Documents psychological aspect 81 results

"The Chaos Machine is the story of how the world was driven mad by social media. The election of populists like Trump and Bolsonaro; strife and genocide in countries like Myanmar; the rampant spread of COVID-19 conspiracy theories as deadly as the pandemic itself; all of these are products of a breakdown in our social and political lives, a breakdown driven by the apps, companies and algorithms that compete constantly for our attention.
Max Fisher is a leading New York Times technology reporter whose work has covered the way that social media sites - driven increasingly by artificial intelligence rather than human ingenuity - push users towards more and more extreme positions, deepening the divisions in society in pursuit of greater engagement and profit. With extraordinary access to the most powerful players in Silicon Valley, and with testimonies from around the world of the havoc being wreaked by our online selves, The Chaos Machine shows us how we got to this uniquely perilous moment - and how we might get out of it."

"This work explores three key topics in social psychology: the manner in which labour unions shape organizational behaviour, a relationship which has been effectively ignored in the literature; the organization of the union itself, a fascinating test case for the organizational psychologist; and the way in which theories and methods of organizational psychology may assist labor organizations in achieving their goals. Since the union maintains unique characteristics of democracy, conflict, and voluntary participation within a larger organization, the authors offer a detailed study of a union's dynamics, including demographic and personality predictors of membership, voting behaviour, union commitment and loyalty, the nature of participation, leadership styles, collective bargaining, among other topics. This is the first book to be published in the new Industrial and Organizational Psychology Series. It will be of interest to not only industrial and organizational psychologists in industry, academica, and private and public organizations, but to graduate students in psychology departments and business schools, and to academics and professionals in business and management studying industrial relations."

"Objective The aim of the study was to elucidate the development of the psychosocial work environment in Denmark from 1997–2005. Methods The analyses were based on two national questionnaire surveys (N1=1062; N2=3517) of randomly selected employees who completed the Copenhagen Psychosocial Questionnaire. The psychosocial work environment was described by 19 scales and 6 single items. Results Quality of leadership and social support from supervisors were the only dimensions that saw improvements. The negative developments were: higher work pace, less influence (job control), less *possibilities for development (skill discretion), lower level of meaning of work, more role conflicts, decreased role clarity, reduced sense of community, less social support from colleagues, increased conflicts at work, more threats of violence and more slander and gossip. Conclusions The psychosocial work environment in Denmark has deteriorated during the period 1997–2005. This deterioration was seen not just among certain groups of employees but in all subgroups, incorporating gender, age and socioeconomic status. The negative development of a country's psychosocial work environment is worrying; as such, there is a strong need to change this negative trend."

"Objectives The aim of this study was to examine the longitudinal relationship between transitions in work schedules, workhours and overtime and changes in several self-reported health outcomes (general health, fatigue, need for recovery, and psychological distress).Methods Three-year follow-up data from the Maastricht Cohort Study on fatigue at work were used. Gender-stratified logistic regression analyses using generalized estimating equations were conducted for each of the dichotomized health outcomes, with control for a range of possible confounding factors. Results In this study, transitions in worktime arrangements were prospectively related to changes in several self-reported health outcomes. Substantial and significant associations were found for transitions in work schedule and the incidence of prolonged fatigue and for the need for recovery among men. Moreover, transitions in workhours affected the need for recovery among men, while they influenced general health and psychological distress among women. Finally, transitions in overtime were significantly associated with the incidence of the need for recovery among both men and women and with the incidence of psychological distress among men only.Conclusions Transitions in worktime arrangements are related to changes in health, and studying transitions might be an important means of gaining insight into a possible causal relationship between employment and health. Given the considerable impact of worktime arrangements on the individual worker, employers, and society and the high frequency in which transitions within worktime arrangements can occur, these findings underline the need for interventions addressing worktime arrangements in order to reduce or prevent their impact on employee health."

"In the aftermath of the financial crisis, a vast amount of economic analysis and a sizeable number of reforms in the financial markets have followed. In this report, Professor Henry Montgomery takes the analysis one step further by examining the psychological explanations behind the crisis. The author explores the cognitive bias behind decision making by economic professionals and lay persons on the financial markets. The report also discusses how psychological knowledge can constitute a basis for reforms in order to safeguard sound economic development in the future."

"This booklet aims at raising awareness for employers and worker representatives of work-related stress in developing countries. Work-related stress is an issue of growing concern in developing countries due to processes of globalization and the changing nature of work. Raising awareness at an early stage seems all the more important because work-related stress is also a problem which is far from being resolved in developed and industrialized countries. Traditionally, the focus of Occupational Health and Safety initiatives is on chemical, biological and physical exposures, while the psychosocial risks at work are still largely neglected and their causes and consequences still insufficiently understood as they pertain to the developing country context. The current division between working conditions and the (physical) work environment makes the inclusion of the psychosocial risks at work harder to identify by most of the Occupational Health and Safety professionals."

"A deeply-reported examination of why "doing what you love" is a recipe for exploitation, creating a new tyranny of work in which we cheerily acquiesce to doing jobs that take over our lives.

You're told that if you "do what you love, you'll never work a day in your life." Whether it's working for "exposure" and "experience," or enduring poor treatment in the name of "being part of the family," all employees are pushed to make sacrifices for the privilege of being able to do what we love.

In Work Won't Love You Back, Sarah Jaffe, a preeminent voice on labor, inequality, and social movements, examines this "labor of love" myth -- the idea that certain work is not really work, and therefore should be done out of passion instead of pay. Told through the lives and experiences of workers in various industries -- from the unpaid intern, to the overworked teacher, to the nonprofit worker and even the professional athlete -- Jaffe reveals how all of us have been tricked into buying into a new tyranny of work.

As Jaffe argues, understanding the trap of the labor of love will empower us to work less and demand what our work is worth. And once freed from those binds, we can finally figure out what actually gives us joy, pleasure, and satisfaction."

"For decades, scholars have predicted that videoconference technology will disrupt the practice of commuting daily to and from work and will change the way people socialize. In 2020, the Covid-19 pandemic forced a drastic increase in the number of videoconference meetings, and Zoom became the leading software package because it was free, robust, and easy to use. While the software has been an essential tool for productivity, learning, and social interaction, something about being on videoconference all day seems particularly exhausting, and the term “Zoom Fatigue” caught on quickly. In this article, I focus on nonverbal overload as a potential cause for fatigue, and provide four arguments outlining how various aspects of the current Zoom interface likely lead to psychological consequences. The arguments are based on academic theory and research, but also have yet to be directly tested in the context of Zoom, and require future experimentation to confirm. Instead of indicting the medium, my goal is to point out these design flaws to isolate research areas for social scientists and to suggest design improvements for technologists."