scholarly journals Emotional work strategies of managers and job performance of nurses

2018 ◽  
Vol 6 (3) ◽  
pp. 28-37
Author(s):  
Zahra Riahi Paghaleh ◽  
Behrooz Rezaei# ◽  
Seyed Habibollah Hosseini ◽  
◽  
◽  
...  
Keyword(s):  
Job Performance ◽  
Work Strategies ◽  
Emotional Work

scholarly journals Coping with mental health conditions at work and its impact on self-perceived job performance

2020 ◽  
Vol 42 (3) ◽  
pp. 626-645
Author(s):  
Sophie Hennekam ◽  
Sarah Richard ◽  
François Grima
Keyword(s):  
Mental Health ◽  
Job Performance ◽  
Coping Strategies ◽  
Health Conditions ◽  
Content Type ◽  
Mental Health Conditions ◽  
Work Strategies ◽  
Self Harm ◽  
The Impact ◽  
Number Of Individuals

PurposeThis exploratory qualitative study examines both the impact of mental health conditions on self-perceived job performance and how individuals with mental health conditions cope with their conditions at work.Design/methodology/approachA total of 257 responses to a qualitative questionnaire and 17 in-depth interviews with individuals with mental health conditions are analyzed.FindingsThe findings show that mental health conditions can negatively impact self-perceived job performance in the form of lower quality of one's work, slower pace, and more mistakes. In addition, the findings reveal coping strategies that positively and negatively affect one’s performance at work. Strategies that negatively influence one’s performance include substance abuse and self-harm, suppressing and hiding one's symptoms, and forcing oneself to continue to work when feeling unwell. Coping strategies that tend to positively affect their performance include accepting one's condition and taking time off, medication and counseling, mindfulness activities, transparent communication, humor, and a compensation strategy.Originality/valueA growing number of individuals struggle with mental health conditions at work, impacting both organizations and employees. However, little is known about the influence of mental health conditions on one's performance at work, how individuals cope with their mental health conditions at work, and what effect those coping strategies have on organization-relevant outcomes.

Daily Self-Leadership and Playful Work Design: Proactive Approaches of Work in Times of Crisis

2021 ◽  
pp. 002188632110604
Author(s):  
Arnold B. Bakker ◽  
Kimberley Breevaart ◽  
Yuri S. Scharp ◽  
Juriena D. de Vries
Keyword(s):  
Job Performance ◽  
Goal Setting ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Work Design ◽  
Self Determination ◽  
Training Interventions ◽  
Work Strategies ◽  
Theoretical Predictions

This study investigates how employees may use proactive work strategies to satisfy their basic psychological needs during the coronavirus disease 2019 (COVID-19) pandemic. We use self-determination theory to hypothesize that daily self-leadership (e.g., goal setting, constructive cognition) and playful work design (PWD; redesigning work to be more fun/challenging) satisfy basic psychological needs and facilitate job performance. We also predict that the use of these proactive strategies is particularly important when individuals ruminate a lot about the COVID-19 crisis. Daily diary data collected among a heterogeneous group of employees largely confirm these theoretical predictions. For organizational practitioners, this study thus suggests that it is important to encourage employees to be proactive. Although this may be challenging during crises, leaders could provide autonomy and feedback to foster self-leadership and PWD. In addition, organizations may offer training interventions so that employees learn to apply these proactive work strategies.

Clinical Update: Functional Capacity Evaluations—An Update

1999 ◽  
Vol 4 (5) ◽  
pp. 4-7 ◽  
Author(s):  
Laura Welch
Keyword(s):  
Job Performance ◽  
Functional Capacity ◽  
Injury Risk ◽  
Disability Evaluation ◽  
Time Period ◽  
Submaximal Effort ◽  
Lack Of Sleep ◽  
Overall Performance ◽  
Time Required ◽  
Specific Limitation

Abstract Functional capacity evaluations (FCEs) have become an important component of disability evaluation during the past 10 years to assess an individual's ability to perform the essential or specific functions of a job, both preplacement and during rehabilitation. Evaluating both job performance and physical ability is a complex assessment, and some practitioners are not yet certain that an FCE can achieve these goals. An FCE is useful only if it predicts job performance, and factors that should be assessed include overall performance; consistency of performance across similar areas of the FCE; consistency between observed behaviors during the FCE and limitations or abilities reported by the worker; objective changes (eg, blood pressure and pulse) that are appropriate relative to performance; external factors (illness, lack of sleep, or medication); and a coefficient of variation that can be measured and assessed. FCEs can identify specific movement patterns or weaknesses; measure improvement during rehabilitation; identify a specific limitation that is amenable to accommodation; and identify a worker who appears to be providing a submaximal effort. FCEs are less reliable at predicting injury risk; they cannot tell us much about endurance over a time period longer than the time required for the FCE; and the FCE may measure simple muscular functions when the job requires more complex ones.

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.

Fully proceduralized job performance aids: Handbook for JPA managers and training specialists.

1973 ◽  
Author(s):  
Reid P. Joyce ◽  
Andrew P. Chenzoff ◽  
Joseph F. Mulligan ◽  
William J. Mallory
Keyword(s):  
Job Performance ◽  
And Training ◽  
Training Specialists
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