Psicología en Colombia. Una mirada de la investigación doctoral
Abstract
Psicología en Colombia. Una mirada de la investigación doctoral es un libro que reúne los avances de las investigaciones en Psicología que se desarrollan en los Doctorados en Psicología en las Instituciones de Educación Superior de nuestro país, los cuales fueron presentados en el VI Encuentro Nacional de Doctorados en Psicología realizado en el 2018 en la ciudad de Cali organizado por Universidad del Valle, la Universidad de San Buenaventura, y la Pontificia Universidad Javeriana de Cali. En los capítulos se recogen temáticas de mayor vigencia y relevancia, en las diferentes áreas de formación de los participantes que incluyeron: “Psicología Social y Crítica”; “Psicología Organizacional y del Trabajo”; “Neuropsicología y Psicología Clínica”; “Psicología Educativa”; “Psicología del Desarrollo”, “Psicometría”; así como los temas de “Psicología de la Violencia y Paz”. En los diferentes capítulos se encuentran síntesis de tesis doctorales en psicología concluidas o textos derivados de ellas, otros que presentan avances de resultados con discusiones importantes, y aquellos que se encuentran en fase de formulación de preguntas de investigación, cada uno en el marco de las líneas de reflexión, formación, y temáticas específicas trabajadas en cada programa doctoral de los participantes. Así mismo, encontrarán capítulos de académicos docentes y creadores de los programas doctorales donde se desarrollan temáticas conceptuales y metodológicas, así como sobre la historia de los doctorados en psicología en Colombia y la discusión sobre el proceso de doctorarse.
https://libros.univalle.edu.co/index.php/programaeditorial/catalog/book/670
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Se presenta la empleabilidad como estrategia de gestión organizacional, vislumbrando limitaciones, posibilidades e implicaciones para las personas observando paradojas o contradicciones derivadas de condiciones y exigencias actuales en relaciones de trabajo “uni” o “multi”- organizacional, como objeto para teóricos de la Psicología del Trabajo y las Organizaciones; y para encargados de gestión humana, focalizando responsabilidad social, ética, desarrollo y calidad de vida implicadas. La empleabilidad se convierte en limitante por condiciones posibles para que algunos grupos sociales cumplan con exigencias de los mercados de trabajo, y en “motor” para desarrollar potencialidades que en relaciones tradicionales no necesariamente se desarrollarían.
PALABRAS CLAVES: Empleabilidad, Estrategia de Gestión Humana, Relaciones Uniorganizacionales y Multiorganizacionales, Desarrollo de Personas.
Employability development as an organizational management strategy: limitations, possibilities and implications for persons
ABSTRACT
Employability is presented as an organizational management strategy, bearing on mind limitations, possibilities and implications for people observing paradoxes and contradictions derived from actual conditions and requirements present in “uni” or “multi” – organizational relationships, as an object for scholars and researchers on work and organizational psychology; as well as for human resource managers, focusing on social responsibility, ethics, development and life quality implied. Employability becomes a barrier en terms of possibilities for conditions for some social groups to overtake the exigencies in the labor markets, and a “motor” for developing potentialities that not necessarily will be develop because of requirements demanded.
KEY WORDS: Employability, Human Resource Management, Single and Multiorganizational Relationships, Employee development.
DISPONIBLE EN: http://laboraluba.blogspot.com/2010/09/desarrollo-de-la-empleabilidad-como.html
Resumen En el presente trabajo se discute la existencia de tipos de sujetos posibles desde lo psicosocial en las nuevas realidades del mundo del trabajo y las organizaciones. Ideas sobre modelos de gestión, virtualización e individualización de Beck y Beck-Gernshein, Chia, Jackson y Sotto, son complementadas con autores como Barman, Scheibe, Ciampa y Pagés. Se argumenta que existen sujetos ampliados y cada vez más difusos y multifacéticos. Esa subjetividad encuentra explicación en Bauman y la modernidad líquida, según la cual, actualmente no es posible esperar modelos cristalizados. Pagés ilustra la función de los sistemas de mediación simbólica en la configuración de subjetividades paradójicas que permiten la explicación de algunos porqués de la relación hombre-trabajo. Se introduce la discusión sobre la centralidad de la categoría trabajo y sus implicaciones psicosociales en la construcción de lo social y lo subjetivo. Abstract We discuss the existence of possible types of subjects from the psychosocial perspective in the new realities of the world of work and organizations. Ideas about management models, virtualization and individualization of Beck and Beck-Gernshein, Chia, Jackson and Sotto, are complemented by authors like Barman, Scheibe, Ciampa and Pagés. We argue that there are expanded and increasingly fuzzy and multifaceted subjects.
In the last 50 years the idea of turning in social sciences has become recurrent: interpretive, discursive, affective turn. The turn towards practices adds to the mentioned movements. It is a development approach shaped by heterogeneous traditions, which converge in thinking of practice as an alternative study unit to think socially. The look on the practice, shows a growing development in the social sciences to offer a particular reading of micro social phenomena, nevertheless it is a still incipient discussion in the Latin American scene. This article presents an inquiry into the theories of social practices (TPS) and in particular about practice as a unit of study of the social. At the beginning, the contemporary debate and the turn of the practice are reviewed, to then deepen in the concept itself, reviewing the elements that make up a practice: competences, materialities and meanings. As well as its attributes as a unit: social, recursive and rhizomatic. Finally, a set of research strategies pertinent to the approach is reviewed and illustrated and the possibilities and limitations of the social studies of the practice are reflected.
From his analysis of Marx’s thinking on economic and social reality, the French philosopher Michel Henry establishes that subjectivity, or more precisely life, is the ground of economy because work as “living praxis” defines reality. Living work produces and keeps in being; it is the only one that produces value. This conception of phenomenology of life considers work as a constitutive and necessary element of the subject itself, and not only a contingent and expendable one. Finally, showing living work as grounding the possibility of economics permits Henry to propose as a fundamental aim of philosophy the elucidation of the transcendental genesis of science’s concepts, and from this, its epistemological relevance.
En el presente documento se ha optado por abordar al proceso de trabajo desde dos ópticas o ejes principales a saber: la dominación y la violencia. Íntimamente ligados como un dueto para el sometimiento laboral. El enfoque usado es siempre critico, con el objeto de ampliar el que se tiene de manera ordinaria al abordarlo, alejándose de posturas de corte economicista y managerial. Se hace una recuperación teórica de acercamientos críticos, alejados de la ortodoxia, se incluye en este trabajo la reflexión, cuyo desarrollo permite afirmar por una parte que los dos ejes mencionados, están presentes en el fenómeno organizacional. Por la otra, que su efecto laboral y social es importante, por lo que deben ser considerados en estudios futuros.
This theoretical paper differentiates work engagement from the burnout concept by using a task-level perspective. Specifically, I argue that work engagement (i.e., the experience of vigor, dedication and absorption, Schaufeli & Bakker, 2004) emerges during the process of working. It does not only differ between persons and does not only fluctuate from one day to the other (or even within the course of a day), but can vary largely between different work tasks. Burnout (and particularly exhaustion) as a chronic state does not differ from one work task to the other. I describe task features derived from the job characteristics model (Hackman & Oldham, 1976) as predictors of task-specific work engagement and discuss interaction effects between task features on the one hand and job-level social and personal resources on the other hand. I outline possible avenues for future research and address practical implications, including task design and employee's energy management throughout the workday.
Objetivos
. Estimar la frecuencia y los factores asociados a la violencia laboral externa tipo amenaza (VLETA) contra médicos en servicios de salud hospitalarios de Lima Metropolitana, Perú.
Materiales y Métodos
Se desarrolló un estudio transversal analítico que incluyó médicos del Ministerio de Salud (MINSA), la Seguridad Social (EsSalud) y el subsector privado. Se midió la frecuencia de VLETA durante toda la práctica profesional, en los últimos doce meses y en el último mes. Se midieron variables relacionadas al médico, al agresor y al servicio de salud. Se estimaron razones de prevalencia (RPs) cruda y ajustada mediante un modelo lineal generalizado familia Poisson con bootstrap no paramétrico.
Resultados
. Participaron 406 médicos. El 31,5% fueron víctimas de VLETA al menos una vez durante su práctica profesional; 19,9% en los últimos doces meses y 7,6% en el último mes. La probabilidad de ser amenazado en los últimos doce meses aumentó si el médico era varón (RPa:1,7;IC95%:1,1-2,8), egresado de una universidad peruana fuera de Lima Metropolitana (RPa:1,5; IC95%:1,1-2,4), laboraba en MINSA (RPa:7,9;IC95%:2,24-50,73) o en EsSalud (RPa:8,68; IC95%:2,26-56,17), y atendía en emergencia (RPa:1,9;IC95%:1,2-3,6) o en sala de operaciones (RPa:1,6 IC95%:1,1-2,3). La edad, los años de práctica profesional o ser médico residente no se asociaron a VLETA.
Conclusiones
. En los hospitales estudiados, una alta proporción de médicos ha sido víctima de VLETA. Laborar en servicios públicos aumenta dicha probabilidad. Se sugiere implementar estrategias de prevención primaria, identificación y soporte en los establecimientos hospitalarios.
Based on the perspective of psychosocial studies of labor identities, this paper studies how accountability devices, promoted by current public administration trends, are locally assessed and interpreted. Within a larger 3-year study, the article reports on the analysis of interviews conducted during a multiple-case ethnographic study which included 2 primary health care centers, 2 municipal schools, and 2 institutions that implement social policies located in Santiago and Valparaíso (Chile), chosen through theoretical sampling. The study analyzed 82 interviews with teachers, primary health professionals, and officials working in agencies that implement social policies. Results show how the interviewees bring into question what their work actually involves, noting that what accountability devices prescribe does not match what their work is nor what it should be. The actions and assessment criteria defended by the interviewees constitute what other researchers have labelled ethics of public work, which these devices may be weakening.
Objectives:
The aim of this paper is to propose a new model of sustainable employability based on the capability approach, encompassing the complexity of contemporary work, and placing particular emphasis on work-related values.
Methods:
Having evaluated existing conceptual models of work, health, and employability, we concluded that prevailing models lack an emphasis on important work-related values. Amartya Sen's capability approach (CA) provides a framework that incorporates a focus on values and reflects the complexity of sustainable employability.
Results:
We developed a model of sustainable employability based on the CA. This model can be used as starting point for developing an assessment tool to investigate sustainable employability.
Conclusions:
A fundamental premise of the CA is that work should create value for the organization as well as for the worker. This approach challenges researchers, policy-makers, and practitioners to investigate what people find important and valuable - what they would like to achieve in a given (work) context - and moreover to ascertain whether people are able and enabled to do so. According to this approach, it is not only the individual who is responsible for achieving this; the work context is also important. Rather than merely describing relationships between variables, as existing descriptive models often do, the CA depicts a valuable goal: a set of capabilities that constitute valuable work. Moreover, the CA fits well with recent conceptions of health and modern insights into work, in which the individual works towards his or her own goals that s/he has to achieve within the broader goals of the organization.
The crises that originated in the dominant models of socioeconomic and/or productive development and in the socio-occupational forms of organization generate working conditions that can affect the physical, psychological, and occupational health of the teaching staff. Therefore, it is important to address the topic of prevention of occupational risks and psychosocial factors in order to encourage personal and professional development. This work is based on the context of the transition from Keynesian Fordism to New Modern Capitalism, from Solid Modernity to the Liquid Modernity of insecurity and uncertainty.The adoption of the New Public Management (Spanish acronym, NGP) model in Colombia is examined, a process that is reflected in the Political Constitution of Colombia of 1991, specifically in article 67, in Law 30 of 1992, and in the application of the Third Reform of Higher Education in Latin America. To consider the relationship between the working conditions, in the scenario of the NGP in the Colombian faculty, with occupational well-being, an analysis was carried out based on a review of the literature starting from the year 2000. It has become important to address the increasing insecurity of working conditions as a problem of public health and not as a momentary situation, as a result of the tendency toward labor flexibility in education in Colombian universities.
(descriptivo): En este estudio nos propusimos, primeramente, conocer las nociones asociadas al origen de la desigualdad social en niños y niñas de Córdoba (Argentina) de 10 y 11 años de edad, con énfasis en la identificación de construcciones valorativas e ideológicas subyacentes y en los procesos atribucionales involucrados. A su vez, y considerando que la construcción de nociones sociales se produce en el marco de procesos de socialización política, apuntamos a determinar el impacto de una experiencia de socialización política alternativa sobre las nociones sociales mencionadas. Efectuamos un estudio cuasi-experimental con pre y post-test, y con un grupo cuasicontrol. Realizamos entrevistas cualitativas para la indagación de la variable dependiente al inicio y al final del ciclo lectivo. En función de los resultados analizamos alcances y limitaciones de dicha experiencia.
La Nueva Gestión Pública convierte servicios hospitalarios y universitarios en empresas de mercado. El objetivo del artículo es analizar y describir el impacto de esta metamorfosis en la subjetividad laboral del personal empleado en tales servicios.
Estudios empíricos en hospitales y universidades iberoamericanos descubren una experiencia paradójica: relativa satisfacción manifiesta por condiciones materiales y técnicas que permiten trabajar más y mejor; pero también malestar latente por la sobrecarga de tarea y los dilemas ético-profesionales planteados por las nuevas demandas organizacionales, ante las que el personal desarrolla modos de afrontamiento que van de la obediencia manifiesta a la resistencia latente.
Ello refuerza las razones para el rediseño de aquellos servicios en función de un mayor equilibrio entre demandas mercantiles y sociales, entre valores gerenciales y profesionales, entre eficiencia empresarial y calidad de vida laboral.
With strong empirical evidence existing for conflicting models, the nature of burnout and engagement continues to be debated. Scholars have recognized the need to theoretically clarify the nature of the burnout–engagement relationship in order to advance empirical research related to both topics. The purpose of this paper is to reconcile existing perspectives through an alternative approach that provides an alternate view of burnout and engagement based on dialectical theory. Implications for common theories used to study burnout and engagement are discussed, followed by suggestions and models for future research utilizing dialectics.
Resumen Hace veinte años la American Behavioral Scientist dedicó un número especial a la Segunda Revolución Cognitiva: la Revolución Discursiva. el presente artículo revisa las principales ideas que origi-naron esta perspectiva, especialmente a Potter y Wetherell (1987) y edwards y Potter (1992), que hasta hoy tienen gran impacto en los nuevos desarrollos de la Psicología, particularmente de la Psicología Social. Se muestra cómo el énfasis inicial puesto en los discursos como entidades coherentes se desplaza a la consideración de estos como ac-ciones responsivas y con un carácter retórico, situando a los discursos como prácticas propiamente tales. Finalmente, se describe cómo la perspectiva discursiva en los actuales debates postconstruccionistas está caracterizando el devenir de las ciencias sociales contemporáneas. abstract twenty years ago, the american behavioral Scientist presented a special issue dedicated to the Second Cognitive Revolution: Discursive Revolution. This paper reviews the principal ideas that gave rise to this perspective, especially Potter and Wetherell (1987) 1 este artículo ha sido apoyado por FoNDeCyt a través del proyecto 1121112.
We propose a conceptual model based on person–environment interaction, job performance, and motivational theories to structure a multilevel review of the employee green behavior (EGB) literature and agenda for future research. We differentiate between required EGB prescribed by the organization and voluntary EGB performed at the employees’ discretion. The review investigates institutional-, organizational-, leader-, team-, and employee-level antecedents and outcomes of EGB and factors that mediate and moderate these relationships. We offer suggestions to facilitate the development of the field, and call for future research to adopt a multilevel perspective and to investigate the outcomes of EGB.
Inductive generalization is the primary way by which human beings arrive at the construction of knowledge. Usually, it is assumed that it operates in a linear manner-each new feature becomes "piled up" in the inductive accumulation of evidence. We question this view, and otherwise claim that inductive generalization is essentially a non-linear dynamic process that fits the theoretical premises of the Dynamic Systems Theory. In our study, we explore the ability that young infants have when making inductive generalizations -previous studies show the existence of this capacity not earlier than at the age of 14 months. These studies have been cross-sectional in nature, but they do not offer an answer to the question of emergence of cognitive capabilities, therefore, a short-term longitudinal study is needed. Based on 3 case studies carried out longitudinally in infants ranging from 9 to 14 months, we demonstrate how the process of inductive generalization occurs from a conceptualization of nonlinear dynamic systems. We use Min - Max and State Space techniques, which allow us to show how the infant uses diverse pathways of actions with everyday objects to facilitate inductive generalization. The identified paths are not the same, they present differential and common moments that confirm the dynamic nature of development, and provide empirical evidence on the emergence of non-linear, non-sequential or inductive generalization.
Abstract
This article presents some reflections on the ‘employability’ construct, based on the “Empregabilidade: Versões e implicações. Uma leitura desde a Psicologia Social” research project. Its history is presented first as an instrumental notion implying several meanings, all oriented towards holding people responsible for entering, staying at or leaving jobs. This reflection includes, beyond individualization, questions about visible or invisible actors involved in labor markets and in the definition of its criteria and rules. Interfaces with the academic world and formation devices are also discussed, as well as demands for Human Resources personnel and practices. Finally, questions
about the psychosocial implications of the phenomenon are presented.
Key words authors:
Employability, Job Psychology, Social Psychology, Globalization.
Key words plus:
Employment-Psychology, Psychology, Industrial, Social psychology, Job Market.
Resumen
El presente artículo sintetiza reflexiones sobre el constructo empleabilidad, basados en la Investigación “Empregabilidade: Versões e implicações. Uma leitura desde a Psicologia Social”, Rentería (2008). En primer lugar se presenta su historia como noción instrumental que implica un sinnúmero de acepciones orientadas a la responsabilización de las personas para entrar, mantenerse o salir del mundo del trabajo. La reflexión incluye, más allá de la individualización, el cuestionamiento sobre los actores visibles o invisibles implicados en los mercados de trabajo y en la definición de sus criterios y reglas. Complementariamente se discuten interfases con la academia y dispositivos de formación; así como exigencias para las personas y prácticas de Recursos Humanos. Finalmente se presentan cuestionamientos sobre las implicaciones psicosociales del fenómeno.
Palabras clave autores:
Empleabilidad, psicología del trabajo, psicología social, globalización.
Palabras clave descriptores:
Trabajo-psicología, psicología industrial, psicología social, mercado de trabajo.
El síndrome de quemarse por el trabajo (burnout). Colección: Psicología Índice Prólogo. 1. La necesitad de estudiar el fenómeno. 2. Delimitación conceptual: el estrés laboral y el síndrome de quemarse por el trabajo (SQT). 3. Antecedentes del síndrome de quemarse por el trabajo (SQT). 4. El proceso de desarrollo del síndrome de quemarse por el trabajo. 5. Diagnóstico y evaluación del síndrome de quemarse por el trabajo. 6. Prevención y tratamiento del síndrome de que-marse por el trabajo. Bibliografía.
The purpose of this study is to present a case for the importance and necessity of using one unique term in Spanish to identify the pathology called "burnout syndrome" in English. A review of the literature has been carried out, obtaining at least nineteen different denominations in Spanish to refer to the burnout syndrome. This diversity creates some confusion among both Hispanic professionals and academics in the diagnosis and identification of this occupational problem. The denominations are classified into a taxonomy that establishes three categories: denominations that are based on the literal translation of the original English term burnout , denominations that use the semantic content of the word as a reference, and denominations that are based on their synonymy with job stress. A discussion of the strengths and limitations of these denominations is carried out. The study concludes by considering the advantages of employing the term "síndrome de quemarse por el trabajo", rather than other alternative denominations.
The article analyzes the impact of the National Commission of Truth and Reconciliation (NCTR) on the socio-emotional climate, institutional trust and appreciation of transitional justice processes in a purposive sample of 304 people affected by political violence in Chile during the dictatorship (1973-1990). Analyses based on Student’s test indicate that the participants who disapprove of the NCTR’s work perceive a less positive socio-emotional climate and tend to distrust institutions. Those who approve of the NCTR’s work tend to concur with the notion that it helped to know the truth, promote justice processes, create an inclusive story, and ensure that violence will not recur; also, they agree more with the possibilities of forgiveness to the perpetrators, perceive a positive emotional climate, are more convinced of the sincerity of institutional apologies, and are more trustful of institutions. A variance analysis revealed that young people express less positive and negative emotions, display less institutional trust, are less convinced by official apologies and present a more critical assessment of the achievement of the NCTR’s functions.
This handbook is the first to comprehensively study the interdependent fields of environmental and conservation psychology. In doing so, it seeks to map the rapidly growing field of conservation psychology and its relationship to environmental psychology. The Oxford Handbook of Environmental and Conservation Psychology includes basic research on environmental perceptions, attitudes, and values; research on specific environments, such as therapeutic settings, schools, and prisons; environmental impacts on human well-being; and ways to promote a more sustainable relationship between people and the natural environment. This handbook presents an extensive review of current research and is a thorough guide to the state of knowledge about a wide range of topics at the intersection of psychology and the physical environment. Beyond this, it provides a better understanding of the relationship between environmental and conservation psychology, and some sense of the directions in which these interdependent areas of study are heading.
Este libro es el resultado de una especie de ‘experimento’ que emprendieron estudiantes y profesores del doctorado en Psicología de la Universidad del Valle. Se trataba, a lo largo de varios semestres, de trabajar los sistemas dinámicos no lineales y desde esa plataforma repensar la psicología del desarrollo. Se habla de experimento porque, tratándose del primer doctorado en psicología en el país, era importante re-construir y trazar nuevas vías y modalidades de formación y entrenamiento para los investigadores. Los sistemas dinámicos no lineales, por su parte, abren la posibilidad de ser fiel a esa máxima según la cual los doctorados deben cambiar nuestra forma de pensar.
Deleuze and Guattari discuss the rhizome as being "absolutely different from roots and radicles" 6. The rhizome is explained via principles. 1 and 2: connection and heterogeneity.: "any point of a rhizome can be connected to anything other, and must be". Principle 3: "Principle of multiplicity" "There are no points or positions in a rhizome, such as those found in a structure, tree, or root. There are only lines". Principle 4: "Principle of asignifying rupture" "There is a rupture in the rhizome whenever segmentary lines explode into a line of flight, but the line of flight is part of the rhizome." Principles 5 and 6: Principle of cartography and decalcomania: Where traditional thought is 'tracing', a rhizome is a map. Tracing involves laying onto reality the pattern of structure, itself a construct. "The map does not reproduce an unconscious closed in upon itself; it constructs the unconscious". They take the term plateau from Gregory Bateson, it refers to a sustained intensity. "We call a 'plateau' any multiplicity connected to other multiplicities by superficial underground stems in such a way as to form or extend a rhizome".
"Write with slogans: Make rhizomes, not roots, never plant!"
The environmental performance of organizations largely depends on the voluntary participation of employees in greening activities. Workers in any organization can voluntarily perform numerous environmental behaviors, such as recycling, carpooling, or using video-conferencing rather than travelling. Yet, in many organizations, these behaviors remain limited and the obstacles to their development have not been the object of specific studies. Pro-environmental behaviors are not monolithic and may vary considerably according to the degree of discretion involved. The objective of this paper is to analyze, through a systematic review of the empirical literature on pro-environmental behaviors in the workplace, the obstacles to green actions for employees and how such barriers might be overcome. The discretionary nature of certain behaviors is questioned and different categories of pro-environmental individual conduct are proposed. The paper sheds more light on the personal and organizational barriers to voluntary pro-environmental behaviors: while the former are associated with both intentions and actions, the latter have so far been found to primarily affect actual behaviors. Suggestions for future research and practical implications for managers are also proposed.
A central goal in developmental science is to explain the emergence of new behavioral forms. Researchers consider potential sources of behavioral change depending partly on their theoretical perspective. This chapter reviews one perspective, dynamic systems theory, which emphasizes the interactions among multiple components to drive behavior and developmental change. To illustrate the central concepts of dynamic systems theory, we describe empirical and computational studies from a range of domains, including motor development, the Piagetian A-not-B task, infant visual recognition, visual working memory capacity, and language learning. We conclude by advocating for a broader application of dynamic systems approaches to understanding cognitive and behavioral development, laying out the remaining barriers we see and suggested ways to overcome them.
In response to recent calls for more micro-foundation research in corporate social responsibility, this article approaches environmental sustainability from an organizational behavior/human resource perspective. Specifically, this article refines the concept of the environmental workplace behaviors (EWBs), defined here as “work behaviors directed toward the protection or improvement of the natural environment, which may or may not generate value for the organization; these behaviors may be performed by employees situated at any organizational level.” EWBs include organization citizenship behaviors for the environment (OCBEs), environmental in-role behaviors (EIRBs), and environmental counterproductive workplace behaviors (ECWBs). Furthermore, the article distinguishes between low-intensity and high-intensity EWBs and discusses the importance of constructs such as trust and power for green employee engagement in EWBs. The article concludes with recommendations for future research and practice in the area of environmental behaviors in organizations.
Majority of the research on pro-environmental behaviours is concerned with household setting. Growing importance of pro-environmental behaviours has made it imperative to study the same in organisational settings. The purpose of the present article is to present a framework to explain pro-environmental behaviours at workplace. Authors reviewed employee-centric sustainability literature in the management discipline and pro-environmental behaviours related literature from psychology and social psychology. Based on the Value-Belief-Norm (VBN) theory, corporate environmentalism framework and literature on norm theory, a conceptual framework for explaining pro-environmental behaviours at workplace was proposed. Authors argue that individual characteristics such as values and environmental belief, and organisational environmentalism will influence the employees’ pro-environmental behaviours through personal and social norm, respectively.
Numerous models of interpersonal forgiveness and reconciliation have proliferated, while the number of constructs common to these models and how these constructs interrelate has gone untested. Sixteen path models of forgiveness and reconciliation were examined in 180 predominantly Christian college students. Results of factor analysis suggested five underlying constructs - Hurt and Anger, Receiving God's Forgiveness, Emotional Forgiveness, Empathy, and Reconciliation. Structural equations modeling supported a model whereby people simultaneously experience Hurt and Anger while Receiving God's Forgiveness, and which then relate to Emotional Forgiveness, then Empathy, then Reconciliation. These results suggest substantial overlap among models, empirically support a distinction between Emotional Forgiveness and Reconciliation, and suggest that Receiving God's Forgiveness is an important factor for religious people beginning reconciliation.
To be unforgiving is harmful. The inability to come to terms with one's anger or strife often can lead to stress disorders, mental health disorders, and relationship problems. Forgiveness is a personal decision. Forgiveness and Reconciliation focuses on individual experiences with forgiveness, aiming to create a theory of what forgiveness is and connect it to a clinical theory of how to promote forgiveness. Dr. Worthington creates an evidence-based approach that is applicable for individuals and relationships, and even for society. He also describes an evidence-based method of reconciliation - restoring trust in damaged relationships. Dr. Worthington hopes that this theory will inform scientific research and improve intervention strategies. Showing that forgiveness transforms personality, Worthington describes ways a clinician can promote (but not force) forgiveness of others and self. He provides research-based theory and applications and discusses the role of emotion and specific personality traits as related to forgiveness. Forgiveness and reconciliation might not be cures, but, as Worthington shows, they are tools for transforming both the self and the world.
This book presents findings based upon eight case studies of inter-organizational forms, involving interviews with about 450 managers and workers from nearly sixty employing organizations across many different sites of employment - the supplier, the client, the franchiser, the franchisee, the public purchaser and the private provider. The empirical material used is extensive and grounded. The research is intended to contribute to contemporary debates on changing work organization and 'the future of work' by reconnecting the analysis of organizations with the study of employment and work as well as situating the study of employment within the context of changing forms of organization. The hope is that this book's research will contribute as much to understanding why there may be limits to fragmentation and disintegration as to an explanation of their presence and effectiveness.
Outline of a Theory of Practice is recognized as a major theoretical text on the foundations of anthropology and sociology. Pierre Bourdieu, a distinguished French anthropologist, develops a theory of practice which is simultaneously a critique of the methods and postures of social science and a general account of how human action should be understood. With his central concept of the habitus, the principle which negotiates between objective structures and practices, Bourdieu is able to transcend the dichotomies which have shaped theoretical thinking about the social world. The author draws on his fieldwork in Kabylia (Algeria) to illustrate his theoretical propositions. With detailed study of matrimonial strategies and the role of rite and myth, he analyses the dialectical process of the 'incorporation of structures' and the objectification of habitus, whereby social formations tend to reproduce themselves. A rigorous consistent materialist approach lays the foundations for a theory of symbolic capital and, through analysis of the different modes of domination, a theory of symbolic power.
As we move further into the twenty-first century, the global challenges and consequences posed by climate change are becoming increasingly apparent. Although organizations are considered significant contributors to climate change, they also have the potential to positively affect it through their employees. As a result, understanding how employees’ pro-environmental initiatives can positively affect climate change has increasingly become the focus of inquiry among organizational researchers. This book reviews leading research in different areas of organizational environmental sustainability. It aims to shed light on how both organizational and individual-level factors can affect change in employees’ environmental activities by consolidating available knowledge on employees’ contributions to corporate environmental initiatives. Furthermore, this book provides a foundation for research on workplace pro-environmental behaviors, stimulates research in this area, and illustrates how “green” employees can positively contribute to organizations’ environmental performance.
'Análisis del discurso. Manual para las ciencias sociales' presenta el debate sobre el papel del lenguaje en las ciencias sociales y sus fundamentos teóricos, y es al mismo tiempo una introducción al análisis del discurso como perspectiva teórico-metodológica y como herramienta de investigación. Puesto que cada día más, las ciencias sociales prestan un interés mayor al lenguaje tanto en sus dimensiones epistemológicas, como en las metodológicas y políticas, este libro pretende ser útil para conocer sus antecedentes y su desarrollo.
This study connects different notions of employability with the ultimate aim to arrive at integration of a research field that has been criticized for being fragmented and fuzzy. We define employability as “an individual’s chance of a job in the internal and/or external labour market”. Employability research assesses employability differently, looking at the realization of this chance (i.e., job transitions), personal strengths that increase this chance (i.e., movement capital) and appraisals of this chance (i.e., perceived employability). We hypothesize and establish in a two-wave sample of 643 Belgian (Dutch-speaking) employees that these different notions of employability form a dynamic chain, so that job transitions promote movement capital, which then affects perceived employability and ultimately feeds back to job transitions. Furthermore, we found that the internal versus the external labour market are important foci in employability research since internal and external job transitions were found to relate differently to the other notions of employability.
