1) The study examined whether coping strategies mediate the relationship between personality traits (Big Five factors) and psychological distress.
2) Results found several Big Five factors (agreeableness, conscientiousness, neuroticism) were correlated with psychological distress and certain coping strategies (wishful thinking, self-criticism, social withdrawal).
3) Further analysis showed these coping strategies (wishful thinking, self-criticism, social withdrawal) partially mediated the relationships between some Big Five factors (agreeableness, conscientiousness, neuroticism) and psychological distress.
The Shift from "Ordinary" to "Extraordinary" Experience in Psychodynaimc Supe...James Tobin
Presented by James Tobin, Ph.D. at the American Psychological Association annual conference in 2012, this paper argues that psychotherapists-in-training often rely on various forms of social etiquette when relating to their patients and conducting treatment. He argues that an important goal of supervision is to help the trainee cultivate a clinical attitude and environment which is "extraordinary" in nature, an interpersonal and intrapsychic space unencumbered by political and benevolent tendencies. Dr. Tobin describes the modeling component of supervision in which the supervisee is exposed to a new way of being in the atmosphere of the supervisor's mindfulness, independence, spontaneity, creativity, and subversiveness.
The Shift from "Ordinary" to "Extraordinary" Experience in Psychodynamic Supe...James Tobin, Ph.D.
In this paper, presented to Division 39 (Psychoanalysis) at the 2012 APA Conference in Orlando, Florida, Dr. Tobin argues that the trainee and novice clinician may create a therapeutic setting in which the therapist manifests an attitude and demeanor drawn largely from standards forms of interpersonal interaction and the mores constituting typical social discourse. Clinical supervision may also reflect an investment in restricted forms of experience, thus leading to “sterile supervision” characterized by defensive processes and false manifestations. Dr. Tobin argues that the clinical situation is an "extraordinary" social experience that sacrifices most forms of standard social discourse in order to create an open space in which therapist and patient are unhindered by that which normally is. Supervision, therefore, should be focused on developing in the supervisee a therapeutic persona mobilized by the trainee's experience of new freedoms encountered in supervision.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
The Shift from "Ordinary" to "Extraordinary" Experience in Psychodynaimc Supe...James Tobin
Presented by James Tobin, Ph.D. at the American Psychological Association annual conference in 2012, this paper argues that psychotherapists-in-training often rely on various forms of social etiquette when relating to their patients and conducting treatment. He argues that an important goal of supervision is to help the trainee cultivate a clinical attitude and environment which is "extraordinary" in nature, an interpersonal and intrapsychic space unencumbered by political and benevolent tendencies. Dr. Tobin describes the modeling component of supervision in which the supervisee is exposed to a new way of being in the atmosphere of the supervisor's mindfulness, independence, spontaneity, creativity, and subversiveness.
The Shift from "Ordinary" to "Extraordinary" Experience in Psychodynamic Supe...James Tobin, Ph.D.
In this paper, presented to Division 39 (Psychoanalysis) at the 2012 APA Conference in Orlando, Florida, Dr. Tobin argues that the trainee and novice clinician may create a therapeutic setting in which the therapist manifests an attitude and demeanor drawn largely from standards forms of interpersonal interaction and the mores constituting typical social discourse. Clinical supervision may also reflect an investment in restricted forms of experience, thus leading to “sterile supervision” characterized by defensive processes and false manifestations. Dr. Tobin argues that the clinical situation is an "extraordinary" social experience that sacrifices most forms of standard social discourse in order to create an open space in which therapist and patient are unhindered by that which normally is. Supervision, therefore, should be focused on developing in the supervisee a therapeutic persona mobilized by the trainee's experience of new freedoms encountered in supervision.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
The Relationship between Emotional Intelligence (EQ) and Adversity Quotient (AQ)IOSRJBM
The purpose of this research is to determine a relationship between Emotional Quotient (EQ) and Adversity Quotient (AQ). This research is qualitative in nature and based on the previous studies done on emotional intelligence (EQ) and adversity quotient (AQ). Adversity quotient is the ability of a person to manage high stress levels and ability to work efficiently in the adversity. Emotional intelligence can be defined as the ability of the person to understand their own and other people’s emotions and feelings. After conducting the review, a brainstorming session was done to conclude a critical review.
Impact of interpersonal skills training on emotional controldeshwal852
In managerial position, manager must be capable to control their emotions and manage themselves so that they can they can perform in better way as well to lead the workforce in the right direction. In this study, an attempt has been made to find and compare the effectiveness of the interpersonal skills
training programme for emotional control of bank managers. A sample of 120 bank managers working in banks in Kurukshetra, Panipat, Sonipat and Karnal was selected for study. Out of 120 respondents 60 were selected for experimental group and rest 60 were selected for control group. Scale developed by Dick (1991) was used for improving interpersonal skills. The data was interpreted with the help of
mean, standard deviation and ‘t’ test.
Human Resource Management - Emotional Intelligence: Communication Effectivene...IJMIT JOURNAL
Stress management remains a key topic of concern among managers and employees worldwide. The most significant contribution of this research is the discovery the stress management related to communication effectiveness, and on the other hand, communication effectiveness related to job satisfaction within organizations of Iran. Communication effectiveness is a crucial factor for organization's performance and
growth and plays an important role in stress management, and job satisfaction of today’s competitive
organizations. According to literature on business area and logical arguments we proposed that
communication effectiveness can moderators the link between stress management with job satisfaction. The
respondents consist of 133 form educational administrations and Agriculture Bank of Iran. The method that
used to maintain the stress management, communication effectiveness and job satisfaction is Kendall’s coefficient of concordance. Results indicate stress management of emotional intelligence has a positive relationship with communication effectiveness and also communication effectiveness plays a key role in job satisfaction.
Explores military culture and how the values are adopted by military families. Defines the military deployment cycle and the psychosocial impact on the families of service members. Outlines evidence based treatment approaches for working with military families.
Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
The research was aimed to find out the impact of abusive supervision on turnover intention and to see how the moderating role effect by the abusive supervision and leads toward turnover intention i.e. emotional exhaustion. A total of 60 responses were gathered for the analysis of the study. The analysis has to be done through filling up questionnaires from the respondents. Statistical package of social sciences (SPSS) was implemented to get the result. The result finds that emotion exhaustion moderates the relationship between the dependent and independent variable. The nexus between abusive supervision and turnover intention turn out to be positively significant. An optimistic relation was found between the abusive supervision and the moderating variable. Mr. Sher Alam Khetran | Mr. Sikandar Wali | Dr. Muhammad Yar Khan | Ms. Jawaria Mushtaq"Impact of Abusive Supervision on Employee Turnover Intention: The Moderating Effect of Emotional Exhaustion" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11275.pdf http://www.ijtsrd.com/management/business-administration/11275/impact-of-abusive-supervision-on-employee-turnover-intention-the-moderating-effect-of-emotional-exhaustion/mr-sher-alam-khetran
EFFECTS OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE: AN EMPIRICAL STUDY IN P...IAEME Publication
This study contributes on effects of Emotional Intelligence (EI) through empirical
study exclusively employees of Private Sector Workplace (PSW) in Odisha. The aim of
this paper is to find the impacts between EI and work-related flexibility relation in
private sector workplace. The study shows that management encourages risk taking at
work, the concept of artificial intelligence introduced in the all most every private
sector or they have adopted use of advanced technology as an effective strategy to
flourish in competitive market scenario. The aim of this study is to analyze the effects
of emotional intelligence on employee job performance in private sector workplace.
The questionnaire survey is used in three point Likert Scale. There are eighteen
numbers of questions on six major categories according to the Genous model, like i)
Self-Awareness ii) Awareness of others iii) Authenticity iv) Emotional Reasoning v)
Self-Management and vi) Positive Influence. Each category has three major questions.
This is to measure greatest work-place benefit among the correlation with EI and JP.
Structural Equation Modeling (SEM) is applied to examine the collected data from the
private sector workplace. The study shows how EI has its impact on the job
performance of employees in PSW.
Burnout, Employee Engagement, and Coping in High-Risk Occupa.docxcurwenmichaela
Burnout, Employee Engagement,
and Coping in High-Risk Occupations
L
Jennifer Falkoski, PsyD
This study assessed whether there were any significant relationships among burnout,
type of coping, and employee engagement in a population of employees actively working
in the medical and mental health fields. It also evaluated preferred workplace motivators
across two overarching job categories: medical and mental health caregivers and admin
istrative and supporting roles. The results showed that as employee burnout increased,
so did the use of more harmful coping mechanisms. The study also found an inverse
relationship between emotional exhaustion and employee engagement. Additionally,
employee engagement and personal accomplishment were positively related. Employee
preferred workplace motivators across two job-overarching job categories were also
assessed. The highest-ranking employee-preferred workplace motivators identified in the
participant sample were nature of the work itself, responsibility, salary, relationship with
peers, and professional growth.
Burnout
Burnout is a phenomenon that has been
studied in organizations for more than 20
years. The applied research on burnout was
initially examined within industries that
had a high rate of interpersonal interaction
(Maslach & Leiter, 1997, 2008). More spe
cifically, these industries included human
services, health care, and education. Over
the last two decades, research in this area
has expanded to all industries, including
international companies.
One downside to the extensive research
in this area is that the term "burnout" has
lost its meaning in the workplace (Maslach
& Leiter, 1997). People have become inured
to this term and expect burnout with
any type of job. Burnout's perception
as an inevitable state has made it increa
singly more difficult to manage in the
workplace.
It is imperative that organizations con
tinuously find ways to enhance protective
factors against burnout in the workforce,
especially because most companies are
dynamic in nature. Maslach and Leiter
(1997) cite several contemporary factors
that affect burnout in the workplace. These
factors include less intrinsic work, global
economics, increase in the use of technol
ogy to run business operations, redistri
bution of power, and failing corporate
citizenship. Employees who are experienc
ing burnout also report feeling overloaded
at work, a lack of control over their own
work, unrewarded by their work, a lack of
community within the organization, unfair
/011mal of Psyc/10/ogical lssues in Orga11izatio11al Culture, Volume 2. Number,!, 2012 02012 Bridgepoint Education. lnc. and \VilL')' PL·rindicals, Inc
Pub!ishl'd onlinl' in \VilL')' Onlinl' Library (wikyunlindibr.iry.com), DOI: 10.1002/jpuc.20085 49
treatment, and conflicting personal values with
company values (Maslach & Leiter, 1997).
Burnout is a powerful .
Burnout, Employee Engagement, and Coping in High-Risk Occupa.docxjasoninnes20
Burnout, Employee Engagement,
and Coping in High-Risk Occupations
L
Jennifer Falkoski, PsyD
This study assessed whether there were any significant relationships among burnout,
type of coping, and employee engagement in a population of employees actively working
in the medical and mental health fields. It also evaluated preferred workplace motivators
across two overarching job categories: medical and mental health caregivers and admin
istrative and supporting roles. The results showed that as employee burnout increased,
so did the use of more harmful coping mechanisms. The study also found an inverse
relationship between emotional exhaustion and employee engagement. Additionally,
employee engagement and personal accomplishment were positively related. Employee
preferred workplace motivators across two job-overarching job categories were also
assessed. The highest-ranking employee-preferred workplace motivators identified in the
participant sample were nature of the work itself, responsibility, salary, relationship with
peers, and professional growth.
Burnout
Burnout is a phenomenon that has been
studied in organizations for more than 20
years. The applied research on burnout was
initially examined within industries that
had a high rate of interpersonal interaction
(Maslach & Leiter, 1997, 2008). More spe
cifically, these industries included human
services, health care, and education. Over
the last two decades, research in this area
has expanded to all industries, including
international companies.
One downside to the extensive research
in this area is that the term "burnout" has
lost its meaning in the workplace (Maslach
& Leiter, 1997). People have become inured
to this term and expect burnout with
any type of job. Burnout's perception
as an inevitable state has made it increa
singly more difficult to manage in the
workplace.
It is imperative that organizations con
tinuously find ways to enhance protective
factors against burnout in the workforce,
especially because most companies are
dynamic in nature. Maslach and Leiter
(1997) cite several contemporary factors
that affect burnout in the workplace. These
factors include less intrinsic work, global
economics, increase in the use of technol
ogy to run business operations, redistri
bution of power, and failing corporate
citizenship. Employees who are experienc
ing burnout also report feeling overloaded
at work, a lack of control over their own
work, unrewarded by their work, a lack of
community within the organization, unfair
/011mal of Psyc/10/ogical lssues in Orga11izatio11al Culture, Volume 2. Number,!, 2012 02012 Bridgepoint Education. lnc. and \VilL')' PL·rindicals, Inc
Pub!ishl'd onlinl' in \VilL')' Onlinl' Library (wikyunlindibr.iry.com), DOI: 10.1002/jpuc.20085 49
treatment, and conflicting personal values with
company values (Maslach & Leiter, 1997).
Burnout is a powerful ...
The Relationship between Emotional Intelligence (EQ) and Adversity Quotient (AQ)IOSRJBM
The purpose of this research is to determine a relationship between Emotional Quotient (EQ) and Adversity Quotient (AQ). This research is qualitative in nature and based on the previous studies done on emotional intelligence (EQ) and adversity quotient (AQ). Adversity quotient is the ability of a person to manage high stress levels and ability to work efficiently in the adversity. Emotional intelligence can be defined as the ability of the person to understand their own and other people’s emotions and feelings. After conducting the review, a brainstorming session was done to conclude a critical review.
Impact of interpersonal skills training on emotional controldeshwal852
In managerial position, manager must be capable to control their emotions and manage themselves so that they can they can perform in better way as well to lead the workforce in the right direction. In this study, an attempt has been made to find and compare the effectiveness of the interpersonal skills
training programme for emotional control of bank managers. A sample of 120 bank managers working in banks in Kurukshetra, Panipat, Sonipat and Karnal was selected for study. Out of 120 respondents 60 were selected for experimental group and rest 60 were selected for control group. Scale developed by Dick (1991) was used for improving interpersonal skills. The data was interpreted with the help of
mean, standard deviation and ‘t’ test.
Human Resource Management - Emotional Intelligence: Communication Effectivene...IJMIT JOURNAL
Stress management remains a key topic of concern among managers and employees worldwide. The most significant contribution of this research is the discovery the stress management related to communication effectiveness, and on the other hand, communication effectiveness related to job satisfaction within organizations of Iran. Communication effectiveness is a crucial factor for organization's performance and
growth and plays an important role in stress management, and job satisfaction of today’s competitive
organizations. According to literature on business area and logical arguments we proposed that
communication effectiveness can moderators the link between stress management with job satisfaction. The
respondents consist of 133 form educational administrations and Agriculture Bank of Iran. The method that
used to maintain the stress management, communication effectiveness and job satisfaction is Kendall’s coefficient of concordance. Results indicate stress management of emotional intelligence has a positive relationship with communication effectiveness and also communication effectiveness plays a key role in job satisfaction.
Explores military culture and how the values are adopted by military families. Defines the military deployment cycle and the psychosocial impact on the families of service members. Outlines evidence based treatment approaches for working with military families.
Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
The research was aimed to find out the impact of abusive supervision on turnover intention and to see how the moderating role effect by the abusive supervision and leads toward turnover intention i.e. emotional exhaustion. A total of 60 responses were gathered for the analysis of the study. The analysis has to be done through filling up questionnaires from the respondents. Statistical package of social sciences (SPSS) was implemented to get the result. The result finds that emotion exhaustion moderates the relationship between the dependent and independent variable. The nexus between abusive supervision and turnover intention turn out to be positively significant. An optimistic relation was found between the abusive supervision and the moderating variable. Mr. Sher Alam Khetran | Mr. Sikandar Wali | Dr. Muhammad Yar Khan | Ms. Jawaria Mushtaq"Impact of Abusive Supervision on Employee Turnover Intention: The Moderating Effect of Emotional Exhaustion" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11275.pdf http://www.ijtsrd.com/management/business-administration/11275/impact-of-abusive-supervision-on-employee-turnover-intention-the-moderating-effect-of-emotional-exhaustion/mr-sher-alam-khetran
EFFECTS OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE: AN EMPIRICAL STUDY IN P...IAEME Publication
This study contributes on effects of Emotional Intelligence (EI) through empirical
study exclusively employees of Private Sector Workplace (PSW) in Odisha. The aim of
this paper is to find the impacts between EI and work-related flexibility relation in
private sector workplace. The study shows that management encourages risk taking at
work, the concept of artificial intelligence introduced in the all most every private
sector or they have adopted use of advanced technology as an effective strategy to
flourish in competitive market scenario. The aim of this study is to analyze the effects
of emotional intelligence on employee job performance in private sector workplace.
The questionnaire survey is used in three point Likert Scale. There are eighteen
numbers of questions on six major categories according to the Genous model, like i)
Self-Awareness ii) Awareness of others iii) Authenticity iv) Emotional Reasoning v)
Self-Management and vi) Positive Influence. Each category has three major questions.
This is to measure greatest work-place benefit among the correlation with EI and JP.
Structural Equation Modeling (SEM) is applied to examine the collected data from the
private sector workplace. The study shows how EI has its impact on the job
performance of employees in PSW.
Burnout, Employee Engagement, and Coping in High-Risk Occupa.docxcurwenmichaela
Burnout, Employee Engagement,
and Coping in High-Risk Occupations
L
Jennifer Falkoski, PsyD
This study assessed whether there were any significant relationships among burnout,
type of coping, and employee engagement in a population of employees actively working
in the medical and mental health fields. It also evaluated preferred workplace motivators
across two overarching job categories: medical and mental health caregivers and admin
istrative and supporting roles. The results showed that as employee burnout increased,
so did the use of more harmful coping mechanisms. The study also found an inverse
relationship between emotional exhaustion and employee engagement. Additionally,
employee engagement and personal accomplishment were positively related. Employee
preferred workplace motivators across two job-overarching job categories were also
assessed. The highest-ranking employee-preferred workplace motivators identified in the
participant sample were nature of the work itself, responsibility, salary, relationship with
peers, and professional growth.
Burnout
Burnout is a phenomenon that has been
studied in organizations for more than 20
years. The applied research on burnout was
initially examined within industries that
had a high rate of interpersonal interaction
(Maslach & Leiter, 1997, 2008). More spe
cifically, these industries included human
services, health care, and education. Over
the last two decades, research in this area
has expanded to all industries, including
international companies.
One downside to the extensive research
in this area is that the term "burnout" has
lost its meaning in the workplace (Maslach
& Leiter, 1997). People have become inured
to this term and expect burnout with
any type of job. Burnout's perception
as an inevitable state has made it increa
singly more difficult to manage in the
workplace.
It is imperative that organizations con
tinuously find ways to enhance protective
factors against burnout in the workforce,
especially because most companies are
dynamic in nature. Maslach and Leiter
(1997) cite several contemporary factors
that affect burnout in the workplace. These
factors include less intrinsic work, global
economics, increase in the use of technol
ogy to run business operations, redistri
bution of power, and failing corporate
citizenship. Employees who are experienc
ing burnout also report feeling overloaded
at work, a lack of control over their own
work, unrewarded by their work, a lack of
community within the organization, unfair
/011mal of Psyc/10/ogical lssues in Orga11izatio11al Culture, Volume 2. Number,!, 2012 02012 Bridgepoint Education. lnc. and \VilL')' PL·rindicals, Inc
Pub!ishl'd onlinl' in \VilL')' Onlinl' Library (wikyunlindibr.iry.com), DOI: 10.1002/jpuc.20085 49
treatment, and conflicting personal values with
company values (Maslach & Leiter, 1997).
Burnout is a powerful .
Burnout, Employee Engagement, and Coping in High-Risk Occupa.docxjasoninnes20
Burnout, Employee Engagement,
and Coping in High-Risk Occupations
L
Jennifer Falkoski, PsyD
This study assessed whether there were any significant relationships among burnout,
type of coping, and employee engagement in a population of employees actively working
in the medical and mental health fields. It also evaluated preferred workplace motivators
across two overarching job categories: medical and mental health caregivers and admin
istrative and supporting roles. The results showed that as employee burnout increased,
so did the use of more harmful coping mechanisms. The study also found an inverse
relationship between emotional exhaustion and employee engagement. Additionally,
employee engagement and personal accomplishment were positively related. Employee
preferred workplace motivators across two job-overarching job categories were also
assessed. The highest-ranking employee-preferred workplace motivators identified in the
participant sample were nature of the work itself, responsibility, salary, relationship with
peers, and professional growth.
Burnout
Burnout is a phenomenon that has been
studied in organizations for more than 20
years. The applied research on burnout was
initially examined within industries that
had a high rate of interpersonal interaction
(Maslach & Leiter, 1997, 2008). More spe
cifically, these industries included human
services, health care, and education. Over
the last two decades, research in this area
has expanded to all industries, including
international companies.
One downside to the extensive research
in this area is that the term "burnout" has
lost its meaning in the workplace (Maslach
& Leiter, 1997). People have become inured
to this term and expect burnout with
any type of job. Burnout's perception
as an inevitable state has made it increa
singly more difficult to manage in the
workplace.
It is imperative that organizations con
tinuously find ways to enhance protective
factors against burnout in the workforce,
especially because most companies are
dynamic in nature. Maslach and Leiter
(1997) cite several contemporary factors
that affect burnout in the workplace. These
factors include less intrinsic work, global
economics, increase in the use of technol
ogy to run business operations, redistri
bution of power, and failing corporate
citizenship. Employees who are experienc
ing burnout also report feeling overloaded
at work, a lack of control over their own
work, unrewarded by their work, a lack of
community within the organization, unfair
/011mal of Psyc/10/ogical lssues in Orga11izatio11al Culture, Volume 2. Number,!, 2012 02012 Bridgepoint Education. lnc. and \VilL')' PL·rindicals, Inc
Pub!ishl'd onlinl' in \VilL')' Onlinl' Library (wikyunlindibr.iry.com), DOI: 10.1002/jpuc.20085 49
treatment, and conflicting personal values with
company values (Maslach & Leiter, 1997).
Burnout is a powerful ...
A Pilot Study on Functional Analytic Psychotherapy Group Treatment for Border...CrimsonpublishersPPrs
A Pilot Study on Functional Analytic Psychotherapy Group Treatment for Borderline Personality Disorder by Michel A Reyes Ortega in Psychology and Psychotherapy: Research Studys
200 words1 referenceDaylianaPatient symptoms are the main reasons indi.docxchristina345678
200 words
1 reference
Dayliana
Patient symptoms are the main reasons individuals seek healthcare services. A care provider must have a model or approach to analyzing the symptoms and developing a diagnosis. Several patient assessment tools exist to help a care professional to diagnose patient symptoms. The theory of unpleasant symptoms (TOUS) provides a theoretical framework to analyze patient symptoms and validate patient assessment tools.
TOUS promotes understanding of symptoms. The theory supports the understanding of simultaneously occurring multiple symptoms. TOUS states that symptoms share some linkages, and a care provider can exploit these inherent characteristics to manage and understand symptoms more effectively (Lee et al., 2017). The concepts that underpin TOUS are influencing factors, symptoms, and performance. Influencing factors include situational, physiologic, and psychological factors that impact the symptom's quality, intensity, occurrence, timing, and distress level. Situational, physiologic, and psychological factors significantly impact symptoms and are also interrelated. Symptoms are considered red flags to threats to an individual's health. Symptoms signify an alteration in a patient's normal functioning. The characteristics of symptoms include their quality, intensity, timing, and distress. Performances focus on the impact of the symptoms on the individual’s ability and functioning. It mainly refers to the symptoms' consequences (Blakeman, 2019). Therefore, these are significant TOUS components that a health professional should be aware of to critique a patient assessment tool.
Using TOUS as a guide to analyzing an assessment tool is essential. I will examine if the patient assessment tool includes the influencing factors. The tool has to include a section for physiological factors such as a change in nutrition or sleep patterns. Moreover, I will check if the tool has a part for psychological factors to analyze the patient's mental status. I will focus on external factors such as socioeconomic and social support. According to French et al. (2017), all these factors impact patient symptoms and must be available in the patient assessment tool. Additionally, the tool must have a rating of patient symptoms based on quality, intensity, distress, timing, and occurrence. The tool must also contain a part that assesses the impact of the symptoms on the client's performance and functioning. Therefore, these concepts are linked, and their availability in the patient assessment tool will allow the assessor to compare and draw a conclusion. TOUS provides a theoretical framework to analyze patient symptoms. One should focus on essential concepts: influencing factors, symptoms, and performances. Understanding the definition of these concepts is pivotal in critiquing patient assessment tools. The tool allows nurses to focus on multiple symptoms, which is beneficial in focusing on individual symptoms.
References
Blake.
1PAGE 21. What is the question the authors are asking .docxfelicidaddinwoodie
1
PAGE
2
1. What is the question the authors are asking?
They asked about a reduction in judgmental biases regarding the cost and probability associated with adverse social events as they are presumed as being mechanisms for the treatment of Social Anxiety Disorder (SAD). Also, the authors poised on the changes in judgmental biases as mechanisms to explain cognitive-behavioral therapy for social anxiety disorder. On top of that, they stated that methodological limitations extant studies highlight the possibility that rather than causing symptom relief, a significant reduction in judgmental biases tends to be consequences of it or correlate. Considerably, they expected cost bias at mid-treatment to be a predictor of the treatment outcome.
2. Why do the authors believe this question is important?
According to the authors, this question was relevant as methodological limitations of present studies reflect on the possibility that instead of causing symptom belief, a significant reduction in judgmental biases can be consequences or correlated to it. Additionally, they ought to ascertain the judgment bias between treated and non-treated participants. Significantly, this was important as they had to determine the impact of pre and post changes in cost and probability of the treatment outcomes. But, probability bias at mid-treatment was a predictor of the treatment outcome contrary to the cost bias at mid-treatment that could not be identified as a significant predictor of the treatment outcome.
3. How do they try to answer this question?
They conducted a study to evaluate the significant changes in judgmental bias as aspects of cognitive-behavioral therapy for social anxiety disorders. To do this, they conducted a study using information from two treatment studies; an uncontrolled trial observing amygdala activity as a response to VRE (Virtual Reality Exposure Therapy) with the use of functional magnetic resonance imaging and a randomized control trial that compared Virtual Reality Exposure Therapy with Exposure Group Therapy for SAD. A total of 86 individuals who met the DSM-IV-TR criteria for the diagnosis of non-generalized (n=46) and generalized (n=40) SAD participated. After completing eight weeks of the treatment protocol, the participants who identified public speaking as their most fearsome social situation were included. The SCID (Structured clinical interview for the DSM-IV) was used to ascertain diagnostic and eligibility status on Axis 1 conditions within substance abuse, mood and anxiety disorder modules. The social anxiety measures were measured with the use of BFNE (Brief Fear of Negative Evaluation), a self-reporting questioner that examined the degree to which persons fear to be assessed by other across different social settings. Additionally, the OPQ (Outcome Probability Questionnaire) self-reporting questionnaire was used to evaluate individual’s estimate on the probability that adverse, threatening events will occur at t ...
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
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Personality and Stress - Quantitative Study in Sri Lanka
1. Mediating Effect of
Coping Strategies
in the Relationship between
Big Five Factors and
Psychological Distress
A quantitative study on private sector executives in Sri Lanka
Presentation by
Jayamini Samarathunge
(MBA (HRM), MSc. Applied Psychology,
BSc. Accountancy (Special), MCIM, Certified Coach,
NLP Trainer & Hypnotherapist)
2. Introduction
Mental health problems in the workplace have taken on a great deal of importance
in the research literature over the last years.
This is due in part to effects on individual well-being and the massive costs to
organisations due to employee absenteeism, turnover and reduced performance
(Vearing and Mak 2007:1745), lost business productivity, income replacement
outlays and health service use (Marchand, Demers, and Durand 2005: 2).
It is identified that the negative effect of PD not only affects the work performance
of employees but can also contribute to wider social problems.
Mental and behavioural problems associated with PD are in the rise in Sri Lankan
business organisations. This trend can be observed across all industries and
business sectors with noticeable effect in the private sector.
Researchers have come to the conclusion that mental distress experienced by
employees is not solely the direct consequence of a stressor-strain relationship.
Marchand, Demers and Durand (2006) concluded that only 11% of the variation in
distress was associated with work factors alone, while 21% of the variation was
associated with personal factors, such as personality, family, and social network.
3. Introduction (contd.)
Among the individual characteristics which have the potential of
moderating stressors-strain relationship, personality is more prevalent
as it can influence each stage of the stress process: exposure to stress,
appraisal of the event as stressful, coping, and response (Grant and
Langan-Fox 2006: 160).
Although situational factors explain a significant change in coping
responses, personality is considered as an important influence almost
in every aspect of the stress coping process (Lee-Baggley, Preece, and
DeLongis 2005: 1142).
Personality has been associated to the probability of the occurrence of
stressful events, the appraisal of an event as stressful, the possibility
of using certain coping strategies, and the effectiveness of those
coping strategies (DeLongis and Holtzman 2005:15).
4. Research Objective
To find out whether Primary Coping
Strategies (PCS) mediate the
relationship between Big Five Factors
(BFFs) and Psychological Distress (PD),
and if mediation exists to what extent it
mediates this relationship.
6. Research Model
Dependent Variable
Independent
Variables
Mediating Variables
• Extraversion
• Neuroticism
• Agreeableness
• Openness to
Experience
• Conscientiousness
Psychological Distress
• Problem Solving
• Cognitive
Restructuring
• Express Emotions
• Social Support
• Problem Avoidance
• Wishful Thinking
• Self Criticism
• Social Withdrawal
7. Literature Review
TRANSACTIONAL STRESS THEORY
By Lazarus and Folkman (1984) has been the principal model in psychological stress
research. It recognises the impact of an individual’s thoughts and behaviours on stress.
The fundamental proposition of this theory is that, stress does not result purely due to the
environmental factors or personal variables, but results from the ongoing relationship
between them, which is called the transaction.
PERSONALITY AND STRESS
A study conducted in Malaysia taking 120 academic administrators of a university, revealed
that there was a significant relationship between personalities with work related stress
(Desa et al. 2014).
A recent Chinese study conducted by taking 1738 medical undergraduates, reported that
Agreeableness and Openness to Experience were negatively related to depressive
symptoms while Neuroticism was positively related to the same symptoms (Shia et al.
2015).
PERSONALITY AND COPING
A research conducted in Iran by taking a sample of 4268 non-academic employees,
concluded that some personality traits are associated with passive copings and cause high
stress level, therefore it was suggested improving and strengthening effective coping
strategies in individuals with maladaptive traits as a crucial component of prevention and
control programs of stress (Afshar et al. 2015: 353).
A META analysis studying the associations between personality and coping confirmed the
relationship between the two variables (Connor-smith and Flachsbart 2007: 1080).
8. Literature Review (Contd.)
BIG FIVE FACTORS AND STRESS COPING
The research to date indicates that the BFFs are important in every aspect of the
stress process (Vollrath 2001; 338).
Karimazde and Besharat (2011), in their study investigating the relationship
between personality dimensions and stress coping found that all Big Five
dimensions were associated with coping strategies.
Penly and Tomaka (2002) also confirmed that BFFs are associated with perceived
stress and coping strategies.
A META analysis testing moderators of relations between BFFs and coping
identified that personality was weakly related to broad coping strategies such as
‘Engagement’ or ‘Disengagement’, however, predicted specific coping strategies:
Extraversion and Conscientiousness predicted more problem-solving and cognitive
restructuring and Neuroticism less on those but more on disengagement
strategies like Wishful Thinking and Social Withdrawal (Connor-Smith and
Flachsbart 2007: 1080).
9. STRESS AND COPING
Relationship between stress and coping is well established in research.
In a study conducted on mediating effects of coping strategies in the relationship between
automatic negative thoughts and depression, found that emotion-focused coping
functioned as a partial mediator between negative thoughts and depression (Clarke and
Goosen 2009: 460).
In a study held in Japan examining the relationship between depression and stress coping
strategy among the general population, it was found that depression was positively
associated with avoidant strategies but negatively with problem-solving strategies (Nagase
et al. 2009).
MEDIATING EFFECT OF COPING
In a recent study conducted in Cyprus using a 489 community sample, in order to establish
the meditational relationship, Baron and Kenny (1986) approach was applied. This study
found out that there is a meditational effect of dispositional coping on the relationship
between personality and distress (Panayiotou, Kokkinos and Kapsou 2014).
A recent study conducted in Hungary taking 1140 adults, concluded that Extraversion and
Conscientiousness are mediated by the approach belief system which includes positive
thinking, sense of control, sense of coherence and sense of self-growth, and self-regulating
coping systems encompassing synchronicity, impulse control, emotion control and
irritability control (Mirnics et al. 2013).
Literature Review (Contd.)
10. Methodology – Sample
Purposive Sample
Sample size: 137 working executives (Job roles: : Executive, Senior Executive,
Head of Department, Assistant Manager, Manager and Director)
Industries: IT, garment, banking, manufacturing, and hotel
Response rate: 91%
Education background
27% of the participants had Bachelor’s degree
21% had postgraduate qualifications
52% had other professional qualifications, GCE O/L and A/L
Gender
68% of the participants – Males
32% of the participants - Females
Mean age: 34.1 years (SD=7.34)
11. Methodology - Measures
The Big Five Inventory (BFI)
A 44 item, 5-point Likert type scale
Measuring the Five Dimensions of a Personality:
Extraversion, Neuroticism, Agreeableness, and Openness to experience and
Conscientiousness
The Cronbach's alpha for the BFI ranges from 0.70 to 0.80
Coping Strategy Inventory (CSI)
A 72 item, 5-point Likert type scale
Provided scores for primary, secondary and tertiary subscales of coping strategies
The Cronbach's alpha for the CSI range from 0.71 to 0.94
Kessler’s Psychological Distress Scale (K10)
A 10 item, 5-point Likert type scale
Measure the extent and the severity of generalised distress in the preceding month
The Cronbach's alpha for the K10 is in the range of 0.90
Previously validated in Sri Lanka
12. Methodology - Analysis
The goal of mediation analysis is to establish the extent to
which some putative causal variable X influences some
outcome variable Y through one or more mediator variables.
Four distinct steps of the the approach proposed by Baron
and Kenny (1986) for establishing the mediation:
Step 1: Show that the independent variables are correlated with the
dependent variable
Step 2: Show that the independent variable is correlated with the
mediator
Step 3: Show that the mediator is significantly related to the
dependent variable
Step 4: Establish mediation
13. Methodology – Analysis (contd.)
The effects of the independent variables (BFFs) on the dependent variable (PD) were
measured while controlling for the mediator (PCS). (Regression Analysis and Pearson
Correlation)
If the relationship is reduced to nonsignificant levels, a full mediation is demonstrated
while a partial mediation occurs when the correlation between BFFs and PD is
reduced but still significant.
Model 1: Variable X that is expected to
cause variable Y. The variable X is called
the causal variable and the variable that
it causes (Y) is called the outcome
variable. Path C indicates the Total
Effect.
Model 2: The effect of X on Y may be mediated
by a mediating variable M, and the variable X
may still affect Y. Path C’ in the mediated
model indicates the Direct Effect and path A –
B indicates the Indirect Effect.
14. Results - Correlations
Variable
PsychologicalDistress
(K10Score)
ProblemSolving
CognitiveRestructuring
ExpressEmotions
SocialSupport
ProblemAvoidance
WishfulThinking
Self-criticism
SocialWithdrawal
Extraversion .053 .148 .170* .126 .245** -.150 -.026 .076 -.220**
Agreeableness .409** .034 .123 -.127 .072 -.075 -.157 -.290** -.190*
Conscientiousness .231** .267** .247** -.137 .048 -.232** -.260** -.337** -.187*
Neuroticism -.488** -.118 -.176* .142 .059 .109 .321** .250** .181*
Openness to
experience
.184* .104 .193* .097 .037 .042 -.029 -.015 .095
Correlations of Dependent, Independent and Mediating Variables
Note *. Correlation is significant at the 0.05 level (2-tailed).
Note **. Correlation is significant at the 0.01 level (2-tailed).
Note. PD indicated by K10 was inversely scored.
• PD was correlated with all BFFs except Extraversion
• Several significant correlations between BFFs and
PCS were noticed:
- Extraversion was correlated with Cognitive Restructuring, Social Support
and Social Withdrawal
- Neuroticism was correlated with all PCS except Problem Solving, Problem
Avoidance, Express Emotions and Social Support
- Agreeableness was correlated with Self Criticism and Social Withdrawal
- Openness to Experience was correlated only with Cognitive Restructuring
- Conscientiousness was correlated with all PCS except Express Emotions
and Social Support
15. Results - Step 1 of the Mediation Model
Regression Coefficients to Predict Psychological Distress from Big Five Factors
Model B SE β t p
1 (Constant) 36.454 3.513 10.377 .000
Extraversion .077 .125 .053 .620 .536
(Constant) 17.889 4.009 4.462 .000
Agreeableness .584 .112 .409 5.206 .000
(Constant) 28.466 3.720 7.653 .000
Conscientiousness .284 .103 .231 2.753 .007
(Constant) 51.316 2.011 25.519 .000
Neuroticism -.584 .090 -.488 -6.501 .000
(Constant) 27.869 4.965 5.614 .000
Openness to experience .289 .133 .184 2.175 .031
16. Results - Step 2 of the Mediation Model
Regression Coefficients to Predict Psychological Distress from Primary Coping Strategies
Model B SE β t p
2 (Constant) 37.452 3.165 11.832 .000
Problem Solving .035 .095 .032 .370 .712
(Constant) 32.087 3.365 9.535 .000
Cognitive Restructuring .203 .103 .166 1.962 .052
(Constant) 40.403 2.723 14.839 .000
Express Emotions -.068 .100 -.058 -.673 .502
(Constant) 39.155 2.385 16.419 .000
Social Support -.019 .079 -.020 -.236 .814
(Constant) 38.457 2.438 15.776 .000
Problem Avoidance .006 .101 .005 .063 .950
(Constant) 46.461 1.945 23.890 .000
Wishful Thinking -.321 .077 -.339 -4.184 .000
(Constant) 42.839 1.601 26.762 .000
Self-criticism -.185 .066 -.234 -2.799 .006
(Constant) 42.742 1.834 23.302 .000
Social Withdrawal -.184 .078 -.199 -2.355 .020
17. Results - Step 3 of the Mediation Model
Regression Coefficients to Predict Wishful Thinking, Self-criticism
and Social Withdrawal from Agreeableness, Conscientiousness, and Neuroticism
Model B SE β t p
3 (Constant) 41.428 5.312 7.799 .000
Agreeableness Self-criticism -.524 .149 -.290 -3.526 .001
(Constant) 32.839 4.651 7.061 .000
Agreeableness Social Withdrawal -.293 .130 -.190 -2.250 .026
(Constant) 36.563 3.898 9.381 .000
Conscientiousness Wishful Thinking -.338 .108 -.260 -3.131 .002
(Constant) 41.428 4.547 9.145 .000
Conscientiousness Self-criticism -.524 .126 -.337 -4.163 .000
(Constant) 31.312 4.049 7.733 .000
Conscientiousness Social Withdrawal -.248 .112 -.187 -2.210 .029
(Constant) 15.666 2.305 6.789 .000
Neuroticism Wishful Thinking .405 .103 .321 3.934 .000
(Constant) 14.630 2.819 5.189 .000
Neuroticism Self-criticism .377 .126 .250 2.995 .003
(Constant) 17.380 2.444 7.112 .000
Neuroticism Social Withdrawal .233 .109 .181 2.135 .035
19. When controlling for the Wishful Thinking, Neuroticism
was still a significant predictor of PD indicating a partial
mediation. The Sobel test showed a mediation in the
model (z = -2.131, p = .033).
When controlling for the Wishful Thinking,
Conscientiousness was not a significant predictor of PD,
indicating a full meditation. The Sobel test indicated a
mediation in the model (z = 2.311, p = .021).
When controlling for the Self-criticism, Conscientiousness
was not a significant predictor of PD, indicating a full
meditation. However, the Sobel test did not indicate a
mediation in the model (z = 1.766, p = .077).
Results - Step 4 of the Mediation Model
20. Discussion
It was found that PCS mediated the relationship between BFFs and PD.
It was found that only two Big Five traits were identified to be mediated by PCS.
Neuroticism and Conscientiousness - both were mediated by Wishful Thinking.
Wishful Thinking fully mediated Conscientiousness and partially mediated
Neuroticism.
Neuroticism is the personality trait which had the highest impact on PD.
Wishful Thinking is considered as Problem Focused Disengaged methods of coping.
Therefore, it is not recommended for individuals with high Neuroticism.
Wishful Thinking fully mediated Conscientiousness; individuals with high level of
Conscientiousness can also restrain from using it as a way of coping with stress.
Findings of the present study are useful for organisation when designing stress
management programmes as well as during the recruitment and selection process.
Limitations:
• The retrospective and self-selection bias that could have occurred in the process of selecting
stressful events and coping responses.
• The effect of personality on coping and stress outcomes vary by the situational context in
which stress occurs.
Investigating the interactive effect of Big Five personality dimensions will need to be
considered for future research.