Letteratura scientifica selezionata sul tema "Workplace loneliness"
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Articoli di riviste sul tema "Workplace loneliness"
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DENİZ, Serkan. "EFFECT OF LONELINESS IN THE WORKPLACE ON EMPLOYEES’ JOB PERFORMANCE: A STUDY FOR HOSPITAL EMPLOYEES." International Journal of Health Services Research and Policy 4, no. 3 (2019): 214–24. http://dx.doi.org/10.33457/ijhsrp.641706.
Testo completoAbstract (sommario):
Loneliness has become one of the most important problems of our time. Loneliness can be seen not only in daily life but also in the workplaces. Loneliness in the workplace has many negative effects on both employees and organizations. In this study, it was aimed to reveal the effect of loneliness in the workplace on the job performance of employees in terms of private hospitals. The study was held in Istanbul, Turkey from August 2019 to October 2019. The data of the study were collected from the employees of the private hospitals operating in Istanbul through survey method. 393 valid questionnaires were collected for the study. When the study was completed, the loneliness levels of the participants in the workplace were found to be generally low and their job performances were to be high. As a result of the study, it was found that there is a statistically significant, negative and moderate relationship between all dimensions of loneliness in the workplace and the employees’ job performance. In addition, it was found that all dimensions of loneliness in the workplace negatively affect the job performance of employees. The results of this study indicate that loneliness in the workplace is a determinant for the employees’ job performance According to the results of the study, hospital managements were suggested to carry out some studies in order to ensure that employees do not experience loneliness in the workplace and to improve their job performance.
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Abdul Gafoor, Sharmeela. "Workplace loneliness and employee creativity from a positive perspective." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 6 (2020): 244–62. http://dx.doi.org/10.20525/ijrbs.v9i6.911.
Testo completoAbstract (sommario):
In recent years, feeling lonely in the workplace has become a serious issue that has gained growing concern due to its complex outcomes. Limited research is available on workplace loneliness and empirical research on workplace loneliness is still in infancy. The purpose of this quantitative research study is to determine whether a positive relationship exists between workplace loneliness and employee creativity in the tourism industry of Maldives. I propose a moderated mediation model in which workplace loneliness foster employee creativity via personal identity and knowledge hiding hinders it, and this effect is moderated by team identification. Role transition and social identity theory are used as an explanatory framework for workplace loneliness and employee creativity. Results from a study of 204 individuals show that workplace loneliness is positively and significantly related to employee creativity. Further analysis identified that personal identity is positively and significantly related to the relationship between workplace loneliness and employee creativity. The discussion concludes that a subjective and personal experience; workplace loneliness can foster employee creativity. These results contribute to the literature on creativity and workplace loneliness by clarifying how and what influences of workplace loneliness are related to employee creativity. Recommendation for further research are give
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Dietmann, Antonia, Hakan Ozcelik, and Jian Peng. "Loneliness and the Workplace." Academy of Management Proceedings 2021, no. 1 (2021): 14492. http://dx.doi.org/10.5465/ambpp.2021.14492symposium.
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Sekhon, Sagaljit Kaur, and Manjari Srivastava. "Conquering workplace loneliness Individual or organization accountability." Human Resource Management International Digest 27, no. 1 (2019): 1–3. http://dx.doi.org/10.1108/hrmid-09-2018-0182.
Testo completoAbstract (sommario):
Purpose The paper aims to understand the role of an individual and the organization for managing workplace loneliness in special workplaces, giving insight into the manifestation of a negative organizational climate which may have an adverse impact on personal and organizational effectiveness. Design/methodology/approach This study considered the existing literature and conducted an independent survey with sailors as the sample. Findings Individuals experience feelings of loneliness and it is the collective responsibility of both the individuals and the organizations to help alleviate these feelings. Research limitations/implications The present study focused on vulnerable groups of sailors as employees working in remote workplaces. Practical implications The findings suggest that leaders can be sensitized to include interventions to assure quality interactions among workers and be facilitators for sharing of emotions, especially in high-risk occupations. Originality/value Studying the existence of loneliness among employees in remote workplaces like the shipping sector has received limited attention in previous studies.
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Jin, Jiaying, and Hiroshi Ikeda. "The Role of Empathic Communication in the Relationship between Servant Leadership and Workplace Loneliness: A Serial Mediation Model." Behavioral Sciences 14, no. 1 (2023): 4. http://dx.doi.org/10.3390/bs14010004.
Testo completoAbstract (sommario):
Researchers have increasingly concentrated on loneliness in the workplace as a crucial factor influencing the mental health of employees and the viability of telework. In contrast, the current understanding of the strategies mitigating workplace loneliness and how leaders utilize their behaviors to impact followers’ loneliness remains limited. Since servant leadership values the emotional needs of followers and displays a high level of empathy, this study investigated the direct and indirect effects of servant leadership on workplace loneliness. In this study, 267 employees (mean age = 31.5 years) from 28 provinces in China were recruited to participate in this survey. We proposed that servant leaders motivate their own empathic communication and other followers’ empathic communication to reduce lonely followers’ workplace loneliness. This research further examined the relationship between the leader’s and colleagues’ empathic communication, and the two jointly mediate the connection between servant leadership and followers’ workplace loneliness. We constructed a serial mediation model to examine the relationships between servant leadership, leader’s empathic communication, colleagues’ empathic communication, and workplace loneliness. The results indicate that servant leadership creates a cycle of empathy and provides insights into building a culture of empathy to improve employee well-being.
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Jung, Hyo Sun, Min Kyung Song, and Hye Hyun Yoon. "The Effects of Workplace Loneliness on Work Engagement and Organizational Commitment: Moderating Roles of Leader-Member Exchange and Coworker Exchange." Sustainability 13, no. 2 (2021): 948. http://dx.doi.org/10.3390/su13020948.
Testo completoAbstract (sommario):
This study aims to examine the effect of workplace loneliness on work engagement and organizational commitment and the moderating role of social relationships between an employee and his or her superior and coworkers in such mechanisms. Workplace loneliness decreased employees’ engagement with their jobs and, as such, decreased engagement had a positive relationship with organizational commitment. Also, the negative influence of workplace loneliness on work engagement was found to be moderated by coworker exchange, and employees’ maintenance of positive social exchange relationships with their coworkers was verified to be a major factor for relieving the negative influence of workplace loneliness.
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Ahsan, Usman, and Muhammad Anwar ul Haq. "Perceived Organizational Support, Workplace Loneliness, and Creativity: Mediating Role of Workplace Loneliness, and Moderating Role of Proactive Personality." Reviews of Management Sciences 3, no. 2 (2022): 147–64. http://dx.doi.org/10.53909/rms.03.02.092.
Testo completoAbstract (sommario):
Purpose: Workplace loneliness is not something we often hear in organizations. Being a pervasive issue and having adverse effects, little attention has been devoted to understanding its relationships. To address the gap, the present study was employed to investigate perceived organization support as antecedent and creativity as a consequence outcome of workplace loneliness among managerial level employees. Proactive personality was used as a moderator to test workplace loneliness relationships with antecedent and outcome for significance. Methodology: The research was conducted by adopting a cross-sectional design, where data was collected in dyads by using two separate questionnaires for manager-subordinate relationships. The sample population (N=348) were individuals in a dyadic relationship working at managerial and subordination levels from the banking, education, manufacturing, and pharmaceutical sectors. By using CFA measurement model was accessed and hierarchical regression analysis was adopted to test the curvilinear relationship between perceived organizational support and workplace loneliness. Hays process macros were used for testing moderating effects. Finding& Conclusion: Results revealed a negative (-) relationship of workplace loneliness with its antecedent and outcome. This study also indicated that high proactive individuals are less likely to exhibit workplace loneliness when support is high. It also indicated that highly proactive individuals in the presence of workplace loneliness represent creative behavior as compared to low proactive individuals.
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Du, Shuyun, Yinan Ma, and Jeoung Yul Lee. "Workplace Loneliness and the Need to Belong in the Era of COVID-19." Sustainability 14, no. 8 (2022): 4788. http://dx.doi.org/10.3390/su14084788.
Testo completoAbstract (sommario):
On the basis of Social Exchange Theory (SET), Knowledge Stickiness Theory (KST), and the need-to-belong hypotheses, we empirically studied the causes and consequences of workplace loneliness in interpersonal communication and explored the moderating effect of the need to belong. We distributed a survey and collected 639 valid responses in mainland China in both paper and electronic form during the period of February to October 2020, when the COVID-19 crisis was severe. Mplus was used to create a latent structural equation model with a moderating mediating model. Collaborative and competitive intrateam climates affect employees’ workplace loneliness and knowledge hoarding from different aspects. We also verified a moderated mediation model. Thus, this study examines the mediating effect of workplace loneliness and introduces the need to belong as the moderating variable; reveals the formation mechanism of workplace loneliness in collaborative and competitive intrateam climates; and deepens the research on the effective regulation of workplace loneliness. As the COVID-19 pandemic remains ongoing, we have verified changes to the mediating effect of workplace loneliness, driven by the motivation of the need to belong, and clearly evaluated a moderated mediating effect path, which contributes to the theory of belonging.
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Chen, Yushuai, Zhonglin Wen, Jian Peng, and Xiqin Liu. "Leader-follower congruence in loneliness, LMX and turnover intention." Journal of Managerial Psychology 31, no. 4 (2016): 864–79. http://dx.doi.org/10.1108/jmp-06-2015-0205.
Testo completoAbstract (sommario):
Purpose – Research on workplace loneliness has thus far been dominated by perceptions of followers; hence, few researchers have considered the perspective of leader-follower congruence. The purpose of this paper is to examine how the leader-follower relationship mediates the relationship between leader-follower congruence/incongruence in workplace loneliness and turnover intentions. Design/methodology/approach – Data were collected from 232 leader-follower dyads from ten companies in China. Polynomial regression combined with the response surface methodology was used to test the hypotheses. Findings – Four conclusions were drawn. First, leader-member exchange (LMX) was higher when leaders and followers were aligned in terms of workplace loneliness than otherwise. Second, in the case of leader-follower congruence, LMX rose as their workplace loneliness fell. Third, in the case of incongruence, followers had lower LMX when they were lonelier than their leaders. Finally, LMX partially mediated the leader-follower congruence/incongruence effect of workplace loneliness on followers’ turnover intention. Originality/value – This study emphasized the importance of leaders’ congruence with followers in workplace loneliness. Additionally, it extended research on leader-follower congruence from a positive perspective to a negative one.
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Jung, Yoon-Sik, Hyo-Sun Jung, and Hye-Hyun Yoon. "The Effects of Workplace Loneliness on the Psychological Detachment and Emotional Exhaustion of Hotel Employees." International Journal of Environmental Research and Public Health 19, no. 9 (2022): 5228. http://dx.doi.org/10.3390/ijerph19095228.
Testo completoAbstract (sommario):
This study was aimed at establishing whether loneliness among hotel employees in the workplace affects their psychological and emotional experiences by empirically investigating their perceptions of negative situations. A self-administered questionnaire was distributed to 300 hotel employees, after which confirmatory factor analysis was conducted to reassess the reliability and validity of the measured questionnaire items. A model of workplace loneliness, psychological detachment, and emotional exhaustion was developed and examined through structural equation modeling. The results showed that the hotel employees experienced workplace loneliness and expressed a desire to be psychologically detached from their jobs for recovery. Workplace loneliness also contributed to emotional exhaustion. Theoretical and practical implications, as well as limitations and future research directions, are discussed.
Tesi sul tema "Workplace loneliness"
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Wright, Sarah Louise. "Loneliness in the Workplace." Thesis, University of Canterbury. Psychology, 2005. http://hdl.handle.net/10092/1368.
Testo completoAbstract (sommario):
Loneliness in the workplace has received relatively little attention in the literature. The research surrounding loneliness tends to focus almost exclusively on personal characteristics as the primary determinant of the experience, and largely ignores the workplace as a potential trigger of loneliness. As such, personality tends to be overestimated as the reason for loneliness, whilst only modest emphasis is given to environmental factors, such as organisational environments. Therefore, the overall aim of this thesis was to explore the notion of loneliness in the workplace, with a particular emphasis on examining the antecedents and outcomes of its development in work contexts. The first stage of the research included the development and empirical examination of a scale measuring work-related loneliness. A 16-item scale was constructed and tested for its reliability and factor structure on a sample of 514 employees from various organisations. Exploratory factor analysis indicated two factors best represent the data, namely Social Companionship and Emotional Deprivation at Work. For the main study, a theoretical model was constructed whereby various antecedents (personal characteristics, social support, job characteristics, and emotional climate) were hypothesised to influence the development of work-related loneliness, which in turn was thought to affect employee attitudes and wellbeing. Employees from various organisations were invited to participate in the online research via email, which generated 362 submissions from diverse occupational groups. Structural equation modelling techniques were used to assess the hypothesised model, which was evaluated against a number of fit criteria. The initial results provided limited support for the Loneliness at Work Model. Consequently, a number of adjustments were necessary to obtain sufficient fit. The modified model suggests that organisational climate (comprising climate of fear, community spirit at work, and organisational fit) serves to simultaneously predict the emotional deprivation factor of loneliness (made up of seven items) and employee attitude and wellbeing. The results indicate that environmental factors such as fear, lack of community spirit, and value congruence play a role in the experience of work-related loneliness and have an overall negative effect on employee withdrawal behaviours and job satisfaction. The findings from this study offer insight into possible areas for organisational intervention and future research.
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Moghadas, Zadeh Seyed Omid. "Solutions technologiques pour atténuer la solitude des aidants professionnels et des personnes âgées en perte d’autonomie." Electronic Thesis or Diss., Université Paris sciences et lettres, 2024. http://www.theses.fr/2024UPSLD002.
Testo completoAbstract (sommario):
Cette thèse se compose de trois essais qui contribuent collectivement à notre compréhension de la gestion de la solitude chez les personnes âgées en perte d’autonomie et chez les soignants professionnels grâce à des interventions basées sur la technologie. Le premier essai identifie plusieurs voies de recherche dans la littérature concernant les interventions des TIC pour les personnes âgées bénéficiant de soins à domicile professionnels. Il met en évidence le besoin de recherches supplémentaires et reconnaît le rôle central des soignants professionnels dans ces interventions. Le deuxième essai explore le point de vue des aidants professionnels et révèle leur contribution substantielle à l'atténuation de la solitude des personnes âgées grâce à un accompagnement émotionnel et au soutien cognitif. Dans le troisième essai, des solutions de santé mobile, telles que la musique et la messagerie instantanés, sont tester pour traiter la solitude au travail des aidants professionnels, ouvrant la voie à des solutions pratiques permettant aux organisations d’améliorer le bien-être et la rétention des aidants. Dans l'ensemble, ces essais enrichissent notre compréhension théorique et pratique du potentiel de la technologie pour atténuer la solitude chez les personnes âgées et, dans le contexte des aidants professionnels, fournissent ainsi des perspectives précieuses pour améliorer la qualité des soins et le bien-être global<br>This thesis comprises three essays that collectively advance our understanding of loneliness mitigation among the elderly with loss of autonomy and professional caregivers through technology-based interventions. The first essay identifies a literature gap in ICT interventions for elderly recipients of professional home caregiving. It highlights the need for further research and recognizes the pivotal role of professional caregivers in these interventions. The second essay explores the distinctive perspectives of professional caregivers and reveals their substantial contributions to alleviating elderly loneliness through emotional companionship and cognitive support. In the third essay, mHealth solutions, including music and instant messaging, are introduced to address workplace loneliness among professional caregivers, offering practical insights for organizations to enhance caregiver well-being and retention. Collectively, these essays enrich our theoretical and practical comprehension of technology's potential to mitigate loneliness in elderly populations and professional caregiving contexts, thereby providing valuable insights for enhancing the quality of care and overall well-being
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劉漢超. "Loneliness at the Workplace in Chinese Culture Context." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/68x28m.
Testo completoAbstract (sommario):
碩士<br>輔仁大學<br>國際創業與經營管理學程碩士在職專班<br>106<br>It is may not surprise you that Loneliness has becomes a popular and serious harmful epidemic in the world. It defined as complicated and unpleasant emotion that refers to isolation.
Loneliness is not only bad for our health, but also bad for work performance. At work, it reduces task performance, limits the decision making and creativity. According to the research, over 40% of American worker report feeling lonely, and research suggests that the real number may well be higher. Due to the serious harmfulness and importance, we establish this study. This study contributes to variety of research domains.
This study elucidates the various concepts of loneliness under the different culture, especially for the difference in chinses culture, which also analyze the unique Chinese culture by Hofstede model and relationship between culture and acknowledge. Furthermore, it integrates different kinds of work loneliness under the different culture. Base on the professional material and interview, it analyze the solution from two aspects of employees and managers for reducing work loneliness. Its goes are to help reader to know the work loneliness more deeply, also for how to reduce the work loneliness in different situation.
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徐子晴. "An Exploratory Study on Antecedents and Consequences of Loneliness at Workplace." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/tm99ws.
Testo completoAbstract (sommario):
碩士<br>輔仁大學<br>國際創業與經營管理學程碩士在職專班<br>106<br>Workplace Loneliness is a sense of loneliness the individuals’ experience the workplace, such loneliness occurring in the workplace is actually about the quality of interpersonal relationship. When the qualities of social relations the individuals do not match what they would like to have, they may feel lack of companionship, this is Loneliness. Loneliness is a emotional reaction, it tells the individuals that they need meaningful relationship and companionship in the organizations. Employees can be lonely at every level of status even if they are surrounded by colleagues. Also, such loneliness happened in the workplace is not only harmful to the individuals but also influences the operation of entire group.
However, there was a time when the office is a place where can cultivate the friendship, it was reasonable for people to know colleagues and be friends. Nowadays, under competitive - orientated environment, the structure of office has changed, and there is a general lack of sense of belonging among colleagues. Sometimes, it is impossible to create a sense of belonging because the colleagues may be temporary or outsourced. When the relationship in office became temporary or distant, loneliness becomes a corporate culture accepted by all. Thus, the purpose of this paper will focus on analyzing the personal and corporate factors that contribute to loneliness in the workplace.
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TSAI, YU-TING, and 蔡玉婷. "Research on the Effect of Workplace Stress Risks on Loneliness and Well-being of Private Technological University Teachers." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6jqaqr.
Testo completoAbstract (sommario):
碩士<br>南臺科技大學<br>教育領導與評鑑研究所<br>106<br>The purpose of this study was to investigate the relationship between management of workplace stress risk factors and loneliness and well-being of private technological university teachers. A questionnaire survey method was used. Teachers of private technological universities in Tainan area served as the population of the study. A convenience sampling procedure was adopted to collect data. Questionnaires included the “Workplace Stress Scale,” “Workplace Loneliness Scale,” and “Workplace Well-being Scale.” A total of 446 questionnaires were distributed, and 424 copies were collected. Among them, 397 were valid, and the recovery rate was 89.01%. The data obtained were run by employing the following statistical procedures: descriptive statistics, independent t-test, analysis of variance, and stepwise multiple regression analysis. The results of the study were shown below:
1.Male teachers were significantly better than female teachers in managing workplace stress factors.
2.The group of teachers “who worked less than ten years” was significantly better than other groups in managing workplace stress factors and well-being.
3.The group of teachers “who served as secondary supervisor” was significantly better than other groups in managing workplace stress factors and well-being.
4.The perceptions of management of workplace stress risk factors had a significantly negative impact on loneliness of private technological university teachers. This indicated that the better the teachers perceived they could manage the workplace stress factors, the less loneliness they perceived. Among the factors, “colleagues’ support” produced the highest effect.
5.The perceptions of management of workplace stress risk factors had a significantly positive impact on workplace well-being of private technological university teachers. This indicated that the better the teachers perceived they could manage the workplace stress factors, the more they could improve well-being. Among the factors, “task demands” produced the highest effect.
6.The private technological university teachers’ perceptions of workplace loneliness had a significantly negative impact on their perceptions of well-being. This indicated that the more loneliness the teachers perceived, the less they perceived well-being. Among the factors of loneliness that influence well-being, “social companionship” showed higher effect on well-being than “emotional deprivation.
Based on the research findings and conclusions, this study can provide references for relevant supervisors and teachers of higher education institutions, private technology universities, and academics on future research topics.
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Lin, Chi-Jung, and 林季蓉. "The Study of the Relationship among Workplace Loneliness, Affective Organizational Commitment and Turnover Intention : the Moderating Role of Shyness Personality." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/szq7v9.
Testo completoAbstract (sommario):
碩士<br>輔仁大學<br>國際創業與經營管理學程碩士在職專班<br>106<br>Talent is the largest asset of the company, which pay attention to the psychological status. Emotions of employees at work is an important part that organizations have paid attention gradually in recent years. Only work more happy can lead to better job performance. Therefore, how to prevent and reduce the turnover of employee and increase the contribution of talents in the organization must be valued by every enterprise.The purpose of this study is to explore the relationship between employee’s loneliness, affective organizational commitment and turnover intention in the workplace, and verify the adjustment effect of shyness personality between emotional organizational commitment and turnover intention. Use a questionnaire survey was conducted to study 264 valid samples. The results of the study found that:
1. It is a significant negative correlation between workplace loneliness and affective organizational commitments: the higher workplace loneliness will cause the lower affective organizational commitment;
2. The positive relationship between workplace loneliness and turnover intension: The higher loneliness in the workplace cause to the higher turnover intention.
3. Affective organizational commitment has mediating effect between loneliness and turnover intention in the workplace: Loneliness in the workplace affects turnover intention through affective organizational commitment;
4. Shyness personality have a moderating effect between affective organizational commitment and turnover intention: those who have more obviously shyness personality will reduce the idea of low affective organizational commitments to turnover intentions. Regarding this study results to propose some practical suggestion.
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CHEN, JIA-LIN, and 陳佳琳. "A Study of the Relationship between Organizational Socialization Tactics and Newcomer 's Workplace Loneliness: The Mediating Role of Organization Socialization and The Moderating Role of Openness Personality." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/4yt77s.
Testo completoAbstract (sommario):
碩士<br>輔仁大學<br>企業管理學系管理學碩士班<br>106<br>Nowadays, new models of working have created flexibility but often reduce the opportunities for in-person interaction and relationships in the workplace. As a result, the rising awareness of workplace loneliness recently. From the results of the previous studies, employees who feel lonely will seriously affect their work performance. Thus, how to reduce the sense of loneliness in the workplace is a crucial issue that enterprises must pay attention to. This study aimed to explore the relationship between organizational socialization tactics, organization socialization, workplace loneliness as well as investigate the moderating effects of openness personality on the relationship between organizational socialization tactics and organizational socialization.
The research used questionnaire survey and obtained 221 valid questionnaires. The hypotheses are verified by regression analysis. The following is findings of this study: 1. Organizational socialization tactics are negatively related to workplace loneliness. 2. The organizational socialization tactics are positively related to organizational socialization. 3. Organizational socialization is negatively related to workplace loneliness. 4. Organizational socialization mediates the relationship between organizational socialization tactics and workplace loneliness. 5. Openness personality weakens the relationship between organizational socialization tactics and organizational socialization.
Capitoli di libri sul tema "Workplace loneliness"
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Wright, Sarah L. "In a Lonely Place: The Experience of Loneliness in the Workplace." In Friends and Enemies in Organizations. Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230248359_2.
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Jadon, Vaishali, and Abhijeet Tewary. "We Feel Lonely, and in This, We Are Connected: Workplace Loneliness and Organizational Citizenship Behavior." In Digital Economy Post COVID-19 Era. Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-0197-5_47.
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Cenkci, Ada T., Megan S. Downing, Tuba Bircan, and Karen Perham-Lippman. "Workplace Loneliness." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231002.
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"Appendix." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231008.
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Cenkci, Ada T., Megan S. Downing, Tuba Bircan, and Karen Perham-Lippman. "Qualitative Data Analysis and Results." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231006.
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Cenkci, Ada T., Megan S. Downing, Tuba Bircan, and Karen Perham-Lippman. "Introduction." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231001.
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Cenkci, Ada T., Megan S. Downing, Tuba Bircan, and Karen Perham-Lippman. "Methodology and Procedure." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231004.
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"References." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231010.
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Cenkci, Ada T., Megan S. Downing, Tuba Bircan, and Karen Perham-Lippman. "The Case for Belonging." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231003.
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"Prelims." In Overcoming Workplace Loneliness. Emerald Publishing Limited, 2023. http://dx.doi.org/10.1108/978-1-80382-501-420231009.
Testo completoAtti di convegni sul tema "Workplace loneliness"
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JIANG, Dai-Yue, Hui JIN, Zhen WANG, Jia-Yun LU, Chuan YANG, and Yao HU. "The Effect Mechanism of Workplace Loneliness on Employee Turnover Intention." In 2022 7th International Conference on Social Sciences and Economic Development (ICSSED 2022). Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.220405.215.
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"THE IMPACT OF PERCEIVED SOCIAL SUPPORT ON WORK ENGAGEMENT: THE MEDIATING ROLE OF WORKPLACE LONELINESS." In International Psychological Applications Conference and Trends. inScience Press, 2023. http://dx.doi.org/10.36315/2023inpact129.
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Pang, Yutong, and Yiwen Chen. "The Effect of Self-efficacy on Workplace Loneliness under COVID-19: the Chain Mediating Role of Professional Identity and Social Support." In IMMS 2022: 2022 the 5th International Conference on Information Management and Management Science. ACM, 2022. http://dx.doi.org/10.1145/3564858.3564892.
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Khalid, Adeela, Michael Felfernig, Ajaz Purra, Francis Eric Ramirez, Mariam Alshamsi, and Zafar Dwedari. "Shifting Paradigm of Mental Hygiene; A Novel Approach to Mitigate Workers' Distress in Oil and Gas Industry." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210788-ms.
Testo completoAbstract (sommario):
Abstract The objective of this paper is to advocate the practice of mental hygiene as an occupational health and safety solution to safeguard mental health and enhance psychological resilience of the workforce in the oil and gas industry. The oil and gas industry is a highly-demanding industry with its inherent environmental and psychological challenges posing a certain risk to employees' mental health. In addition, varied responses to psychological factors of the workforce may also increase the risk to mental health. A comparative study has shown that anxiety and depression is more prevalent among workers in the oil and gas industry in comparison to the general population(1). The reason behind this is particular pressure to avoid mistakes in the industry. There are serious consequences of mistakes in this industry including loss of lives and harm to the environment. In addition, offshore workers also experience isolation, loneliness, frustration and dissatisfaction stemming from working remotely, away from family. Unum Group conducted a claim analysis in the oil & gas extraction industry that showed that 26 percent of incapacity claims between 2014 and 2018 are caused by mental and psychological issues(2). The growing acknowledgment of the role of stressors in the workplace on mental health accentuates the importance of preventive psychological strategies. Mental hygiene is a preventive measure for sustaining good emotional health by developing and maintaining certain behavioral, social, and emotional skills. This paper highlights some of the mental hygiene practices considering the pertinence and aptness to the unique work environment of the oil and gas industry.
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"Impact Of Fear Of COVID-19 On Organizational Citizenship Behavior (OCB) And Job Performance With Mediating Role Of Psychological Distress." In International Conference on Public Health and Humanitarian Action. International Federation of Medical Students' Associations - Jordan, 2022. http://dx.doi.org/10.56950/mbdm4531.
Testo completoAbstract (sommario):
Background: The fear and terror of epidemic emerge as a highly complex issue that affects not only the society as a whole but also come out to be a huge medical issue. It results extremity in stress and anxiety which continually evolving uncontrollably when comparing to the everyday experienced stress (Main et al., 2011). Generally the people are more prone to experience distress because of stressful events of their life, specifically the women (Kessler & McLeod, 1984), thus leads towards work interferences and disturbance which eventually influence their work performance (Bhagat, 1983). Therefore the work related factors of employees (Bacharach et al., 1990), personal factors (Adams et al., 1996), environmental and situational factors (Wang et al., 2020) steps towards various forms of psychological distress and physical health issue (Enshassi et al., 2016; Johari & Omar, 2019). Thus the current pandemic of COVID-19 has not only been influencing the people's life physically (illness, health issues, hospitalization) but it also targeted them financially (financial insecurity, redundancy) (McKibbin & Fernando, 2021) as well as psychologically (such as stigmatization of pandemic, anxiety, depression, stress, loneliness etc.) (Mamun & Griffiths, 2020; Pappa et al., 2020; Shin & Liberzon, 2010). Consequently, the workplace environment of healthcare units for the frontline healthcare providers is remarkably influenced and giving medical and non-medical services will slushily be difficult because of stress, depression incertitude and stigmatization. Objective: The given study was aimed at to evaluate direct and indirect impact of fear of COVID-19 pandemic on organizational citizenship behavior and job performance with mediating role of psychological distress Method: Study was cross-sectional and convenience sampling technique was used to collect data (n=216), regardless of their gender, via google forms and questionnaires, from healthcare professionals of twin cities; Rawalpindi and Islamabad. Statistical Analysis was performed on data by using IBM SPSS 23. Inferential Statistics including correlation and regression via Preacher & Hayes method was applied on collected data to find out relationship between study variables. P-value ≤ 0.05 was considered statistically significant. Statistical analysis has revealed significant results Results: Correlation analysis and regression analysis has shown significant association of CVID-19 fear with psychological distress and psychological distress with OCB and job performance. Psychological distress was fully mediating the relationship of COVID-19 fear with OCB and job performance. Out of four hypotheses, two were accepted. Results of this study cannot be generalized on whole population of Pakistan as study was only limited to the two cities of Punjab, and sample size was small. Future studies may explore the ways to enhance job performance and OCB for the progress of healthcare organizations. Conclusion: . Emphasis should be on the effective and efficient management and implementation of SOPs and policies pandemic prevention and consequences. This could be helpful in minimizing psychological distress and maximizing OCB and job performance as it could be the stepping stone towards success of the healthcare organization. Study has justified the research gap of using process, interaction and environment factors of total quality management as precursors of patient's satisfaction and loyalty. Keywords: Fear of COVID-19, Psychological Distress, Organizational Citizenship Behavior, Job Performance.