Use of cognitive-behavioral career coaching to reduce work anxiety and depression in public employees

BACKGROUND Public employees worldwide are increasingly concerned about work anxiety and depression.Cognitive-behavioral career coaching has emerged as a promising strategy for addressing these mental health disorders,which can negatively impact on a person's overall well-being and performance.AIM To examine whether cognitive-behavioral career coaching reduces work anxiety and depression among Nigerian public employees.METHODS A total of 120 public employees(n=60)suffering from severe anxiety and depression were randomly assigned to the treatment or control groups in this study.Cognitive behavioral coaching was provided twice a week to those in the treatment group,whereas no treatment was given to those in the control group.As part of the study,the Hamilton Anxiety Rating Scales and Beck Depression Inventory were used to collect data.RESULTS Analysis of covariance of the data from participants indicates a significant effect of cognitive-behavioral career coaching on work anxiety and depression.CONCLUSION Insights into the underlying mechanisms by which cognitive behavior career coaching exerts its effects have been gained from this study.Also,the study has gathered valuable data that can inform future practice and guide the development of strategies for supporting mental health at work.

What is the role of cognitive-behavioral career coaching in mitigating work anxiety and depression among public employees?

This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching(CBCC)to reduce work anxiety and depression among public employees.Public sector workers often face significant psychological stressors,leading to mental health issues that impair well-being and job performance.The study employed a grouprandomized trial design,involving 120 public employees diagnosed with severe anxiety and depression.Participants were divided into a treatment group,receiving CBCC,and a control group with no intervention.Results showed a significant reduction in anxiety and depression levels in the treatment group,sustained through follow-up assessments.The findings underscore the clinical relevance of CBCC as an effective intervention for improving mental health among public employees.Future research should explore the scalability of CBCC across different sectors and cultural contexts,as well as its integration with other mental health interventions.This editorial advocates for the broader implementation of CBCC practices in public service to enhance employee productivity and psychological well-being.By addressing cognitive distortions and fostering adaptive coping mechanisms,CBCC can help public employees navigate complex professional environments,ultimately contributing to a healthier and more efficient workforce.

The Effects of Job Insecurity, Emotional Exhaustion, and Met Expectations on Hotel Employees’ Pro-Environmental Behaviors: Test of a Serial Mediation Model

There are a plethora of empirical pieces about employees’pro-environmental behaviors.However,the extant literature has either ignored or not fully examined various factors(e.g.,negative or positive non-green workplace factors)that might affect employees’pro-environmental behaviors.Realizing these voids,the present paper proposes and tests a serial mediation model that examines the interrelationships of job insecurity,emotional exhaustion,met expectations,and proactive pro-environmental behavior.We used data gathered from hotel customer-contact employees with a time lag of one week and their direct supervisors in China.After presenting support for the psychometric properties of the measures via confirmatory analysis in LISREL 8.30,the abovementioned linkages were gauged using the PROCESS plug-in for statistical package for social sciences.The findings delineated support for the hypothesized associations.Specifically,emotional exhaustion and met expectations partly mediated the effect of job insecurity on proactive pro-environmental behavior.More importantly,emotional exhaustion and met expectations serially mediated the influence of job insecurity on proactive pro-environmental behavior.These findings have important theoretical implications as well as significant implications for diminishing job insecurity,managing emotional exhaustion,increasing met expectations,and enhancing ecofriendly behaviors.

Management Practices:Shaping Employee Satisfaction and Commitment in Large German Companies

The rapid evolution of the political,economic,and social landscape has generated increased interest in understanding the contextual application of management styles and behaviours toward employees.In this context,organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals.Therefore,this study aims to investigate the prevailing and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.To achieve the research objective,the study will employ a qualitative method to explore management behaviours toward employees.Data were collected through interviews with randomly selected managers from different companies and departments.The study aims to uncover discrepancies or variations in employee expectations regarding management behaviour.The findings will provide a better understanding of the most prevalent and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.The results will be valuable to management in adopting suitable leadership styles and improving employee satisfaction,leading to increased productivity and organizational performance.The research will contribute to the existing body of knowledge in the field of management and human resource management by providing insights into the impact of management behaviours on employees.It will also offer recommendations to management on how to enhance employee satisfaction and job commitment,leading to improved organizational performance.In conclusion,this study will investigate the prevailing management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

Research on Work-Life Balance of Female Employees

Nowadays,the pace of work and life is accelerating rapidly,accompanied by significant changes in work content and family structure.Enterprises and employees are encountering various pressures and conflicts.Female employees,in particular,are experiencing increasing pressure in both social labor and family affairs,resulting in ongoing conflicts between work and life.Achieving a balance between these two domains is crucial for female employees.This article aims to analyze the influencing factors of work-life balance for female employees and to propose useful strategies to help them improve it.

Coping Strategies Adopted by Construction Employees to Deal with the Causes and Effects of Occupational Psychological Disorders: A Study in Ghana

Coping strategies adopted to deal with psychological health issues could have influences on the general health, productivity and task performance of the employee. This study sought to investigate the coping strategies adopted by construction employees to deal with the causes and effects of occupational psychological disorders such as burnout and workaholism. To achieve this aim, the methods of focus group discussions were first employed. A total of 16 semi-structured focus group discussions were held in Ghana, with 90 construction employees. The focus group study revealed 25 coping strategies adopted as efforts to mitigate the causes and 22 coping strategies adopted as responses to moderate the effects of occupational psychological disorders. A quantitative study involving 150 construction professionals and 150 construction trade workers were also conducted in Ghana to investigate the coping strategies that were highly adopted by the two construction working groups. The findings from the study revealed that the construction professionals adopted delegating complicated tasks and seeking medical attention as the most common coping strategies to manage the causes and effects respectively. The construction trade workers were also revealed to adopt withdrawing from work duties or changing jobs and taking in more caffeinated drinks as the most common coping strategies to manage the causes and effects respectively. Exploratory factor analysis was employed, and the findings were put into the main constructs. The causes focused coping strategies were categorized under avoidance, alteration, adaptation, and acceptance. The effects focused coping strategies were also categorized under healthy and unhealthy coping strategies. This study recommends appropriate coping strategies and interventions in the construction industry such as education of construction personnel on the consequences of various coping strategies.

Exploring the Effects of Occupational Psychological Disorders on Construction Employees and the Construction Industry

Construction employees could experience occupational psychological disorders, such as workaholism and burnout due to their work, personality characteristics or lifestyle. This study sought to explore the effects of psychological disorders on construction employees and the construction industry. To achieve this aim, both the methods of focus group discussions and survey questionnaire were employed. The focus group discussions revealed 17 potential effects and 12 potential effects of psychological disorders on the construction employees and the construction industry respectively. A quantitative study was then employed to determine the key effects and to test the reliability of the findings from the focus group study. The results revealed that the highly perceived effects of psychological disorders on construction employees were accident-prone, chronic pain, insomnia or sleep disturbances, as these had the highest mean scores. The key effects also identified as perceived effects of construction employees’ psychological health conditions on the construction industry were: absenteeism/sick leave, errors in work, job dissatisfaction and increased medical costs. Exploratory factor analysis was employed, and the 17 effects on construction employees were categorized under behavioural effects and physiological effects. The 12 effects on the construction industry were also categorized under direct costs and indirect costs. The results from this study confirm the need for strategic interventions to mitigate the effects of occupational psychological disorders on construction employees and the construction industry of Ghana and to some extent globally. The exploratory nature of the study using preliminary findings from focus group discussions contributes to the literature on occupational health psychology.

Factors Influencing Stress of Employees and Its Impact to Employee’s Performance in the Workplace

Sometimes it may be difficult to cope with workplace stress,but the skills of handling stress changes from person to person.The cause of your stress and your approach to handle it may be very different from that of your friend.Generally,we think that stress is related to something negative,but we do not have to look at it that way.Some stress is helpful;actually it drives people towards job completion.The purpose of the study is to provide theoretical foundation,to find the effects of work stress on employee’s performance,and to examine the causes of stress that impact employee’s performance in the workplace.The researcher decided to conduct quantitative research by using questionnaires as a tool to collect data from the samples of 86 respondents from the employees of Aeronautical Radio of Thailand Ltd.Phitsanulok.The statistic for data analyzing is descriptive statistics including percentage,frequency(number),and standard deviation.The researcher validates that there were several factors that influence stress of employees and its impact to employee’s performace in the workplace that may influence organizational goal achievement.

Perception and Attitude of Employers towards Employees with AUD in an Emerging Economy: A Qualitative Enquiry

Background: The disease, addiction to chemical substances or drugs such as alcohol (ethanol, C2H5OH) is still not accepted as a diagnostic nosology by many in Ghana. Many consider addiction as a moral challenge, rather than a medical condition. This perception is propagated even in the Ministry of Health’s Occupational Health and Safety (OHS) policy document which punishes symptoms of substance use disorders. This study seeks to explore the perception and attitude of employers towards employees with alcohol use disorders (AUD) and to ascertain the level at which employee assistance programs (EAPs) are implemented in organizations. Methods: To infer outcomes, the study adopted the qualitative approach. In-depth interviews and observations which describe the perceived attitudes of employers (using HR managers as proxy) towards employees with AUD of some selected hospitals (private and public) in the Greater-Accra Metropolis. The interview was conducted face-to-face using an interview guide, which included open-ended questions. The structure of the guide helped the researchers to observe the participants and the conversations were also audio-taped after seeking the consent of the participants. On average, the interview lasted between 45 and 60 minutes. Results: Findings from the 10 interviews revealed that a number of factors such as biological, environmental, social and psychological accounted for AUD among employees regardless of the nature of their work. Although the HR managers had knowledge on the possible causes of AUD, some of them explained that they could not identify alcohol use in their organisations. The few that admitted to AUD at their workplace reported that alcohol use did not have any effect on their productivity and most of these workers were temporal or causal workers, hence were not perceived as permanent staff. In spite of prevalence of AUD in some hospitals, it was interesting to know that majority of these facilities had no EAPs and the few that had policies on AUD were not implementing them. Conclusions: This paper focused on some aspect of HR managers’ perceived attitude toward an aspect of their employees’ mental wellbeing which is AUD in a work setting. However, there are other pertinent issues that are crucial to employee total wellbeing that can be addressed in future research.

Occupational risk assessment based on employees’ knowledge and awareness of hazards in mining

Analyses and assessments of hazards occurring in work processes are carried out by teams,in which there is usually one representative of the personnel,as the embodiment of the active participation of employees in the assessment of occupational risks.This is why the article presents research on all employees’knowledge and awareness about risks in their work environment.The research was carried out in the form of an employee survey in one of the open-pit mines,at workstations dealing with the loading and transporting of excavated material.The survey included a list of 40 hazards divided into four groups:(1)hazards related to machines and equipment used,(2)hazards related to exposure,(3)hazards with an impact extending beyond the workstation and(4)hazards of an ergonomic nuisance nature,where employees were required to indicate which hazards apply to their workplaces and determine their level of signifcance,probability of occurrence and the scale of possible efects.In this way,a hierarchical identifcation of threats occurring at the analyzed workplaces was made,and the obtained results were used to determine the amount of occupational risk both for specifc workstations and for the whole technological process.The measures of the magnitude of occupational risk obtained using the proposed method have showed that,according to the respondents,greatest risks at the workstation are associated with moving machines and vehicles and with mobile equipment.Equally important risks,which were often mentioned by employees,were those directly related to their health,i.e.,related to ergonomic nuisance and exposure.Threats resulting from geological and mining conditions,considered typical for mining,were important for the surveyed miners but they were not the most important owing to proper prevention,good organization of work and high safety culture The active involvement of the crew in the process of assessing occupational hazards allowed to identify the signifcance of each hazard,in the opinion of the personnel working at various places and to use this ranking for determining occupational risk levels in the mining company concerned.The research has also outlined another goal to be achieved:a comparison of the relative signifcance of hazards identifed by the employees and of the hazards listed in occupational risk assessment matrices used by mines.

Benefit of Employees and Motivation for Earnings Manipulation—— A Case Study of Employee Shares

The employee shares of Guilin Jiqi became tradable in stock exchanges from June 2000. The firm coincidently made up her profit disclosed in the semi-annual report. After ruling out other explanations, we find that the fraud of Guilin Jiqi seems to be intended to help her employees （not including top managers） to reap profits at the expense of misled investors. Our findings offer a potential insight into relating employee shares to insider selling.

Green Attitudes, Human Values, and Wellbeing among Hospitality Service Employees

This research aims to explore the intricate nature of the association between green attitudes and well-being in theworkplace. Based on the basic human value theory, this study attempted to unearth the moderating effects of itstwo main bipolar segments, namely self-transcendence-self-enhancement and openness to change-conservation.A quantitative approach with a sample of 1,532 hospitality employees from 35 European countries was used. Wefound that a green attitude contributes to deriving employee well-being. Further, we found empirical support forthe influence of human values, in the sense that this relationship is reinforced among the workers who are morealtruistic and receptive to changes. Moreover, this research suggests strategies oriented to reduce environmentaldegradation and achieve sustainable development in the hospitality sector. This article provides ideas to cope withthe challenges posed by COVID-19, particularly in the hospitality industry seriously damaged by the pandemicwhere the future of many jobs is in jeopardy.

Correlation between psychological resilience and burnout among female employees in a shopping mall in Xi Xian New Area,China:A cross-sectional survey

Objective:The objective of this study is to investigate the correlation between psychological resilience and burnout levels of female employees in a shopping mall.Materials and Methods:A convenience sampling method was used to select 213 female employees of a shopping mall in Xi Xian New District,Shaanxi Province,in October 2020,who were surveyed using general condition questionnaire,Connor-Davidson Resilience Scale,and burnout scale.Results:The psychological resilience score of 213 female employees was 60.52±10.12 and the burnout score was 52.44±10.76.The differences were statistically significant in psychological resilience scores regarding female employees’different age(F=46.715,P=0.000),educational level(F=3.955,P=0.021),and whether they suffered from polycystic ovary syndrome(PCOS)(F=−11.660,P<0.01).The differences in burnout scores were statistically significant among female employees’different age(F=19.805,P<0.01),years of work(F=53.277,P<0.01),and whether they suffered from PCOS(F=16.119,P<0.01).There was a negative correlation between psychological resilience and burnout(r=−0.787,P<0.01).Conclusion:The psychological resilience score of female employees was generally low,and they suffered from a certain level of burnout.The mall managers should take corresponding measures for female employees to improve their psychological resilience level and reduce the degree of burnout.

Recognition and Appreciation and the Moderating Role of Self-esteem on Job Satisfaction and Performance among IT Employees in Melaka

The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.

Organizational Environment and Work Satisfaction of the Employees of Hitachi Chemical Montemorelos Nuevo Leon México

This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemorelos, Nuevo León, México？ This study＇s design is both explanatory and cross-sectional. The sample size was composed of 143 Hitachi Chemical employees of Montemorelos, Nuevo León, México. For the data collection, two instruments were used： the first instrument was used to measure the quality of organizational climate and the second was focused on measuring the workplace satisfaction level. As a result, the level of organizational climate quality is in fact a predictor of workplace satisfaction of Hitachi Chemical employees. After the regression analysis, it was found that the variable, level of organizational climate, explained a 71.4% variance in the dependent variable, work satisfaction. It was determined that organizational climate is a strong predictor of work satisfaction perceived by employees of Hitachi Chemicals, Montemorelos, Nuevo León, México. It can be established that the greater the levels of organizational climate experienced by the employees, the greater the level of work satisfaction will be.

Research on Correlation between Employees＇ Heterogeneity Characteristics and R＆D Investment

Using all Chinese firms listed on the stock exchanges during 2007-2012, we examined the influence of employees＇ heterogeneity characteristics on R＆D investment. The empirical result showed that employees＇ educational level and R＆D investment is a significant positive correlation. We also proved the number of technical employee has a positive effect on R＆D.

Affect of Employees＇ Activities on Flexibility and Company＇s Controlling

The purpose of this study is to investigate whether and to what extent the employees＇ activities affect flexibility and company＇s controlling during the performance of business processes. Employees＇ activity is monitored using following indicators： team innovation, team skills, goal setting within the team, resource utilization, quality management, sense of teamwork, work commitment and application of company＇s procedures and policies. There are 42 small and medium enterprises （SMEs） in Bosnia and Herzegovina chosen for sample and they have been sent a questionnaire. The questionnaire was answered by 240 employees from 22 companies. During the processing and interpretation of data, the following methods were used： principal component analysis, factor analysis, variance analysis, regression analysis, correlation analysis, t-test and F statistics. After analyzing the survey results, it can be concluded, to a large extent, that the employees＇ activities： team innovation, team skills, goal setting within the team, resource utilization, quality management, sense of teamwork, work commitment and application of company＇s procedures and policies, with the exception of the quality management system, affect the flexibility and company＇s controlling.

Job Satisfaction, Engagement and Associated Factors Among Employees Working at Adama Hospital Medical College, Adama, Oromia Regional State, Ethiopia:Institution Based Cross Sectional Study

High level of professional satisfaction among healthcare workers earns high dividends such as higher worker force retention and patients satisfaction.The aim of this study is to assess level of employees satisfaction and associated factors among employees working in Adama hospital medical college town from January to March 2019.Institution based cross-sectional study design was employed.About 389 employees were interviewed.Multi variable logistic regression analysis was used to identify the relationship among predictors and outcome variable.Variables with P-value<0.25 at bivariate logistic regression analysis were entered into multi variable logistic regression.P-value<0.05 and adjusted odds ratio at 95%level of significance was be used to declare predictors of employees satisfaction.A total of 389 study participant responded to the questionnaires with response rate of 92.20%.More than half 212(54.5%)were male and the mean age of study participants were 32.24 years(SD±7.87).The overall level of job satisfaction was 185(47.6%)(95%CI:1.43,1.53).Factors like shisha smoking(AOR,0.4;95%CI:0.01,0.44),co-workers relationship(AOR,2.85;95%CI:1.21,6.72),working environment(AOR,4.08;95%CI:1.98,8.41),autonomy at their working(AOR,4.40;95%CI:1.89,11.19),commitment for their organization(AOR,2.48;95%CI:1.20,5.10),performance evaluation(AOR,5.69;95%CI:2.53,12.80),promotion or growth opportunity(AOR,9.58;95%CI:4.11,22.32)and relationship with immediate supervisor(AOR,4.59;95%CI:1.89,11.19)shows significant association with employees’job satisfaction.The overall level of employees satisfaction is low.The organization should work on factors associated with employees’job satisfaction in order to increase satisfaction levels of employees.

The Effect of Customer Verbal Aggression on Burnout in Frontline Employees in Hotels and Travel Agencies: The Moderating Role of Perceived Supervisor Support

This study aimed to assess the effect of customer verbal aggression(CVA)on job burnout(JB)in frontline employee in both hotels and travel agencies,trying to reveal if there is a difference between both sectors in this context.The study additionally tested the moderation role of perceived supervisor support(PSS)in the relation between customer verbal aggression and burnout in hotels and travel agencies.Two versions of the questionnaire were distributed online.The first among hotels employees and the second was addressed to travel agencies employees;613 were retrieved and analyzed using the version of Spss 23.0.The results showed a significant difference among the level of customer verbal aggression,job burnout,and perceived supervisor support in hotels and travel agencies.Although there was a significant relation between customer verbal aggression and job burnout among frontline employees in both settings,this relationship was moderated by PSS in hotels but not in travel agencies.Eventually,the study concludes with recommendations and practical managerial implications in this regard and it can be considered as a first step for helping practitioners to efficiently manage such a phenomenon.

Study on the Turnover and Job Mobility of the State-owned Enterprise Employees in China

This study focuses on such relevant factors that can influence employees＇ turnover decision in state-owned enterprise of China as the wages, work pressure, relevant industry working conditions, job duties related to moving to other industries, and management. This research shows that the employees correct their expectations to the current job and other jobs in the industry on the basis of their initial work experience, which finally affects their turnover decision. In addition, the study also reveals that the turnover caused by the difference of wages, and the management reasons can make the employees completely leave the state-owned enterprises.