from biologically minded,sociologists to articulate understandings,of the relationship between,sociology and biology that will continue to push us past the commonplace,view that biological and sociological explanations are inevitably opposed.
Health and well-being in the workplace have become common topics in the mainstream media, in practitioner-oriented magazines and journals and, increasingly, in scholarly research journals. In this article, we first review the literature that serves to define health and well-being. We then discuss the primary factors associated with health and well-being, the consequences of low levels of health and well-being, and common methods for improving health and well-being in the workplace. Finally, we highlight important future directions for future theory, research, and practice regarding health and well-being from an organizational perspective.
Quality ties to others are universally endorsed as central to optimal living. Social scientists have extensively studied the relational world, but in somewhat separate literatures (e.g., attachment, close relationships, marital and family ties, social support). Studies of intimacy and close connection are infrequently connected to health, whereas studies of health and social support rarely intersect with literatures on relational flourishing. Efforts to probe underlying physiological processes have been disproportionately concerned with the negative (e.g., adverse effects of relational conflict). A worthy goal for the new millennium is promoting greater cross talk between these realms via a focus on the positive health implications of interpersonal flourishing. Vital venues for the future include mapping the emotional configurations of quality social relationships and elaborating their physiological substrates.
Shared Leadership: Reframing the Hows and Whys of Leadership brings together the foremost thinkers on the subject and is the first book of its kind to address the conceptual, methodological, and practical issues for shared leadership. Its aim is to advance understanding along many dimensions of the shared leadership phenomenon: its dynamics, moderators, appropriate settings, facilitating factors, contingencies, measurement, practice implications, and directions for the future. The volume provides a realistic and practical discussion of the benefits, as well as the risks and problems, associated with shared leadership. It will serve as an indispensable guide for researchers and practicing managers in identifying where and when shared leadership may be appropriate for organizations and teams.
As the chapters in this book have stated, the correlation between social ties and health has long been established. However, further probing should be done in terms of the direct impact of social bond on the human physiology, central to the risk factors of morbidity and mortality. In view of this, the chapter illustrates associations of the features and qualities of social relationships and life expectancy, with particular consideration given to the activity trends of the hypothalamic-pituitary-adrenal axis and the sympathetic nervous system. Findings reveal that environmental stimuli not only produce positive physiological effects, but also create negative biological consequences. These outcomes are manifested by increased blood pressure, heightened reaction of vital organs (i.e. amygdala), and a lot more. And obviously, such activities can affect a person's regulation of emotions and coping mechanisms, which eventually impinges on the individual's longevity of life.
In this chapter, we review empirical research evidence on the relationship between stressors and catecholamines (i.e., adrenaline and noradrenaline) and cortisol. With respect to acute stressors, both laboratory and field research have shown that the exposure to stressors leads to an increase in catecholamine and cortisol levels. With respect to more chronic stressors, research evidence is less consistent. Chronic mental workload was found to be related to elevated adrenaline levels. With respect to cortisol responses the interaction between workload and other variables seems to play a role. Empirical studies suggest that chronic stressors affect the responsivity to acute stressors. Research showed that after the exposure to stressors catecholamine and cortisol recovery is delayed.
Emotional intelligence is contextualized historically and defined as a set of four interrelated abilities focused on the processing of emotional information. These four abilities involve (a) perceiving emotions, (b) using emotions to facilitate cognitive activities, (c) understanding emotions, and (d) managing emotions in oneself and other people. Emotional intelligence is best measured as a set of abilities using tasks rather than self-judgment scales. When emotional intelligence is measured in this way it shows discriminant validity with respect to "cognitive" intelligence, personality traits, and social desirability, which is generally not the case for self-judgment measures. The abilitybased measure of emotional intelligence most often used in research is the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), a reliable instrument that is associated with positive outcomes in social situations, families, educational settings, and the workplace. Promising interventions designed to improve emotional intelligence have been developed for school children and managers. The effectiveness of these interventions needs to be evaluated systematically.
This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men.
To better understand the connection between organizational identity and how organizations relate to their stakeholders, this paper introduces the construct of identity orientation, previously applied at the individual-level of analysis, at the organizational-level of analysis and proposes that organizations have three distinct identity orientations: individualistic, relational, and collectivistic. In a field study using qualitative and quantitative methods and including 1, 126 participants from 88 organizations in the legal services and non-alcoholic beverage industries, I assess the construct's viability, explore its properties, and analyze its predictors at multiple levels of analysis. Results reveal that organizations' relations with stakeholders constitute a prominent feature of organizational identity, that relations with external and internal stakeholders are perceived as tightly coupled, that both pure and hybrid identity orientation types are relatively common, and that identity orientation varies widely among business organizations. Further, specific organizational variables bearing on organizations' stakeholder relations appear to be stronger predictors of identity orientation than general organizational-level or individual-level variables. Implications for a range of literatures addressing organizations' external (stakeholder management, interorganizational relations) and internal relations (human resource management, psychological contracts) are discussed.
Seventy-three couples were studied at 2 time points 4 years apart. A typology of 5 groups of couples is proposed on the basis of observational data of Time 1 resolution of conflict, specific affects, and affect sequences. Over the 4 years, the groups of couples differed significantly in serious considerations of divorce and in the frequency of divorce. There were 3 groups of stable couples: validators, volatiles, and avoiders, who could be distinguished from each other on problem-solving behavior, specific affects, and persuasion attempts. There were 2 groups of unstable couples: hostile and hostile/detached, who could be distinguished from each other on problem-solving behavior and on specific negative and positive affects. A balance theory of marriage is proposed, which explores the idea that 3 distinct adaptations exist for having a stable marriage.
The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work-family conflict and psychological, physical, and behavioral measures of strain. Survey data were gathered at 45 acute-care facilities from 398 health professionals who had children aged 16 years or younger at home. Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters. Control perceptions, in turn, were associated with lower levels of work-family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol. These results suggest that organizations can take steps that can increase employees' control over family responsibilities and that this control might help employees better manage conflicting demands of work and family life.
OBJECTIVE
To reach a consensus on the prognostic significance of new techniques of automated blood pressure measurement.
METHODS
A Task Force on the prognostic significance of ambulatory blood pressure monitoring wrote this review in preparation for the Eighth International Consensus Conference (28-31 October 2001, Sendai, Japan). This synopsis was amended to account for opinions aired at the conference and to reflect the common ground reached in the discussions. POINTS OF CONSENSUS: (1) Prospective studies in treated and untreated hypertensive patients and in the general population have demonstrated that, even after adjusting for established risk factors, the incidence of cardiovascular events is correlated with blood pressure on conventional as well as ambulatory measurement. Ambulatory monitoring, however, significantly refines the prediction already provided by conventional blood pressure measurement. (2) White-coat hypertension is usually defined as an elevated clinic blood pressure in the presence of a normal daytime ambulatory blood pressure. Event-based studies in hypertensive patients have convincingly demonstrated that the risk of cardiovascular disease is less in patients with white-coat hypertension than in those with higher ambulatory blood pressure levels even after controlling for concomitant risk factors. Based on prognostic evidence, white-coat hypertension can now be defined as a conventional blood pressure that is persistently equal to or greater than 140/90 mmHg with an average daytime ambulatory blood pressure of below 135/85 mmHg. The issue of whether or not white-coat hypertension predisposes to sustained hypertension needs further research. (3) There is a growing body of evidence showing that a decreased nocturnal fall in blood pressure (<10% of the daytime level) is associated with a worse prognosis, irrespective of whether night-time dipping is studied as a continuous or a class variable. (4) Intermittent techniques of ambulatory blood pressure monitoring are limited in terms of quantifying short-term blood pressure variability. Proven cardiovascular risk factors such as old age, a higher than usual blood pressure and diabetes mellitus are often associated with greater short-term blood pressure variability. After adjusting for these risk factors, some - but not all - studies have nevertheless reported an independent and positive relationship between cardiovascular outcome and measures of variability of daytime and night-time blood pressure, for example standard deviation. (5) Reference values for ambulatory blood pressure measurement in children are currently based on statistical parameters of blood pressure distribution. In children and adolescents, functional rather than distribution-based definitions of ambulatory hypertension have yet to be developed. (6) Several studies of gestational hypertension have shown that, compared with office measurement, ambulatory blood pressure monitoring is a better predictor of maternal and fetal complications. Pregnancy is a special indication for ambulatory monitoring so that the white-coat effect can be measured and pregnant women are not given antihypertensive drugs unnecessarily. (7) Ambulatory pulse pressure and the QKD interval are measurements obtained by ambulatory monitoring that to some extent reflect the functional characteristics of the large arteries. The QKD interval is correlated with left ventricular mass, and ambulatory pulse pressure is a strong predictor of cardiovascular outcome. (8) Under standardized conditions, the self-measurement of blood pressure is equally as effective as ambulatory blood pressure monitoring in identifying the white-coat effect, but further studies are required to elucidate fully the prognostic accuracy of self-measured blood pressure in comparison with conventional and ambulatory blood pressure measurement.
CONCLUSIONS
Ambulatory blood pressure measurement refines the prognostic information provided by conventional blood pressure readings obtained in the clinic or the doctor's office. Longitudinal studies of patients with white-coat hypertension should clarify the transient, persistent or progressive nature of this condition, particularly in paediatric patients, in whom white-coat hypertension may be a harbinger of sustained hypertension and target-organ damage in adulthood. Finally, the applicability, cost-effectiveness and long-term prognostic accuracy of the self-measurement of blood pressure should be evaluated in relation to conventional blood pressure measurement and ambulatory monitoring.
Background.—
The purpose of this study was to assess whether hypertensive target organ damage is related to average nighttime blood pressure (BP) and to BP variability.
Methods.—
Sixty-seven normotensive subjects and 171 borderline, 309 mild, 140 moderate, and 41 severe hypertensive patients were studied with noninvasive ambulatory BP monitoring. Each subject was assigned a target organ damage score of 0 to 5 on the basis of funduscopic changes and degree of left ventricular hypertrophy calculated from electrocardiogram and chest roentgenogram.
Results.—
When the 728 subjects were subdivided into five classes of increasing daytime BP, in each class a significantly higher degree of target organ damage was present in the subjects with higher nighttime diastolic BP. A similar, although nonsignificant, trend was observed in the subjects with higher nighttime systolic BP. In particular, higher night-time BP levels were accompanied by a more severe degree of left ventricular hypertrophy. As for variability, subjects with higher daytime systolic BP SD, but not with higher day-time diastolic SD, displayed a more severe degree of target organ damage; this was accounted for by a higher degree of retinal abnormalities. The association between target organ damage and systolic BP SD was present both in men and women, while that with nighttime BP was present only in men. No relationship was found between degree of cardiovascular complications and peaks of pressure.
Conclusions.—
These results suggest that a reduced day-night BP difference and an increased daytime BP variability, evaluated as the SD, are associated with a higher degree of hypertensive cardiovascular complications. Whether this BP profile is the cause or the consequence of target organ damage remains to be established.(Arch Intern Med. 1992;152:1855-1860)
This study began with the premise that people can use varying degrees of their selves. physically. cognitively. and emotionally. in work role performances. which has implications for both their work and experi ences. Two qualitative. theory-generating studies of summer camp counselors and members of an architecture firm were conducted to explore the conditions at work in which people personally engage. or express and employ their personal selves. and disengage. or withdraw and defend their personal selves. This article describes and illustrates three psychological conditions-meaningfulness. safety. and availabil ity-and their individual and contextual sources. These psychological conditions are linked to existing theoretical concepts. and directions for future research are described. People occupy roles at work; they are the occupants of the houses that roles provide. These events are relatively well understood; researchers have focused on "role sending" and "receiving" (Katz & Kahn. 1978). role sets (Merton. 1957). role taking and socialization (Van Maanen. 1976), and on how people and their roles shape each other (Graen. 1976). Researchers have given less attention to how people occupy roles to varying degrees-to how fully they are psychologically present during particular moments of role performances. People can use varying degrees of their selves. physically, cognitively, and emotionally. in the roles they perform. even as they main tain the integrity of the boundaries between who they are and the roles they occupy. Presumably, the more people draw on their selves to perform their roles within those boundaries. the more stirring are their performances and the more content they are with the fit of the costumes they don. The research reported here was designed to generate a theoretical frame work within which to understand these "self-in-role" processes and to sug gest directions for future research. My specific concern was the moments in which people bring themselves into or remove themselves from particular task behaviors, My guiding assumption was that people are constantly bring ing in and leaving out various depths of their selves during the course of The guidance and support of David Berg, Richard Hackman, and Seymour Sarason in the research described here are gratefully acknowledged. I also greatly appreciated the personal engagements of this journal's two anonymous reviewers in their roles, as well as the comments on an earlier draft of Tim Hall, Kathy Kram, and Vicky Parker.
Health and well-being in the workplace have become common topics in the mainstream media, in practitioner-oriented magazines and journals and, increasingly, in scholarly research journals. In this article, we first review the literature that serves to define health and well-being. We then discuss the primary factors associated with health and well-being, the consequences of low levels of health and well-being, and common methods for improving health and well-being in the workplace. Finally, we highlight important future directions for future theory, research, and practice regarding health and well-being from an organizational perspective.
During breastfeeding or suckling, maternal oxytocin levels are raised by somatosensory stimulation. Oxytocin may, however, also be released by nonnoxious stimuli such as touch, warm temperature etc. in plasma and in cerebrospinal fluid. Consequently, oxytocin may be involved in physiological and behavioral effects induced by social interaction in a more general context. In both male and female rats oxytocin exerts potent physiological antistress effects. If daily oxytocin injections are repeated over a 5-day period, blood pressure is decreased by 10–20 mmHg, the withdrawal latency to heat stimuli is prolonged, cortisol levels are decreased and insulin and cholecystokinin levels are increased. These effects last from 1 to several weeks after the last injection. After repeated oxytocin treatment weight gain may be promoted and the healing rate of wounds increased. Most behavioral and physiological effects induced by oxytocin can be blocked by oxytocin antagonists. In contrast, the antistress effects can not, suggesting that unidentified oxytocin receptors may exist. The prolonged latency in the tail-flick test can be temporarily reversed by administration of naloxone, suggesting that endogenous opioid activity has been increased by the oxytocin injections. In contrast, the long-term lowering of blood pressure and of cortisol levels as well as the sedative effects of oxytocin have been found to be related to an increased activity of central α2-adrenoceptors. Positive social interactions have been related to health-promoting effects. Oxytocin released in response to social stimuli may be part of a neuroendocrine substrate which underlies the benefits of positive social experiences. Such processes may in addition explain the health-promoting effects of certain alternative therapies. Because of the special properties of oxytocin, including the fact that it can become conditioned to psychological state or imagery, oxytocin may also mediate the benefits attributed to therapies such as hypnosis or meditation. © 1998 Elsevier Science Ltd. All rights reserved.
To better understand the connection between organizational identity and how organizations relate to their stakeholders, this paper introduces the construct of identity orientation, previously applied at the individual-level of analysis, at the organizational-level of analysis and proposes that organizations have three distinct identity orientations: individualistic, relational, and collectivistic. In a field study using qualitative and quantitative methods and including 1,126 participants from 88 organizations in the legal services and non-alcoholic beverage industries, I assess the construct's viability, explore its properties, and analyze its predictors at multiple levels of analysis. Results reveal that organizations' relations with stakeholders constitute a prominent feature of organizational identity, that relations with external and internal stakeholders are perceived as tightly coupled, that both pure and hybrid identity orientation types are relatively common, and that identity orientation varies widely among business organizations. Further, specific organizational variables bearing on organizations' stakeholder relations appear to be stronger predictors of identity orientation than general organizational-level or individual-level variables. Implications for a range of literatures addressing organizations' external (stakeholder management, interorganizational relations) and internal relations (human resource management, psychological contracts) are discussed.
Abstract Recent “biosocial” perspectives on the family recognize that there are ongoing interactions between the environments in which families live, family and individual functioning and multiple aspects of their biology and physiology (Booth, Carver & Granger 2000). From this perspective, one can’t understand the behavior of individuals or families without understanding their biological and physiological states, and biology and health can’t be understood without reference to social contexts. Yet rarely are both family processes and biological processes well measured, and rarely have researchers investigated the relations between social and biological processes in naturalistic contexts. In this study, a subsample of 101 mothers and fathers from the Sloan Family Study provided two days of semi-random momentary,diary reports in conjunction with samples of saliva, from which levels of the stress-sensitivehormone cortisol were determined. Cortisol levels were related to mothers’ and fathers’ momentary mood states, their feelings about the activities they were engaged in, and their location at the time of the beep ‐ whether they were at home, in public, or at work. Using HLM growth curve modeling to control for time of day, cortisol levels were found to be higher when parents were experiencing negative emotions, lower when they experiencing positive-social emotions, when they were feeling hardworking and productive, and when they were enjoying and feeling deeply engaged in challenging activities. Feelings of productivity and engagement,in activities were most frequently experienced in the work setting. Results suggest that parents’ emotional experiences of their daily settings are meaningfully related to an aspect of their physiological functioning, their cortisol levels,
Leistung, Gesundheit und Glück beruhen auf dem ausgewogenen und geschickten Einsatz von Energie: Mit dieser klaren Prämisse
vereinfacht und revolutioniert das Autorenduo die Art und Weise, wie wir mit Hindernissen und Leistungsbarrieren in unserem
persönlichen wie beruflichen Umfeld umgehen. Das „Power of Full Engagement-Trainingsystem“ ist denn auch weniger eine Arbeitsweise
als vielmehr eine elementare Lebensphilosophie.
Holding environments are interpersonal or group-based relationships that enable self-reliant workers to manage situations that trigger potentially debilitating anxiety. Working from a theoretical framework woven of concepts from developmental and clinical psychology, group dynamics, and organizational behavior, the author describes holding environments, the conditions that facilitate their creation, and the points at which they are vulnerable to failure. He also discusses the group, intergroup, and organizational contexts that shape the extent to which holding environments at work are realistic or desirable.
This theme issue’s call for papers notes that “several prevalent and influential historical practices of the last thirty years have limited agency’s significance, . . . seeing the human as the patient of History rather than its agent.” The questions implicit in this statement are nowhere more urgent than in those practices collectively known as the “linguistic turn.” Yet such questions have been explored sparsely enough in relation to this movement that some adherents can still insist that the ideas they favor do not devalue agency, while many simply ignore the issue and incorporate agency as an integral part of their work. By examining a largely unremarked episode in Michel Foucault's highly influential thought and considering its connections to foundational assumptions of the linguistic turn, we seek to demonstrate in detail why the premises that underlie both structuralism and poststructuralism (the theoretical movements most deeply implicated in the direction the linguistic turn has taken in history) logically require the denial of agency as a causal force and ultimately compel the conclusion that no change can occur in realities as interpreted by humans. We illustrate the intractability of these logical problems by analyzing unsatisfactory defenses from some of the few linguistic-turn historians who have discussed relevant issues, after which we conclude by suggesting that attention to current work in linguistics and cognitive science may help resolve such difficulties.
This article argues that a common organizational practice - the hiring of new workers via employee referrals - provides key insights into the nation of social capital. Employers who use such hiring methods are quintessential "social capitalists," viewing workers' social connections as resources in which they can invest in order to gain economic returns in the form of better hiring outcomes. Identified are three ways through which such returns might be realized: the "richer pool," the "better match," and the "social enrichment" mechanisms. Using unique company data on the dollar costs of screening, hiring, and training, this article finds that the firm's investment in the social capital of its employees yields significant economic returns.
Connectivity, the control parameter in a nonlinear dynamics model of team performance is mathematically linked to the ratio of positivity to negativity (P/N) in team interaction. By knowing the P/N ratio it is possible to run the nonlinear dynamics model that will portray what types of dynamics are possible for a team. These dynamics are of three types: point attractor, limit cycle, and complexor (complex order, or “chaotic” in the mathematical sense). Low performance teams end up in point attractor dynamics, medium perfomance teams in limit cycle dynamics, and high performance teams in complexor dynamics.
Background: Incomplete recovery from work-related fatigue after work (i.e., sustained activation) is assumed to mediate the relation between the exposure to stressful working conditions and the development of health problems. The need for recovery after work scale reflects the extent to which workers have difficulties to recover adequately from work-related fatigue after a working day. Objectives: The aim of this study was to establish if need for recovery after work in truck drivers (1) predicts future sickness absence (>14 working days) and (2) mediates the prospective relation between stressful working conditions (low control, high job demands) and sickness absence. Methods: Self-administered questionnaires, providing information about need for recovery after work, sickness absence, job control, and job demands (psychological, physical, and supervisor job demands), were sent to a random sample of 2000 drivers in 1998. Of the 1123 responders, 820 returned a completed questionnaire 2 years later (response 72%). This study was restricted to the 526 participants who still worked at follow-up as a truck driver at the same company. Results: High baseline need for recovery after work was associated with an increased risk for subsequent sickness absence (odds ratio [OR] 2.19, 95% confidence interval [CI] 1.13–4.24) after adjustment for age, previous sickness absence, marital status, educational level, and company size. Additional adjustment for baseline stressful working conditions led to a marginally reduction of the excess risk for sickness absence. Conclusions: High need for recovery after work increases the risk of subsequent sickness absence that is not explained by relevant (non-) work-related factors. However, the results did not testify that need for recovery after work mediates between the exposure to stressful working conditions, and the subsequent occurrence of sickness absence. Practically, the results indicate that monitoring recovery complaints in truck drivers may assist practitioners to take efficient preventive measures at the appropriate time.