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It was late 2019 when a new virus from the Coronavirus family with the ability of spreading in humans was identified in China for the first time. The speed of the global pandemic of this virous and the release of news regarding its greater risks for the elderly led to numerous psychological disorders in this age group. Therefore, the present study was to consider the effectiveness of group logotherapy on death anxiety, feeling of loneliness and meaning of life in the elderly with fear of Coronavirus. This was a quasi-experimental with pretest-posttest and a control group design. The statistical population consisted of all the elderly women (65 years old and higher) who were member of the daily rehabilitation services working under supervision of Tabriz Welfare Organization in 2021, among whom 24 eligible women were selected based on inclusion criteria, and randomly assigned into control and experimental groups. The experimental group received ten 90-minute sessions of group logotherapy, while the control group received no intervention. The tools used in this study included the Templer's death anxiety, Russell et al.'s feeling of loneliness, and the Steger et al.'s meaning of life questionnaires. The data were analyzed using univariate analysis of covariance (ANCOVA) in SPSS-24 software. The results revealed that there is a significant difference between control and experimental groups in terms of death anxiety, feeling of loneliness and meaning of life (P < 0.05). In other words, group logotherapy decreased death anxiety and feeling of loneliness and increased the meaning of life in the elderly. According to the results, it appears that this treatment can be effectively used in rehabilitation centers and other psychological and counseling centers in order to improve the mental health of the elderly. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Drawing on the social exchange approach and an accompanying sub-theory pertaining to upper echelons theory, which are the most influential theories for describing the behavior of workers in the workplace, this study empirically investigates some corresponding moderated serial mediation variables, such as affective commitment, work meaningfulness, and perceived organizational support, which impact the relationship between Phoenix leadership and organizational change. A total of 150 employees working in the Sudanese Electricity Company participated in the questionnaire survey. The response rate was 88%. The results revealed that Phoenix leadership significantly influences organizational change and affective commitment. Affective commitment significantly influences work meaningfulness. Affective commitment and work meaningfulness mediate the relationship between Phoenix leadership and organizational change. Affective commitment mediates the relationship between Phoenix leadership and work meaningfulness. Work meaningfulness mediates the relationship between affective commitment and organizational change, but perceived organizational support does not moderate the relationship between work meaningfulness and organizational change. By testing the mediated moderation effects on the relationship between Phoenix leadership and organizational change, this research proposes a new framework for assessing the impact of mediators and moderators on teams of employees during the COVID-19 pandemic.(c) CIKD Publishing
ABSTRACT
Nonprofit scholars and practitioners alike adhere to a long-held assumption that nonprofit work is, and will remain, inherently meaningful work. The long-term marketization of the nonprofit sector coupled with the influence of the COVID-19 pandemic has undercut this narrative. Our research on meaningful nonprofit work indicates that while many nonprofit workers do find their work meaningful, pay, flexibility, and work/life balance are increasingly important to them. This commentary suggests that nonprofit leaders can no longer presume that workers motivated by prosocial values will seek out and stay with nonprofit work, satisfied with the "psychic income” that comes from doing good work. Nonprofits must be managed and led differently such that they center workers' contemporary needs and desires. Organizational and public policy initiatives around pay equity and flexible work can support such a transition for the nonprofit sector. [ FROM AUTHOR] Copyright of Nonprofit Policy Forum is the property of De Gruyter and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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The COVID-19 pandemic has reshaped life for all in countless ways. For young people, the pandemic accelerated the digitalization of school education and upended relations with peers, parents, and society as a whole. In this paper, we look beyond these immediate effects to explore how pandemic experiences, feelings, and thoughts suggest profound shifts in young people's perspectives on and orientations towards the future. Our research comprises parallel qualitative research with young people aged 15-19 in Denmark and Australia. Drawing on a posthumanist account of the world as entanglements of multiple human and non-human agencies and inspired by Donna Haraway's admonition to stay with the trouble of the world, we discuss how species meet as the coronavirus makes kin with the young people and how the young people's perspectives on the future become with the pandemic. That is, what intimations of worldings and reworldings can be glimpsed as young people shared their changed perspectives on priorities related to the meaning of life and the sustainability of the (more-than-) human condition from the midst of the pandemic. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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The word "quarantine" might conjure up negative associations;for instance, a youth may be given "time-out" as punishment for unruly behavior. A time-out creates space for reflection on one's actions and strips away the positive reinforcement linked to social stimulation. This chapter has two sections. The first section, "Mortality and Ecocide", explores the existential ramifications of how COVID self-quarantine suddenly and dramatically eliminated work hours for workers who were viewed as nonessential. The second section, "Symbolism and Deepening of Existential Encounter", delves into personal mythology study to further understand the human situation on the planet in relation to fear of death and the need for power. The chapter explores how human behavioral changes due to dysfunction correspond with the human meaning-making process and how we construct personal myths. Becker's exposition on death anxiety suggests that, in part, humans crave to unveil the meaning of life to mitigate the existential tension at times caused by the inevitability of death. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Critical incidents, defined as traumatic time-limited events, often happen unexpectedly, and have largely impacted employees in many ways. In this study, we apply the conservation of resources theory as our overarching framework to examine whether and when employees involved in a critical work incident would experience helplessness at work, which may consequently spill over into the life domain and negatively impact their well-being. Taking the COVID-19 as a typical example of critical incidents, we collected multiwave data from 765 Chinese doctors. The results showed that perceived COVID-19 event strength is positively related to doctors' helplessness at work, which further negatively impacts their presence of meaning in life. Besides, meaningful work exacerbates the effect of perceived COVID-19 event strength on doctors' helplessness, while social support and psychological detachment reduce the negative impact of helplessness on their presence of meaning in life. Our study calls attention to protection of the mental health and psychological well-being of employees faced with critical incidents at work and their psychological recovery, and sheds light on the effectiveness of social support and psychological detachment as resource replenishing mechanisms, while cautions against further emphasizing work meaningfulness to employees confronted with a highly novel, disruptive, and critical work event. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
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Adolescent girls have reached unprecedented levels of success in today's society. Simultaneously, many adolescent girls face adversities and their mental health remains a concern (Schramal et al., 2010;Spencer et al., 2018;). Positive Youth Development scholars continues to explore how society can best support adolescent girls as they navigate key developmental milestones (Lerner et al., 2005;Damon, 2004). Importantly, research has solidified a number of benefits of Youth Purpose (i.e., a long-term, committed, directed aspiration, with a prosocial desire). Youth Purpose is considered a key developmental asset, and contributes to thriving. Indeed, having a sense of purpose can serve as a protective factor for individuals and help bolster their overall well-being (Liang et al., 2018;Liang et al, 2017;Damon et al., 2003). Youth purpose along with Post Traumatic Growth can positively impact individuals facing adversities (Kashdan & McKnight, 2009;Tedeschi & Lawrence, 2004). Similarly, mentoring relationships are associated with numerous positive outcomes including the development of purpose (Dubois & Rhodes, 2006;Lerner, 2004;Liang et al., 2017). While youth purpose is well documented (Damon et al., 2003;Hill et al., 2010), there is limited research on purpose development for adolescent girls from marginalized backgrounds. Given the profound benefits of purpose, additional research is warranted on how purpose is cultivated in marginalized adolescent girls. This dissertation sought to expand the literature and better understand how adversity relates to purpose development, during the adolescent years and how mentoring relationships can contribute to this development. Additional research is needed to focus on one of the most vulnerable populations, adolescent girls from marginalized backgrounds, and to discover ways to help protect their mental health and well- being as they continue to thrive in society. This study included 13 interviews with adolescent girls from marginalized backgrounds. Thematic analysis was used to analyze the data and five major themes emerged. Analyses suggested that while these participants experiences endured adverse experiences, they maintained a positive outlook on life, and their future. With the help of their mentors, and through the development of critical consciousness, participants were able to utilize adverse experiences to help inform their sense of purpose. Data was collected during the COVID-19 pandemic. This crucial time period allowed for the collection of exemplary data, which revealed how adolescent girls utilized the pandemic as a time for self-growth, and how they conceptualized their purpose with respect to the pandemic. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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The global COVID-19 pandemic has presented notable challenges in teachers' career paths. In the present study, Super's life-span, life-space theory was applied to examine the interplay between K-12 teachers' propensity to search for meaning in life and meaningfulness attributed to their work role (i.e., meaningful work) in predicting career-relevant outcomes in the face of challenging circumstances over the course of a semester. A model was proposed in which propensity to search for meaning in life led to better work and career outcomes, an effect moderated by meaningful work. Longitudinal data from a sample of 617 teachers over eight outcome measurement timepoints across the fall 2020 semester was leveraged to test the model using a latent growth curve modeling approach. Meaningful work was positively related to self-rated job performance and intrinsic work motivation, an effect that was stable over time. Interactive effects between propensity to search for meaning in life and meaningful work were found for intrinsic work motivation and occupational turnover intentions. At low meaningful work, those with higher propensity to search for meaning in life had higher intrinsic work motivation at the start of the semester and over time than those with low propensity to search for meaning. At high meaningful work, those with higher propensity to search for meaning in life had higher occupational turnover intentions than those with low propensity to search for meaning. Important implications for our understanding of meaning-making regarding roles in the life-space during challenging circumstances in the life-span and the practical applications of these findings for professions, organizations, and leaders are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Can acute stress lead to improvements in psychosocial functioning? The effects of acute stress on the social environment and the subsequent impact on psychological functioning is an important area of focus that has gained recent attention in the examination of individual responses to acute stress. It has been suggested that the stimulation of positive social behaviors and perceptions following acute stress can have enduring positive effects on psychological functioning (Mancini, 2019). The current study aimed to expand this line of research by examining the longitudinal effects of the COVID-19 pandemic on social behavior and psychological functioning. I hypothesized that the acute phase participants, relative to recovery phase participants, would report higher social support, communal orientation, compassion, and gratitude. In addition, I explored whether there were differences in meaning in life and loneliness. The current study utilized a quasi-experimental cohort design to examine these hypotheses. Acute phase participants (N = 146) completed assessments in the Spring of 2020 during the height of the COVID 19 pandemic, and a matched comparison recovery cohort (N = 106) completed assessments one year later during the Spring of 2021. Independent samples t-tests revealed that participants had significantly lower negative affect during the acute phase of the pandemic compared to the recovery phase. No difference in positive affect emerged. However, the hypothesized differences between acute and recovery cohorts did not emerge in perceived social support, communal orientation, compassion, or gratitude, though absolute differences indicated the acute phase had higher mean scores on all variables (d = -.01 to d = -.16). In addition, exploratory analyses indicated the acute phase reported higher levels of meaning of life (d = -.40). Findings are discussed in relation to the potential for the analysis to be underpowered;the importance of a null finding of no differences between cohorts, and widespread concerns that the early COVID-19 pandemic lockdowns would have detrimental effects on psychological and social variables. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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PURPOSE: To gain a deeper understanding of healthcare workers experiences during COVID-19 using an anonymous, web-based, audio narrative platform. METHODS: Data were collected from healthcare workers in the midwestern United States using a web-enabled audio diary approach. Participant recordings were analysed using a narrative coding and conceptualization process derived from grounded theory coding techniques. RESULTS: Fifteen healthcare workers, in direct patient care or non-patient care roles, submitted 18 audio narratives. Two paradoxical themes emerged: 1) A paradox of distress and meaningfulness, where a harsh work environment resulted in psychological distress while simultaneously resulting in new rewarding experiences, sense of purpose and positive outlooks. 2) A paradox of social isolation and connection, where despite extreme isolation, healthcare workers formed intense and meaningful interpersonal connections with patients and colleagues in new ways. CONCLUSIONS: A web-enabled audio diary approach provided an opportunity for healthcare workers to reflect deeper on their experiences without investigator influence, which led to some unique findings. Paradoxically, amid social isolation and extreme distress, a sense of value, meaning and rewarding human connections emerged. These findings suggest that interventions addressing healthcare worker burnout and distress might be enhanced by leveraging naturally occurring positive experiences as much as mitigating negative ones.
Subject(s)
COVID-19 , Humans , Concept Formation , Grounded Theory , Health Personnel , InternetABSTRACT
Swift social and economic environmental changes such as COVID-19 pandemic have led to increased job insecurity. The current study examines the intermediating mechanism (i.e., mediator) and its contingent factor (i.e., moderator) in the association between job insecurity and employee's turnover intention, especially from the perspective of positive psychology. By establishing a moderated mediation model, this research hypothesizes that the degree of employee meaningfulness in work may mediate the relationship between job insecurity and turnover intention. In addition, coaching leadership may play a buffering role to positively moderate the harmful impact of job insecurity on meaningfulness of work. With three-wave time-lagged data that was collected from 372 employees in South Korean organizations, the current study not only demonstrated that meaningfulness of work mediates the job insecurity-turnover intention relationship, but also that coaching leadership functions as a buffering factor in reducing the harmful influence of job insecurity on meaningfulness of work. The results of this research suggest that the level of meaningfulness of work (as a mediator) as well as coaching leadership (as a moderator) are the underlying processes and the contingent factor in the job insecurity-turnover intention link.
Subject(s)
COVID-19 , Mentoring , Humans , Leadership , Pandemics , Job SatisfactionABSTRACT
Full research paper - In this paper, we report on the development of a succinct and easy-to-administer 11-item scale that quantifies students' self-efficacy, social aspect, independence, and meaning of studies, with a focus on introductory programming studies. The scale has been constructed using exploratory factor analysis of survey response data collected from students attending introductory programming courses offered by two universities. We evaluate the scale by using it to examine differences between university contexts, and assess to what extent the scale relates to students' perceived impact of the COVID-19 pandemic on studies, prior programming experience, self-assessed competence, and seeking help. Our evaluation of the scale suggests that social aspect was correlated with being more strongly influenced by the COVID-19 pandemic, while the perceived ability to work independently was correlated with reduced influence of the COVID-19 pandemic. Prior programming experience was positively correlated with self-perceived ability to work independently and with self-efficacy. Similarly, self-estimated competence was positively correlated with self-efficacy. Finally, social aspect and meaning of studies were positively correlated with help-seeking. Our evaluations show that the scale holds promise as a new tool for researchers and practitioners seeking to improve understanding of their study contexts. © 2022 IEEE.
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PurposeThis study aims to examine the effect of motivating language on employee performance and assesses the mediating roles of organisational citizenship behaviour and employee engagement between motivating language and employee performance in the Indian health-care sector, which is a highly demanding work environment, wherein employee burnout is high. Design/methodology/approachThe study was in the context of COVID-19 pandemic set for health-care workers in India. To collect data and test the proposed research model, 328 questionnaires were respondent by multi-level health-care professionals from private and government hospitals in North India. FindingsThe findings suggest that leader's motivating language is crucial for health-care leaders, inducing employee's performance in context to patientcare, safety and satisfaction. Underpinning theory of leader member exchange substantiates that the role of leader is pivotal in daily interaction with the stakeholders. Self-determination theory of motivation is determined by psychological needs satisfaction inducing employee engagement and organisational citizenship behaviour, amplified through the leader's motivating language, resulting into improved patientcare and patient safety. The findings state that leader's motivating language impacts the high culture context like health-care professionals, as observed in the Indian health-care sector during COVID-19. The findings are indicative of developing non-cognitive personality traits for managerial skills. Practical implicationsThe study substantiates the pivotal role of the leader's communication with stakeholders such as patients/attendants and health-care staff. The findings, which are an indicator of patientcare, as an outcome of patient compliance, will be indicative of developing the non-cognitive skills in the personality traits of managerial skills, inducing patients' trust in their health-care providers, using motivating language. Therefore, the health-care professionals must be trained in the application of motivating language with stakeholders, namely, patients/attendants and staff. Originality/valueThe findings state that leader's motivating language impacts on employees of high culture context like health-care professionals, as observed in the Indian health-care sector during the recent global medical emergency of COVID-19, whereas the earlier studies posited leader's motivating language to be effective on employees with low-cultural context. The role of leader is pivotal in daily interaction with the stakeholders, namely, patients/attendants and health-care staff.
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Introduction. Meaningful orientations and self-reflection are important indicators of the regulation of personal meanings. A person living in a modern, rapidly changing society does not fully manage his life due to the action of various uncertainties. The COVID-19 pandemic that began in early 2020 swept the world and is considered a global uncertainty factor. The increased uncertainty of life with the onset of the pandemic seems to be an additional stress factor. The novelty of the study lies in obtaining empirical data on the gender characteristics of the semantic regulation of teachers in the context of the coronavirus pandemic. The purpose of the article is to present the results of an empirical study of differences in life-meaning orientations and self-reflection among teachers before and during the pandemic,Methods . The study was conducted among female teachers of secondary schools in the Rostov region in March 2017 (n = 53) and in October 2020 (n = 43), i.e. before and during the pandemic, which can be considered a different effect of uncertainty in life . The battery of psychodiagnostic tests included the “Meaningful Orientations” test according to D. A. Leontiev and the self-reflection questionnaire according to I. A. Stetsenko. Results . An increase during the pandemic was found for all averages of both tests compared to the pre-pandemic values. Differences in all parameters have a statistically significant significance, identified on the basis of the Mann-Whitney test. The discussion of the results. In the conducted empirical study, it was found that the pandemic for the surveyed acmeologically homogeneous category of female teachers can be considered as a surmountable stress factor. As a result of the impact of such information uncertainty, a constructive restructuring of the processes of semantic regulation and psychological adaptation took place, which led to an increase in the level of meaningfulness of life orientations and self-reflection among the respondents. © 2022, Russsian Psychological Society. All rights reserved.
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Scholarship on stress and resilience at work has repeatedly overlooked professional gig workers despite the rapid growth of this independent workforce. Studying such workers, especially under conditions of global disruption, offers an opportunity to expand theory on the role of personal resources in promoting resilience and well-being in the absence of the contextual resources traditionally offered by organizations. Drawing on the conservation of resources theory (Hobfoll, 1989) and using unique qualitative and quantitative data gathered prior to and during the COVID-19 global pandemic, we investigate the pandemic's impact on an international sample of professional gig workers and test the relationship between psychosocial resources and workers' well-being and resilience. Results suggest that workers experienced the pandemic as an environmental jolt (Meyer, 1982) that affected their working lives by shrinking the amount of gig work available, especially for women, and increasing the challenges associated with fluctuating emotions, organizing day-to-day work, and cultivating relationships. Further, we find that pre-pandemic levels of two theoretically informed personal resources—work meaningfulness and the emotional carrying capacity of these workers' networks—affect outcomes: Work meaningfulness is associated with cognitive and affective well-being, and emotional carrying capacity is associated with social and affective well-being, as well as psychological resilience. Taken together, this research provides novel insights into professional gig workers' experiences of and reactions to environmental jolts, and the personal resources that aid in their well-being and resilience.
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Purpose>This paper aims to introduce an innovative approach to employee engagement through personalized calls targeted at work-from-home (WFH) employees. It explores the effects of these calls on employee motivation and work behaviour.Design/methodology/approach>The research is based on a case study of a multinational company over a one-year period (2020–2021). In-depth interviewing in the form of engagement calls was used as the primary method of data collection. Seventy-two frontline supervisors were directly involved in calling 1,318 employees totaling 2,671 calls. Content analysis was used to identify key patterns from the data.Findings>The employees experienced varying degrees of WFH transition based on their response to isolation and work-life boundaries. The calls made a difference to their psychological and emotional wellbeing, reaffirming their confidence in the company’s WFH arrangements and reinforcing their self-worth. This led to the employees engaging more proactively through work process improvisation and working around technological challenges. The calls also uncovered unlearning and relearning as a way of helping them make deeper sense of who they are and how they can contribute more valuably to the company.Originality/value>This longitudinal research offers fresh insights into the transitions of employees at different phases of their WFH experience based on the first-hand accounts of frontline supervisors. Theoretically, the study contributes to a different perspective of employee engagement and work behaviour from the remote working literature in the context of Covid-19.
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The aim of the chapter is to advance the framework of meaningful work under the new normal of COVID-19. The conceptualization of meaningful work is defined by the extensive literature review and current research findings. Future of work and its meaning are shaped by the crucial internal and external triggers as human resource practices, job-demand resources model, leadership, job crafting, playful work design, strengths used by individuals, and self-leadership. The meaning at distance work is reinforced by the fulfillment of individual needs. Within this context, new conceptualization of needs for meaning-based person job fit has emerged. The understanding of the relationship between variables and new meaningful work were enlightened by the theoretical framework of self-determination theory, social exchange theory, job-demand resources theory, work identity theory, social learning theory, social cognitive theory, and self-leadership theory. The chapter explores the possible outcomes of COVID-19 and its possible opportunities for employees, organizations, and education sectors. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
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The world flipped to remote work overnight with the COVID-19 pandemic. As such, current literature on the pandemic video call work environment is limited and is mainly trade articles. Previous literature used many terms, with one term per study, to evaluate deliberate behaviors where one engaged in an unrelated task with or without a conversation partner. Therefore, this study identified divided presence as the umbrella term to aggregate these behaviors. At this point, divided presence is defined as one's deliberate behavioral choice to divide one's presence between a live conversation partner and at least one other unrelated task simultaneously. This narrative study examined how 21 pharmaceutical or biotechnology professionals who worked remotely at least two days per week and experienced receiving divided presence from colleagues on work video calls in the COVID-19 remote work environment made sense of this experience. This research used real-life scenarios in video calls with 3 participants per call and a follow-up survey to validate themes. Psychological meaningfulness, safety, and availability served as this study's theoretical framework. Ten themes emerged across the call groupings. Findings suggest that when participants received divided presence, they experienced negative, empathetic, and variable emotional impact. The nature of the colleague relationship and the unrelated task were potential mitigating or compounding factors. Power dynamics had an impact and, repeat engagers in divided presence were detrimental to working relationships. Lastly, poorly organized meetings increased undesirable impact from a participant's receiving and propensity to engage in divided presence. This study's findings validated pre-COVID-19 literature, showed that the theoretical framework still works today, and provided challenges to literature with siloed lenses. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
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This paper aims to measure the impact of ECSR activities on employee job performance in the hospitality and tourism industry in the city of Hail, Saudi Arabia. Despite the growing importance of corporate social responsibility (CSR) and employee work performance, little is known about the correlations between socially responsible actions taken by businesses and the job performance of their employees. To overcome this gap, we explore the impact of ECSR on job performance, with an emphasis on chosen tourist and hospitality establishments in Hail, Saudi Arabia. Through structured questionnaires which were distributed during the period (March-May 2021), direct effects of predictors were tested using partial least square-structure equation modeling (PLS-SEM) with data from employees of hospitality and tourism establishments at Hail city, KSA. Overall, 300 questionnaires were distributed, and 242 were returned, resulting in the inclusion of 174 valid survey responses in the final data analysis. The PLS-SEM results show that the direct effects on job performance of initiatives related to awareness, charities, and support of basic projects are significant. This study adds to the CSR literature by demonstrating the sequential mechanism whereby employees' perceptions of ECSR affect their job performance. This study is conducted for the first time at Hail city, thus rendering it unique.
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The present research investigates whether employees felt more alienated from their work during the COVID-19 pandemic than before it, and examines the causes and consequences of this increase in work alienation. To do so, two longitudinal studies using data collected before (T1; October 2019 [Study 1] and November 2019 [Study 2]) and during the first wave of the COVID-19 pandemic (T2; May 2020 [Studies 1 and 2]) were conducted (i.e., repeated measures). Data of both studies were analyzed using unobserved effects panel data models. Results of Study 1 (N = 197) indicated that employees reported higher levels of work alienation during the COVID-19 pandemic. Going one step further, results of Study 2 (N = 295) showed that this higher feeling of work alienation may be explained by an increase in professional isolation and a decrease in meaningfulness of work induced by the COVID-19 pandemic. Results also demonstrated that this increase in work alienation negatively affected employees' job satisfaction, affective commitment, and turnover intentions. Findings are discussed and practical implications for managers are identified. Supplementary Information: The online version contains supplementary material available at 10.1007/s12144-022-03372-9.