Documents psychological aspect 80 results

"What Work Means goes beyond the stereotypes and captures the diverse ways Americans view work as a part of a good life. Dispelling the notion of Americans as obsessive workaholics, Claudia Strauss presents a more nuanced perspective. While some live to work, others prefer a diligent 9-to-5 work ethic that is conscientious but preserves time for other interests. Her participants often enjoyed their jobs without making work the focus of their life. These findings challenge laborist views of waged work as central to a good life as well as post-work theories that treat work solely as exploitative and soul-crushing.

Drawing upon the evocative stories of unemployed Americans from a wide range of occupations, from day laborers to corporate managers, both immigrant and native-born, Strauss explores how diverse Americans think about the place of work in a good life, gendered meanings of breadwinning, accepting financial support from family, friends, and the state, and what the ever-elusive American dream means to them. By considering how unemployment experiences diverge from joblessness earlier, What Work Means paves the way for a historically and culturally informed discussion of work meanings in a future of teleworking, greater automation, and increasing nonstandard employment."

"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."

"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."

"The advent of the digital industry, also known as Industry 4.0 is a transformation period in manufacturing, where the integration of digital technologies with physical systems is underlined. This transformation is crucial for the pillars of cyber-physical systems (CPS), cyber resilience protection, and workers' safety, which collectively from the cornerstone of Industry 4.0. Ensuring the secure exploitation of Industry 4.0's advantages necessitates a dedicated focus on workers' safety, cyber resilience protection, and the security and privacy of human-centric CPS systems. However, the full realization of Industry 4.0's potential hinges upon effectively addressing these challenges and aligning the benefits of digitalization with the exigencies of worker well-being and safeguarding critical infrastructure. This study is a comprehensive literature review on this digital era, focusing on CPS, resilience, and workers' safety. The review aims to summarise current research and advancements, offering insights for researchers, practitioners, and decision-makers. By identifying gaps in knowledge, the study lays the foundations for additional research and supports ongoing progress in the digital industry. Industry 4.0 embodies a new era of manufacturing integrating digital technologies with a focus on sustainability and human-centric design, supported by CPS, resilience, and worker's safety. This necessitate addressing challenges to ensure benefits align with worker needs and infrastructure protection."

"Menopause, or the final menstrual period, occurs on average at age 51. In the years before and after the menopause, women may experience symptoms such as hot flushes, night sweats, heavy menstrual bleeding, mood swings, difficulty concentrating, muscle and joint pain, and urogenital symptoms. Some women experience few symptoms, but a proportion of women have severe symptoms that affect their quality of life. Women may also experience problems in the workplace, sometimes preventing them from performing their tasks at the same level. The aims of this thesis were to find out whether there is an association between menopausal symptoms and work outcomes. To investigate whether healthcare providers are aware of a possible relationship between menopausal symptoms and work outcomes. Finally, to assess the effect of education about the climacteric on self-efficacy to work through the climacteric, experience of menopausal symptoms and work outcomes. The general introduction of this thesis forms Chapter 1. Chapter 2 analysed whether there was an association between menopausal symptoms and reduced work ability. A negative association was found between menopausal symptoms and work ability. Menopausal symptoms could predict a third of the variance in work ability in this group of women. Menopausal symptoms in the psychological and somatic domains were found to be particularly responsible for this. However, because of the cross-sectional design of the study, it is not possible to establish causality. Chapter 3 compared the work ability of the group of women in Chapter 2 with that of a group of women with severe menopausal symptoms. Women with severe menopausal symptoms were 8.4 times more likely to report low work ability than women with mild symptoms. More than three-quarters of the women with severe menopausal symptoms had low work ability, putting them at risk of long-term sickness absence. Chapter 4 describes a retrospective cohort study in which women with severe menopausal symptoms were followed over time from their first visit to a menopause clinic to a follow-up 3 to 9 months later. This chapter shows that treatment for menopausal symptoms is associated with an improvement in symptoms and is associated with an improvement in work ability. Improvement in depressive symptoms seems to be particularly important for this association. A survey was conducted among Dutch occupational health physicians, the results of which are described in Chapter 5. This survey investigated beliefs, social norms and self-efficacy (belief in one's own abilities) regarding the recognition of menopausal symptoms and the relationship between menopausal symptoms and work among occupational health practitioners. Most occupational health physicians believe there is a link between menopausal symptoms and reduced work productivity or absenteeism. More than half of those surveyed find it difficult to assess the relationship between menopausal symptoms and work. Moreover, more than a third say they do not have enough knowledge to ask about menopausal symptoms, let alone discuss treatment recommendations. More than three-quarters of occupational health professionals say there is a need for a national guideline on menopause and work. In addition, 56% of occupational health professionals acknowledge that there is a taboo about discussing menopausal symptoms at work. Chapter 6 describes the results of a workplace educational intervention on menopause on self-efficacy (belief in one's own abilities) for working during the climacteric. This quasi-experimental study shows that female employees who received the educational intervention reported higher self-efficacy about working during the climacteric, were more knowledgeable about the menopausal transition and experienced less productivity loss due to menopausal symptoms than a control group of employees who did not receive the intervention. The general discussion forms Chapter 7, where the implications for practice are outlined."

"We develop two models of the relationships between emotional intelligence (EI), job insecurity, and psychological strain. The moderation model suggests that EI reduces psychological strain by helping individuals cope with job insecurity when it arises. The mediation model suggests that EI reduces psychological strain by enabling individuals to conserve resources, thereby reducing their experience of job insecurity. Our results, based on a sample of 232 real estate agents, show that job insecurity mediates the relationship between EI and psychological strain. Contrary to what the moderation model suggested, the positive relationship between job insecurity and psychological strain was found to be stronger when EI was higher. Overall, the results provide more nuanced insights into the role of EI in psychological strain. "

"Few researchers have sought to examine the consequences of psychological contract breach in the particular case of professional employees working for nonprofessional organizations. To increase our understanding, the purpose of this article was to test an original research model encompassing psychological contract breach, psychological contract violation, perceived organizational support, organizational and professional commitment, and intention to leave the organization. A study was conducted among a sample of 329 professional employees working in nonprofessional organizations. As predicted, this research shows a positive relationship between psychological contract breach and psychological contract violation, a negative relationship between breach and organizational commitment, and a negative relationship between organizational commitment and the intention to leave the organization. However, contrary to expectations, the results indicated that perceived organizational support has no moderating effect on the relationship between breach and violation. This finding does not confirm previous findings from the study by Suazo and Stone-Romero (2011). This unexpected result led to testing a different combination between perceived organizational support and PC-breach and PC-violation, which is documented in the literature on nonprofessional employees. Thus, in accordance with previous results by Suazo (2009), the data from our research indicate that the relationship between PC breach and perceived organizational support is mediated by PC violation. This alternative research model suggests testing a long mediation process by which the breach influences the intention to leave the organization via the violation, the perceived organizational support, and professional and organizational commitment. This long mediation process has been confirmed by our data. Finally, the results of this research suggest that when working in a non-professional context, professional employees tend to react to breaches of the psychological contract in a similar way to non-professional employees."

"Préjugés, croyances, aversion à la perte, sur-confiance en soi, sens de l'équité, goût du risque, compétitivité, etc. Que l'on soit employeur, employé ou en recherche d'emploi, une multitude de facteurs psychologiques et cognitifs guident nos choix et nos comportements sur le marché du travail.
La prise en compte des forces émotionnelles et psychologiques qui, à côté des incitations économiques et des institutions, affectent le fonctionnement de ce marché pourrait rendre plus efficaces les politiques de l'emploi.
C'est tout l'intérêt de l'approche proposée par l'économie comportementale : améliorer la compréhension des conduites de recherche d'emploi et de discrimination à l'embauche, mesurer les effets de sélection et d'incitation du niveau de rémunération sur la motivation, éclairer le rôle de la confiance dans la construction de contrats relationnels."

"We live in the age of Computer Business Systems (CBSs)—the highly complex, computer-intensive management programs on which large organizations increasingly rely. In Mindless, Simon Head argues that these systems have come to trump human expertise, dictating the goals and strategies of a wide array of businesses, and de-skilling the jobs of middle class workers in the process. CBSs are especially dysfunctional, Head argues, when they apply their disembodied expertise to transactions between humans, as in health care, education, customer relations, and human resources management. And yet there are industries with more human approaches, as Head illustrates with specific examples, whose lead we must follow and extend to the mainstream American economy.
Mindless illustrates the shortcomings of CBS, providing an in-depth and disturbing look at how human dignity is slipping as we become cogs on a white collar assembly line. "

"In the debate surrounding the relationships between HRM and performance, there is an argument suggesting that a focus on understanding the role of employee attitudes and behaviours may elicit valuable insights into performance drivers. In examining individual behaviour and performance links, there is evidence that well-being plays a significant role. Other notable performance antecedents are personality and emotional intelligence (EI). This paper explores the relationships between these variables and reports the findings from a study of 156 managers. Results show relationships between well-being and EI as well as with personality, although EI explained variance beyond personality dimensions. The implications for HR of these findings are discussed."