Relevant bibliographies by topics / Personal meaning organizations

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Personal meaning organizations'

Author: Grafiati
Published: 9 March 2023
Last updated: 10 March 2023

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Journal articles on the topic "Personal meaning organizations"

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D'Braunstein, Steven, and Peter Ebersole. "Categories of Life Meaning for Service Organization Volunteers." Psychological Reports 70, no. 1 (February 1992): 281–82. http://dx.doi.org/10.2466/pr0.1992.70.1.281.

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Student volunteers in a service organization (13 men, 21 women) selected Growth as their central life meaning much more frequently than did a comparable group of nonvolunteers (30 men, 76 women), a result with implications for recruitment of volunteers for nonprofit organizations. Why their personal life meanings seemed richer to the evaluator than those of their nonvolunteer peers is discussed in relation to planned research.
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Bruni-Bossio, Vincent. "Corporate board decision-making: applying collective versus personal values." Journal of Business Strategy 39, no. 1 (January 15, 2018): 15–23. http://dx.doi.org/10.1108/jbs-02-2017-0010.

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Purpose This paper aims to offer a solution to the dilemma of board members using their personal values to drive decision-making and strategy. Board members are asked to discuss the collective values at the onset of strategy planning. Design/methodology/approach Six questions, developed over a 15-year period of working in the area of strategy and governance, unite research on values in organizations, and provide a guide for arriving at a set of agreed-upon values for decision-making. Findings Two examples from practice showcase how agreeing on values before beginning the strategy process has assisted boards with better decision-making. Research limitations/implications The questions and process are meant to be a reflective tool for board members to consider when discussing values and decision-making rather than predicting behaviour or explaining outcomes. The process is most effective for boards whose culture supports a desire for improvement and therefore a willingness to experiment with new processes. The process can be enhanced by using an external facilitator having the ability to extrapolate meaning as the discussion unfolds. Practical implications This work empowers board members to be more effective in assessing strategic options and in communicating the inner logic and meaning of the strategy throughout the organization and to the external stakeholders. Originality/value Advocating that boards engage in focused discussion around values at the beginning of the strategic process improves decision-making and provides a litmus test for evaluating the strategic options. Agreeing on a set of values also makes board members more aware of the implications of each option in the long term.
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Dharani, Babar, Margaux Giannaros, and Kurt April. "Alleviating state boredom through search for meaning and affirmation of workplace heroes." Management Research Review 44, no. 9 (March 29, 2021): 1298–319. http://dx.doi.org/10.1108/mrr-08-2020-0490.

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Purpose Employee boredom is of concern to organizations because of its impact on employees’ quality of work life and productivity. This study aims to test the regulation of workplace boredom through meaning in life by workplace heroes to contribute to theory by examining the relationships between the variables and to practice by uncovering the potential of workplace heroes in alleviating state boredom. Design/methodology/approach Using online surveys and structured interviews for a mixed-method study, data were collected for state boredom, meaning in life and hero affirmation at work for a quantitative study, and data from the open-ended questions provided further insights regarding hero affirmation at work for a qualitative study. Findings Spearman rank-order correlations concluded correlations between state boredom and meaning in life. However, unlike personal heroes that influence meaning in life, workplace heroes were found not to. The qualitative analysis revealed three prime differences between workplace and personal heroes: proximity, symbolic representation of ideologies and qualities admired in the heroes. These reasons entailed that state boredom was not regulated by workplace heroes. Originality/value The model of Coughlan et al. (2019) explored trait boredom regulation through meaning in life by personal heroes. This study tested for the regulation of state boredom through meaning in life by workplace heroes; thus, contributing to theory through a nuanced model with enhanced usefulness in practice. The study also further dissects the concept of heroes by uncovering differences between workplace and personal heroes that perpetrated the differences in the findings.
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OSTOJIC, P., and J. G. PHILLIPS. "MEMORABILITY OF ALTERNATIVE PASSWORD SYSTEMS." International Journal of Pattern Recognition and Artificial Intelligence 23, no. 05 (August 2009): 987–1004. http://dx.doi.org/10.1142/s0218001409007429.

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Randomly generated alphanumeric passwords are widely used to restrict access to computer networks but are readily forgotten, resulting in costs to both organizations and users. In order to address this, there is a need to develop and evaluate new forms of memorable passwords. Drawing on memory research and the importance of meaning, the efficacy of three alternative "password" systems having varying degrees of personal meaning were compared with the more traditional but personally meaningless randomly generated alphanumeric passwords. Twenty experienced computer users self-generated four-string variable passwords based on alphanumerics, symbols of personal meaning and faces. Additionally, participants were assigned a meaningless, randomly generated four-character alphanumeric password. Password memorability was measured in terms of acquisition (number of trials/time to criterion), retention (from forgetting functions) and retrieval (time to recall/recognize the passwords). Meaning was found to assist memorability and a mediating effect of familiarity was also observed. Contrary to expectation, self-generated, meaningful symbol-based passwords were not the best remembered of the password types studied but may still be a viable overall alternative.
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Yuliawati, Livia, and Amanda Teonata. "Stay in a Career? Personal Growth Initiative, Career Commitment, Calling among Millennials." Humanities and Social Sciences Letters 10, no. 4 (August 31, 2022): 440–50. http://dx.doi.org/10.18488/73.v10i4.3111.

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Millennials are described as the generation that regards personal development and work meaning as important factors to remain in a career. Hence, finding ways to retain millennials through their initiative for personal growth and how millennials perceive their career can provide benefits for individuals and organizations. The aim of this study was to examine the effect of personal growth initiative on perceiving and living out a career calling as well as career commitment among Indonesian millennials. Using convenience sampling, 109 millennials aged 18–32 years were recruited to complete an online survey. Based on structural equation modeling, the model in which living a calling in a career as the outcome of other variables was found better than the model in which career commitment serves as the outcome. Personal growth initiative was also found negatively correlated to living a calling in a career but positively correlated to perceiving calling in career and career commitment. It is expected that Personal growth initiatives would benefit both individuals and organization and help millennials prepare for their careers. The study recommends career counselors to assist millennials develop ability to plan life that would lead to living out one’s calling in a career
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Ghadi, Mohammed Yasin, Mario Fernando, and Peter Caputi. "Describing work as meaningful: towards a conceptual clarification." Journal of Organizational Effectiveness: People and Performance 2, no. 3 (September 7, 2015): 202–23. http://dx.doi.org/10.1108/joepp-11-2014-0064.

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Purpose – Providing employees with meaning in their work has inspired numerous researchers to study the role of personal meaningful work and its related outcomes. Despite this high level of interest, the theoretical views and methodological approaches used to explore this concept still require refinement and development. Without a comprehensive review of these views and approaches, the concept of meaningful work will remain an ill defined notion. The purpose of this paper is to address this gap with a review of the theoretical and empirical research on meaningful work. Design/methodology/approach – The paper includes a discussion on the concepts of “meaning” and “work”, and its importance and the sources for conceptual confusion, and a synthesis of the common features that form the idea of meaningful work in numerous empirical and theoretical studies. Findings – The paper found meaningful work is derived when the employee has a perfect understanding of the nature and expectations of the task environment (i.e. the work has a clear goal, purpose and value that is connected to the employee), the employee feels a sense of fit or congruence between their own core values and the job requirements and organizational mission and goals, and when perfect understanding exists of how employees’ roles contribute to the purpose of the organization. Practical implications – As part of an effective HRM strategy, organizations should actively encourage and develop managers’ abilities to redesign jobs and the climate to build enhanced feelings of meaning in work. Furthermore, organizations can promote greater experiences of meaningful work among employees by implementing the “job crafting” concept. Also, the role of top management is to focus on job elements that would possibly change personal needs of employees and hence perceive their jobs to be more meaningful. Originality/value – Given the limited amount of recent literature focused on defining meaningful work, this paper provides valuable resources to help organizations succeed in their understanding of how to engage in creating meaningful work environment. It also examines the underlying features that constitute the meaningful work concept and offers guidance for future research by presenting the current state of knowledge about meaningful work.
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Marini, A., C. Turchi, E. Skrami, R. Gesuita, M. Giordani, and B. Nardi. "Influence of Personal Meaning Organization and 5-HTTLPR Genotype on Cortisol Stress Reactivity in Healthy Women." European Psychiatry 41, S1 (April 2017): S165—S166. http://dx.doi.org/10.1016/j.eurpsy.2017.01.2049.

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IntroductionReactivity to acute psychosocial stress in the framework of a physiological multidimensional pattern affects several individual-level systems that include genetic factors and features related to personality development. The 5-HTTLPR genotype has been implicated in the modulation of susceptibility to environmental stimuli.ObjectivesIn the present study, 91 healthy young women were investigated (i) for their reactivity to a standardized psychosocial laboratory stressor (TSST), as measured by changes in salivary cortisol; (ii) in terms of 5-httlpr genotype and (iii) in terms of their personality profile according to the post-rationalist personal meaning organizations (PMOs), which are considered as adaptive modes of response to environmental stressors.MethodsParticipants were divided into three 5-HTTLPR genotype groups (s/s; s/l, and l/s). The quantitative and qualitative variables that may affect circulating cortisol were compared among the three groups. A multiple linear quantile regression analysis was then performed to evaluate the effect of the personality profile, as Outward/Inward PMO, and 5-HTTLPR genotype on the median level of cortisol, considered as dependent variable.ResultsComparison of the variables that may affect circulating cortisol no significant differences. Salivary cortisol changed significantly in the course of the TSST. Reactivity to stress was affected by personality profile and the 5-HTTLPR genotype and also by body mass index and age.ConclusionsThe present data suggest that the psychosocial stress response is a multidimensional physiological event that is affected by a variety of factors as diverse as 5-HTTLPR genotype, personality profile, BMI, and age.Disclosure of interestThe authors have not supplied their declaration of competing interest.
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Arimatea, Emidio, Mirta Vernice, Matteo Giordani, Andres Moltedo-Perfetti, and Bernardo Nardi. "The Post-Rationalist Projective Reactive, PRPR: Validation of the First Post-Rationalist Projective Test." International Journal of Psychological Studies 8, no. 2 (April 15, 2016): 54. http://dx.doi.org/10.5539/ijps.v8n2p54.

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<p>Starting from the epistemology of complexity and subjectivity, a new instrument has been devised to investigate the subjective ways in which experiences are self referred at the level of immediate experience. The construction and validation process of the Post-Rationalist Projective Reactive (PRPR) are described, the first cognitive post-rationalist projective tool. It investigates Personal Meaning Organizations (PMOs) according to the adaptive and evolutionary post-rationalist approach.</p><p>Using 20 stimulus tables, it allows respondents to go deeper into the specific narrative plots of their personality and to understand their inner film, to focus on their subjective feelings. PRPR was administered to a cohort of 294 subjects. A Reliability Analysis and a Cluster Analysis were carried out.</p><p>Cluster analysis identified four clusters that overlapped with the theoretical PMOs description. PRPR pictures showed good internal consistency as Reliability Analysis. Significant convergent validity correlations were found with the results of the Mini Questionnaire of Personal Organization (MQPO; r = .71, p &lt; .001) and of clinical interviews (r = .76, p &lt; .001).</p><p>The PRPR proved to be both a valuable support for the PMO construct and an effective assessment tool capable of delving into the processes of subjective meaning construction to understand the cognitive organizational closure, reducing the distance between immediate experience and its explanations.</p>
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Fairholm, Matthew R. "Revitalizing the Spirit of Management Training." International Journal of Technology and Educational Marketing 6, no. 1 (January 2016): 1–18. http://dx.doi.org/10.4018/ijtem.2016010101.

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The way management has been traditionally taught is linked to a management theory that dismisses the personal aspects of life. To better position managers in their organizations today, they need to embrace and apply a spiritual connotation to the work they do. By exploring how management training needs to change to include a mindset that accepts both the appeal to control and the need to be responsive to the spiritual side of both manager and employees, this article describes new skills and activities needed to engage in spiritual management. It describes traditional management theory briefly and then applies a spiritual application to that traditional work of management. With this new understanding, managers can prepare themselves to help workers be productive and useful while also helping them find meaning and personal fulfillment in the work.
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Chernyakevich, Elena Yu. "Features of the organizational commitment of working students of a technical university." Perspectives of Science and Education 60, no. 6 (January 1, 2022): 403–18. http://dx.doi.org/10.32744/pse.2022.6.23.

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Introduction. The relevance of the problem stated in the article is due to the fact that in today's dynamically developing socio-economic conditions, one of the competitive advantages of organizations is the presence of committed employees. Often, young people who are still studying at a university and have not received a profession can be employees. In this regard, the need to consider various aspects of the organizational commitment of working students is actualized, since there are not enough studies on this issue. The purpose of the empirical study was to study the commitment to the organization in which students of the architectural and civil engineering university work. Materials and methods. The study involved 127 people studying at the St. Petersburg University of Architecture and Civil Engineering at the university and working in various organizations. Of these, 59 people are full-time students, 68 people are students of the correspondence department, the average age was 21.6, the average length of service in the current job was 2 years. The study of the content of the personal meaning of the organization was carried out using a modified version of the technique of J. Sacks «Unfinished sentences». To determine the degree of actual commitment, a projective test-drawing "I am in the organization" was used. To measure the level of involvement in professional activities, the Utrecht scale of involvement by A. Bakker, W. Shaufeli was used. The level of affective commitment to the workplace was determined using the WACMQ (Workplace affective commitment multidimensional questionnaire) methodology Morin A. J. S. Results. The average level of indicators of involvement in professional activities was revealed: energy (M=21.2; SD=7), devotion (M=17.1; SD=7.1), absorption in activities (M=21.8; SD=7, one). Working students are more committed to a career (M=28.0; SD=7.1), and then to clients (M=25.1; SD=7.3). Reliably significant differences were found between full-time and part-time students: full-time students are more committed to colleagues, clients and careers (p ≤ 0.05–0.001). For students, the personal meaning of the organization is to receive positive emotions, in creativity, a pragmatic attitude towards the organization, is characterized by a career orientation, is ambivalent. 66% of students showed a high level of actual commitment, 21% of students show a low level, 13% show an average level of commitment to their organization. Correlation analysis revealed links between indicators of commitment to the organization: a pragmatic attitude towards the organization and the presence of career prospects increase the commitment of an employee to the organization (r=0.24; p≤0.01). With an increase in work experience, the commitment to the profession (r=0.20; p ≤ 0.05), the organization (r=0.22; p ≤ 0.05) increases and immersion in activities increases (r=0.27; p ≤ 0 .01). With increasing age, immersion in activities increases (r=0.27; p≤0.01) and commitment to the client decreases (r=-0.18; p≤0.05). Factor analysis showed the presence of signs of organizational commitment inherent in working students: devotion (0.76), actual commitment (0.79), energy (0.69). Conclusion. The results can be applied in organizations when developing measures aimed at forming, maintaining, increasing the organizational commitment of employees, when planning organizational changes, to attract young professionals to the organization, etc.
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Dissertations / Theses on the topic "Personal meaning organizations"

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Hodge, Sandra Kay. "Meaning Makers| A Mixed-Methods Case Study of Exemplary Chief Executive Officers of Engineering Technology Organizations and the Behaviors They Use to Create Personal and Organizational Meaning." Thesis, Brandman University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10271689.

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Purpose: The purpose of this thematic, mixed-methods case study was to identify and describe the behaviors used by exemplary chief executive officers of engineering technology organizations to create personal and organizational meaning for themselves and their followers through the five variables of character, inspiration, relationships, vision, and wisdom. Additionally, followers were surveyed to determine the degree to which they perceive the behaviors related to character, inspiration, relationships, vision, and wisdom help to create personal and organizational meaning.

Methodology: Exemplary chief executive officers of engineering technology organizations were interviewed to determine their perception of which behaviors they utilize to employ character, inspiration, relationships, vision, and wisdom to bring meaning to their lives, their followers, and the organization. Followers completed electronic surveys delivered to them by email.

Findings: There has been significant research done on leadership skills, traits, and behaviors, as well as on meaning; however, there is a gap in the literature describing the behaviors used by exemplary chief executive officers of engineering technology organizations when employing the five variables to bring meaning to themselves, their followers, and the organization. The review of literature revealed the importance of character, inspiration, relationships, vision, and wisdom as leadership skills and in building personal and organizational meaning. The study revealed that exemplary leaders create meaning for themselves, their organizations, and their followers through behaviors that exhibit positive character, inspiration, relationships, vision, and wisdom. Of these five variables, relationships, vision, and character were the most-cited behaviors in creating meaning.

Recommendations: Further research is advised by replicating the study in other engineering technology organizations. Further research is advised by researching female chief executive officers in engineering technology organizations.

Conclusions: By identifying and describing the behaviors associated with character, inspiration, relationships, vision, and wisdom by exemplary chief executive officers of engineering technology organizations, researchers can provide information to leaders, trainers, and organizations so that best practices may be developed to benefit all leaders, their followers, and the organizations in which they work.

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SESTIGIANI, FIORELLA. "Rischio psicosociale e prevenzione secondaria: stress e regolazione delle emozioni in un campione di medici e infermieri." Doctoral thesis, Università degli Studi di Milano-Bicocca, 2012. http://hdl.handle.net/10281/37946.

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This work describes an intervention of secondary prevention in a hospital; the intervention is oriented to identify and define areas that need to be improved. In particular, the participants had asked for training in inter-professional relationships. The aim of this work is to explore the causes of percieved levels of stress in 231 nurses and doctors due to clinical emergencies, organizational errors and difficulties in relationships. The problems in managing relationship difficulties can be due to different personality characteristics and personal attitudes in regulating emotions at work. The instruments utilized for the research were: The Health Profession Stress and Coping Scale (Ripamonti, Steca, Prunas, 2007) a measure of stress and coping for nurses and doctors; the Emotion Regulation Questionnaire (Balzarotti et al. 2010) which explores two different strategies of emotion regulation: reappraisal and suppression; the Mini Questionnaire of Personal Organization (Arimatea et al. 2009; Nardi et al. 2012) which distinguishes 4 different personality organizations according to the inward/outward Personal Meaning Organization theory. The results show medium levels of stress due to difficulties with colleagues and patients, and coping strategies that are primarily oriented towards problem avoidance and emotional distress. There aren’t differences between inward and outward Personal Organization in coping and emotion regulation strategies. Inter-professional relationships and personal elaboration styles of emotion impact at work can be areas of interest for continuing professional development.
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Villanueva, Rose Nicole. "Meaning Makers| A Mixed-Method Case Study of Exemplary Police Chiefs and the Behaviors They Use to Create Personal and Organizational Meaning." Thesis, Brandman University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10273845.

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The purpose of this thematic, mixed-method case study was to identify and describe the behaviors that exemplary police chiefs use to create personal and organizational meaning for themselves and their followers through character, vision, relationships, wisdom, and inspiration. Additionally, this study surveyed the followers of these exemplary leaders to evaluate the degree of importance to which these followers believe a leader uses character, vision, relationships, wisdom, and inspiration to create personal and organizational meaning. Police chiefs were interviewed for this study regarding their insight in the use of the behaviors associated with character, vision, relationships, wisdom, and inspiration. There have been studies that have focused on character, vision, relationships, wisdom, and inspiration. However, there has not been a study that has included all five variables in the research that identify and describe behaviors that exemplary leaders use to create personal and organizational meaning. The literature and the findings support use of the five variables in the behaviors that create meaning. The findings of this research show that exemplary leaders use all five variables throughout their leadership. Additionally, exemplary police chiefs agree that all five variables are needed, and one variable does not offset the others. Their followers also concur that the five variables are important exemplary leadership behaviors that help create personal and organizational meaning. Further research is recommended for this area of study by replicating this study in other law enforcement agencies focusing on either elected sheriffs, school district police, or special district police chiefs. In addition, a limited case study is recommended, locating three female police chiefs and looking at their pathways to the chief position. By identifying and describing the behaviors that exemplary police chiefs use to create personal and organizational meaning for themselves and their followers and the degree of importance which followers perceive the behaviors through character, vision, relationships, wisdom, and inspiration, help to create personal and organizational meaning, researchers can provide the necessary strategies and tools for improving these five variables in leaders in order to create successful and meaning leadership.

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Brenner, Nurete L. "The Field Beyond Wrongdoing and Rightdoing: A Study of Arab-Jewish Grassroots Dialogue Groups in the United States." Case Western Reserve University School of Graduate Studies / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=case1283434677.

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Diehl, Florence Anne. "Eutopiagraphies narratives of preferred future selves with implications for developmental coaching /." [Yellow Springs, Ohio] : Antioch University, 2010. http://etd.ohiolink.edu/view.cgi?acc_num=antioch1277922552.

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Thesis (Ph.D.)--Antioch University, 2010.
Title from PDF t.p. (viewed July 22, 2010). Advisor: Jon Wergin, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy May, 2010."--from the title page. Includes bibliographical references (p. 200-210).
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Du, Buisson-Narsai Ingra. "The relationship between personal meaning, sense of coherence and organisational commitment." Diss., 2005. http://hdl.handle.net/10500/1445.

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The present study aimed to investigate the relationships between, personal meaning, sense of coherence, organisational commitment and selected biographical variables, specifically age, tenure and occupational level. It was found that mostly significant positive relationships exist between personal meaning and sense of coherence. Personal meaning and sense of coherence exhibit predictive value for organisational commitment. It was established that self-transcendence plays a significant role in the development of affective and normative organisational commitment. Some significant differences were found between management and non-management employees in the manifestation of personal meaning. Management approximate more personal meaning to achievement, self-acceptance, and fair treatment. On sense of coherence and organisational commitment there were no significant differences between management and non-management employees. It was recommended that the relationship between personal meaning and other positive psychology variables be researched in order to determine the significance of such relationships so as to add to this relatively new body of research.
Industrial and Organisational Psychology
M.Comm.
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Nathan, Sarah Katheryn. "Women in voluntary service associations : values and meanings." Thesis, 2014. http://hdl.handle.net/1805/4078.

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Indiana University-Purdue University Indianapolis (IUPUI)
This study examines the essential features of women’s experiences as members of a service association. It uses a qualitative method to understand how women make meaning from their membership in an all-female association and a mixed-gender association. The experiences were examined in comparative contexts. The study finds three common features in each association: joining, volunteering, and leading. In the mixed-gender association, women also experienced a process of assimilating into membership activities. The study provides scholars and association practitioners insights into the complex blend of members’ personal and professional interests with implications for membership recruitment and retention.
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Calhau, João Afonso Godinho. "COVID-19: A new meaning of telework: Based on an online survey of the employee’s perceptions." Master's thesis, 2021. http://hdl.handle.net/10071/24226.

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The Covid-19 pandemic forced organizations to adopt telework as the only solution to maintain activity in a scenario of mandatory confinement. The pandemic has created room for research of individual and organizational options. Our study explores the level of satisfaction of teleworkers on several dimensions. Additionally, it compares two types of teleworkers, those who were already working in this regime and those who joined remote work during the pandemic. This exploratory research is based on an online survey, applied in 2021, which allowed the collection of data on 156 teleworkers. The empirical results show a very positive perception regarding individual productivity, flexibility and autonomy in scheduling work tasks, work-life balance, due to the flexibility that teleworking allows. These are considered the main advantages of teleworking that have become mandatory. On the other hand, isolation emerges as a negative aspect within the domains studied. In addition, the boundaries between work and family responsibilities have become blurred, which can cause conflict between these two roles. Regarding the organization, respondents admit that managers played a more difficult role in managing their teams remotely during the pandemic. Teleworkers consider, however, that there was reliable support, even remotely. Regarding the future, the workers who participated in the study consider the experience positive and intend to continue teleworking in a post-pandemic future, but in a hybrid mode.
A pandemia de Covid-19 obrigou as organizações a adotar o teletrabalho como a única solução para manter a atividade num cenário de confinamento obrigatório. Ao nível académico abriu espaço novo para investigação ao nível individual e organizacional. O nosso estudo explora o nível satisfação dos teletrabalhadores num conjunto de dimensões do teletrabalho. Além disso, compara dois tipos de teletrabalhadores, os que já exerciam a sua atividade neste regime e os que aderiram ao trabalho remoto durante a pandemia. Esta pesquisa de natureza exploratória baseia-se num inquérito online, aplicado em 2021, que permitiu a recolha de dados sobre 156 teletrabalhadores. Os resultados empíricos mostram uma perceção muito positiva relativamente à produtividade individual, à flexibilidade e autonomia na programação das tarefas de trabalho, e ao equilíbrio trabalho-vida pessoal, devido à flexibilidade que o teletrabalho permite. Estas são consideradas as principais vantagens do teletrabalho que se tornou obrigatório. Do seu lado, o isolamento surge como um aspeto negativo, dentro dos domínios estudados. Acresce ainda que as fronteiras entre o trabalho e responsabilidades familiares se tornaram mais confusas, devido á pandemia, o que pode provocar conflito entre estes dois papéis. Relativamente à organização, os inquiridos admitem que os gestores desempenharam um papel mais difícil na gestão remota das suas equipas, durante a pandemia. No entanto os teletrabalhadores consideram, todavia, que houve acompanhamento, mesmo remotamente. Relativamente ao futuro, os trabalhadores que participaram no estudo consideram a experiência positiva e pretendem continuar em teletrabalho num futuro pós-pandémico, mas num modo híbrido.
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Ribeiro, Mariana Maria Silva Augusto. "Efeitos da gestão de recursos humanos verde nos comportamentos verdes no trabalho: o papel da identificação organizacional, do significado atribuído ao trabalho e dos valores individuais verdes." Master's thesis, 2021. http://hdl.handle.net/10071/24289.

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Um dos desafios importantes da nossa era é assegurar a dimensão ambiental da sustentabilidade. Neste sentido, assistimos à integração da dimensão ambiental na Gestão de Recursos Humanos. A Gestão de Recursos Humanos Verde (GRHV) pode ser incluída no conceito mais amplo da Gestão Sustentável de Recursos Humanos, produzindo, em conjunto com a responsabilidade social corporativa, efeitos sinérgicos no que se refere aos comportamentos pró-ambientais. O objetivo deste estudo é explorar os efeitos da perceção de práticas de GRHV (Recrutamento e Seleção Verde, Formação e Desenvolvimento Verde, Gestão e Avaliação de Desempenho Verde, Remuneração e Recompensas Verdes, Empowerment Verde) nos comportamentos verdes dos trabalhadores, i.e., comportamentos amigos do ambiente. Assim, foi testado o papel mediador da identificação organizacional e do significado atribuído ao trabalho, e o papel moderador dos valores individuais verdes na relação entre a GRHV e os comportamentos pró-ambientais. Os dados foram recolhidos de uma amostra de 217 participantes, a trabalhar para a mesma entidade patronal há pelo menos três meses, em diversos setores de atividade. Os resultados demonstraram que a GRHV afeta positivamente os comportamentos pró-ambientais, mas apenas indiretamente, através da mediação do significado atribuído ao trabalho. A interpretação dos resultados sugere ainda que, quanto mais altos os valores individuais verdes, menor o efeito da GRHV na realização de comportamentos verdes. Por outro lado, é em quem tem valores altos ou na média que a perceção de práticas de GRHV influencia a identificação organizacional, bem como o significado atribuído ao trabalho.
One of the most important challenges of our era is to ensure the environmental dimension of sustainability. In this sense, we have been witnessing over the past years the integration of the environmental dimension in Human Resources Management. Green Human Resources Management (GHRM) can be included in the broader concept of Sustainable Human Resources Management, producing, together with corporate social responsibility, synergistic effects regarding pro-environmental behaviour. The aim of this study is to explore the effects of perceived GHRM practices (Green Recruitment and Selection, Green Training and Development, Green Performance Management and Evaluation, Green Remuneration and Rewards, Green Empowerment) on workers' green behaviours, that is, environmentally friendly behaviours at work. Thus, the mediating role of organizational identification, the meaning attributed to work and the moderating role of individual green values in the relationship between GHRM and pro-environmental behaviours were tested. Data was collected from a sample of 217 participants, working for the same employer for at least three months in different sectors of activity. The results showed that GHRM positively affects proenvironmental behaviours, but only indirectly, through the mediation of the meaning attributed to work. The interpretation of the results also suggests that the higher the individual green values, the smaller the effect of GHRM in the performance of green behaviours. On the other hand, the participants who score high or average values show that the perception of GHRM practices influences the organizational identification as well as the meaning attributed to the work.
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Varela, Rute Miriam Campos. "Burnout em profissionais de saúde animal: um estudo integrativo com variáveis individuais, relacionadas com o trabalho e psicossociais." Master's thesis, 2020. http://hdl.handle.net/10071/21658.

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A síndrome de burnout afeta milhares de profissionais em diversas áreas de trabalho, e tem vindo a ser, por isso, amplamente estudada em profissionais de caregiving, i.e., profissionais cujas tarefas envolvem a prestação de cuidados a terceiros, uma vez que estes aparentam um maior risco de desenvolver sintomas deste fenómeno (Freudenberg, 1974; Maslach, 2003). Mais recentemente surge o interesse pelo estudo desta síndrome aplicada a profissionais de saúde animal (Kaufmannn, 2017). O objetivo da presente investigação é contribuir para uma melhor compreensão dos fatores que são preditores do burnout em duas amostras de profissionais de saúde animal, (a) médicos veterinários; e (b) enfermeiros veterinários. Através de dois modelos de regressão linear, foram introduzidas em três blocos, variáveis individuais (sexo, idade e rendimento), variáveis relacionadas com o próprio trabalho (horas de contacto com animais e com donos em sofrimento, a questão da eutanásia, anos de experiência e workload), e variáveis psicossociais (crença num mundo justo, empatia, empatia para com animais, significado do trabalho e identificação com a profissão), procurando verificar o seu efeito nas duas dimensões distintas do burnout (i.e., exaustão e distanciamento). Os resultados mostram que as variáveis abordadas têm de facto um grande impacto no burnout destes profissionais, sendo que o workload representa consistentemente um fator de risco para ambas as amostras e em ambas as dimensões da síndrome, ao passo que a identificação com a profissão representa um fator protetor contra o burnout para ambas as amostras em ambas as dimensões. Os resultados obtidos sugerem a necessidade de considerar mais modelos integrativos com diferentes tipos de variáveis em investigações futuras dedicadas a esta temática.
The burnout syndrome affects thousands of professionals in different areas of work, and has therefore been widely studied in caregiving professionals, i.e., whose jobs involve the provision of care to others, since they appear to be at a greater risk of developing symptoms of this phenomenon (Freudenberg, 1974; Maslach, 2003). More recently, the interest in the study of this syndrome applied to animal health professionals arises (Kaufmannn, 2017). The aim of this investigation is to contribute to a better understanding of the factors that are predictors of burnout in two samples of animal health professionals, (a) veterinarians; and (b) veterinary nurses. Through two linear regression models, individual variables (sex, age and income), as well as variables related to their own work (hours of contact with suffering owners and animals, the issue of euthanasia, years of experience and workload) and psychosocial variables (belief in a just world, empathy, empathy for animals, meaning of work and identification with the profession), were introduced in three blocks seeking to verify its effect on the two distinct dimensions of burnout (i.e., exhaustion and disengagement). The obtained results show that the variables addressed have in fact a relevant impact on the burnout of these professionals, with the workload consistently representing a risk factor for both samples and in both dimensions of this syndrome, whereas identification with the profession represents a protective factor against burnout for both samples in both dimensions. The results obtained suggest the need to consider more integrative models with different types of variables in future investigations dedicated to this theme.
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Books on the topic "Personal meaning organizations"

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Ines, Kilmann, ed. Managing ego energy: The transformation of personal meaning into organizational success. San Francisco: Jossey-Bass, 1994.

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Connelly, F. Michael. The meaning of school reform: Teachers' personal and professional knowledge in a changing policy environment. Toronto: Ontario Institute for Studies in Education, 1990.

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Vincent, Lenhardt, ed. Coaching for meaning: The culture and practice of coaching and team building. New York: Palgrave Macmillan, 2004.

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Frankl, Viktor Emil. Man's Search for Meaning. Boston, USA: Beacon Press, 2006.

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Frankl, Viktor Emil. Man's Search for Meaning. New York, NY: Washington Square Press, 1985.

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Frankl, Viktor Emil. Man's Search for Meaning. 3rd ed. Boston, USA: Beacon Press, 2007.

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Frankl, Viktor Emil. Man's Search for Meaning. New York, USA: Pocket Books, 1985.

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Barinov, Vladimir, and Dmitriy Busalov. Strategic management. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1391566.

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This tutorial is not just another of the many books on a well-known topic. The main emphasis is placed on connecting many, at first glance, well-known things and helping students and managers to better understand the need and meaning of strategic management as a set of actions for the consistent development of an organization in an increasingly competitive environment. For the Russian reader, this is also important because competition in our country is only "gaining momentum", and understanding its nature is necessary both to preserve business and to achieve personal success. Meets the requirements of the federal state educational standards of higher education of the latest generation. For university students and postgraduates studying the peculiarities of enterprise management in a competitive environment, as well as for companies regardless of their size and field of activity, managers involved in the development of business development strategies.
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Frankl, Viktor Emil. Man's Search for Meaning: An introduction to logotherapy. 4th ed. Boston: Beacon Press, 2001.

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Frankl, Viktor Emil. Man's search for meaning: An introduction to logotherapy. 4th ed. Boston: Beacon Press, 1992.

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Book chapters on the topic "Personal meaning organizations"

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Cavalli, Cynthia. "Identity and Meaning in Transformation." In Handbook of Personal and Organizational Transformation, 217–46. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-66893-2_42.

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Cavalli, Cynthia. "Identity and Meaning in Transformation." In Handbook of Personal and Organizational Transformation, 1–31. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-29587-9_42-1.

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French-Holloway, Michelle. "Teaching Creativity and Spiritual Meaning Using Insights from Neurobiology." In Handbook of Personal and Organizational Transformation, 1105–27. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-66893-2_58.

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French-Holloway, Michelle. "Teaching Creativity and Spiritual Meaning Using Insights from Neurobiology." In Handbook of Personal and Organizational Transformation, 1–23. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-29587-9_58-1.

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French-Holloway, Michelle. "Teaching Creativity and Spiritual Meaning Using Insights from Neurobiology." In Handbook of Personal and Organizational Transformation, 1–23. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-29587-9_58-2.

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Kars-Unluoglu, Selen, Burcu Güneri Çangarlı, and Hugo Gaggiotti. "Narrative Practicing of the Meaning of Work." In Eastern Perspectives on Women’s Roles and Advancement in Business, 1–27. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8742-3.ch001.

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This chapter shows how gender asymmetry is produced through narrative practices. By analyzing the work-life narratives of 14 men and 14 women working in a variety of occupations ranging from personal care to finance, from crafts to health, from creative and performing arts to sales and marketing, this chapter demonstrates the ways in which the narrators positioned themselves within the world of work, and the work within their personal lifeworld. The analysis brings about an order of gender in how work is approached, made sense of, experienced, and narrated. Recognizing these dynamics helps organizations and their members to be more aware that gender is not a natural attribute of people but something we create and recreate in our everyday work narratives, which in turn shapes both the meaning we attribute to work and the meaning we get out of it.
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Cresnar, Rok. "New Generation of Productive Workers." In Recent Advances in the Roles of Cultural and Personal Values in Organizational Behavior, 261–75. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1013-1.ch013.

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The main purpose of this chapter is to consider how can the millennials' personal values impact employee productivity in the future organizational environment of Industry 4.0. In the modern business environment, major changes are happening in many fronts. On one hand, we have the phenomenon of digitalization and Industry 4.0, and on another hand, we see that the millennials are rapidly taking over important roles and positions in those organizations that are impacted by digitalization. If we consider the notion that the new industrial revolution behind Industry 4.0 will be based on major improvements in productivity due to the mediating effect of a technological revolution, then the role of employee productivity or better say the millennials' productivity will be paramount. This chapter shows that based on deep analysis of millennials' personal values worldwide, the millennials hold prominent personal values, which correspond well with Industry 4.0 readiness and competency models, meaning that they can significantly impact the productivity of an organization.
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Cresnar, Rok. "New Generation of Productive Workers." In Research Anthology on Cross-Industry Challenges of Industry 4.0, 1632–46. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-8548-1.ch081.

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The main purpose of this chapter is to consider how can the millennials' personal values impact employee productivity in the future organizational environment of Industry 4.0. In the modern business environment, major changes are happening in many fronts. On one hand, we have the phenomenon of digitalization and Industry 4.0, and on another hand, we see that the millennials are rapidly taking over important roles and positions in those organizations that are impacted by digitalization. If we consider the notion that the new industrial revolution behind Industry 4.0 will be based on major improvements in productivity due to the mediating effect of a technological revolution, then the role of employee productivity or better say the millennials' productivity will be paramount. This chapter shows that based on deep analysis of millennials' personal values worldwide, the millennials hold prominent personal values, which correspond well with Industry 4.0 readiness and competency models, meaning that they can significantly impact the productivity of an organization.
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Swensen, Stephen J., and Tait D. Shanafelt. "Camaraderie Action Set: Introduction." In Mayo Clinic Strategies To Reduce Burnout, edited by Stephen J. Swensen and Tait D. Shanafelt, 211–12. Oxford University Press, 2020. http://dx.doi.org/10.1093/med/9780190848965.003.0027.

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Camaraderie is the loyalty, social capital, mutual respect, teamwork, and boundarylessness that organizations need to thrive. There is social connectedness inherent in camaraderie and it is inextricably linked with the meaning and purpose, intrinsic motivation, and personal relationships that health care professionals find in work.
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Fairholm, Matt. "Management Training Insights Emerging From Spiritual Concerns." In Research Anthology on Business and Technical Education in the Information Era, 1248–69. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-5345-9.ch070.

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Traditional management training stresses what could be called the impersonal aspects of organizational life. Managers come to see people as one part of a greater overall organizational system that they can create, control, and change as needed. People become assets to allocate and control. The more personal aspects of peoples' lives are ignored at best and dismissed at worst. By reshaping or rethinking management training to include the more personal, even spiritual, side of workers, today's managers will see both productivity improvements as well as more engaged employees. Insights emerging from spiritual concerns can help organizations understand the content and intent of their current training programs in new ways. Such insights even suggest new categories of issues that can drive management training efforts. With this new understanding, managers can prepare themselves to help workers be productive and useful while also helping them find meaning and personal fulfillment in the work.
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Conference papers on the topic "Personal meaning organizations"

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Hornung, Severin, and Thomas Höge. "Exploring Mind and Soul of Social Character: Dialectic Psychodynamics of Economism and Humanism in Society, Organizations, and Individuals." In 7th International Conference on Spirituality and Psychology. Tomorrow People Organization, 2022. http://dx.doi.org/10.52987/icsp.2022.003.

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Abstract Building on and extending previous theorizing, this contribution draws on the critique of neoliberal ideology in conjunction with radical humanism to deconstruct the ambivalent normative foundations of applied psychology and related fields of social science. Presented is a systemically embedded and integrated dialectic and dynamic model of ideological undercurrents shaping the political-economic, social-institutional, and psychodynamic structures of society, organizations, and individuals. Integrating dialectic antipodes of genuine ideas versus interest-guided ideology with social character theory, neoliberal economistic doctrines and antithetical humanist philosophical concepts are contrasted as opposing political, social, and psychological or “fantasmatic” logics. Based on psychoanalytic theory, neoliberal fantasies of success, superiority, and submission are derived from these and positioned against humanist consciousness of evolution, equality, and empowerment. This normative fabric of advanced capitalist societies is interpreted with reference to the conference theme as the mind and soul of social character. Economistic psychodynamics are linked to social alienation, humanist antipodes to psychological fulfilment. Personal meaning is introduced as a meta-dimension of existential alienation, respectively, wellbeing. Stressing the fundamental unity of insights regarding external and internal realities, complementarity of denaturalization and critique of societal ideologies with critical self-reflection and personal development is recommended. In this sense, the presented analysis aspires to contribute to clearing the mind and strengthening the soul by cultivating radical humanist philosophy versus neoliberal economistic rationality. KEYWORDS: Neoliberal ideology, radical humanism, dialectic analysis, psychodynamics, social critique, ethical issues
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M. Gallant, Linda, Gloria M. Boone, and Gregg Almquist. "Wireless Organizational Communication: A Framework for Communicative Informatics." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2709.

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As mobile communication becomes more pervasive, there is an increasing need to study the potential uses of wireless organizational communication. The difficulty in analyzing information and communication technology (ICT) in organizational communication is the unintentional split between information processes perspectives and human communication perspectives in the discussions of workplace technology. By merging two constructs, organizational informatics and organizational sensemaking, this paper develops a communicative organizational informatics (COI) framework, which provides a robust perspective on how people communicate through the uses of technology in organizational settings. This communicative informatics framework offers a powerful lens to study the meanings, understandings, uses and gratifications, and potentials of technology in organizations and how it can facilitate workplace communication. A COI analysis of a personal digital assistant (PDA), a Palm VII, with a live wireless connection to a company sales database is examined by applying a usability testing methodology.
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Klemenčič, Natalija, and Beno Klemenčič. "Zaznavanje vpliva družbenih omrežij (Facebook, Instagram, Twitter, TikTok) na nakup posameznih skupin izdelkov in storitev." In Society’s Challenges for Organizational Opportunities: Conference Proceedings. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.3.2022.29.

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In the article we discussed the meaning of online social media in the process of consumer shopping behavior. With the development of the Internet the number of online media has increased and so has the number of their users. In the empirical part we focused on the Slovenian population aged between 15 and 24 years. The aim of this research was to determine the perception of impact of social media Facebook, Instagram, Twitter, TikTok on young consumers when purchasing products and services of specific groups. We found that the interviewees most often follow Instagram, YouTube and Facebook. Modern social media mostly influence the purchase of clothes, audio video equipment and computers, products for sport and recreation as well as products for personal care and health. Relating to shopping behavior there are differences in gender. Women are mostly influenced by online media when they purchase clothes, products for personal care and health as well as products for sport and recreation whereas men are mostly influenced by them when they purchase audio video equipment and computers as well as products for sport and recreation. When choosing clothes, the clothes producers' websites and modern social media have the biggest impact on the purchase decision.
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Lapteva, V., A. Panteleeva, and Yu Popova. "POWER AND LEADERSHIP. ESSENCE AND MEANING." In Manager of the Year. FSBE Institution of Higher Education Voronezh State University of Forestry and Technologies named after G.F. Morozov, 2022. http://dx.doi.org/10.34220/my2021_119-124.

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A person in a leadership position has all the power in his hands. It is necessary for the proper implementation of various functions, such as planning, organization, motivation and control. However, the head of the enterprise must not only understand his work, but also be able to negotiate, get out of a conflict situation, as well as be an authority for his subordinates. Now leadership is one of the main qualities of a manager. The article talks about what forms and types of power exist, what functions a real leader should perform, and also lists leadership styles.
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Tavits, Gaabriel. "Protection of the Weaker Party – to Whom is Labour Law Still Applicable?" In The 8th International Scientific Conference of the Faculty of Law of the University of Latvia. University of Latvia Press, 2022. http://dx.doi.org/10.22364/iscflul.8.2.33.

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National law is affected by a number of different international regulations and agreements. International agreements provide for rules aimed at harmonizing certain requirements and understandings that different countries should follow. In labour relations, international standards are set at two different levels – on the one hand, by the International Labour Organization (ILO), and on the other by regional standards – by the Council of Europe and the directives and regulations adopted by the European Union. All these international rules have important implications for national labour law. However, such international norms do not provide a clear personal scope – that is, it is not clearly defined to whom such international norms apply. Although the various international rules do not directly define the persons to whom those norms apply, – the implementation of international rules remains a matter for national law. Thus, the concept of both employee and employment relationship is shaped by national law. The exception here is the European Union, where the European Court of Justice has given an autonomous meaning to the concept of worker (particularly in the context of freedom of movement for workers). Although the concept of a worker and of an employment relationship has been developed by the Court of Justice of the European Union, Member States retain the right to define the employment relationship in accordance with the law in force in the respective Member State. The main factor in shaping employment relationships is the employee's dependence on the person providing the work, and the person providing the work also has an obligation to pay remuneration for the work performed. Although the scope of those rules is defined differently by different international rules, the characteristics generally applicable to the definition of an employee and the employment relationship are similar to those used in national law.
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Malakova, N. S. "Organization of educational practice on the anthropological ideas." In Scientific achievements of the third millennium. SPC "LJournal", 2021. http://dx.doi.org/10.18411/scienceconf-09-2021-13.

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The article is devoted the problem of human solved under the conditions of education. Demonstrated ways of implementation activities: «Human health», «Human and inner world», «Human and outer world». Examples of schools in the city of St. Petersburg, Leningrad and Pskov regions show the «points of growth» anthropological practice. The formation of health-saving way of school life; the disclosure of the value of health meanings of education; developing individual-oriented systems and programs; support for children's giftedness; the establishment of children's organizations, giving the opportunity to find friends, to demonstrate their abilities in socially significant activities. The problem of human all more than fills the field of educational research that speaks about the rise of the anthropological trends in modern education. At the same time, the building of human in education is constrained by factors: the growing ideological vacuum, the formation of a utilitarian approach to the person, destruction of the purity of childhood. Necessary methodological basis for the emerging anthropological practice. The main role should play the teacher, conscious of his high mission of formation of human potential.
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Hanzl, Malgorzata. "Self-organisation and meaning of urban structures: case study of Jewish communities in central Poland in pre-war times." In 24th ISUF 2017 - City and Territory in the Globalization Age. Valencia: Universitat Politècnica València, 2017. http://dx.doi.org/10.4995/isuf2017.2017.5098.

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In spatial, social and cultural pluralism, the questions of human intentionality and socio-spatial emergence remain central to social theory (Portugali 2000, p.142). The correlation between individual preferences, values and intentions, and actual behaviour and actions, is subject to Portugali’s theory of self-organisation (2000). Compared to Gidden’s structuralism, which focuses on society and groups, the point of departure for Portugali (2000) are individuals and their personal choices. The key feature in how complex systems `self-organise', is that they `interpret', the information that comes from the environment (Portugali 2006). The current study explores the urban environment formerly inhabited, and largely constructed, by Jews in two central Polish districts: Mazovia and Lodz, before the tragedy of the Holocaust. While the Jewish presence lasted from the 11th century until the outbreak of World War II, the most intensive development took place in the 19th century, together with the civilisation changes introduced by industrialisation. Embracing the everyday habits of Jewish citizens endows the neighbourhood structures they once inhabited with long gone meanings, the information layer which once helped organise everyday life. The main thesis reveals that Jewish communities in pre-war Poland represented an example of a self-organising society, one which could be considered a prototype of contemporary postmodern cultural complexity. The mapping of this complexity at the scale of a neighbourhood is a challenge, a method for which is addressed in the current paper. The above considerations are in line with the empirical studies of the relations between Jews and Poles, especially in large cities, where more complex socio-cultural processes could have occurred. References: Eco, U. (1997) ‘Function and Sign: The Semiotics of Architecture’, in Leich, N. (ed.) Rethinking Architecture: A reader in cultural theory (Routledge Taylor &amp; Francis Group, London) 182–202. Hillier, B. and Hanson, J. (2003) The Social Logic of Space (Cambridge University Press, Cambridge). Marshall, S. (2009) Cities, Design and Evolution (Routledge, Abingdon, New York). Portugali, J. (2000) Self-Organization and the City, (Springer-Verlag, Berlin Heidelberg). Portugali, J. (2006) ‘Complexity theory as a link between space and place’, Environment and Planning A 38(4) 647–664.
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Abdullayeva, M. M., and O. G. Korneva. "Features of ideas about their activities in young people with different levels of psychological well-being." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.340.356.

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In a modern dynamic environment high demands towards the personal qualities of specialists are an integral part of the formation process and development of professionals. At the same time, maintaining psychological well-being becomes significant. The aim of our research was to study the relationship between psychological well-being and features of professional development of young adults expressed in the systems of meaning that describe their activities. Respondents (N=65) were given questionnaires to collect information about specifics of their activities, conditions for the exercise of these activities, marks of negative states (burnout for medical students and stress for conscripts). The obtained results, as we compared the two groups of respondents, allowed us to divide them by the presence or absence of negative state that indicate psychological distress. The data we obtained indicate three components of the psychological well-being: emotional acceptance of their activities; specific features of relations with surrounding people, and how the work is organized in terms of its process and content.Respondents, who belong to different groups according to the degree of psychological well-being, can be described as oriented towards the well-being of the social environment, or as “individualists”, for whom the organization and content of work is more important. The prospect of using the results consists in the possibility of taking them into account in career guidance activities, as well as in predicting the success of professional self-determination of young people.
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Cybal-Michalska, Agnieszka. "A world of diverse opportunities – on the need for proactive career capital renewal in the globalizing society." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001852.

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Contemporary discourse on such issues as the quality of the globalizing world providing diverse opportunities, factors determining changes in the social system, and the condition of the human being seeking their place in the reality undergoing permanent change, is one of the most important research orientations. The contemporary social context opens up a wide range of opportunities for individuals to build their own careers. Thus, it seems justified to inquire about the proactivity in the career planning process and to determine whether and how an individual can be prepared to develop, manage, and monitor his/her career to ensure a satisfying experience of oneself and one’s place in the reality of the globalizing world. Contemporary career studies advocate taking into account the process of investing in career capital, the immanent characteristic of which is the subject’s orientation towards proactivity.What becomes an important feature of the individual’s mind is the prospective temporal orientation towards the following: the anticipation of events and their unintended effects, the ability to forecast and plan future actions and to assess the consequences, but above all, the ability to create future desired states of affairs, creating new options of participation and action. Undoubtedly, an important issue that requires inclusion in the course of a person’s life is career development and renewal of career capital. The research on careers means the study of both changes of individuals and changes of organizations, as well as transformations in society. In the discontinuous space-time and heterogeneous system of cultural meanings in the world of global change, career development and the formation of an individual’s own professional identity becomes a cognitive practice based on individual experimentation. The contemporary social configuration in which the search for identity has become a flexible point of reference opens up a range of numerous possibilities for an individual to create his/her own career in the course of life. Continuous development has become an inherent property of career capital renewal. The multiplicity, fragmentation, variability, and complexity, which characterize the organization of social life in the globalizing society, determine changes in the perception of career development and overcoming the tension between the experiences of the past and the possibilities of the future.
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KANASHVILI, Tamar. "RELATIONSHIP BETWEEN EDUCATION AND HAPPINESS." In Proceedings of The Third International Scientific Conference “Happiness and Contemporary Society”. SPOLOM, 2022. http://dx.doi.org/10.31108/7.2022.19.

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The aim of this paper is to explain the relationship between education and happiness. Are higher levels of education related to higher levels of happiness or does education rather harm our well-being by raising aspirations? The “researchers” of the ancient times were not ready to turn the question of how education and happiness are related into an empirical matter, on the other hand interest in the “the good life” is not any less present in our days as its seen from the large amount of research on the subject of happiness across a spread of various disciplines. A 2018 study using data from the European Union and World Values Surveys, which encompass data from 85 countries, showed that the connection between education and happiness is distinct from the connection between income and happiness. Furthermore, while the positive link between income and happiness tends to disappear after a specific point -educational activity and happiness seem to always go further. Veenhoven (1996) suggests that the foremost educated people within societies will only be happier as long as their education yields them a transparent status advantage. In a survey conducted by us in Georgia in 2019, it had been found that if educational activity levels are associated with higher expectations and these don't coincide with outcomes within the market, the individual will eventually feel dissatisfied and a negative relationship between education and satisfaction are going to be observed. This outcome is especially likely for people with higher levels of education who tend to figure under more competitive conditions. 1990s found by Clark and Oswald (1996), furthermore as Clark (2003) suggest that in economic downturns, emotional well-being of the higher-educated is more heavily affected since they experience bigger disutility from unemployment. Having made an even bigger investment in their human capital, these individuals also hold bigger expectations towards the task market. On the positive side, having awell-paying job is after all important, because it reduces distress induced by economic hardships, but people also derive meaning out of their professional employment which tends to be easier for those with education. Happiness refers to positive emotions (McMahon, Darrin, 2004). However, Martin Seligman's welfare theory also shows that happiness is greater than just a good mood. Happiness is having a meaning in life. A person should believe that his life is important and therefore the research hypothesis may be that an educated person will be significantly happier if he or she is in an environment where he or she is valued (Lyubomirsky, 2008). In the framework of the paper we found one of the most interesting studies which showed that eight weeks training has been shown to be more effective in reducing depression than a strong antidepressant (Kuyken, 2008). The connection between education and happiness is important for the education system. As far back as 1932, Hersey noted that a satisfied employee works better and that this construct is very important (Hersey, 1932). Based on scientific as well practical studies we can develop recommendations how to link happiness and education in the workplace- by suggesting and implementing such trainings that will help companies in process of:  Managing employee stress levels;  Development of talents  Increase employee engagement and reduce fatigue;  Assisting employees in adapting to organizational change; In the postgraduate study, in which employees from80 organizations were involved, the widespread form of education - namely training - was named as an important issue for motivation and job satisfaction. Training is not enough for job satisfaction, but it is the least that companies need to do today. Key words: Happiness, Education, Job-Satisfaction
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