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.

Voice More and Be Happier: How Employee Voice Influences Psychological Well-Being in the Workplace

The recently recognized core construct of employee voice has been demonstrated to be related to various out-comes.However,to date,the impact of employee voice over time and on important employee well-being has been rarely tested.In the present research,we studied in particular how employee voice behavior is related to psycho-logical well-being.Employing the theory of self-determination,we developed three hypotheses pertinent to this relationship,including the mediating role of authentic self-expression and the moderating role of collectivist orientation.We tested our hypotheses using data from 217 employees in China' Mainland over two time periods.As we hypothesized,we found positive relationships between the employee voice and psychological well-being.Our results also verified that these relationships are fully mediated by authentic self-expression and partially moderated by collectivist orientation.

Effect of Collective Bargaining on Employee Motivation in the Zimbabwean Gold Mining Sector

The purpose of this study is to determine the effect of collective bargaining on employee motivation in the Zimbabwean gold mining sector.The continued restless among employees at various gold mines in the midlands province has resulted in productivity levels dwindling.There has been increased labour turnover by employees as well as increased union representation to management.Questionnaire were used to collect data.In this article a population of one thousand employees was used.A sample of two hundred employees was selected across the board.The results of the study indicate positive relationships between collective bargaining and job satisfaction among the employees in the Zimbabwean gold mining sector.Implications of these results are that the human resource interventions are required in order to create an environment in which employees can freely engage in collective bargaining.Furthermore,the results indicate that collective bargaining engenders intrinsic motivation and above all allows for the protection of employee’s rights and welfare as well as promoting industrial democracy.This study recommends that managers should guard against preventing or obstructing employees from seeking legal redress to protect their interest.In addition,labour officers should be given the right of reasonable access to workers during working hours at their organisations for the purposes of advising the workers on the law.The employees should be given a latitude to belong to a trade union and or workers committee.

The Impact of Spiritual Leadership on Employee’s Work Engagement--A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy

The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.

The Relationship between Working Conditions and Adverse Health Symptoms of Employee in Solar Greenhouse

To determine the correlation between the working environment and the health status of employees in solar greenhouse, 1171 employees were surveyed. The results show the ＇Greenhouse diseases＇ are affected by many factors. Among general uncomforts, the morbidity of the bone and joint damage is the highest and closely related to labor time and age. Planting summer squash and wax gourd more easilv cause skin pruritus.

The Effects of the Work Environment on the Employees Optimal Performance: A Study of Ebonyi State College of Education, Ikwo

The study sought to investigate the effects of the work environment on the employees’optimal performance in Ebonyi State College of Education,Ikwo,as one of government organizations.The research design for this study was the survey research design to assess the relationship between the work environment and the employee’s performance in Ebonyi State College of Education.Thus,the population of the study comprised all employees of the college.The college which has total staff strength of 493 employees and seven management members making total of 500 was used as the study area.In an attempt to realize the objectives of the study,222 questionnaires were administered to both the management team and the employees of Ebonyi State College of Education.In order to ensure that all the strata of the population were fairly represented and all cases within each stratum had equal chance of being selected,stratified random sampling was used to select a sample of 215 employees and seven members of the management team for this research.A response rate of 78%was achieved.The data collected from both employees and managers was analyzed,using mean and standard deviation to answer the research questions and t-test statistics to test the hypotheses at alpha level of 0.05 significance.It was found that each of the components that define the work environment were statistically significant to performance of the college.However,the social work environment of employees of the college was the most conducive work environment in the institution and the psychological environment of the college was least conducive.In the end,the work environment of the Ebonyi State College of Education,Ikwo,was statistically significant to the performance of employees of the college.It was among other things recommended that for the performance of staff of the college to be enhanced,the college managers must improve its psychological environment so as to improve the psychological health of its employees.

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.

The Impact of Supervisory Career Support on Employees’Well-Being:A Dual Path Model of Opportunity and Ability

Background:In the pursuit of fostering employees’well-being,leaders are recognized as playing a vital role.However,so far,most of the existing research has focused on leadership behavior and the superficial interaction between leaders and members but has unexpectedly ignored the specific supporting role of supervisors in the career development of employees,that is,supervisory career support.Additionally,the internal mechanism of how career support from supervisors is related to and promotes employees’wellbeing is still unclear.Based on social cognitive career theory(SCCT),this study aimed to explore whether,how,and when supervisory career support affects employee well-being by introducing the two paths of‘career prospect’and‘career confidence.’Methods:During July 2023,this study employed a cross-sectional design.We gathered participants from corporate situated in Southern China.Results:Results based on a large sample of 14,533 employees showed that supervisory career support was positively related to employees’well-being through the dual path of career prospects(opportunity)and career confidence(ability).Employees high in proactive personality experienced the above positive effects most.Conclusion:This study provides meaningful implications for managers to implement personalized support strategies to improve employees’well-being.

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.

A Study of Nurses＇ Well-being Prediction Model in a General Hospital

The study is to explore the well-being of nurses in Eastern Taiwan and significant predictive factors. Clinical nurses are responsible for improving patient well-being; whereas nurse＇s perceived well-being and which factors affect the well-being of nurses has not explored. A cross-sectional related survey is on nurses at a teaching hospital in Eastern Taiwan. There were 375 nurses completed surveys. The instruments include Well-Being Scale, Work Environment Perception Scale, Health-Promoting Lifestyle Scale and Leisure Coping Strategy Scale. Data were analyzed using descriptive statistic, Spearman＇s correlation and stepwise regression. Joy and comfort were two major components of nurses＇ well-being; seven significant predictors explained 63.9% of the variance in the well-being distribution. The findings supported ways to promote the nurses＇ well-being with the seven significant predictors. These results from the clinical nurses＇ perspective and provide an evidence for policy development, improve nurses work environment and to promote nurse healthy life and well-being.

领导与员工的超连接匹配对工作绩效的影响及其机制

数字技术在企业的创新应用正在重构传统企业管理学理论与方法.工作中片刻不离手机和笔记本等多种设备的“超连接”成为常态.已有研究关注了互联网超连接对个体心理和行为的一系列消极影响,却忽略了数字技术赋能下的领导与员工超连接对工作绩效的潜在积极影响.本文基于平衡理论,连续三个月跟踪调查了343份领导与员工的配对样本,结果发现:领导与员工之间的超连接越匹配,员工自主性越高,工作目标进展越快,工作绩效显著增加.进一步发现,当领导与员工同处于高超连接时,员工的自主性高,工作目标进展和工作绩效最佳;而在“员工低—领导高”的不匹配模式下,员工的自主性和工作进展都低.本文从匹配视角探究领导与员工超连接模式对工作绩效的积极后效,为数字技术赋能组织管理的工作模式提供了更加全面和均衡的分析视角,同时也为实现领导与员工的工作模式匹配、协同推进工作绩效提供实践指导.

Humanizing the Culture of Technology Teams: Strategies for Creating Healthier and More Productive Work Environments

With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.

高绩效工作系统如何影响员工创新行为--组织认同与服务型领导的作用

积极促进员工创新行为对企业发展具有重要意义,高绩效工作系统是影响员工创新行为的重要前因变量,但现有文献对其影响机理的研究尚显不足。基于社会交换理论与社会认同理论,运用多层线性模型探究了组织认同在高绩效工作系统与员工创新行为之间的中介作用以及服务型领导的调节作用。研究结果表明,高绩效工作系统对员工创新行为具有显著正向影响,组织认同在高绩效工作系统与员工创新行为之间发挥部分中介作用,服务型领导在高绩效工作系统与员工创新行为之间发挥正向调节作用,服务型领导在高绩效工作系统与组织认同之间也发挥正向调节作用,服务型领导正向调节组织认同在高绩效工作系统与员工创新行为之间的中介效应,即服务型领导水平越高,中介效应越显著。

韧性领导对员工适应性绩效的影响:有调节的链式中介模型

领导风格是影响员工适应性绩效的重要前因,然而尚未有研究探索韧性领导这一VUCA时代新型领导风格与员工适应性绩效的关系。基于资源保存理论和扩展—建构理论,探索韧性领导对员工适应性绩效的预测作用及其作用机制和边界条件,拓展韧性领导的影响结果和员工适应性绩效的预测前因。利用层级回归分析技术,分析来源于两阶段收集的225份网络调查问卷,结果发现:韧性领导显著正向影响员工适应性绩效;工作繁荣和自我领导分别中介了韧性领导与员工适应性绩效的关系;工作繁荣与自我领导在韧性领导与员工适应性绩效之间发挥链式中介作用;环境不确定性调节了韧性领导与工作繁荣的关系以及韧性领导经由工作繁荣和自我领导对员工适应性绩效的链式中介效应。研究结果有助于丰富韧性领导和员工适应性绩效的相关研究,为组织提升员工适应性绩效提供有益借鉴。

复杂性理论视角下员工安全生产违规的前因组态研究

为揭示员工安全生产违规(EWSV)与其前因条件之间的复杂因果关系,提升安全治理效能,首先,基于复杂性理论,构建一个整合当代威慑理论、保护动机理论和社会学习理论的综合模型,从领导、同事和员工3个视角识别出影响EWSV的6种前因条件;然后,使用模糊集定性比较分析法(fsQCA)揭示什么样的前因条件组态会导致高EWSV。研究结果表明:单一条件并不构成高EWSV的必要条件,但是,领导安全惩罚缺失(SLPO)和同事安全生产违规(CWSV)在产生高EWSV上发挥较普适的作用;5种条件组态构成的3类驱动模式均可导致高EWSV。3种条件组态导致非高EWSV,降低CWSV和提高员工感知正式惩罚对促成非高EWSV至关重要;多种前因条件的不同组合方式均可导致高EWSV,高EWSV与其多种前因条件之间存在并发性、等效性和非对称性的复杂因果关系。

企业领导道歉负向影响员工反生产行为机制探究

企业员工由于遭遇领导冒犯所引发的反生产行为因领导道歉改变其负面预期而有所减少。笔者基于资源保存理论,在构建了一个企业领导道歉影响员工反生产行为机制模型的基础上,以分别在两个时间点收集的388份有效追踪数据,运用Mplus软件实证检验了企业领导道歉与员工反生产行为的关系及其变化。检验结果证实:企业领导道歉对员工反生产行为具有显著的负向影响;领导认同和情感承诺分别在领导道歉与员工反生产行为关系间发挥中介作用;领导虚伪感知既负向调节领导道歉对领导认同的影响,也负向调节领导认同在领导道歉与员工反生产行为间的中介作用。本文通过将领导认同、情感承诺和领导虚伪感知等变量尝试性地引入到企业领导道歉影响员工反生产行为模型之中并付诸实证检验,拓展了资源保存理论的应用边际,揭示了企业经营中领导道歉与员工反生产行为二者之间的内在关联,丰富了有关企业管理中领导行为方面的现有文献,研究结论可以为企业领导处理内部人际关系和提高企业治理水平提供理论依据。

因果定向对员工创造力的影响:基于创造力报酬的调节作用

基于创造力的报酬对员工创造力的影响机制尚存争议。本文从创造力的情境与个体特质交互的动机视角(motivation lens model of person in situation)分析论证基于创造力的报酬对自我决定视角下因果定向与员工创造力关系的调节作用。面向高新技术企业研发员工发放回收有效问卷343份,使用层次回归模型并采用简单斜率检验(J-N法)验证调节效应。研究结果显示,自主因果定向对员工创造力有显著正向影响,控制因果定向对员工创造力有显著负向影响,基于创造力报酬负向调节自主因果定向与员工创造力的关系。本研究拓展了对基于创造力的报酬影响员工创造力的机制的认识,并对企业员工创新管理具有参考价值。

企业社会责任与员工情感承诺——基于酒店兼职员工的研究

服务企业尤其是旅游企业中兼职员工已经呈现出常态化与规模化发展,兼职员工逐渐从关注薪酬的经济人向注重自我发展的社会人转变,这一群体日益增长的非经济需求成为企业内部社会责任实践与研究所面对的重要问题。文章以酒店企业兼职员工为研究对象,在501份调查问卷数据基础上,围绕酒店兼职员工感知的企业内部社会责任对其情感承诺的影响作用,同时引入心理契约破裂与工作年限等变量展开实证研究。研究结果表明:酒店企业内部社会责任与兼职员工情感承诺之间存在倒U形关系,心理契约破裂在其间起到中介作用,工作年限正向调节酒店企业内部社会责任与心理契约破裂的正U形关系,拓展了对兼职员工这一特殊群体的研究,揭示了企业内部社会责任与情感承诺之间的作用机制。在此基础上进一步提出了提供良好的内部社会责任环境、关注员工心理变化状态、精细化管理不同细分员工群体等人力资源管理优化措施建议。

非工作时间工作连通对员工沉默行为的影响

基于制造业企业员工的调查问卷,分析非工作时间工作连通对员工沉默行为的影响,并运用SPSS22.0和SPSSAU软件进行实证检验。研究结果表明:非工作时间工作连通行为正向影响员工沉默行为;员工工作倦怠起部分中介作用,进而导致其沉默行为;组织认同正向调节非工作时间工作连通对员工沉默行为的影响,员工的组织认同感愈高,非工作时间工作连通导致员工沉默行为的可能性愈高。从组织工作安排、组织建言激励措施等方面为降低员工沉默行为的负向影响提出建议。

双元压力对旅游企业一线员工服务绩效的作用机理研究

本研究根据社会交换理论和工作-资源模型,探讨旅游企业一线员工面临的挑战性压力和阻碍性压力对其服务绩效的影响机制,以及工作活力在其中发挥的中介作用。研究发现,挑战性压力积极影响工作活力和服务绩效,相反,阻碍性压力则对工作活力具有显著负向影响,并且对服务绩效没有显著性影响。此外,工作活力在双元压力与服务绩效中起到间接作用,但二者的作用效果不同。据此,文章提出针对旅游企业一线员工的管理建议,包括设定工作任务、改善工作氛围、给予认可反馈等。这些研究结果对于了解旅游行业中一线员工服务绩效的影响因素,并对有效提升其服务绩效水平具有一定的实践意义。