Hasil untuk "Industrial psychology"

Khalid Attaullah Mufti, Ali A. Mufti, Afzal Javed et al.

This research paper examines the impact and effectiveness of the Afghan Support Program’s (ASP) innovative telepsychiatry initiative in addressing the mental health challenges faced by Afghan refugees and communities enduring complex emergencies, and it also plays a crucial role in capacity building of Afghan refugees by providing training and support to local healthcare workers in that region. The study utilizes a mixed-method longitudinal design to analyze data collected from 1,000 patients. The result indicates that ASP’s telepsychiatry program plays the significant role in improving mental health care for Afghans, offering a range of interventions, including medication management and crisis intervention. The positive outcomes highlight the potential of Telepsychiatry to provide effective and accessible mental health services during a humanitarian crisis.

Arya Jith, Nidhamary Nixon Manjaly

Background: The way that the lesbian, bisexual, gay, and transgender (LGBT) community is understood has changed from an abnormal concept to a normal variant of sexuality. Despite this action, the Indian population still harbors a great deal of fear toward this community. The health of the LGBT community is further negatively affected by the high rates of stigma and discrimination they experience in medical facilities. As aspiring medical professionals, it’s critical to understand medical students’ awareness of and attitudes toward this community. Aim: This study is to assess the Attitude, Awareness and Knowledge of medical students towards the LGBT community in Kerala. Materials and Methods: This was a cross sectional study done at a medical college in Kerala. Students from first year MBBS till internship were included in the study after approval by the institutional ethical committee. Informed consent was obtained from all participants after providing details of the conduct of the study and assurance of participant’s confidentiality. Semi structured questionnaire and Lesbian, Gay, Bisexual, and Transgender Development of Clinical Skills Scale were circulated among the students. Results: 380 students participated in the study. Majority were first years (35.3%) and were females (69.7%). Participants scored highest on the attitudinal awareness subscale and lowest on the clinical preparedness subscale. Conclusion: Our study highlights the positive attitudes of medical students but also identifies their self-reported inadequacies in LGBT patient care-related clinical skills and preparedness.

Mirko Duradoni, Giulia Colombini, Virginia Battistoni et al.

Today’s widespread and increasing access to the Internet and new technologies not only offers great opportunities but also risks for problematic use, whose psychological dynamics need to be understood in depth. This study examines how technology addiction may differentially affect well-being (i.e., psychological, eudaimonic, and cognitive hedonic) and digital life balance depending on people’s reported levels of online social capital. Seven hundred and eleven participants (75.70% female; Mage=28.33 years, SD=12.30) took part in the data collection. Drawing on the Psychology of Harmony and Harmonization framework, the study found that people with high levels of addiction and high levels of online social capital showed higher well-being scores, as indicated by higher perceptions of life satisfaction and feelings of personal and social success, compared to people with high addiction patterns and low levels of online social capital. In addition, the results also highlighted a better digital life balance in the former group. Overall, the findings point to online social capital as a key factor in unraveling the different dynamics of social media and Internet addiction, showing how it can contribute to ensuring the satisfaction of driving social needs, maintaining better well-being even in the face of maladaptive behaviors, and ultimately challenging a monolithic concept of new forms of addiction. Indeed, the results suggest the potential existence of distinct types or shades of technological addiction that impact well-being differently and reflect varying levels of psychological distress, depending on underlying social needs and behaviors.

Leana Meiring, René van Eeden, Angelina Wilson Fadiji

Orientation: An increase in workplace stressors in higher education institutions (HEIs) negatively impacts employees’ mental health and well-being. Workplace wellness promotion programmes that emphasise employee flourishing provide an optimal long-term strategy to improve mental health. Research purpose: The aim of the study was to explore and describe the value and feasibility of a 36-week yoga-based workplace positive psychology intervention targeted at holistic wellness promotion. Motivation for the study: A proactive approach to employee well-being was proposed to counter the stigma commonly associated with reactive wellness programmes, especially initiatives targeted at mental health. Research approach/design and method: The research was conducted at a South African HEI using a qualitative descriptive research design. Semi-structured interviews were conducted with 10 participants after concluding the intervention. Main findings: The programme was perceived as a timely initiative suitable to nurture participants’ wellness needs. The different programme components bolstered a range of physical, emotional, psychological and social well-being dimensions. The design and structure of the intervention furthermore encouraged and supported processes of transformation and participants’ reflections informed recommendations for the future implementation of the programme. Practical/managerial implications: The findings provide support for this yoga-based positive psychology intervention as a viable approach for holistic workplace wellness promotion. A strategy is provided for implementing a programme that targets different dimensions of well-being implying relevance to the work context and employees’ personal lives. Long-term feasibility depends on employee interest and commitment, institutional needs and strong organisational support. Contribution/value-add: The findings show that yoga as a workplace intervention provides a holistic and proactive wellness promotion programme that could counter the stigma often linked to reactive mental-health initiatives.

Liesl Keen, Dirk J. Geldenhuys

Orientation: Applied neuroscience makes a unique contribution to the field of coaching and leadership development. It provides an integrated approach to enhancing coaching and leadership theory and practice, by incorporating new insights on human functioning. Research purpose: The purpose of this study was to create an integrated neuroscience coaching framework and to test its impact on transformational leadership development. Motivation for the study: While coaching and leadership development theory are well-researched within the management and behavioural sciences domains, current advances and research in neuroscience offer fresh perspectives on both fields. Research approach/design and method: Initially, a theoretical coaching framework was developed. Interactive Qualitative Analysis (IQA) was applied, with two research groups participating: one group consisted of six leaders who took part in a coaching process to develop transformational leadership competencies, informed by the neuroscience integrated framework; the other consisted of three manager participants of coachee participants, who provided insights into observed leadership development. Data were collected and interpreted according to the IQA protocol. Main findings: Applied neuroscience in coaching facilitates the development of homeostasis in the three operating neural networks, which results in the optimisation of neural functioning and congruence in terms of basic psychological needs. Practical/managerial implications: Applying an integrated neuroscience framework to leadership coaching can enhance the development of transformational leadership behaviour. It thus provides an opportunity for incorporating neuroscience principles into coaching training and leadership development practices. Contribution/value-add: This study contributes to the theory and practice of coaching and leadership development, by offering insights into new approaches and interventions within coaching, for enhancing transformational leadership behaviours.

Claudio Cubillos, Rafael Mellado, Cecilia Nóbile

Women must be more represented in STEM careers, limiting their professional development opportunities. This study analyzes the effect of gamified software on women who want to learn computer programming. This experimental study investigated the effectiveness of gamification on programming learning in female college students. Thirty-two female students participated, randomly distributed into control (nongamified tools) and experimental (gamified tools) groups. The intervention lasted 4 weeks using Educaplay software, where the experimental group had access to a score and ranking as gamified elements. Learning outcomes, motivation, and usage levels were compared through pre- and posttests. There were no significant differences in learning between groups. In motivation, there were only differences in satisfaction, which were favorable to the group without gamification. There were no differences in usage, but the group without gamification scored higher in comfort. It is concluded that there is no solid evidence of the differential effectiveness of gamification for women to learn programming. It is necessary to consider gender stereotypes, motivational differences, and biases in design.

Роксолана Сірко

Вивчення особливостей синдрому неповноцінності та феномену заздрості набувають особливої актуальності в умовах війни. Проведене дослідження дозволило зробити теоретико-методологічні висновки щодо взаємозв’язку між феноменами неповноцінності та заздрості.

Louise Tonelli

Orientation: This article provides an overview of what transformation looks like in a system from a systems psychodynamic perspective – presenting the concept of transmogrification through empirical research from a group of participants who attended South African Group Relations Conferences (GRC). Extrapolating to the larger system, Elon Musk is singled out as a practical example of a transmogrifier, transmogrifying a system. Research purpose: Describe transformation from a systems psychodynamic perspective and what this may mean for leaders and organisations in the Fourth Industrial Revolution (4IR). Motivation for the study: The literature is clear that individuals transform in groups, and a collective form of transformation is possible; however, what this transformation looks like needs to be clarified. Research approach/design and method: The meta-theoretical paradigm of critical realism allowed for qualitative research within the hermeneutic phenomenological school of thought. A non-probability sampling strategy of eight individuals enabled a multimethod research strategy of face-to-face interviews and a focus group. Braun and Clarke’s six-step thematic data analysis method, applying a systems psychodynamic lens, was used. Main findings: The findings show that unconscious dynamics intrinsic to all humans manifest as a non-linear transformation process, presenting as preservation, transformation and transmogrification. Practical/managerial implications: To survive and thrive in the 4IR and beyond, leaders and organisations must move beyond transformation towards transmogrification to create sustainable organisations that are yet to be thought about. Contribution/value-add: The concept of transmogrification adds to the literature of group relations conferences, psychology, industrial and organisational psychology and systems psychodynamics.

Paola Barros Delben, Roberto Moraes Cruz

Safe Behavior (SB) tends to prevent undesirable events. In isolation, confinement, and extreme (ICE) environments, contexts that are difficult to access, SB optimizes risk management and offers autonomy. This study aims to describe the advances in the SB-BDC model to support the logical structure of risk management in health and safety, considering ICE environments. The theoretical-descriptive method was employed, guided by entity-relationship modeling (ERM) for the implementation of programs. Results: the actions of the SB-BDC model developed by the authors were hierarchically reordered, and the definition of outcomes and their interdependencies were optimized for a systemic view of utility applied to the ICE environment. The model presents itself as a promising innovation base for technologies that meet the demands of difficult-to-access contexts, directing a database for more effective predictive and prescriptive analysis.

Vasti Marais-Opperman, Sebastiaan Rothmann, Chrizanne van Eeden

Orientation: Teachers face a demanding work environment which might cause stress. Depending on teachers’ coping profile, distress might indirectly affect teachers’ intentions to resign from their jobs via their flourishing. Research purpose: This study aimed to investigate the associations between teachers’ perceived stress, flourishing at work, intention to leave their jobs and coping types. Motivation for the study: The effect of stress on flourishing at work has not been studied in relation to teachers’ intentions to leave. Furthermore, no person-centred studies on coping of teachers in relation to their well-being and retention were found. Research approach/design and method: A sample of teachers (n = 209) participated in a cross-sectional study. The Perceived Stress Scale, Brief Coping Orientation to Problems Experienced (COPE) Inventory, Flourishing-at-Work Scale – Short Form and Intention to Leave Scale were administered. Latent variable modelling was used to analyse the data. Main findings: Flourishing at work was positively associated with perceived positive stress and low perceived distress. Perceived distress impacted teachers’ intentions to leave directly and indirectly (via low flourishing). Perceived positive stress indirectly and negatively impacted teachers’ intentions to leave via flourishing. Person-centred analyses identified three types of copers that were associated with perceived positive stress and distress. Practical/managerial implications: It is essential to focus on teachers’ stress, coping type and flourishing to promote their retention. Contribution/value-add: This study provided insights regarding the associations between teachers’ perceived stress, flourishing at work and intention to leave their jobs. Moreover, it showed that coping types are associated with the perceived stress of teachers.

S Ganesh Kumar, Shivanand Kattimani, Sonali Sarkar et al.

Background: Currently, depression among medical students is an important health issue at the global level. There is also a paucity of information on its relation to the stress level. Objective: The aim of this study is to assess the prevalence of depression and its relation to stress level and other factors among medical students. Materials and Methods: A cross-sectional study was conducted among medical students at a tertiary care medical institution in Puducherry, coastal south India. Beck Depression Inventory Scale was used for screening of depression and Cohen's Perceived Stress scale to assess perceived stress level. Data on associated factors were collected by self-administered questionnaire. Results: The overall prevalence of depression was found to be 48.4% (215/444). According to the cutoff scores, 229 (51.6%) students scored as normal (0–9), 149 (33.6%) as mild (10–18), 60 (13.5%) as moderate (19–29), 3 (0.7%) as severe (30–40), and 3 (0.7%) students scored as very severe (>40) depression. Depression was significantly less among those with mild stress (adjusted odds ratio [OR] = 0.010) and moderate stress level (adjusted OR = 0.099) compared to severe stress level and those without interpersonal problems (adjusted OR = 0.448). Conclusion: Depression is more common among medical students. Stress coping mechanisms and improvement of interpersonal relationship may help to reduce depressive symptoms among medical students.

Karen Victor, Antoni Barnard

Slaughterhouses constitute a unique work setting exposing employees to particular physical and psychological health challenges. Research that focuses on the well-being of slaughterhouse employees is limited, and the aim of this study was to explore their well-being by conducting a hermeneutic phenomenological study of specifically the slaughterfloor employees’ work-life experiences. The study was conducted in a South African commercial abattoir setting. Thirteen slaughterfloor employees and two managers of the slaughterfloor section participated in unstructured interviews. A hermeneutic phenomenological approach to data analysis was adopted following the stages of a naïve reading, a structural thematic analysis, and a comprehensive understanding. Data analysis resulted in four process-related themes representing the different stages of becoming a slaughterer, (mal)adjusting to slaughter work, coping with and maintaining the work, and living with the psycho-social consequences of slaughter work. Results facilitate an understanding of how employee well-being manifests in each of these stages of being a slaughterfloor employee. The risk potential of employees suffering from post-traumatic stress syndrome was evident throughout the stages of being a slaughterfloor employee and offers a useful diagnostic framework to facilitate employee well-being assistance. Slaughterhouse management should develop a holistic focus addressing employee well-being needs evident in each of the stages of being a slaughter worker and by extending well-being interventions to the broader communities that the slaughterhouse functions in.

Michelle Renard, Robin J. Snelgar

Orientation: Intrinsic rewards are personal, psychological responses to the work thatemployees perform, which stem from the manner in which their work is designed. Research purpose: This study sought to discover in what ways non-profit employees arepsychologically rewarded by the nature of their work tasks. The use of a qualitative approachto data collection and analysis ensured that in-depth responses from participants were gained. Motivation for the study: Intrinsic rewards are of particular importance to non-profitemployees, who tend to earn below-market salaries. This implies that their motivationoriginates predominantly from intrinsic as opposed to extrinsic rewards; yet, research into thisarea of rewards is lacking. Research approach, design and method: In-depth, semi-structured interviews were conductedusing a sample of 15 extrinsically rewarded non-profit employees working within South Africa.Thematic analysis was utilised in order to generate codes which led to the formation of fiveintrinsic rewards categories. Main findings: Intrinsic rewards were classified into five categories, namely (1) MeaningfulWork, (2) Flexible Work, (3) Challenging Work, (4) Varied Work and (5) Enjoyable Work.These rewards each comprise of various subcategories, which provide insight into why suchwork is rewarding to non-profit employees. Practical/managerial implications: Traditional performance management systems shouldbe re-evaluated in the non-profit sector to shift focus towards intrinsic rewards, asopposed to focusing only on the use of extrinsic rewards such as incentives to motivateemployees. Contribution/value-add: The study provides a qualitative understanding of how extrinsicallyrewarded non-profit employees perceive their work to be intrinsically rewarding, whichbridges the empirical gap pertaining to intrinsic rewards within this sector.

Marcus Artigliere, Laura Baecher

Teacher development, whether in pre-service teacher education or in in-service coaching, is a complex and context-dependent enterprise. As schools recognise the need to provide embedded and extended professional learning opportunities for novice and veteran teachers, the role of coaches has expanded. This study explores how coaching differs depending on the role of the feedback-giver, as well as what holds consistent across roles. The context is a large urban middle school in which the same coach supported teacher development in the area of English as a second language instruction through varied roles. Following Meyer-Mork (2010), we employed self-study as a methodology uniquely suited to offer insights into the interactions that took place in coaching conversations carried out by Marcus (Author 1). Laura (Author 2), supported Marcus by serving as a critical friend and offering commentary on the self-study in an effort to examine Marcus’s coaching from different perspectives. We were able to reflect on the various ways these roles are designed to support novice teachers. Our findings indicate that the role of the coach subtly shifts based on the relationship with the teacher being coached, and more understanding is needed within the coaching literature to better parse the overlaps and differences based on role relationships.

Ian T. Zajac, Amy Duncan, Deborah Turnbull et al.

Abstract Objective: Emerging blood‐based screening technologies for bowel cancer may improve screening participation compared to at‐home stool sampling. This study assessed the impact of different screening delivery scenarios with increasing health system interactions on sampling preferences and likelihood of screening participation. Methods: N=1,561 persons aged 45 to 74 years completed a behavioural survey measuring demographics, readiness to screen, overall collection method preference, and proposed participation in stool and blood methods across four screening scenarios differing in terms of the number of required health system interactions. Results: Overall, respondents preferred a blood test (79.6%) compared to a stool test (20.4%). However, increasing health system interactions had a strong impact on the likelihood of participating in either sampling method (p<0.001). Moreover, likelihood of participating in each of the four blood‐screening scenarios was significantly lower than the current at‐home stool sampling approach (all p<0.001). Conclusions: Blood‐based screening methods require increased contact with the health system but these interactions have negative impact on screening likelihood. All blood‐based scenarios showed lower screening likelihood ratings than the current at‐home FIT approach. Thus, blood‐based screening may not resolve suboptimal screening participation rates in Australia.

Ravikesh Tripathi, Seema Mehrotra

Irritable Bowel Syndrome (IBS) is a chronic and disabling gastrointestinal problem that affects psychosocial functioning as well as the quality of life. This case study reports the utility of cognitive behavior therapy as a psychological intervention procedure in a chronic case of IBS. The use of psychological intervention was found to result in a reduction of anxiety; amelioration of the symptoms associated with IBS and improved functioning.

R. Billings, S. P. Wroten

Zappalà Salvatore

Workplaces are often described as places in which individuals are motivated by their self-interests and in which negative events like time pressure, anxiety, conflict with co-workers, miscomprehensions, difficulties in solving problems, not-transmitted or not-exchanged information that lead to mistakes, and in some cases to injuries, stress or control, are part of everyday life (Dormann & Zapf, 2002; Schabracq, Winnubst and Cooper, 2003). Such situations are often the result of the limited comprehension of needs, skills, or information available to colleagues, supervisors, subordinates, clients or providers. However, workplaces are also places in which employees take care of clients, support colleagues and subordinates (Rhoades & Eisenberger, 2002), are enthusiastic about their job (Bakker et al., 2008), are motivated by leaders that encourage employees to transcend their own self-interests for the good of the group or the organization and provide them with the confidence to perform beyond expectations (Bass, 1997). Thus positive relationships at work are becoming a new interdisciplinary domain of inquiry (Dutton & Ragins, 2006). Within this positive relationships framework, in this paper we focus on a positive component of workplaces, and particularly on an individual cognitive and emotional process that has an important role in the workplace because it facilitates interpersonal relations and communications: it is the perspective taking process. In order to describe perspective taking, we will refer to some empirical studies and particularly to the review published by Parker, Atkins and Axtell in 2008 on the International Review of Industrial and Organizational Psychology.

D. Ilgen, E. Pulakos

Daniel H. Burger, Freddie Crous, Gert Roodt

<p><strong>Orientation:</strong> This article, the final in a series of three papers, locates organisational change, specifically within the context of individuals’ experience of ‘meaning’, as conceptualised in Viktor Frankl’s logotherapy.</p><p><strong>Research purpose:</strong> The purpose of this theoretical paper is to investigate the context of meaning in organisational change by exploring the relationship between meaning and change.</p><p><strong>Motivation for the study:</strong> Although literature on change management is available in abundance, very little research has been focussed on the micro-level issues pertaining to organisational change, and virtually no research relating to the ‘existential meaning’ context of such change could be found.</p><p><strong>Research design, approach and method:</strong> The study was conducted by means of a review of literature, guided by the theoretical perspectives of logotherapy.</p><p><strong>Main findings:</strong> Whilst systems to which individuals traditionally turned for meaning decline, organisations become increasingly important for employees’ experience of meaning. As organisational change threatens such meaning, resistance to change may occur, which inhibits organisations’ ability to change. Logotherapy provides a useful framework for understanding this meaning context, which could be utilised to inform frameworks to guide change implementation more successfully.</p><p><strong>Practical and managerial implications:</strong> An understanding of the role that meaning can play in causing − and hence reducing − resistance to change may be of great value to organisations attempting to implement change initiatives.</p><p><strong>Contribution:</strong> The value-add of the article is grounded on its exploration of the relatively uncharted territory of how the experience of meaning by employees may impact organisational change. This article therefore provides a novel perspective for conceptualising change. In addition, it suggests specific recommendations for utilising an understanding of the meaning change relationship with the objective of optimising change initiatives.</p>