Immediacy in supervision: Supervisees’ perspectives on positive and negative events.

2021 ◽  
Author(s):  
Sarah Knox ◽  
Mackenzie Goertz ◽  
Tin Weng Mak ◽  
Kristen G. Pinto-Coelho ◽  
Clara E. Hill
Keyword(s):  
Negative Events

Differences in the Way to Conceive Happiness Relate to Different Reactions to Negative Events

2018 ◽  
Vol 39 (1) ◽  
pp. 27-38 ◽  
Author(s):  
Giulia Fuochi ◽  
Chiara A. Veneziani ◽  
Alberto Voci
Keyword(s):  
Positive Emotions ◽  
Satisfaction With Life ◽  
Well Being ◽  
Protective Role ◽  
Stressful Events ◽  
Interactive Effects ◽  
Negative Events ◽  
Orientations To Happiness ◽  
Specific Reactions ◽  
The Way

Abstract. This paper aimed to assess whether differences in the way to conceive happiness, measured by the Orientations to Happiness measure, were associated with specific reactions to negative events. We hypothesized that among orientations to pleasure (portraying hedonism), to meaning (representing a eudaimonic approach to life), and to engagement (derived from the experience of flow), orientation to meaning would have displayed a stronger protective role against recent negative and potentially stressful events. After providing a validation of the Italian version of the Orientations to Happiness measure (Study 1), we performed regression analyses of the three orientations on positive and negative emotions linked to a self-relevant negative event (Study 2), and moderation analyses assessing the interactive effects of orientations to happiness and stressful events on well-being indicators (Study 3). Our findings supported the hypotheses. In Study 2, meaning was associated with positive emotions characterized by a lower activation (contentment and interest) compared to the positive emotions associated with pleasure (amusement, eagerness, and happiness). In Study 3, only meaning buffered the effect of recent potentially stressful events on satisfaction with life and positive affect. Results suggest that orientation to meaning might help individuals to better react to negative events.

Daily Fluctuations in Work Engagement

2014 ◽  
Vol 19 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Research Evidence ◽  
Organizational Outcomes ◽  
Reciprocal Relationship ◽  
Proactive Behavior ◽  
Negative Events ◽  
Daily Work ◽  
Work Pressure ◽  
Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

To Idealize or Not to Idealize? Perceptions of Positive and Negative Events in Romantic Relationships

2001 ◽  
Author(s):  
Rebecca A. Gulliford ◽  
Sandra L. Murray ◽  
Gina M. Bellavia ◽  
Paul Rose
Keyword(s):  
Romantic Relationships ◽  
Negative Events

scholarly journals Inferences Training Affects Memory, Rumination, and Mood

2021 ◽  
pp. 216770262110098
Author(s):  
Baruch Perlman ◽  
Nilly Mor ◽  
Yael Wisney Jacobinski ◽  
Adi Doron Zakon ◽  
Noa Avirbach ◽  
...  
Keyword(s):  
Autobiographical Memory ◽  
Cognitive Bias ◽  
Negative Mood ◽  
Cognitive Bias Modification ◽  
Negative Events ◽  
Training Effects ◽  
Causal Inferences ◽  
Causal Mechanisms ◽  
Bias Modification ◽  
Shed Light

Making negative inferences for negative events, ruminating about them, and retrieving negative aspects of memories have all been associated with depression. However, the causal mechanisms that link negative inferences to negative mood and the interplay between inferences, rumination, and memory have not been explored. In the current study, we used a cognitive-bias modification (CBM) procedure to train causal inferences and assessed training effects on ruminative thinking, memory, and negative mood among people with varying levels of depression. Training had immediate effects on negative mood and rumination but not after recall of a negative autobiographical memory. Note that training affected memory: Participants falsely recalled inferences presented during the training in a training-congruent manner. Moreover, among participants with high levels of depression, training also affected causal inferences they made for an autobiographical memory retrieved after training. Our findings shed light on negative cognitive cycles that may contribute to depression.

Institutional betrayal in nursing: A concept analysis

2021 ◽  
pp. 096973302199244
Author(s):  
Katherine C Brewer
Keyword(s):  
Organizational Behavior ◽  
Moral Distress ◽  
Well Being ◽  
Concept Analysis ◽  
Ethical Culture ◽  
Negative Events ◽  
Moral Standards ◽  
Conceptual Clarity ◽  
Definition Of ◽  
Conceptual Relationships

Background: Ethical relationships are important among many participants in healthcare, including the ethical relationship between nurse and employer. One aspect of organizational behavior that can impact ethical culture and moral well-being is institutional betrayal. Research aim: The purpose of this concept analysis is to develop a conceptual understanding of institutional betrayal in nursing by defining the concept and differentiating it from other forms of betrayal. Design: This analysis uses the method developed by Walker and Avant. Research context: Studies were reviewed using health literature databases with no date restrictions. Ethical considerations: Analysis was conducted using established guidelines for ethical research. Findings: Although institutional betrayal is a concept applied in the literature, there was a paucity of studies exploring the concept within nursing. Examples of the concept in the literature include violation of trust between organization (i.e. employer) and nurse, such as provision of inadequate workplace protections, ineffective or hostile management, and gaslighting of those who experience negative events. Examples of institutional betrayal have become more visible during the COVID-19 pandemic. Discussion: A conceptual definition of institutional betrayal is a deep violation of trust or confidence or violation of moral standards committed by an institution toward a nurse. This definition incorporates experiences and issues suggested by the literature. Outcomes are likely negative, including impacts on nurse psychological and workplace well-being. This concept likely fits within a framework of ethical workplaces and has conceptual relationships with moral distress and moral resilience. Further studies can help qualitatively explore and empirically measure this concept. Conclusion: In the pursuit of improving the ethical culture of healthcare workplaces, this concept can provide meaningful insight into organizational behavior and its consequences. Naming and describing the concept can promote conceptual clarity and equip researchers, nurses, and leaders to identify and mitigate the issue.

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