Academic literature on the topic 'Problem employees – Psychology'
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Journal articles on the topic "Problem employees – Psychology"
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Wang, Xiaohong, Meng Wang, and Feng Xu. "From problem-solving demands to employee creativity: Bidirectional support." Social Behavior and Personality: an international journal 50, no. 7 (July 6, 2022): 1–13. http://dx.doi.org/10.2224/sbp.11551.
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Previous results concerning the link between problem-solving demands and employee creativity have been mixed. In this study we clarified this relationship by investigating individual differences in employees' proactive personality and professional ethics. Participants were 343 supervisor–employee dyads in China. We examined the hypotheses using conditional process analysis. Consistent with our hypotheses, problem-solving demands were positively related to employee creativity, and proactive personality played a moderating role in this relationship, which was more positive when the employee had a more proactive personality. The interaction term of proactive personality and ethical professional standards improved the relationship between problem-solving demands and creativity, which was strongest when employees had a personality that was highly proactive and their professional standards were highly ethical. Theoretical and practical significance of the findings are discussed.
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Mao, Nan. "The Role of Music Therapy in the Emotional Regulation and Psychological Stress Relief of Employees in the Workplace." Journal of Healthcare Engineering 2022 (January 29, 2022): 1–7. http://dx.doi.org/10.1155/2022/4260904.
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With the increasing global attention to the problem of staff stress, scholars in the fields of sociology, psychology, and medicine are seeking effective solutions. Music therapy has entered the field of vision of scholars with its unique advantages and is used to maintain the mental health of workers in various industries and improve work efficiency. To solve the problem of employees’ psychological pressure, ordinary psychotherapy is mainly done through conversation. At present, the psychological pressure generated by employees in the workplace is obviously unable to be treated by ordinary psychological treatment methods. Music therapy can play its role in this situation. This article collects a large amount of data through surveys to obtain the job satisfaction data of medical care, education, and restaurant staff for the corresponding occupations, analyzes the data, and considers the role of music therapy in this type of industry to relieve the psychological pressure of relevant staff. In the end, it is concluded that music therapy can stimulate employees’ creative inspiration, eliminate employee fatigue, and eliminate some potential unfavorable factors. It can also enhance the friendship between employees, improve employee work efficiency and employees’ sense of corporate identity, and reduce employee pain sense. In general, music therapy can have a positive impact in many areas, especially in corporate applications, which can have a positive impact on employees in many aspects in the workplace.
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Lange, Rense, and James Houran. "Perceived Importance of Employees' Traits in the Service Industry." Psychological Reports 104, no. 2 (April 2009): 567–78. http://dx.doi.org/10.2466/pr0.104.2.567-578.
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Selection assessments are common practice to help reduce employee turnover in the service industry, but as too little is known about employees' characteristics, which are valued most highly by human resources professionals, a sample of 108 managers and human resources professionals rated the perceived importance of 31 performance traits for Line, Middle, and Senior employees. Rasch scaling analyses indicated strong consensus among the respondents. Nonsocial skills, abilities, and traits such as Ethical Awareness, Self-motivation, Writing Skills, Verbal Ability, Creativity, and Problem Solving were rated as more important for higher level employees. By contrast, traits which directly affect the interaction with customers and coworkers (Service Orientation, Communication Style, Agreeableness, Sense of Humor, Sensitivity to Diversity, Group Process, and Team Building) were rated as more important for lower level employees. Respondents' age and sex did not substantially alter these findings. Results are discussed in terms of improving industry professionals' perceived ecological and external validities of generic and customized assessments of employee.
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Jyung, Chyul-Young, Yoowoo Lee, Sunyoung Park, Eunhye Cho, and Romi Choi. "Factors Affecting Employees’ Problem-Solving Skills in Technology-Rich Environments in Japan and Korea." Sustainability 12, no. 17 (August 30, 2020): 7079. http://dx.doi.org/10.3390/su12177079.
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This study conducts an analysis about the impact of basic background, cultural capital, skill use, and participation in training on employees’ problem-solving proficiency in Japan and Korea based on data from the Programme for the International Assessment of Adult Competencies Survey (PIAAC). This research compared four clusters (basic background, cultural capital, participation in training, skill usage) to determine the factors affecting problem-solving skills in technology-rich environments (PSTRE) in Japan and Korea. In addition, we examined whether aging moderate the relationship between skill usage and participation in training and PSTRE. The finding shows that PSTRE is associated with the basic background, cultural capital, and skill usage. Moreover, the interaction effect between the use of skill at home and age is statistically significant in Japan. Our results provide new insights for vocational psychology and work-life research in the context of employers, employees, as well as policymakers.
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Lyons, Paul, and Randall P. Bandura. "Management coaching with performance templates to stimulate self-regulated learning." European Journal of Training and Development 41, no. 6 (July 3, 2017): 508–18. http://dx.doi.org/10.1108/ejtd-03-2017-0016.
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Purpose Much has been written about self-regulated learning (SRL) (including mind-sets) in psychology and education, but little research is found in the HRD or training literature regarding the stimulation of this learning. This paper aims to present a practical training tool, performance templates (P-T), to demonstrate how a line manager may assist employees improve their problem-solving skills as well as stimulate SRL. Design/methodology/approach Presented are literature reviews and assessments of the areas of: line manager in coaching role, SRL theory and the phases of SRL in action. Following is a detailed explanation and demonstration of the P-T method. Finally, the efficacy of PT is examined and constraints are noted. Findings Demonstrated in the paper is how a line manager may function as the key actor in assisting employees to become more effective self-regulating learners and problem-solvers. The method presented can stimulate employee motivation and help employees to internalize self-regulating learning processes. All of this should help employees become more growth-oriented, self-confident and goal-directed participants in organizational life. Originality/value Rather than simply discuss what SRL is about, this paper provides an effective tool, P-T, for use in the stimulation and direction of SLR. The use of the tool also helps organization participants to achieve progress on some current problems.
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Cui, Wen-Wen, Ting Tao, Chun-Lei Fan, Li-Gang Wang, and Wen-Bin Gao. "Media multitasking, ego depletion, and employee depression: Selfcontrol as a moderator." Social Behavior and Personality: an international journal 51, no. 1 (January 12, 2023): 1–8. http://dx.doi.org/10.2224/sbp.12094.
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Employees frequently have to use various media to complete multiple tasks at work, and depression has become a common problem influencing their mental health and work efficiency. We conducted a survey to investigate the relationship between the media multitasking and depression of 490 employees of a state-owned enterprise in China. The results showed that media multitasking was positively correlated with employee depression. Moreover, ego depletion significantly mediated the relationship between media multitasking and depression, and self-control moderated the relationship between ego depletion and depression. Greater self-control may help buffer the effect of ego depletion on depression. These results have theoretical and practical implications for improving employees' mental health during China's enterprise transformation process.
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Житар, В. Д. "Psychological features of the Police employees." Вісник Луганського державного університету внутрішніх справ імені Е.О. Дідоренка 1, no. 93 (March 30, 2021): 275–84. http://dx.doi.org/10.33766/2524-0323.93.275-284.
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Psychological characteristics of police officers are now thoroughly investigated in legal psychology. At the same time development of the problem was, both in terms of psychological analysis of the structure of professional law enforcement officers, and in terms of the psychological characteristics its inherent set of psychological characteristics. Even the cursory reviews of the basic psychological characteristics and structural elements of the employee’s professional activity shows how complex and multifaceted its activities. It makes them a variety of requirements, among which one of the most important - having developed important professional qualities of the individual.
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Venkat, Vuppalapati Vijaya, and S. Roohi Kursheed Khan. "Role of Competency Environment based Empirical Study and Education on Employees Retention and Psychological Analysis." International Journal of Early Childhood Special Education 14, no. 1 (March 17, 2022): 841–50. http://dx.doi.org/10.9756/int-jecse/v14i1.221098.
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A healthy relationship between Employer and employee psychology is a critical factor for any successful business. Both Employer and employees are responsible for attaining the company’s goal and vision, for which an empirical study is performed. Employee turnover is a significant problem faced by many organizations. Employee turnover is a major issue in the competitive Automobile sector. This research study attempts to assess and evaluate the role of competency management & its impact on the work environment & work-related challenges and its effects on employee retention in large-scale automobile & ancillary companies in Chittoor District, Andhra Pradesh. Empirical and quantitative research would use a mixed research approach, and the data were collected from 82 Managers and 116 Engineers of various automobile companies & ancillary companies in Chittoor District, Andhra Pradesh. Competency management positively affects work enrichment& enlargement, which is positively related to work autonomy and participative decision making. Work autonomy and participative decisions are making lead to employee psychology retention. This education can be useful for future employee maintenance in business applications.
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Podolskii, Andrei Ilich, and Olga Afanasevna Idobaeva. "On the problem of training in pedagogy and psychology of deviant behavior." Moscow University Pedagogical Education Bulletin, no. 4 (December 29, 2017): 110–20. http://dx.doi.org/10.51314/2073-2635-2017-4-110-120.
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The paper considers the current issues of University students training in pedagogy and psychology of deviant behavior. Emphasis is placed on the personality of the teacher, working in a special educational institution. Individually-typological features of other employees of special educational institutions (SEI) and their relationship with certain psychological characteristics of SEI students are also studied.
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Oorzhak, Larisa. "Professionalism in interethnic relations in the internal affairs bodies." Applied psychology and pedagogy 6, no. 4 (October 4, 2021): 43–51. http://dx.doi.org/10.12737/2500-0543-2021-6-4-43-51.
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The article is devoted to one of the urgent problems of ethnopsychology-the prerequisites for achieving professionalism in the management of a multinational team in the internal affairs bodies. Based on the materials of theoretical analysis and empirical research, ethnopsychological phenomena are analyzed in the context of management psychology, the mechanisms of their functioning are studied. The study of the problems of ethnic psychology, in particular, the psychology of management, is currently important for achieving the effectiveness of the practical activities of employees. In turn, the study of the ethnopsychological characteristics of employees expands the scientific understanding of the individual, allows us to reveal the characteristic patterns of social determinism and historical variability of the human psyche. In the conditions of a complexly changing modern society, the problem of the ability to professionally manage a multinational team in the Department of Internal Affairs is particularly acute. Achieving a high level of performance.
Dissertations / Theses on the topic "Problem employees – Psychology"
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Nash, Beverly Elaine. "The effects of training information, problem type, and problem structure on performance in a complex automated system." Diss., Georgia Institute of Technology, 1993. http://hdl.handle.net/1853/29874.
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Hunter, William Frederick Johannes Richard. "The role of integrity and personality in counterproductive work behaviour." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86570.
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Thesis (PhD)--Stellenbosch University, 2014.ENGLISH ABSTRACT: Organisations attempt to select employees that will make an effective contribution towards organisational performance. Traditionally, the emphasis was on selecting new staff on the basis of cognitive and behavioural attributes, which are linked to positive constructs such as technical competence, involvement, commitment and productivity. More recently, the domain of staff selection has widened to include the selection of individuals who would avoid counterproductive work behaviours. Based on previous studies, this study investigated the three most dominant constructs in this domain, i.e. personality, integrity and counterproductive work behaviour. The goal of this study was to investigate the relationship between selected personality dimensions and integrity, and how these personality dimensions and integrity are related to counterproductive work behaviour. Based on the existing literature, a theoretical model depicting how these constructs are related to one another was developed and a number of hypotheses were formulated. The data for this study were obtained via questionnaires from a non-probability sample in the South African retail and security industries. The total sample size consisted of 1176 non-managerial employees and job applicants. The postulated relationships were empirically tested using various statistical methods. Reliability analyses were done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory, and where necessary, exploratory factor analyses. The results indicated that reasonable fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. In line with previous research, the results indicated positive relationships between conscientiousness and integrity, and adjustment and integrity. Negative relationships between neuroticism and integrity and fearfulness and integrity were found. Contrary to the literature, agreeableness showed a negative relationship with integrity and external locus of control and personalised power showed non-significant relationships with integrity. In line with the literature, positive relationships were found between neuroticism and counterproductive work behaviour, external locus of control and counterproductive work behaviour, personalised power and counterproductive behaviour. Negative relationships were found between conscientiousness and counterproductive work behaviour, and integrity and counterproductive work behaviour. Contrary to the literature, positive relationships were found between adjustment and counterproductive work behaviour, and agreeableness and fearfulness showed non-significant relationships with counterproductive work behaviour. The present study contributes meaningfully to existing literature on personality, integrity and counterproductive work behaviour by providing insights into the nature of the relationships amongst these constructs. The study also specifies practical implications to be considered by management in order to enhance integrity behaviour and to reduce counterproductive behaviour in organisations. The limitations and recommendations provide additional insights and opportunities to be explored through future studies.
AFRIKAANSE OPSOMMING: Organisasies poog om werknemers aan te stel wat ‘n doeltreffende bydrae tot organisatoriese werkverrigting sal lewer. Voorheen was die klem hoofsaaklik op die keuring van personeel aan die hand van positiewe konstrukte soos vakkundige bedrewenheid, sowel as kognitiewe en gedragseienskappe, byvoorbeeld betrokkenheid, verbondenheid en produktiwiteit. Die fokusgebied van personeelkeuring het egter onlangs verder uitgebrei sodat teen-produktiewe werksgedrag as ‘n bykomende konstruk ingesluit is. Hierdie studie fokus op die drie mees prominente konstrukte op hierdie terrein, naamlik persoonlikheid, integriteit en teen-produktiewe werksgedrag. Die doel van hierdie studie was om die verwantskap tussen bepaalde persoonlikheidsfaktore en integriteit te ondersoek en vas te stel hoe die gekose persoonlikheidsfaktore en integriteit met teen-produktiewe werksgedrag verband hou. ‘n Teoretiese model wat aandui hoe die verskillende konstrukte met mekaar verband hou, is op grond van die bevindings wat in bestaande literatuur vervat is, ontwikkel. Verskeie hipoteses is geformuleer. Die data vir hierdie studie is deur middel van vraelyste ingesamel. ‘n Nie-waarskynlikheidsteekproef in die Suid-Afrikaanse kleinhandel- en veiligheidsektore is gebruik. Die totale steekproef het bestaan uit 1176 persone in nie-bestuursposte asook werkaansoekers. Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsontleding van die relevante meetinstrumente is gedoen en voldoende betroubaarheid is gevind. Die inhoud sowel as die struktuur van die konstrukte is ontleed aan die hand van bevestigende en, waar nodig, verkennende faktorontleding. Die resultate het redelike goeie passings vir al die hersiene metingsmodelle getoon. Vervolgens is Struktuur-Vergelykings-Modellering (SVM) aangewend om te bepaal in hoeverre die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Ooreenkomstig vorige navorsing is positiewe verwantskappe gevind tussen toegewydheid en integriteit, en tussen aanpassing en integriteit; negatiewe verwantskappe tussen neurotisisme en integriteit, en vrees en integriteit; positiewe verwantskappe tussen neurotisisme en teen-produktiewe werksgedrag, eksterne lokus van kontrole en teen-produktiewe werksgedrag; verpersoonlikte mag en teen-produktiewe werksgedrag; negatiewe verwantskappe tussen toegewydheid en teen-produktiewe werksgedrag, en integriteit en teen-produktiewe werksgedrag. Teenstrydig met vorige navorsing is ‘n negatiewe verwantskap gevind tussen inskiklikheid en integriteit. Ook teenstrydig met vorige navorsing is onbeduidende verwantskappe gevind tussen inskiklikheid en teen-produktiewe werksgedrag, eksterne lokus van kontrole sowel as verpersoonlikte mag en integriteit, asook tussen inskiklikheid, vrees, en teen-produktiewe werksgedrag, en aanpassing en teen-produktiewe werksgedrag. Hierdie studie vul die bestaande literatuur aan ten opsigte van persoonlikheid, integriteit en teen-produktiewe werksgedrag deurdat dit insig verskaf betreffende die aard van die verband tussen hierdie konstrukte. Die studie noem ook praktiese implikasies wat deur bestuur oorweeg kan word om bestuurspraktyke te verbeter ten einde integriteitsgedrag te verhoog, asook teen-produktiewe werksgedrag te verminder. Die beperkings van die studie wat uitgelig word en aanbevelings wat gemaak word, verskaf bykomende insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.
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Marsden, J. R. "Employees with drinking problems : short-term evaluation of treatment and management outcomes." Thesis, Cranfield University, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.333265.
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Sivakumar, Soumya. "CUSTOMERS BEHAVING BADLY: COMPLIANCE, RETENTION, AND REVENUE CONSEQUENCES OF PROBLEM CUSTOMERS AND FRONTLINE EMPLOYEE PROBLEM SOLVING." Case Western Reserve University School of Graduate Studies / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=case1171908347.
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Papatheodorou, Theodora. "Teachers' attitudes toward children's behaviour problems in nursery classes in Greece and the management techniques employed." Thesis, Cardiff University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.244235.
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Sharp-Paul, Carla Fedora. "A study of the adjustment problems experienced by workers undertaking short term international relocation." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2000. https://ro.ecu.edu.au/theses/1395.
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This study focused on the adjustment problems created by the effects of living and working in a culturally unfamiliar environment. Sixty-five internationally relocated workers, both male and female aged between 30 and 60 years, from different countries, who were on short-term relocation to Singapore, were asked to complete a survey. This survey questionnaire consisted of 56 questions, about the adjustment problems that they faced while on relocation and the availability or non-availability of pre-departure training. The conceptual framework for this study was developed by referring to difficulties uncovered in the literature review on the topic of international relocation. Questionnaire items were adapted from previously published research instruments. Responses were analysed by using descriptive statistics, one way ANOVAs and Independent sample t-tests. The results of this study highlight the problems associated with international relocation from the workers’ perspective and suggests that employers, employees and their families should be made aware of these problems prior to working abroad. This study, specifically found that workers, whether on relocation with or without their families experienced problems which affected their adjustment to their new environment. Overall, the sample tended to be poorly adjusted in their new environment. Nonetheless, about half of the participants appeared to be satisfied with the level of assistance they were given before departure even though the actual assistance was minimal. These findings can create a new awareness for multinational organisations and initiate a better understanding of the benefits that pre-departure training can have in averting or avoiding potential and costly problems at work. Recommendations from this study are that appropriate training based on a modified motor skills modal would prepare and furnish workers and their families with techniques which will help them to adjust readily to other cultures and thus minimise the mental and physiological effects of “culture shock.” This will provide significant benefits to internationally relocated workers and their families in the areas of health, safety and work productivity as well as contributing to their happiness and the maintenance of stable family relationships.
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Lehnberg, Frida, and Upmark Natalie Lundberg. "Upplevelsen av kommunikationen mellan vårdenhetschefer och medarbetare." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24267.
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Syftet med föreliggande studie var att undersöka upplevelsen av kommunikation samt olikheter i förväntan mellan avdelningschefer och medarbetare inom vården. Fyra vårdenhetschefer och fyra medarbetare inom Region Gävleborg intervjuades, varpå en induktiv tematisk analys resulterade i tre teman: Att nå fram med budskapet, samhörighet mellan chefer och medarbetare, samt medarbetarskap. Både chefer och medarbetare ansåg att en god kommunikation var av stor vikt för en välmående arbetsplats. Cheferna upplevde svårigheter i att nå ut till samtliga medarbetare, och därför ansågs det viktigt att individanpassa kommunikationen. Samhörighet mellan chefer och medarbetaren ansågs generera gemenskap och delaktighet, vilket gynnar kommunikationen. Medarbetarna upplevde otydlighet kring sitt ansvar för kommunikationen gentemot chefen. Ett förtydligande av medarbetarnas ansvar efterfrågades av både chefer och medarbetare. Att tydliggöra både medarbetares och chefers ansvar, skyldigheter, rättighet och förväntningar tordes kunna underlätta kommunikationen parterna emellan.The purpose of the present study was to investigate the experiences of communication as well as differences in expectations between department heads and employees in health care. Four managers and four employees in the region of Gävleborg were interviewed, and an inductive thematic analysis resulted in three themes: To reach out with the message, cohesion between managers and employees, and employeeship. Both managers and employees believed that good communication is of great importance for a healthy workplace. The managers experienced difficulties in reaching out to all employees, and stressed the importance of personalizing the communication. Cohesion between managers and employees was considered to generate fellowship and participation, which benefits the communication. Employees experienced ambiguity about their responsibility for communication with the managers. A clarification of employee responsibility was requested by both managers and employees. Clarifying the responsibilities, obligations, rights and expectations of both employee and managers may facilitate the communication between the parties.
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Ferguson, Merideth J. "From bad to worse a social contagion model of organizational misbehavior /." Diss., 2007. http://etd.library.vanderbilt.edu/ETD-db/available/etd-03282007-093528/.
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Jones, Morgan Dakota. "Antecedents and outcomes of work-linked couple incivility." Thesis, 2014. http://hdl.handle.net/1805/6626.
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Indiana University-Purdue University Indianapolis (IUPUI)Workplace incivility has been shown to have negative organizational and individual effects on people who experience this low-intensity deviant behavior. Research has recently begun to look at incivility as a form of modern discrimination that may be used to target out-groups within organizations, where out-groups are broadly defined. The first goal of the current study was to examine the impact of incivility on work-linked couples. Second, the present study sought to determine the effect that experiences of WLC incivility had on individual and organizational outcomes: burnout, job satisfaction, and turnover intentions. Finally, although the outcomes of incivility have been well-established, the antecedents of this phenomenon have been examined considerably less. Therefore, the present study sought to examine and explain the relationship between a climate for formality, gender, and WLC incivility. To accomplish these goals a snowball sampling method was used to recruit a total of 86 participants for an online survey. Hierarchal regression and bootstrapping mediation were used to analyze the data. Results showed that WLC incivility was predictive of burnout, job dissatisfaction, and turnover intentions. Furthermore, both burnout and job satisfaction were shown to mediate the relationship between WLC incivility and turnover intentions. The theoretical and practical implications of these results are discussed as well as potential areas for future research.
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Bezuidenhout, Sussanna Maria. "'n Ergonomiese studie oor oorhoofse kraanoperateurs se werksomgewing en beroepsgesondheid." Diss., 1999. http://hdl.handle.net/10500/18091.
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Text in AfrikaansSummaries in English and Afrikaans
This study aims to investigate the relation between a crane operator in a slab handlingarea's experience of his/her work environment and occupational health. A study of the literature leads one to the conclusion that the nature of crane operators' work environment may cause health problems. According to the literature crane operators are high risk cases regarding musculoskeletal disorders. The empirical study affirms that there are risk factors present in the crane operator's work environment, which may influence his/her occupational health. It is statistically proven that there is a meaningful difference between crane operators with a negative experience of the work environment and crane operators with a positive experience of the work environment, and the amount of illnesses experienced by crane operators as well as their general health. Recommendations are made regarding training, adjustability and flexibility of the work station, job rotation, job expansion and enrichment, and social contact.
Die doel van die studie is om die verband tussen 'n kraanoperateur in 'n platblokhanteringsarea se ervaring van sy/haar werksomgewing en beroepsgesondheid te ondersoek. Die literatuurstudie lei tot die gevolgtrekking dat die aard van kraanoperateurs se werksomgewing aanleiding kan gee tot gesondheidsprobleme. Volgens die literatuur is kraanoperateurs hoerisikogevalle ten opsigte van spierskeletstelselbeserings. Die empiriese studie bevestig dat daar risikofaktore voorkom in die kraanoperateur se werksomgewing wat sy/haar beroepsgesondheid kan be"invloed. Statisties is bewys dat daar 'n betekenisvolle verskil is tussen kraanoperateurs met 'n negatiewe ervaring van die werksomgewing en kraanoperateurs met 'n positiewe ervaring van die werksomgewing en die hoeveelheid siektetoestande wat kraanoperateurs ervaar, en die algemene gesondheid van kraanoperateurs. Aanbevelings om risikofaktore te beheer word gemaak ten opsigte van opleiding, verstelbaarheid en buigbaarheid van die werkstasie, posrotasie, posverbreding en - verryking, en sosiale kontak.
Industrial Psychology
M. Com (Industrial Psychology)
Books on the topic "Problem employees – Psychology"
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J, Lavender Neil, ed. Toxic coworkers: How to deal with dysfunctional people on the job. Oakland, Calif: New Harbinger Publications, 2000.
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Eddy, William A. It's all your fault!: 12 tips for managing people who blame others for everything. [United States]: HCI Press, 2008.
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Lilley, Roy C. Dealing with difficult people. London: Kogan Page, 2010.
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Dealing with difficult people easily. London: Hodder Education, 2011.
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Is there an elephant in the copy room?: Bold remedies for resolving hidden issues at work. Lubbock, TX: Perelandra Pub., 1999.
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Crowley, Katherine. Working With You is Killing Me. New York: Grand Central Publishing, 2006.
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Crowley, Katherine. Working with you is killing me: Freeing yourself from emotional traps at work. New York: Warner Books, 2006.
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Conflict resolution at work for dummies. Hoboken, N.J: Wiley, 2010.
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Speller, Jeffrey Lynn. Executives in crisis: Recognizing and managing the alcoholic, drug-addicted, or mentally ill executive. San Francisco, Calif: Jossey-Bass, 1989.
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Kathi, Elster, ed. Working with you is killing me. New York: Warner, 2007.
Find full textBook chapters on the topic "Problem employees – Psychology"
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Andrews, Bart, Laura Coleman, Mandy Bowlin, and Catherine Cox. "Youth Crisis Hotlines: Merging Best Practice Suicide Prevention Within a System of Care." In SpringerBriefs in Psychology, 87–95. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-06127-1_10.
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AbstractIn the USA, crisis hotlines, such as the National Suicide Prevention Lifeline, have become a valued resource for individuals experiencing a suicidal crisis. Often staffed by trained counselors, crisis hotlines can provide immediate support and can help to identify a caller’s problem and potential solutions, ensure the caller’s safety, and connect them with appropriate resources. Notably, with the introduction of the 988 crisis system in the USA, it is important that crisis hotlines continue to improve their systems of care as their services will be used with increased frequency. This chapter highlights Behavioral Health Response (BHR), a regional crisis hotline located in St. Louis, Missouri, and details methods they have employed to address gaps in youth crisis response with the creation of the Youth Connection Helpline system. This chapter emphasizes the importance of integrating crisis hotlines with other community resources and the value of tracking outcomes to achieve intended goals. Guidance on how to implement and evaluate a youth-focused crisis system is provided.
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Menges, Uta, Jonas Hielscher, Annalina Buckmann, Annette Kluge, M. Angela Sasse, and Imogen Verret. "Why IT Security Needs Therapy." In Computer Security. ESORICS 2021 International Workshops, 335–56. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-95484-0_20.
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AbstractOver the past decade, researchers investigating IT security from a socio-technical perspective have identified the importance of trust and collaboration between different stakeholders in an organisation as the basis for successful defence. Yet, when employees do not follow security rules, many security practitioners attribute this to them being “weak” or “careless”; many employees in turn hide current practices or planned development because they see security as “killjoys” who “come and kill our baby”. Negative language and blaming others for problems are indicators of dysfunctional relationships. We collected a small set of statements from security experts’ about employees to gauge how widespread this blaming is. To understand how employees view IT security staff, we performed a prolific survey with 100 employees (n = 92) from the US & UK, asking them about their perceptions of, and emotions towards, IT security staff. Our findings indicate that security relationships are indeed often dysfunctional. Psychology offers frameworks for identifying relationship and communication flows that are dysfunctional, and a range of interventions for transforming them into functional ones. We present common examples of dysfunctionality, show how organisations can apply those interventions to rebuild trust and collaboration, and establish a positive approach to security in organisations that seizes human potential instead of blaming the human element. We propose Transactional Analysis (TA) and the OLaF questionnaire as measurement tools to assess how organisations deal with error, blame and guilt. We continue to consider possible interventions inspired by therapy such as conditions from individual and group therapy which can be implemented, for example, in security dialogues or the use of humour and clowns.
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Vsevolod, Konstantinov, Shumilkina Evgeniia, and Osin Roman. "INTERPERSONAL RELATIONS IN A CROSS-CULTURAL TEAM." In Advances in Psychology and Psychological Trends, 54–66. inScience Press, 2020. http://dx.doi.org/10.36315/2021pad06.
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In the conditions of fragility of building interethnic relations, turning to the problem of developing interpersonal relations in mono-cultural and multi-cultural teams of employees of an enterprise in the period of reorganization is extremely relevant. The article presents the results of the empirical research conducted by the authors, the conclusions were made after processing data using mathematical statistics methods. The analysis of theobtained empirical data shows that in the period of reorganization the factor of cross-cultural composition of the employees teams under study actively manifests itself in interpersonal relations. Differences were found in the level of certain characteristics of employees in different types of ethnic environments. In general, more statistically significant connections between personal and behavioral characteristics were found in the sample of employees in a multi-ethnic environment compared to the employeesin a mono-ethnic environment. The development of interpersonal interaction in a team of employees in a multi-ethnic environment in the period of reorganization should be based on the development of the most significant characteristics of their personalityand behavior: positive ethnic identity, empathy, interpersonal trust and skills and abilities of building interpersonal interaction.
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Yakimanskaya, Irina Sergeyevna, Anna Mikhaylovna Molokostova, and Milyausha Yakubovna Ibragimova. "Metacognition of Organization Members as the Basis of Learning Strategy in Higher School." In Metacognition and Successful Learning Strategies in Higher Education, 114–31. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2218-8.ch007.
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The concept of metacognition is used to study knowledge of knowledge, and mainly in cognitive psychology. According to the content; metacognition is an intelligent process related to memory, reflection and motivation. The problem, we research, concerns the fact that the content and the mismatch of employees views can lead to non-constructive activity that violates the effectiveness of an organization as a whole. The outcome of this study is a model that describe the characteristics of the organization through determination of the metacognitive skills of employees at different levels. The model takes into account the emotional colouring, different levels of metacognition inconsistency, characteristic of the organization effectiveness and various inconsistencies of metacognitions.
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Yakimanskaya, Irina Sergeyevna, Anna Mikhaylovna Molokostova, and Milyausha Yakubovna Ibragimova. "Metacognition of Organization Members as the Basis of Learning Strategy in Higher School." In Start-Ups and SMEs, 178–95. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1760-4.ch011.
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The concept of metacognition is used to study knowledge of knowledge, and mainly in cognitive psychology. According to the content; metacognition is an intelligent process related to memory, reflection and motivation. The problem, we research, concerns the fact that the content and the mismatch of employees views can lead to non-constructive activity that violates the effectiveness of an organization as a whole. The outcome of this study is a model that describe the characteristics of the organization through determination of the metacognitive skills of employees at different levels. The model takes into account the emotional colouring, different levels of metacognition inconsistency, characteristic of the organization effectiveness and various inconsistencies of metacognitions.
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Sudakov, Dmitrii Valerievich, Oleg Valerievich Sudakov, Elena Vasilevna Bogacheva, Evgenii Vladimirovich Belov, Artiom Nikolaevich Shevtsov, and Olga Igorevna Muratova. "On the Issue of Holding Meetings of Student Scientific Study Groups of a Medical University During the Period of Unfavorable Epidemiological Situation." In Questions of Education and Psychology, 137–45. Publishing house Sreda, 2020. http://dx.doi.org/10.31483/r-96973.
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This paper considers the «problem of choice» of holding meetings of student scientific circles of the departments of operative surgery with topographic anatomy (OKHITA) and medical informatics and statistics (MIIS) N.N. Burdenko VSMU. This topic is currently very relevant, since the pandemic of a new coronavirus infection continues in Russia and around the world. At the beginning of the article, the information on the use of specialized electronic programs and electronic educational environments in the complex educational process is provided; the issues of their use at various stages of distance learning during an unfavorable epidemiological situation are analysed. However, according to the authors, very little attention is paid to additional aspects of the complex educational process, which are various student comeptitions, student scientific circles and student scientific societies. The aim of the work was an attempt to determine the form of meetings of the Council of People's Commissars of departments of various orientations (theoretical and practical), to determine the attitude of the respondents themselves – representatives of the teaching staff and students to the form of holding meetings of the Council of People's Commissars, depending on the epidemiological situation, and also to choose the most suitable electronic educational environment or computer program. The objects of the study were 50 employees of various departments of N.N. Burdenko VSMU (from among the teaching staff, who made up 1 group of subjects) and 100 students of the medical faculty – 2 and 4 years (who made up the 2 and 3 groups of subjects). The study was based on anonymous questionnaires. It was found that regardless of the direction of the department (practical – OKHITA or theoretical – MIiS), many respondents advocated the traditional (face-to-face) meetings of the Council of People's Commissars, subject to the normalization of the epidemiological situation. However, as it worsened, the majority favored remote, online, meetings of the Council of People's Commissars. An «interesting» result was obtained when processing the results of choosing an electronic platform for holding meetings of the Council of People's Commissars. So, despite the presence in N.N. Burdenko VSMU, specialized electronic educational environments, the «winner» and a kind of choice of respondents was the computer program «Zoom». The obvious choice of university staff from among the teaching staff and students makes it possible to recommend this program as a kind of «platform» for holding meetings of student scientific communities and circles.
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Bandy, Jennifer. "Employee Wellness Programs." In Handbook of Research on Individualism and Identity in the Globalized Digital Age, 359–79. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0522-8.ch016.
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The chapter purpose is to examine Employee Wellness Programs (EWP) internationally. The review of previous literature and discovery of outcomes and recommendations for future research are explored. Additionally, developing culturally competent international EWPs and training the development team are presented. The importance of intercultural communication, interpersonal and intrapersonal competence, and indigenous and cross-cultural psychology applications offer the foundation for the development of effective EWPs internationally. Issues, controversies, and problems, along with solutions and recommendations for the development of culturally competent EWPs are reviewed.
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Oancea, Camelia, and Caroline Kamau. "Why cultural differences in nonverbal language and workplace interactions create problems among employees experiencing mergers and acquisitions." In Organizational Psychology of Mergers and Acquisitions, 85–98. Routledge, 2020. http://dx.doi.org/10.4324/9781315747156-6.
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Thomas, Jay C. "Training and Development." In Specialty Competencies in Organizational and Business Consulting Psychology, 81–94. Oxford University Press, 2010. http://dx.doi.org/10.1093/med:psych/9780195385496.003.0007.
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Chapter 7 covers the steps in developing training programs and the competencies and ethics of development activities, along with a discussion of how OBC psychologists work with organizations on problems related to dysfunctional employee behavior.
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Rabipour, Sajedeh. "Perceived Stress Levels of Medical and Non-Medical Staff in the Face of COVID-19." In Advances in Psychology, Mental Health, and Behavioral Studies, 24–33. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8813-0.ch002.
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The sudden outbreak of COVID-19 as a deadly disease worldwide has caused widespread psychological problems as well as physical problems. Due to the importance of prevention and control of psychological problems in exposed individuals, the present study was conducted to investigate the perceived stress of medical and non-medical staff in the face of the epidemic of COVID-19 disease. 90.2% of the subjects had moderate job stress and 4.2% had severe stress. The level of stress in students was higher than formal and contract employees. Also, women had more stress than men, and people with medication, people without medication, and people with medical occupations more than non-medical occupations. Vulnerable groups in society, such as women, students, and healthcare workers, need more prevention and care in the COVID-19 crisis, which should be strengthened over time as effective coping strategies and disease epidemic management, access to medical resources, and mental health systems also plan national strategies and first aid in crises through telemedicine and online services.
Conference papers on the topic "Problem employees – Psychology"
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Vnutskikh, Alexander, Dmitriy Pishchalnikov, and Vladimir Tolochek. "Profesional Destructions of Employees at Enterprises Against the Background of the Problem of Labour Productivity Growth." In Proceedings of the II International Scientific-Practical Conference "Psychology of Extreme Professions" (ISPCPEP 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/ispcpep-19.2019.54.
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Liu, Zhao, Huan Zhang, Taide Tan, Changxiong Qin, and Jing Fan. "A Cellular Automaton Model and its Application on Emotional Infections." In ASME 2014 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/imece2014-36136.
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Emotional contagion has been a focus problem in the current fields of psychology and organizational behavior. Based on the theoretical analysis of the emotional contagion mechanisms and probabilistic theory, a cellular automaton (CA) model has been proposed to simulate the process of emotional contagion. And with the help of this CA model, we study the gross features of employees’ positive emotions in the evolution of emotional contagion and explore the effects of employees’ ability to transport emotion susceptibility and intimacy on the reaction process. The results indicate that employees’ ability to transport positive emotion susceptibility and intimacy are positive related to the emotional contagion between employees.
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Kuznetsova, A. S., and M. S. Luzianina. "Psychology of rest and problems of human functional states’ self-regulation^ proactive and reactive approaches." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.581.593.
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The different attitudes to rest and recovery are discussed and analyzed on the base of the empirical study. The aim of the study — to identify the link between employees attitudes to rest and the typical means of human functional states’ (HFS) self-regulation in dynamic organizational environment. Employees of different service organizations with flexible work schedule participated in the study. The diagnostic set included: special check-lists for peculiarities of rest and recovery planning; the semantic differential test; questionnaires to get data about typical self-regulation and coping means, used under work pressure. The obtained data helped to reveal that attitudes towards rest and recovery are tightly connected with proactive or reactive approaches to rest planning. Employees with proactive approach to rest planning demonstrated better recovery in comparison with employees with reactive approach. “Proactive” employees tend to use various types of self-regulation and coping means under work tension. For “reactive” employees typical self-regulation and coping means are related with emotional abreaction and communications with colleagues.
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Galkina, Ekaterina. "Psychological barriers of the initial stage of professional activity of the self–employed." In Safety psychology and psychological safety: problems of interaction between theorists and practitioners. «Publishing company «World of science», LLC, 2020. http://dx.doi.org/10.15862/53mnnpk20-20.
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The problem of the study is that it is not sufficiently studied what psychological barriers people face at the initial stage of professional activity as self-employed. The aim of the study is to study the features of psychological barriers at the initial stage of professional activity of self-employed people. Research hypothesis: at the initial stage of professional activity as self-employed people face psychological barriers in the organizational and creative areas of entrepreneurial activity. The problem of psychological barriers was considered in their works by S. Rubinstein, N. Podymov, I. Pavlov, R. Shakurov and others. The article formulates particular definitions of the main concepts. Methodology: analysis of an individual case using interviews with processing in the framework of interpretive phenomenology. Respondent: female, 34 years old, self-employed as a psychologist for 1 year. Results: psychological barrier of accepting financial responsibility, barrier of adherence to a certain professional culture, barrier of competence in the profession. Certain psychological barriers can arise in connection with certain underlying medical conditions. The conclusions are that psychological barriers are a complex mental education, can be overcome in stages, and motivation of the subject is important for overcoming barriers.
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Ivanchin, Artem, Dmitry Smirnov, Aleksander Smirnov, and Elizaveta Solovyova. "Prevention of extremist behavior in educational institutions: psychological and legal problems." In East – West: Practical Approaches to Countering Terrorism and Preventing Violent Extremism. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcshss.jlvi7980.
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The purpose of this particular study is to search for methods aimed at preventing extremist behavior in educational and other organizations. An interdisciplinary approach was used in this work, as well as methods of analysis, synthesis, generalization and classification, psychodiagnostic methods. As a result, a package of methods has been proposed in order to identify the propensity for extremist activity among students and university staff. Among them there are the following ones: the Methodology for diagnosing the dispositions of violent extremism, the Methodology for identifying the “Bullying Structure”, the Bass-Darki Aggressiveness Questionnaire, Destructive Communicative attitudes, Socio-psychological adaptation. Their capabilities and limitations have been also described. The proposals for improving labor legislation are substantiated and put forward, including an instruction legalizing the use of psychological techniques in Article 70 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation). It is concluded that the use of these techniques in relation to employees is permissible only if they diagnose their business qualities. As for the students, in relation to them, the use of the considered package of methods is permissible only on a voluntary basis. Any comprehensive studies of this kind at the intersection of law and psychology in the field of countering extremism in the higher education system in our country have not been conducted.
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Rapisarda, Sebastiano, Elena Ghersetti, Damiano Girardi, Nicola Alberto De Carlo, and Laura Dal Corso. "SMART WORKING AND ONLINE PSYCHOLOGICAL SUPPORT DURING THE COVID-19 PANDEMIC: WORK-FAMILY BALANCE, WELL-BEING, AND PERFORMANCE." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact062.
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"During lockdown and the severe restrictions aimed to combat the COVID-19 pandemic, in Italy great consideration has been given to “smart working” (SW). This term refers to a form of work characterized by the absence of time or space restrictions and an organization by phases, cycles, and objectives. The requirements for SW are: work must be carried out electronically; the tools must be adequate; performance must be measurable and focused on objectives; employees must have a suitable place to get their work done. These requirements ensure that the essential objectives of SW are attained: replacing the logic of performing tasks with that of achieving objectives; allowing everyone to manage work actively and autonomously; stimulating more decisive accountability in work, and better performance. Since the COVID-19 outbreak, action-research interventions have been conducted by private and public organizations. The private sector has endeavored to meet the requirements described above. This has not always been the case in the public sector, where largely widespread and indiscriminate use of SW has been made, not always complying with the protocols. However, even within the “emergency” limits of these experiences, SW has generally been accepted. The main advantages reported by employees are time and money saved on travel and food, in addition to improved family life. However, some problems have also emerged. These include the perception of social isolation; difficulty in disconnecting from technology; inadequacy of the tools; inadequate communication with managers. We also found that the health conditions of some “smart workers” have worsened in terms of anxiety, sleep disorders, and emotional symptoms. The data clearly show the complexity of analyses and interventions in relation to the SW phenomenon. The protection of employees’ health, especially in terms of recovery and work-family balance, appears to be particularly complex. In this context, the authors’ experience shows that online psychology has become more significant because it allows to support employees at any time. The literature highlights the growing use of online psychological support also through smartphone apps that provide effective interventions anywhere. Therefore, if, on the one hand, the requirements, objectives, and good practices of SW are to be pursued to limit the critical issues that have arisen, on the other, organizations should provide psychological support to employees even at a distance and by using appropriate technologies."
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Druzhinina, Valeriya. "The Empirical Analysis of Occupational Reflection of Police Officers." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-33.
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One of the most pressing issues in contemporary psychology is the study and analysis of the reflective aspects of the performance of police officers. This article deals with the theoretical and empirical aspects of psychological cognition of the stated topic regarding the example of future officers of investigative units of the Ministry of Internal Affairs of Russia. Different approaches to understanding occupational reflections were listed. Within the scope of this study, the authors share the view that occupational reflection is one of the structural components of the I-concept of an investigative officer. To comprehensively study the stated topic, the auhors addressed the types of problems faced by an investigative officer, and defined the contribution of occupational reflection to the proper fulfillment of duties. The aim of the study is to empirically identify the revelation of features of parameters of occupational reflection of police officers. The author summarises the results of an empirical study in a sample of students in an educational organisation of the Russian Mi nistry of Internal Affairs system. The occupational reflection technique (V.D. Shadrikov, S.S. Kurginyan) was employed. Mann-Whitney non-parametric U-test methods were used to process the results and analyse them statistically, using SPSS for Windows v.19. Male fifth-year students have been proven to lack the skills responsible for defining motives and objectives of professional activity. The range of significance of the overall level of reflexivity in both groups falls short of the norm. The results of the research will be used for the development of the author’s programme for the development of police officers’ performance reflection as well as for the comprehensive study of the image of the profession in the structure of the I-concept of the investigators of the Russian MIA system.