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People who experience a lack of compassionate support in the work environment develop more symptoms of depression and exhaustion disorder than others. Those who experience bullying or conflict in their work develop more depressive symptoms than others, but it is not possible to determine whether there is a corresponding connection for symptoms ...
Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "
An occupational stressor that needs to be addressed is the problem of an imbalance between work and life outside of work. The Work, Family, and Health Study [80] was a large-scale intervention study, the purpose of which was to help insure that employees achieve a measure of work–life balance. The intervention strategies included training ...
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Occupational health psychology (OHP) is an interdisciplinary area of psychology that is concerned with the health and safety of workers. [1] [2] [3] OHP addresses a number of major topic areas including the impact of occupational stressors on physical and mental health, the impact of involuntary unemployment on physical and mental health, work-family balance, workplace violence and other forms ...
Symptoms of poor mental health, like anxiety and depression, have been found to have a serious impact on employees’ productivity. It also increases costs to an employer as they deal with the ...
Emotional labor is the process of managing feelings and expressions to fulfill the emotional requirements of a job. [1] [2] More specifically, workers are expected to regulate their personas during interactions with customers, co-workers, clients, and managers.
Among the target group, the less cohesive the group, the more likely its employees are to feel nervous and jumpy. [47] Different communication ways in groups contribute to different employees satisfaction. For example, the chain structure results in low satisfaction while the circle structure results in high satisfaction. [48]