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Román-Calderón JP, Krikorian A, Ruiz E, Romero AM, Lemos M. Compassion and Self-Compassion: Counterfactors of Burnout in Medical Students and Physicians. Psychol Rep 2024; 127:1032-1049. [PMID: 36219581 DOI: 10.1177/00332941221132995] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
OBJECTIVE To examine the relationship between self-compassion, compassion for others and Burnout in medical students and physicians. METHODS A cross-sectional study was conducted. Medicine students and general physicians from two Colombian cities participated (n = 359). The Compassion Scales and the Maslach Inventory were administered. An Exploratory Structural Equation approach was used for validating new measures and testing for relationships between latent variables. RESULTS Most participants were students (85.9%), mean age was 22 years (SD = 7), 55.2% were female, 62,6% dedicated more than 48 weekly hours to study or practice, while physicians had worked a mean of 10.34 years (SD = 8.67). Self-compassion and Compassion for others action subscales were validated, but engagement subscales of were not. Participant´s compassion actions for others and self-compassion actions are negatively related to depersonalization and emotional exhaustion, respectively. Additionally, compassion dimensions were positively associated with professional accomplishment. CONCLUSION Our findings indicate that compassion and self-compassion actions inversely relate to different components of Burnout and could constitute protective factors against the stress of healthcare. Compassion and self-compassion training programs for medical students and physicians might be an alternative to avoid Burnout, diminishing physicians' depersonalization and emotional exhaustion while enhancing their professional accomplishment.
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Affiliation(s)
| | - Alicia Krikorian
- Pain and Palliative Care Group, School of Health Sciences, Universidad Pontificia Bolivariana, Medellin, Colombia
| | - Erika Ruiz
- Faculty of Psychology, Universidad Pontificia Bolivariana, Montería, Colombia
| | - Ana M Romero
- Faculty of Psychology, Universidad Pontificia Bolivariana, Montería, Colombia
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Hashemi Toroghi H, Denney F, Simpson AV. Cultivating staff equality, diversity, and inclusion in higher education in the post-pandemic era: an organizational compassion perspective. FRONTIERS IN SOCIOLOGY 2024; 9:1378665. [PMID: 38873340 PMCID: PMC11173083 DOI: 10.3389/fsoc.2024.1378665] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 01/30/2024] [Accepted: 05/13/2024] [Indexed: 06/15/2024]
Abstract
The COVID-19 pandemic has exacerbated pre-existing challenges faced by academic staff in UK higher education and drawn attention to issues of Equality, Diversity, and Inclusion (EDI). Amidst global competitiveness and workplace pressures, challenges such as managerialism, increased workload, and inequalities have worsened, significantly impacting mental health. This paper presents a conceptual analysis connecting EDI with organizational compassion within the context of Higher Education. The prioritization of organizational compassion is presented as a means to enhance sensitivity to EDI in the reconstruction of post-pandemic learning environments. Anchored in the organizational compassion theory and the NEAR Mechanisms Model, our study contributes to the intersection of the organizational compassion, EDI and higher education literatures by exploring how fostering compassion relations can contribute to enhancing EDI. This offers a new perspective to creating a more humane and supportive higher education environment.
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Affiliation(s)
- Haleh Hashemi Toroghi
- Brunel Business School, College of Business, Arts and Social Sciences, Brunel University London, Uxbridge, United Kingdom
| | - Fiona Denney
- Brunel Business School, College of Business, Arts and Social Sciences, Brunel University London, Uxbridge, United Kingdom
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Bakelants H, Van Droogenbroeck F, Chambaere K, Vanderstichelen S, De Donder L, Deliens L, De Gieter S, De Moortel D, Cohen J, Dury S. A compassionate university for serious illness, death, and bereavement: Qualitative study of student and staff experiences and support needs. DEATH STUDIES 2024; 48:442-453. [PMID: 37432448 DOI: 10.1080/07481187.2023.2233495] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 07/12/2023]
Abstract
Serious illness, death, and bereavement are common experiences within the work and study context. This study aims to explore the experiences and support needs of university students and staff confronted with serious illness, death, and bereavement. Semi-structured interviews and focus groups were conducted with 21 students and 26 staff. A thematic analysis resulted in three overarching themes: the university as a high-pressure environment; navigating the complex university information and support system; and disenfranchized grief. Four themes were identified in terms of what participants needed from the university: clear processes and procedures; flexibility in policy application; proactive support and recognition; and activities to enhance awareness and interpersonal communication skills. Findings from this study could enable higher education institutions to become more compassionate schools and workplaces.
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Affiliation(s)
- Hanne Bakelants
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- End-of-Life Care Research Group, Vrije Universiteit Brussel (VUB) and Ghent University, Brussels and Ghent, Belgium
- Society and Ageing Research Lab (SARLab), Vrije Universiteit Brussel (VUB), Brussels, Belgium
| | - Filip Van Droogenbroeck
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- Data Analytics Lab & Tempus Omnia Revelat, Vrije Universiteit Brussel (VUB), Brussels, Belgium
| | - Kenneth Chambaere
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- End-of-Life Care Research Group, Vrije Universiteit Brussel (VUB) and Ghent University, Brussels and Ghent, Belgium
| | - Steven Vanderstichelen
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- End-of-Life Care Research Group, Vrije Universiteit Brussel (VUB) and Ghent University, Brussels and Ghent, Belgium
| | - Liesbeth De Donder
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- Society and Ageing Research Lab (SARLab), Vrije Universiteit Brussel (VUB), Brussels, Belgium
| | - Luc Deliens
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- End-of-Life Care Research Group, Vrije Universiteit Brussel (VUB) and Ghent University, Brussels and Ghent, Belgium
| | - Sara De Gieter
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- Work and Organizational Psychology, Vrije Universiteit Brussel (VUB), Brussels, Belgium
| | - Deborah De Moortel
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- Interface Demography, Vrije Universiteit Brussel (VUB), Brussels, Belgium
| | - Joachim Cohen
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- End-of-Life Care Research Group, Vrije Universiteit Brussel (VUB) and Ghent University, Brussels and Ghent, Belgium
| | - Sarah Dury
- Compassionate Communities Centre of Expertise (COCO), Vrije Universiteit Brussel (VUB), Brussels, Belgium
- Society and Ageing Research Lab (SARLab), Vrije Universiteit Brussel (VUB), Brussels, Belgium
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4
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Miralles S, Pozo-Hidalgo M, Rodríguez-Sánchez A, Pessi AB. Leading matters! Linking compassion and mindfulness in organizations through servant leadership. Front Psychol 2024; 15:1346751. [PMID: 38655220 PMCID: PMC11037429 DOI: 10.3389/fpsyg.2024.1346751] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/01/2023] [Accepted: 03/22/2024] [Indexed: 04/26/2024] Open
Abstract
Regardless of where they are, humans are inherently human. In this study, we explore the relationship between compassion, mindfulness, and servant leadership contributing to an overall feeling of safety. Adopting a humanistic approach to human resource management, we examine how compassion and mindfulness intersect under the lens of the Conservation of Resources (COR) theory. Our investigation focuses on understanding how servant leadership facilitates the cultivation of mindfulness through compassion. Using structural equation modeling (SEM), we analyze data gathered from 360 workers across diverse occupational sectors. Our findings provide empirical support for the hypothesis that compassion, manifested as a response to suffering, enhances mindfulness levels in the workplace. Specifically, we observe that organizations promoting servant leadership principles are conducive to higher levels of mindfulness among employees. Practically, our study underscores the importance of designing work contexts that prioritize compassion and servant leadership. By doing so, organizations can foster a positive work environment that promotes mindfulness and enhances workplace safety. Our research contributes to the management literature by offering empirical evidence on the role of servant leadership in cultivating compassion and mindfulness, thereby advancing the discourse on workplace safety and organizational well-being.
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Affiliation(s)
- Sandra Miralles
- Department of Management and Marketing, Universitat Jaume I, Castellón, Spain
| | - Manuela Pozo-Hidalgo
- Business Area, Faculty of Social Science and Law, Valencian International University, Valencia, Spain
| | | | - Anne B. Pessi
- Faculty of Theology, University of Helsinki, Helsinki, Finland
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Labbouz S, Khan S, Gohara M, Lucas J, Sarkar R, Murrell DF, Dodiuk-Gad RP. Meeting report: Women's Dermatology Society Forum at the 25th World Congress of Dermatology, Singapore, 2023. Int J Womens Dermatol 2024; 10:e125. [PMID: 38240008 PMCID: PMC10796140 DOI: 10.1097/jw9.0000000000000125] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/19/2023] [Accepted: 11/16/2023] [Indexed: 01/22/2024] Open
Affiliation(s)
- Sofia Labbouz
- Department of Dermatology, Sheffield Teaching Hospitals NHS Foundation Trust, Sheffield, UK
| | - Sidra Khan
- Department of Dermatology, Manchester University Foundation Trust, Manchester, UK
- Department of Clinical Sciences and International Public Health, The Liverpool School of Tropical Medicine, Liverpool, UK
| | - Mona Gohara
- Department of Dermatology, Yale School of Medicine, Yale University, New Haven, Connecticut
| | - Jennifer Lucas
- Department of Dermatology, Cleveland Clinic, Cleveland, Ohio
| | - Rashmi Sarkar
- Department of Dermatology, Lady Hardinge Medical College and Associated Hospitals, New Delhi, India
| | - Dedee F. Murrell
- Department of Dermatology, St George Hospital, Sydney, New South Wales, Australia
- Faculty of Medicine, University of New South Wales, Sydney, New South Wales, Australia
| | - Roni P. Dodiuk-Gad
- Department of Dermatology, Emek Medical Center, Afula, Israel
- Department of Dermatology, Bruce Rappaport Faculty of Medicine, Technion Institute of Technology, Haifa, Israel
- Division of Dermatology, Department of Medicine, University of Toronto, Toronto, Canada
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Choi Y, Ko SH. Compassion Catalysts: Unveiling Proactive Pathways to Job Performance. Behav Sci (Basel) 2024; 14:57. [PMID: 38247709 PMCID: PMC10813367 DOI: 10.3390/bs14010057] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/21/2023] [Revised: 10/30/2023] [Accepted: 01/12/2024] [Indexed: 01/23/2024] Open
Abstract
This study aims to provide a better understanding of the mechanisms underlying the relationship between the experiences of compassion and job performance. Specifically, we test if positive emotion and job crafting could help explain the experience of the compassion-job performance link. Using a sample of 312 employees in large-sized domestic companies located in South Korea, we found that the experience of compassion was positively related to job performance. In addition, we adopted the motivational approach to demonstrate that the positive relationship between the experience of compassion and job performance was sequentially mediated by positive emotion and job crafting. Our study advances the literature on workplace compassion by introducing job crafting as a novel driver in explaining the positive effects of compassion and contributes novel insights into the mechanisms underlying the relationship between compassion and job performance. Our findings also suggest that to enhance employees' job performance and facilitate employees' proactive behaviors (i.e., job crafting), organizations must foster a compassionate work environment by placing high importance on compassion.
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Affiliation(s)
- Yongjun Choi
- College of Business Administration, Hongik University, Seoul 04066, Republic of Korea
| | - Sung-Hoon Ko
- Graduate School of Education, Kyonggi University, Suwon 16227, Republic of Korea
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Nie T, Zhao X, Zheng Y. Organizational compassion and employee adversarial growth under various job control. Front Psychol 2023; 14:1294224. [PMID: 38173856 PMCID: PMC10761422 DOI: 10.3389/fpsyg.2023.1294224] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/14/2023] [Accepted: 11/29/2023] [Indexed: 01/05/2024] Open
Abstract
Introduction Adversity can bring stress and challenges to an individual's life, but many people who experience adversity also have positive changes. The formative mechanisms of individual adversarial growth have received widespread attention. Methods A two-wave survey of 421 Chinese employees who experienced adversity during the COVID-19 epidemic was used to examine the influence mechanism of organizational compassion on adversarial growth and the moderating effect of job control. Results Through correlation analysis, hierarchical regression, and bootstrap test on the cross-sectional data, the study has verified organizational compassion, work passion, self-worth, and adversarial growth form a chain mediating relation. Job control negatively moderates the indirect effect of organizational compassion on adversarial growth through work passion and self-worth, that is, the positive effect of organizational compassion on employee adversarial growth through work passion and self-worth is more pronounced under lower job control. Discussion Organizational compassion can increase employee adversarial growth by enhancing their work passion and self-worth. Organizations should also pay more attention to those employees with lower job control who are in adversity, they are more likely to benefit from the organization's care and compassion.
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Affiliation(s)
| | | | - Yanying Zheng
- School of Business, Macau University of Science and Technology, Macau, China
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Yang Z, Tse MMY, Chung JWY, Chong DYK, Wong TKS. Exploring the impact of a compassion-oriented training program on personal care workers in a nursing home: A mixed-methods pilot study. Geriatr Nurs 2023; 54:16-22. [PMID: 37703685 DOI: 10.1016/j.gerinurse.2023.08.016] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/15/2023] [Revised: 08/18/2023] [Accepted: 08/18/2023] [Indexed: 09/15/2023]
Abstract
This pilot study aimed to explore the impact of a compassion-oriented training program on Personal Care Workers (PCWs) in a nursing home. A mixed-methods approach was used, including pre- and post-questionnaire surveys to measure changes in compassion, and in-depth interviews and daily diaries to explore PCWs' perceptions and experiences. A convenience sample of five female PCWs from a nursing home in Hong Kong participated in the study. The quantitative results showed that the PCWs experienced a decline in compassion after participating in the program. The qualitative data analysis identified three themes: (1) the multifaceted nature of compassion, (2) barriers and threats to compassion, and (3) transfer of skills at the workplace. Overall, These findings highlighted the complexity of implementing effective compassion training programs in nursing home, and emphasized the importance of recognizing the multifaceted nature of compassion and addressing barriers and threats to compassion in the workplace.
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Affiliation(s)
- Zhi Yang
- School of Nursing and Health Studies, Hong Kong Metropolitan University, No. 1 Sheung Shing Street, Ho Man Tin, Kowloon, Hong Kong, China.
| | - Mimi Mun Yee Tse
- School of Nursing and Health Studies, Hong Kong Metropolitan University, No. 1 Sheung Shing Street, Ho Man Tin, Kowloon, Hong Kong, China
| | | | - Doris Yin Kei Chong
- School of Nursing and Health Studies, Hong Kong Metropolitan University, No. 1 Sheung Shing Street, Ho Man Tin, Kowloon, Hong Kong, China
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Krause V, Rousset C, Schäfer B. Uncovering paradoxes of compassion at work: a dyadic study of compassionate leader behavior. Front Psychol 2023; 14:1112644. [PMID: 38022965 PMCID: PMC10651409 DOI: 10.3389/fpsyg.2023.1112644] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2022] [Accepted: 10/11/2023] [Indexed: 12/01/2023] Open
Abstract
In today's business world, organizations tend to overlook that employees face suffering caused by work and non-work-related events that can negatively impact business organizations in the long run. One way to address this challenge is through leadership acknowledging and alleviating employees' suffering to ensure a company's success. However, research on compassion and leadership in business settings is still relatively scarce. In this study, we aim to extend the organizational compassion literature by addressing our research question: "What are paradoxes induced by compassionate leader behavior in the workplace in the context of social hierarchy?". We conducted a qualitative exploratory study based on 12 semi-structured interviews with six dyads of leaders and their direct subordinates from small, medium, and large firms representing different industries. The findings of our study indicate that compassionate leader behavior goes hand-in-hand with paradoxical situations that both leader and member face in the workplace, supporting the proposition that compassion as a social, interpersonal process is complex and multi-faceted. Our analysis identified 6 compassion paradoxes that spring from compassion from a leader towards a member. Our study differentiates from other research of compassion paradoxes in the sense that it also focuses on the interplay between leader and member. From that perspective, the findings of our study indicate that social hierarchy is playing a crucial role and exacerbating some paradoxical tensions. This consideration implies that to be effective, compassionate leaders need to have or develop the ability to continuously transcend those compassion paradoxes, as well as support their members in transcending the paradoxes they find themselves dealing with. Thus, the findings of our study contribute to management literature in the field of Positive Organizational Scholarship (POS) by highlighting compassion as a critical element of dyadic leader-subordinate relationships that could be reinforced by systematically building more competence in leaders and members to navigate the tensions emerging from the identified compassion paradoxes. Additionally, we provide limitations and recommendations for further research, along with several theoretical and practical implications of the results, which are particularly relevant for practitioners such as managing directors, leaders, employees, human resource managers, academics, and business and HR consultants.
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Affiliation(s)
- Vinzenz Krause
- Academy for Exponential Change GmbH, Munich, Germany
- Ingolstadt School of Management, Catholic University of Eichstätt-Ingolstadt, Ingolstadt, Bavaria, Germany
| | - Célia Rousset
- Ingolstadt School of Management, Catholic University of Eichstätt-Ingolstadt, Ingolstadt, Bavaria, Germany
| | - Björn Schäfer
- Ingolstadt School of Management, Catholic University of Eichstätt-Ingolstadt, Ingolstadt, Bavaria, Germany
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Ko SH, Kim JY, Choi Y. Consumers' Corporate Social Responsibility Perception and Anti-Consumer Awareness: Roles of Compassion and Corporate Social Responsibility Authenticity in South Korea. Behav Sci (Basel) 2023; 13:622. [PMID: 37622762 PMCID: PMC10451378 DOI: 10.3390/bs13080622] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/09/2023] [Revised: 07/20/2023] [Accepted: 07/24/2023] [Indexed: 08/26/2023] Open
Abstract
This study examines the effect of consumers' perceptions of corporate social responsibility (CSR) on their anti-consumer awareness. Specifically, this study aims to uncover the mechanisms through which the consumer's CSR perception relates to their formation of anti-consumer awareness. A survey design was adopted to test this study's hypotheses. We collected data from 310 consumers in South Korea and used path analysis and bootstrapping to test the hypotheses. Our results showed that consumers' CSR perception is negatively related to their anti-consumer awareness. Notably, consumers' perception of CSR activities is positively related to their perceptions of compassion toward organizations, which, in turn, is also positively associated with their perception of CSR authenticity. Furthermore, compassion and CSR authenticity serially mediate the negative relationship between CSR perception and anti-consumer awareness. Our findings shed light on the importance of engaging in CSR activities from consumers' perspectives. Specifically, our findings suggest that organizations need to proactively engage in CSR activities with authenticity to maintain and even further their reputation among consumers. Furthermore, by demonstrating the psychological processes of how CSR activities translate into consumers' attitudes toward the organizations, our study provides fruitful avenues for future research.
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Affiliation(s)
- Sung-Hoon Ko
- Graduate School of Education, Kyonggi University, Suwon 16227, Republic of Korea;
| | - Ji-Young Kim
- College of Business Administration, Hankuk University of Foreign Studies, Seoul 02450, Republic of Korea
| | - Yongjun Choi
- College of Business Administration, Hongik University, Seoul 04066, Republic of Korea;
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Meng H, Wang X, Liu H. The Sussex Oxford Compassion for the Self Scale validity in a working sample using classical test theory, item response theory and network analysis. Front Psychol 2023; 14:1110076. [PMID: 37251038 PMCID: PMC10213251 DOI: 10.3389/fpsyg.2023.1110076] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/28/2022] [Accepted: 04/24/2023] [Indexed: 05/31/2023] Open
Abstract
Self-compassion is a relatively new construct in the scientific literature, and there is currently a lack of robust psychometric measures of self-compassion in the workplace. Therefore, validating the Sussex Oxford Compassion for the Self Scale (SOCS-S) in various cultural settings is essential to add to the existing research on the psychometric properties of the scale. This study aimed to evaluate the validity of the SOCS-S in a Chinese working sample of 1,132 participants (39.4% males) using classical test theory (CTT), item response theory (IRT), and Network Analysis. The results supported the validity of the SOCS-S's five-factor structure, with high internal consistency and measurement invariance across genders. IRT was applied using a graded response model (GRM) to assess the overall SOCS-S scale items, indicating that all 20 items had sufficient discrimination indices and acceptable difficulty indices. Moreover, it is worth noting that the results of the network analysis are consistent with those of the IRT analysis. In summary, the study confirms the validity of the SOCS-S as a scale for assessing self-compassion among Chinese occupational groups.
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Affiliation(s)
- Hongxing Meng
- Faculty of Psychology, Tianjin Normal University, Tianjin, China
| | - Xiaozhuang Wang
- Faculty of Psychology, Tianjin Normal University, Tianjin, China
- Academy of Psychology and Behavior, Tianjin Normal University, Tianjin, China
- Tianjin Social Science Laboratory of Students’ Mental Development and Learning, Tianjin Normal University, Tianjin, China
| | - Hongpei Liu
- Faculty of Psychology, Tianjin Normal University, Tianjin, China
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Larson JD, Perkins BG, Chawla N, Ellis APJ. Understanding the impact of transformational leadership on nurse compassion provision through a time-lagged field study. Health Care Manage Rev 2023; 48:274-281. [PMID: 37170401 DOI: 10.1097/hmr.0000000000000374] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/13/2023]
Abstract
BACKGROUND A large volume of literature identifies positive, rejuvenating benefits associated with giving compassion to others. However, the relationship between giving compassion and feelings of exhaustion remains underexplored. Understanding when giving compassion can potentially lead to feelings of emotional exhaustion is particularly important for nurses who are called upon to provide high levels of compassion to suffering patients in their daily work. We suggest that by engaging in transformational leadership behaviors, frontline supervisors can help nurses realize the positive benefits associated with giving compassion. PURPOSE The aim of this study was to examine the impact of nurses' perceptions of transformational leadership offered by their supervisors on the relationship between the levels of compassionate behaviors nurses report engaging in with patients and feelings of emotional exhaustion and job satisfaction. METHODOLOGY/APPROACH A time-lagged field survey was conducted across two waves of 112 full-time employed inpatient nurses within the United States. RESULTS Providing high levels of compassionate behavior to patients was associated with reduced (increased) perceptions of emotional exhaustion and increased (decreased) job satisfaction when supervisors engaged in higher (lower) levels of transformational leadership. DISCUSSION Transformational leadership serves as an important resource to help caregivers such that nurses feel invigorated and satisfied, as opposed to drained or fatigued, when engaging in high levels of compassionate behaviors toward suffering patients. PRACTICE IMPLICATIONS For nurses to fully reap the established positive benefits associated with providing compassion to patients, frontline supervisors should be encouraged to engage in behaviors reflective of transformational leadership.
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Santos L, Pinheiro MDR, Rijo D. Fostering an affiliative environment in residential youth care: A cluster randomized trial of a compassionate mind training program for caregivers enrolling youth and their caregivers. CHILD ABUSE & NEGLECT 2023; 139:106122. [PMID: 36863203 DOI: 10.1016/j.chiabu.2023.106122] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/17/2022] [Revised: 02/07/2023] [Accepted: 02/19/2023] [Indexed: 06/19/2023]
Abstract
BACKGROUND Affiliation has a positive role on well-being and human development. Most children and youth living in residential youth care (RYC) experienced maltreatment from significant others, becoming a particularly vulnerable group. Their complex needs require well trained caregivers who help them to heal and thrive. OBJECTIVE This cluster randomized trial sought to test the Compassionate Mind Training program for Caregivers (CMT- Care Homes) effectiveness on affiliative outcomes across time. PARTICIPANTS AND SETTING A sample of 127 professional caregivers and 154 youth from 12 Portuguese residential care homes (RCH) participated on this study. METHODS RCHs were randomized to treatment (n = 6) and control (n = 6) groups. Caregivers and youth completed self-report measures at baseline, post-intervention, and 6-month follow-up on social safeness and emotional climate. Caregivers were also evaluated on compassion outcomes. RESULTS MANCOVA indicated large multivariate time X group effects. Univariate results suggested that caregivers from the treatment group showed improvements in compassion towards others and in self-compassion across time, while the control group gradually deteriorated in both variables. Youth and caregivers from the treatment group noticed a more soothing and safer RCH emotional climate, as well as feeling safer within relationships. At 6-month follow-up, improvements were retained by caregivers, but not by youth. CONCLUSIONS The CMT- Care Homes brings a new model to RYC, that represents a promising approach in promoting safe relationships and affiliative environments in RCHs. Supervision should be provided to monitor care practices and sustain change across time.
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Affiliation(s)
- Laura Santos
- University of Coimbra, Center for Research in Neuropsychology and Cognitive and Behavioural Intervention, Faculty of Psychology and Educational Sciences, Rua do Colégio Novo, 3030-115 Coimbra, Portugal.
| | - Maria do Rosário Pinheiro
- University of Coimbra, Center for Research in Neuropsychology and Cognitive and Behavioural Intervention, Faculty of Psychology and Educational Sciences, Rua do Colégio Novo, 3030-115 Coimbra, Portugal.
| | - Daniel Rijo
- University of Coimbra, Center for Research in Neuropsychology and Cognitive and Behavioural Intervention, Faculty of Psychology and Educational Sciences, Rua do Colégio Novo, 3030-115 Coimbra, Portugal.
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Kenttä P, Virtaharju J. A metatheoretical framework for organizational wellbeing research: Toward conceptual pluralism in the wellbeing debate. ORGANIZATION 2023. [DOI: 10.1177/13505084221145568] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/08/2023]
Abstract
The organizational wellbeing discourse has in the past decades gravitated toward two adversarial camps. The first camp draws increasingly from positive psychology and studies wellbeing as the presence of positive attributes centered around the individual. The second camp is critical toward the first one from a sociological standpoint by warning about its hidden tyranny and detrimental organizational consequences. In this paper we interrogate the conceptual foundations of the two camps and argue that the paradigmatic divide between them can be traced to their antithetical assumptions about the nature of human freedom. To move beyond the paradigmatic standstill, we suggest adopting Kenneth Burke’s dramatistic pentad as a metatheoretical framework for organizational wellbeing research. The pentad can help integrate concerns and viewpoints from both camps and facilitate the exploration of novel opportunities to conceptualize wellbeing in organizations. The proposed metatheoretical framework acknowledges the plural and essentially contested character of wellbeing whilst promoting theoretical pluralism in organizational wellbeing research. We also illustrate the use of the dramatistic pentad through three thought-provoking conceptualizations of organizational wellbeing. The illustrations show how the dramatistic pentad can be used to spur much needed conceptual imagination within organizational wellbeing research.
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George L, Wallace JC, Snider JB, Suh H. Self-Compassion, Performance, and Burnout: Surfacing an Unknown Work Construct. GROUP & ORGANIZATION MANAGEMENT 2023. [DOI: 10.1177/10596011231161123] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/15/2023]
Abstract
Research on self-compassion across various disciplines has consistently demonstrated numerous self-regulatory benefits associated with the construct. Despite the increasing interest, theory-driven research on self-compassion in the workplace has only begun to emerge recently. In the present research, we introduce the construct of work self-compassion ( WSC). Building on Neff’s definition of self-compassion, we submit that WSC is comprised of work self-kindness, common work challenges, and work-specific mindfulness. Across two studies, we develop a scale to measure WSC and test its place within the larger nomological network of organizational constructs. Specifically, by integrating COR theory with prior research on self-compassion, in Study 1, we test the incremental validity of WSC beyond general self-compassion in predicting job performance. In Study 2, we further demonstrate that WSC is an important mediating mechanism that bridges the association between honesty-humility, namely the H-factor, and job performance and burnout, respectively. We discuss theoretical and practical implications of our findings and conclude with limitations and future research directions.
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16
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Richmond JG, Burgess N. Prosocial voice in the hierarchy of healthcare professionals: the role of emotions after harmful patient safety incidents. J Health Organ Manag 2023; ahead-of-print. [PMID: 36854629 DOI: 10.1108/jhom-01-2022-0027] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/02/2023]
Abstract
PURPOSE Supporting and nurturing effective communication between healthcare professionals is vital to protect patients from harm. However, not all forms of employee voice are effective. Fear can lead to defensive voice, while the role of other emotions to drive voice behaviour is less well understood. This paper aims to understand what role the broader range of emotions, including compassion and shame, experienced by healthcare professionals following patient safety incidents (PSI) play in the subsequent enactment of prosocial voice, a positive and other-oriented form of communication. DESIGN/METHODOLOGY/APPROACH This study is based on data from a single English NHS hospital: interviews with healthcare professionals involved in PSIs (N = 40), observations at quality and risk committees and meetings (N = 26 h) and review of investigative documents (N = 33). Three recent PSIs were selected for cross-case analysis based upon organisational theory related to professional hierarchy, employee voice and literature on emotions. FINDINGS Among three cases, the authors found variance in context, emotional experience and voice behaviour. Where professionals feared blame and repercussion, voice was defensive. Meanwhile where they experienced shame and compassion, prosocial voice was enacted to protect patients. PRACTICAL IMPLICATIONS Healthcare organisations seeking to foster prosocial voice should: (1) be more considerate of professionals' emotional experiences post-PSI and ensure adequate support for recovery (2) establish norms for professionals to share their struggles with others (3) reward professionals who demonstrate caring behaviour (4) buffer professionals from workplace pressures. ORIGINALITY/VALUE The authors' study highlights how emotional experiences, such as shame and compassion, can mediate blame and defensiveness and lead to the enactment of prosocial voice in the professional hierarchy.
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Affiliation(s)
- John G Richmond
- School of Health and Related Research, The University of Sheffield, Sheffield, UK
| | - Nicola Burgess
- Warwick Business School, University of Warwick, Coventry, UK
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17
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Mohamed Noor NM, Ibrahim MI, Hairon SM, Mohd Zain M, Satiman MSN. Predictors of Healthcare Workers' Compassionate Care Amid the COVID-19 Pandemic: A Cross-Sectional Study from Patients' Perspective in Kelantan, Malaysia. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:1380. [PMID: 36674149 PMCID: PMC9859271 DOI: 10.3390/ijerph20021380] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/01/2022] [Revised: 01/05/2023] [Accepted: 01/10/2023] [Indexed: 06/17/2023]
Abstract
Background: Compassionate care served by healthcare workers (HCWs) has been recognized as one of the most critical aspects of high-quality care. Unfortunately, there is still an unmet need for the assessment of compassionate care from the patient’s perspective. During the COVID-19 pandemic, many new rules were enacted to tackle the raging pandemic, which raised concerns about its effect on compassionate care. Methods: A cross-sectional study involving 315 patients from three public hospitals was conducted during the conditional movement control order (CMCO). A self-administered Malay version of the Relational Aspect of Care Questionnaire (RAC-QM) was used to assess compassionate care. Multiple linear regression was used to determine the predictors. Results: More than 90% of the patients were Malays, Muslims, and fell under the B40 household income category. Companions were present for 51.7% of the patients, but 75.2% had no visitors. All hospitals received scores of more than 90%. Occupation (student, p = 0.032), dependency level (total dependent, p < 0.001), and household income level (M40, p = 0.027) were the statistically significant predictors for compassionate care. Conclusions: The current study revealed that compassionate care to patients was not compromised during the pandemic. Patients with disabilities or financial constraints are more likely to experience less compassionate care, while students are generally more satisfied. This study may provide clues for hospital administrators and policymakers regarding the vulnerable group of patients. It also provides opportunities for future research to study the perspective of HCWs.
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Affiliation(s)
| | - Mohd Ismail Ibrahim
- Department of Community Medicine, School of Medical Sciences, Universiti Sains Malaysia, Kubang Kerian 16150, Malaysia
| | - Suhaily Mohd Hairon
- Department of Community Medicine, School of Medical Sciences, Universiti Sains Malaysia, Kubang Kerian 16150, Malaysia
| | - Maizun Mohd Zain
- Public Health Unit, Hospital Raja Perempuan Zainab II, Kota Bharu 16150, Malaysia
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18
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Redín DM, Meyer M, Rego A. Positive leadership action framework: Simply doing good and doing well. Front Psychol 2023; 13:977750. [PMID: 36687856 PMCID: PMC9848739 DOI: 10.3389/fpsyg.2022.977750] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2022] [Accepted: 10/25/2022] [Indexed: 01/06/2023] Open
Abstract
This article presents the Positive Leadership Action Framework (PLAF) to structure Positive Leadership (PL). The novelty of the PLAF is that it incorporates the connections of PL to positive outcomes (financial and economic performance and social well-being) and organizational virtuousness. Also, it acknowledges its conditional nature on the virtues to achieve flourishing within the organization and society at large. We argue that the leader's actions function as the engine for positive change within the organization, bridging the gap between individual virtues and organizational virtuousness and creating a feedback loop among both. To develop a positive organization, a leader needs to create positive assumptions among (and about) coworkers, positively impact the personal and professional development of employees, and balance positive formal and informal conditions at work. To do so, it is a sine qua non condition that the positive leader fosters his/her personal development by exercising the virtues and developing practical wisdom. In this way, the positive leader automatically provides followers with a vision of the final end towards the common good and achieves to set his/her organization on a pathway towards excellence.
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Affiliation(s)
- Dulce M Redín
- Department of Business, University of Navarra, Pamplona, Spain
| | - Marcel Meyer
- Department of Business, University of Navarra, Pamplona, Spain
| | - Arménio Rego
- Católica Porto Business School, Universidade Católica Portuguesa, Portugal
- Business Research Unit, ISCTE-IUL, Instituto Universitário de Lisboa, Porto, Portugal
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19
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Mandliya A, Pandey J. The development and validation of multidimensional workplace compassion scale: Linking its conceptualization and measurement. Front Psychol 2023; 14:1142309. [PMID: 37063527 PMCID: PMC10097966 DOI: 10.3389/fpsyg.2023.1142309] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/11/2023] [Accepted: 03/06/2023] [Indexed: 04/18/2023] Open
Abstract
Organizational compassion is a powerful force that possesses the capability to move individuals and groups towards a common good. Research on organizational compassion or compassion in the workplace has discussed its potential to reduce individual suffering and enhance positive emotions, wellbeing, and dignity. The existing literature lacks a valid and reliable measure of workplace compassion that follows the recent conceptualization of organizational compassion. This research presents the development and validation of workplace compassion scale. The scale development process consisted of four studies with a total sample of 947 respondents. In study 1, we developed the items for the new measure, by considering the four-factor conceptualization of organizational compassion. Study 2 and 3 focuses on item purification and testing the model fit indices of the proposed scale. In study 4, we followed a time separated design to test the nomological network and discriminant validity of the workplace compassion scale. The final workplace compassion scale consists of 12 items that measure other-oriented/expressed compassion in the workplace. The scale is beneficial for providing impetus to future quantitative research in organizational compassion.
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20
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Spännäri J, Juntunen E, Pessi AB, Ståhle P. Compassion-A key to innovation: What promotes and what prevents innovation in organizations? Front Psychol 2023; 14:1058544. [PMID: 36923144 PMCID: PMC10010191 DOI: 10.3389/fpsyg.2023.1058544] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/30/2022] [Accepted: 01/19/2023] [Indexed: 03/03/2023] Open
Abstract
Innovation is crucial for the survival and wellbeing of organizations in volatile, rapidly changing societies. However, the role of profound human capability, compassion, and innovation has not been adequately investigated. This article sets out to explore the factors preventing and promoting innovation in organizations, asking how compassion is connected to these factors, and how compassion could boost innovation. We approach innovation as a complicated multilevel phenomenon, emerging from interactions between individuals and the work context. Our view of compassion includes both compassion and copassion-responding both to the suffering and joy of others. Our material was collected from nine focus group interviews, organized in Finland in 2017, in private, public, and third-sector organizations. The material was analyzed by two researchers, using an adapted grounded theory methodology. We found four core factors capable of either promoting or preventing innovation: (1) the strategy and structures of the organization, (2) resources, especially time, (3) working culture; and (4) the dynamics of interaction between individuals and the community. Our key conclusion, fruitful to theorizing both innovation and compassion, is that for innovation to flourish, compassion is to be cultivated throughout an organization. It is not a single variable or practice, and it is in many ways in a key position regarding innovation: the existence of it promotes innovation, but the lack of it prevents innovation. Thus, organizations aiming for innovation should seek multifaceted understanding and skills in compassion.
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Affiliation(s)
- Jenni Spännäri
- Faculty of Theology, University of Helsinki, Helsinki, Finland
| | - Elina Juntunen
- Faculty of Theology, University of Helsinki, Helsinki, Finland
| | | | - Pirjo Ståhle
- School of Engineering, Aalto University, Helsinki, Finland
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21
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Thienprayoon R. Beyond burnout: Collective suffering and organizational compassion. J Hosp Med 2022. [PMID: 36576037 DOI: 10.1002/jhm.13033] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/05/2022] [Revised: 12/09/2022] [Accepted: 12/12/2022] [Indexed: 12/29/2022]
Affiliation(s)
- Rachel Thienprayoon
- Anesthesia and Pediatrics, Cincinnati Children's Hospital Medical Center, Cincinnati, Ohio, USA
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22
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Yip JA, Lee KK. Emotions and ethics: How emotions sensitize perceptions of the consequences for self and others to motivate unethical behavior. Curr Opin Psychol 2022; 48:101464. [PMID: 36244308 DOI: 10.1016/j.copsyc.2022.101464] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/15/2022] [Revised: 08/28/2022] [Accepted: 08/30/2022] [Indexed: 01/28/2023]
Abstract
In this work, we suggest that emotions differentiated by cognitive appraisals may promote self-concern or other-concern that alter the utilitarian calculus of weighing the harm and benefits associated with moral decision-making. We introduce the Emotions and Ethics Framework to elucidate the intrapsychic effect of emotion on deception. When emotions promote self-concern, individuals are more likely engage in selfish deception. By contrast, when emotions promote other-concern, individuals are more likely to exhibit honesty. Furthermore, we extrapolate our theoretical model to consider how felt emotions influence different types of deception: selfish lies, prosocial lies, spiteful lies, and pareto lies. Finally, we theorize about the interpersonal effect of emotional expressions on deception, suggesting that the ethical consequences of emotion contagion and reverse-appraisal processes are distinct.
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Affiliation(s)
- Jeremy A Yip
- McDonough School of Business, Georgetown University, USA.
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23
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Cowden RG, Seidman AJ, Duffee C, Węziak-Białowolska D, McNeely E, VanderWeele TJ. Associations of suffering with facets of health and well-being among working adults: longitudinal evidence from two samples. Sci Rep 2022; 12:20141. [PMID: 36418921 PMCID: PMC9684157 DOI: 10.1038/s41598-022-24497-8] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/11/2022] [Accepted: 11/16/2022] [Indexed: 11/24/2022] Open
Abstract
Suffering is an experiential state that every person encounters at one time or another, yet little is known about suffering and its consequences for the health and well-being of nonclinical adult populations. In a pair of longitudinal studies, we used two waves of data from garment factory workers (Study 1 [T1: 2017, T2: 2019]: n = 344) and flight attendants (Study 2 [T1: 2017/2018, T2: 2020]: n = 1402) to examine the prospective associations of suffering with 16 outcomes across different domains of health and well-being: physical health, health behavior, mental health, psychological well-being, character strengths, and social well-being. The primary analysis involved a series of regression analyses in which each T2 outcome was regressed on overall suffering assessed at T1, adjusting for relevant sociodemographic characteristics and the baseline value (or close proxy) of the outcome assessed at T1. In Study 1, associations of overall suffering with worse subsequent health and well-being were limited to a single outcome on each of the domains of physical health and mental health. Overall suffering was more consistently related to worse subsequent health and well-being in Study 2, with associations emerging for all but two outcomes. The pattern of findings for each study was largely similar when aspects of suffering were modeled individually, although associations for some aspects of suffering differed from those that emerged for overall suffering. Our findings suggest that suffering may have important implications for the health and well-being of worker populations.
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Affiliation(s)
- Richard G Cowden
- Human Flourishing Program, Harvard University, Cambridge, MA, USA.
| | - Andrew J Seidman
- Department of Psychiatry, University of Pittsburgh, Pittsburgh, PA, USA
| | - Charlotte Duffee
- Human Flourishing Program, Harvard University, Cambridge, MA, USA
| | - Dorota Węziak-Białowolska
- Human Flourishing Program, Harvard University, Cambridge, MA, USA
- Sustainability and Health Initiative (SHINE), Department of Environmental Health, Harvard T. H. Chan School of Public Health, Boston, MA, USA
- Centre for Evaluation and Analysis of Public Policies, Faculty of Philosophy, Jagiellonian University, Kraków, Poland
| | - Eileen McNeely
- Sustainability and Health Initiative (SHINE), Department of Environmental Health, Harvard T. H. Chan School of Public Health, Boston, MA, USA
| | - Tyler J VanderWeele
- Human Flourishing Program, Harvard University, Cambridge, MA, USA
- Department of Epidemiology, Harvard T. H. Chan School of Public Health, Boston, MA, USA
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24
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Dåderman AM, Kajonius PJ, Hallberg A, Skog S, Hellström Å. Leading with a cool head and a warm heart: trait-based leadership resources linked to task performance, perceived stress, and work engagement. CURRENT PSYCHOLOGY 2022; 42:1-22. [PMID: 36468165 PMCID: PMC9684842 DOI: 10.1007/s12144-022-03767-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/12/2022] [Indexed: 11/22/2022]
Abstract
Leaders of today need to achieve well in terms of task performance, perceiving low stress, and having high levels of work engagement. One may ask whether trait-based leadership resource factors can be identified and how such resource factors might relate to task performance, perceived stress, and work engagement. Our aim was to test the hypothesis, derived from Hobfoll's motivational Conservation of Resources (COR) theory, that there are trait-based leadership resource factors, which are differentially correlated to the leaders' task performance, perceived stress, and work engagement. Leaders (N = 344) aged from 23 to 65 years (M = 49, SD = 8.6; 58% women) completed an online questionnaire including measures of task performance, perceived stress, work engagement, personality traits, trait emotional intelligence, empathy, performance-related self-esteem, compassionate and rational leadership competence, and coping resources for stress. Using exploratory factor analysis, we identified four trait-based leadership resource factors. With Bonferroni adjustment, and controlling for sex, age, number of years in the current managerial position, self-deceptive enhancement, and impression management, only Rational Mastery was significantly positively correlated with task performance. Rational Mastery, Efficient Coping, and Modesty were negatively correlated with perceived stress, and all factors except Modesty, but including the fourth (Good-Heartedness) were positively correlated with work engagement. Organizations striving for sustainable work conditions should support trait-based leadership, which depends not only on a task-oriented resource such as rational mastery, but also on human-oriented resources such as efficient coping, modesty, and good-heartedness, all of them being differentially related to task performance, perceived stress, and work engagement. Supplementary Information The online version contains supplementary material available at 10.1007/s12144-022-03767-8.
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Affiliation(s)
- Anna Maria Dåderman
- Department of Social and Behavioural Studies, University West, Trollhättan, Sweden
| | - Petri Juhani Kajonius
- Department of Social and Behavioural Studies, University West, Trollhättan, Sweden
- Department of Psychology, Lund University, Lund, Sweden
| | - Angela Hallberg
- Department of Social and Behavioural Studies, University West, Trollhättan, Sweden
| | - Sandra Skog
- Department of Social and Behavioural Studies, University West, Trollhättan, Sweden
| | - Åke Hellström
- Department of Psychology, Stockholm University, Stockholm, Sweden
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25
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Buonomo I, Pansini M, Cervai S, Benevene P. Compassionate Work Environments and Their Role in Teachers' Life Satisfaction: The Contribution of Perceived Collective School Performance and Burnout. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:14206. [PMID: 36361086 PMCID: PMC9657400 DOI: 10.3390/ijerph192114206] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/09/2022] [Revised: 10/22/2022] [Accepted: 10/27/2022] [Indexed: 06/16/2023]
Abstract
Several studies on helping professionals showed the protective role of compassion among colleagues and leaders. Despite this, studies on well-being factors at school, both preventive and protective, usually focus on teachers' personal resources and study compassion in the teacher-student relationship. This study explores the role of received compassion at work on teachers' life satisfaction while considering perceived school collective performance and burnout conditions as mediators in this link. One hundred and eighty-six Italian teachers (female = 85.4%, mean age = 48.5, SD = 9.46) completed a questionnaire on received compassion at work, perceived school collective performance, burnout, and life satisfaction. Through a structural equation model (χ2(21) = 30.716, p = 0.08, CFI = 0.989, TLI = 0.981, RMSEA = 0.050 (90% CI = 0.000-0.080, p = 0.465), SRMR = 0.038), it emerged that only perceived school collective performance mediated the association between received compassion and life satisfaction. To the best of our knowledge, few studies have addressed the role of compassion received from colleagues and supervisors at school and its effect on teachers' work-related beliefs and personal well-being.
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Affiliation(s)
- Ilaria Buonomo
- Department of Human Sciences, LUMSA University, 00193 Rome, Italy
| | - Martina Pansini
- Department of Human Sciences, LUMSA University, 00193 Rome, Italy
| | - Sara Cervai
- Department of Political and Social Sciences, University of Trieste, 34127 Trieste, Italy
| | - Paula Benevene
- Department of Human Sciences, LUMSA University, 00193 Rome, Italy
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26
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Mohamed Noor NM, Ibrahim MI, Hairon SM, Mohd Zain M, Satiman MSN. Validation and Translation of the Relational Aspect of Care Questionnaire into the Malay Language (RAC-QM) to Evaluate the Compassionate Care Level of Healthcare Workers from the Patient's Perspective. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:13486. [PMID: 36294066 PMCID: PMC9602943 DOI: 10.3390/ijerph192013486] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/29/2022] [Revised: 10/14/2022] [Accepted: 10/15/2022] [Indexed: 06/16/2023]
Abstract
BACKGROUND Compassionate care has been increasingly highlighted in the past few decades worldwide, including in Malaysia. Despite acknowledging its importance, Malaysia still lacks a validated tool that can be used to assess the level of compassionate care from the patient's perspective. Therefore, this study aims to validate and translate the Relational Aspect of Care Questionnaire (RAC-Q) into the Malay language. METHODS Permission to use and translate the original RAC-Q into the Malay language was obtained. The RAC-Q was then translated into the Malay language following the 10 steps proposed for the translation of a patient-reported outcome questionnaire. A pretest was conducted based on 30 inpatients to assess the appropriateness and clarity of the finalized translated questionnaire. A cross-sectional study was performed based on 138 inpatients from six adult wards of a teaching hospital so as to validate the translated questionnaire. The data were analyzed using R software version 4.1.3 (R Core Team, Vienna, Austria, 2020). The results were presented descriptively as numbers and percentages or means and standard deviations. A confirmatory factor analysis was performed using robust estimators. RESULTS The analysis showed that the measurement model of the RAC-Q Malay version (RAC-QM) fits well based on several fit indices: a standardized factor loading range from 0.40 to 0.73, comparative fit index (CFI) of 0.917, Tucker-Lewis fit index (TLI) of 0.904, root mean square error of approximation (RMSEA) of 0.06, and a standardized root mean square residual (SRMR) of 0.073. It has good reliability, with a Cronbach's alpha of 0.857 and a composite ratio of 0.857. CONCLUSION The RAC-QM demonstrated good psychometric properties and is valid and reliable based on the confirmatory analysis, and it can thus be used as a tool for evaluating the level of compassionate care in Malaysia.
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Affiliation(s)
- Noorhidayu Monyati Mohamed Noor
- Department of Community Medicine, School of Medical Sciences, Universiti Sains Malaysia, Kubang Kerian, Kota Bharu 16150, Kelantan, Malaysia
| | - Mohd Ismail Ibrahim
- Department of Community Medicine, School of Medical Sciences, Universiti Sains Malaysia, Kubang Kerian, Kota Bharu 16150, Kelantan, Malaysia
| | - Suhaily Mohd Hairon
- Department of Community Medicine, School of Medical Sciences, Universiti Sains Malaysia, Kubang Kerian, Kota Bharu 16150, Kelantan, Malaysia
| | - Maizun Mohd Zain
- Public Health Unit, Hospital Raja Perempuan Zainab II, Kota Bharu 16150, Kelantan, Malaysia
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27
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Kouta C, Apostolara P, Rousou E, Maria M, Papadopoulos I. Nursing and Midwifery Managers’ Views on Compassion in Daily Practice: A Survey in Greece and Cyprus. JOURNAL OF HEALTH MANAGEMENT 2022. [DOI: 10.1177/09720634221128087] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Compassionate care is a key component in nursing and midwifery quality care. It leads to positive patient outcomes, greater patient satisfaction, higher level of compliance, lower costs and reduction of nurse’s burnout. The aim of this article is to describe how nurses’ and midwives’ managers understand and practice compassion in Cyprus and Greece. This is a cross-sectional, descriptive, exploratory online survey using close and open-ended questions. Descriptive statistics and thematic analysis were applied. This is part of a larger study participating 17 countries. This article discusses Cyprus (Greek-Cypriots n = 47) and Greece data (n = 58). The sample included nurses and/or midwives in management positions, nurse educators/managers in the hospital, community or in educational setting. Participants in this study reported the necessity to be a compassionate manager. Some stated that nurses and midwives do not receive compassion from their managers. Thematic areas revealed include: (a) Defining compassion, (b) Giving/receiving compassion, (c) Manager as advocate (d) Importance of cultural characteristics (e) Advantages/barriers of compassion. Managing and leading staff with compassion have a positive effect in the quality, effectiveness and efficiency in daily practice. It enhances work satisfaction. Nurses’ and midwives’ managers in Cyprus and Greece highlight the importance of reinforcing themselves in providing compassionate care and supporting their staff.
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Affiliation(s)
- Christiana Kouta
- Department of Nursing, Cyprus University of Technology, Limassol, Cyprus
| | - Paraskevi Apostolara
- Department of Nursing, University of West Attica, Egaleo Park Campus, Athens, Greece
- Department of Nursing, National and Kapodistrian University of Athens, Athens, Greece
| | - Elena Rousou
- Department of Nursing, Cyprus University of Technology, Limassol, Cyprus
| | | | - Irena Papadopoulos
- Research Centre for Transcultural Studies in Health, School of Health and Education, Middlesex University, London, United Kingdom
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28
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Dhanani LY, LaPalme ML, Pham CT, Hall TK. The Burden of Hate: How Nonwork Discrimination Experienced During the COVID-19 Pandemic Impacts Asian American Employees. JOURNAL OF BUSINESS AND PSYCHOLOGY 2022; 38:621-635. [PMID: 36213150 PMCID: PMC9530437 DOI: 10.1007/s10869-022-09848-6] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 09/21/2022] [Indexed: 05/03/2023]
Abstract
The COVID-19 pandemic has been accompanied by a sharp increase in prejudice and discrimination targeting Asian Americans in the USA. Thus, in addition to the public health risks associated with the virus, exposure to discrimination poses a unique threat to the health and well-being of Asian Americans. Indeed, empirical evidence has documented the linkage between experiencing anti-Asian discrimination during the pandemic and health decrements among Asian Americans. The goal of this study was to expand that research to also consider the ways experiencing discrimination in a nonwork context may spill over to affect the general and job-related well-being of Asian American employees as well as the potential mitigating role of coworker compassion. Results from a sample of 311 Asian American employees demonstrated that experiencing nonwork discrimination was associated with decrements in physical health and increased depression and job-related exhaustion. Further, there were significant interactions between nonwork discrimination and coworker compassion for engagement, emotional exhaustion, and depressive symptoms such that nonwork discrimination was more strongly related to each outcome when coworker compassion was low. The findings from the current study suggest that experiences of racial derogation, even those that occur outside the workplace environment, are detrimental to the well-being of employees and that coworker compassion is a positive resource that may foster healthier and more inclusive work environments. Supplementary Information The online version contains supplementary material available at 10.1007/s10869-022-09848-6.
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Affiliation(s)
- Lindsay Y. Dhanani
- School of Management and Labor Relations, Rutgers University, 94 Rockafeller Road, Piscataway, NJ 08904 USA
| | | | - Carolyn T. Pham
- DePaul University, 2219 North Kenmore Avenue, Chicago, IL 60614 USA
| | - Taylor K. Hall
- Ohio University, 22 Richland Avenue, Athens, OH 45701 USA
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29
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Causer H, Spiers J, Efstathiou N, Aston S, Chew-Graham CA, Gopfert A, Grayling K, Maben J, van Hove M, Riley R. The Impact of Colleague Suicide and the Current State of Postvention Guidance for Affected Co-Workers: A Critical Integrative Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:11565. [PMID: 36141837 PMCID: PMC9517643 DOI: 10.3390/ijerph191811565] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/27/2022] [Revised: 09/07/2022] [Accepted: 09/08/2022] [Indexed: 05/11/2023]
Abstract
People bereaved by suicide are affected psychologically and physically and may be at greater risk of taking their own lives. Whilst researchers have explored the impact of suicide on family members and friends, the area of colleague suicide has been neglected and postvention guidance for supporting surviving colleagues is often poorly developed. This critical integrative review explored the impact of colleague suicide on surviving co-workers and reviewed postvention guidance for workplaces. Systematic searches found 17 articles that met the inclusion criteria. Articles were appraised for quality and extracted data were analysed using a thematic network method. Article quality was moderate. Two global themes were developed: impact of a colleague suicide comprised themes of 'suicide loss in the workplace'; 'professional identities and workplace roles'; 'perceptions of professional uniqueness'; and 'professional abandonment and silencing'. Postvention following a colleague suicide comprised 'individualised responses'; 'the dual function of stigma'; and 'complex pressure on managers'. A unifying global network 'after a colleague suicide' describes the relationships between all themes. A series of disconnects between existing postvention guidance and the needs of impacted workers are discussed. This review demonstrates the need for robust, systemic postvention for colleagues impacted by the complex issue of colleague suicide.
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Affiliation(s)
- Hilary Causer
- School of Health Sciences, University of Surrey, Kate Granger Building, 30 Priestly Road, Surrey Research Park, Guildford GU2 7YH, UK
| | - Johanna Spiers
- School of Health Sciences, University of Surrey, Kate Granger Building, 30 Priestly Road, Surrey Research Park, Guildford GU2 7YH, UK
| | - Nikolaos Efstathiou
- School of Nursing and Midwifery, Institute of Clinical Sciences, College of Medical and Dental Sciences, University of Birmingham, Birmingham B15 2TT, UK
| | - Stephanie Aston
- Samaritans, The Upper Mill, Kingston Road, Ewell, Surrey KT17 2AF, UK
| | | | - Anya Gopfert
- Department of Health and Community Sciences, University of Exeter Medical School, Exeter EX4 4PY, UK
| | | | - Jill Maben
- School of Health Sciences, University of Surrey, Kate Granger Building, 30 Priestly Road, Surrey Research Park, Guildford GU2 7YH, UK
| | | | - Ruth Riley
- School of Health Sciences, University of Surrey, Kate Granger Building, 30 Priestly Road, Surrey Research Park, Guildford GU2 7YH, UK
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Johnson TD, Joshi A, Kreiner GE. Bridgework: A Model of Brokering Relationships Across Social Boundaries in Organizations. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2022.1631] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Relationships are central to organizing, work, and organizations. Yet, in many instances, relationships do not build themselves, and third-party actors are often needed to intervene in situations, persuade individuals, and facilitate connections across disconnected actors in organizations. Little is known about the strategies through which third-party actors can broker relationships across what are considered to be intractable social boundaries—membership in stigmatized or nonstigmatized social identity-based groups. We build a process theory of what we call “bridgework,” the strategy used by third-party agents, intermediaries, and allies to bridge by shifting value-related perceptions about actors on the other side of social identity-based divides. More specifically, we focus on a stigmatizing social identity that can create boundaries that are often reinforced through informal network ties. Based on interviews, participatory observation, and archival data with job coaches for adults with autism spectrum disorders and related developmental disabilities, we showcase a model of bridgework—a combination of internal and external strategies across three stages (adding, stabilizing, and maintaining perceptions of value) to facilitate relationships between stigmatized and nonstigmatized members of organizations. We discuss how our grounded model contributes to the rich traditions of research on stigma, brokerage, disability studies, positive relationships, and compassion in organizations.
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Affiliation(s)
- Tiffany D. Johnson
- Scheller College of Business, Georgia Institute of Technology, Atlanta, Georgia 30308
| | - Aparna Joshi
- Smeal College of Business, Pennsylvania State University, State College, Pennsylvania 16801
| | - Glen E. Kreiner
- Department of Management, David Eccles School of Business, University of Utah, Salt Lake City, Utah 84112
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Fisk GM. The complexity and embeddedness of grief at work: A social-ecological model. HUMAN RESOURCE MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.hrmr.2022.100929] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
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Buonomo I, Santoro PE, Benevene P, Borrelli I, Angelini G, Fiorilli C, Gualano MR, Moscato U. Buffering the Effects of Burnout on Healthcare Professionals' Health-The Mediating Role of Compassionate Relationships at Work in the COVID Era. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:8966. [PMID: 35897337 PMCID: PMC9332033 DOI: 10.3390/ijerph19158966] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/16/2022] [Revised: 07/14/2022] [Accepted: 07/21/2022] [Indexed: 02/04/2023]
Abstract
Managing the COVID-19 pandemic posed several challenges for healthcare professionals, which likely heightened their risk of burnout (Amanullah and Ramesh Shankar, 2020) and, consequently, their general physical and mental health. Although it may not be possible to address and eliminate the causes of burnout, current research informs healthcare organizations about protective strategies to reduce its detrimental consequences. The promotion of compassionate interactions among healthcare professionals may play such a role. Compassion within healthcare organizations positively affects individual performance and well-being. Building on these considerations and within the framework of the Conservation of Resources theory, this study explores the relationships among burnout dimensions, received compassion at work, and general health in 711 Italian healthcare professionals (68.5% female), aged between 21 and 73 years (Mage = 36.4, SD = 11.2). Analyses were conducted to investigate the association between burnout and general well-being (H1) and between burnout symptoms and perceived compassion at work (H2); and the mediational role of compassion in the relationship between burnout symptoms and general well-being. H1 and H2 were confirmed (r < 0.01 for both), and a SEM model showed the mediating role of compassion at work in the association between burnout symptoms and general well-being (RMSEA < 0.08, SRMR < 0.08, CFI and TLI > 0.90). Theoretical and practical implications of the findings are discussed in the paper.
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Affiliation(s)
- Ilaria Buonomo
- Department of Human Sciences, LUMSA University, 00193 Rome, Italy; (I.B.); (P.B.); (G.A.); (C.F.)
| | - Paolo Emilio Santoro
- Department of Life Sciences and Public Health, Catholic University of the Sacred Heart, 00168 Rome, Italy; (P.E.S.); (U.M.)
- Department of Women, Children and Public Health Sciences, Fondazione Policlinico Universitario Agostino Gemelli IRCCS, 00168 Rome, Italy
| | - Paula Benevene
- Department of Human Sciences, LUMSA University, 00193 Rome, Italy; (I.B.); (P.B.); (G.A.); (C.F.)
| | - Ivan Borrelli
- Department of Life Sciences and Public Health, Catholic University of the Sacred Heart, 00168 Rome, Italy; (P.E.S.); (U.M.)
| | - Giacomo Angelini
- Department of Human Sciences, LUMSA University, 00193 Rome, Italy; (I.B.); (P.B.); (G.A.); (C.F.)
| | - Caterina Fiorilli
- Department of Human Sciences, LUMSA University, 00193 Rome, Italy; (I.B.); (P.B.); (G.A.); (C.F.)
| | | | - Umberto Moscato
- Department of Life Sciences and Public Health, Catholic University of the Sacred Heart, 00168 Rome, Italy; (P.E.S.); (U.M.)
- Department of Women, Children and Public Health Sciences, Fondazione Policlinico Universitario Agostino Gemelli IRCCS, 00168 Rome, Italy
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When you try your best to help but don't succeed: How self-compassionate reflection influences reactions to interpersonal helping failures. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2022. [DOI: 10.1016/j.obhdp.2022.104151] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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You may not reap what you sow: How and when ethical leadership promotes subordinates’ online helping behavior. ASIA PACIFIC JOURNAL OF MANAGEMENT 2022. [PMCID: PMC9225809 DOI: 10.1007/s10490-022-09831-y] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
Recently, home office and remote working have gained momentum triggering questions of the impact of ethical leadership on helping behavior and its ethical implication for employees and companies. In this study, we propose a moderated mediation model to clarify the mechanism of ethical leadership on online helping behavior, and tested this model using three-wave data from a sample of 481 employees in mainland China. We found that ethical leadership had a positive effect on subordinates’ other-praising moral emotion, and that these moral emotions significantly influenced online helping behavior. Subordinates’ other-praising moral emotion mediated the relationship between ethical leadership and online helping behavior. Moreover, the relationship between ethical leadership and other-praising moral emotion was more significant for employees with high moral identity. Finally, our findings provide new insights into how to motivate employees’ online helping behaviors through managerial practices for organizations.
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Liu C, Chen H, Liang YC, Hsu SE, Huang DH, Liu CY, Chiou WK. The effect of loving-kindness meditation on employees’ mindfulness, affect, altruism and knowledge hiding. BMC Psychol 2022; 10:138. [PMID: 35644623 PMCID: PMC9150317 DOI: 10.1186/s40359-022-00846-0] [Citation(s) in RCA: 12] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/05/2021] [Accepted: 05/19/2022] [Indexed: 12/23/2022] Open
Abstract
Background This study investigated the effects of the loving-kindness meditation (LKM) on employees’ mindfulness, affect, altruism and knowledge hiding. Methods In total, 100 employees were recruited from a knowledge-based enterprise in China and randomly divided into the LKM training group (n = 50) and the control group (n = 50). The LKM training group underwent LKM training for 8 weeks, while the control group did not. Seven main variables (mindfulness, altruism positive affect, negative affect, playing dumb, rationalized hiding, and evasive hiding) were measured both before (pre-test) and after (post-test) the LKM training intervention. Results The LKM intervention significantly increased participants’ altruism, and significantly reduced negative affect, playing dumb and evasive hiding, but did not significantly improve mindfulness, positive affect, and rationalized hiding. Conclusions LKM significantly improved employees’ altruism, and significantly reduce their negative affect, but did not significantly improve their mindfulness and positive affect. For knowledge hiding, LKM significantly reduced playing dumb and evasive hiding, but had no significant effect on rationalized hiding. These results further elucidate the psychological effects of LKM and suggest the possibility of reducing knowledge hiding in the workplace. Trial registration ChiCTR2200057460. Registered in Chinese Clinical Trial Registry (ChiCTR), 13 March 2022—Retrospectively registered.
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Reina CS, Kreiner GE, Rheinhardt A, Mihelcic CA. Your Presence Is Requested: Mindfulness Infusion in Workplace Interactions and Relationships. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2022.1596] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
In an increasingly fast-paced work environment filled with distractions, an overabundance of information, and complex decision making, scholars and practitioners alike have begun to recognize the need to slow down and direct attention to the present moment. As such, the study and implementation of mindfulness in the workplace has received growing attention in recent years. This body of work, however, is preoccupied with the outcomes of individual- and collective-level mindfulness, largely ignoring mindfulness as brought into workplace interactions and relationships. In this study, we take a qualitative, grounded theory approach wherein we put forth and unpack a model of interpersonal mindfulness infusion: the process whereby individuals instill their mindfulness into their workplace interactions and relationships. We further distinguish between formal and informal and self- and other-focused mindfulness practices. We show how these practices underlie the mindfulness infusion process and can enhance workplace interactions and relationships. In doing so, we contribute to the organizational literature on mindfulness and positive relationships at work.
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Affiliation(s)
- Christopher S. Reina
- Management and Entrepreneurship, Virginia Commonwealth University, Richmond, Virginia 23284
| | - Glen E. Kreiner
- Department of Management, University of Utah, Salt Lake City, Utah 84112
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Koon VY. The role of organisational compassion in knowledge hiding and thriving at work. KNOWLEDGE MANAGEMENT RESEARCH & PRACTICE 2022. [DOI: 10.1080/14778238.2022.2062470] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Nolan MT, Diefendorff J, Erickson RJ, Lee MT. Psychological compassion climate: Examining the nomological network of perceptions of work group compassion. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2021.103688] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/31/2023]
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Jennings RE, Lanaj K, Kim YJ(YJ. Self‐Compassion at work: A self‐regulation perspective on its beneficial effects for work performance and wellbeing. PERSONNEL PSYCHOLOGY 2022. [DOI: 10.1111/peps.12504] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Remy E. Jennings
- Department of Management Warrington College of Business, University of Florida
| | - Klodiana Lanaj
- Department of Management Warrington College of Business, University of Florida
| | - You Jin (YJ) Kim
- Department of Management College of Business, City University of Hong Kong
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Simpson AV, Rego A, Berti M, Clegg S, Pina e Cunha M. Theorizing compassionate leadership from the case of Jacinda Ardern: Legitimacy, paradox and resource conservation. LEADERSHIP 2021. [DOI: 10.1177/17427150211055291] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
During times of suffering such as that inflicted by the COVID-19 pandemic, compassion expressed by leaders helps to ease distress. Doing so, those in a position to provide resources that might facilitate coping and recovery are attentive to the situations of distress. Despite an abundance of leadership theorizing and models, there still is little academic literature on compassionate leadership. To address this limitation, we present an exploratory case study of New Zealand Prime Minister Jacinda Ardern, someone widely recognized for her compassionate leadership and frequently described in paradoxical terms (e.g. ‘kind and strong’; embodying ‘steel and compassion’). We address her compassionate leadership through the lenses of paradox theory, legitimacy theory and conservation of resources theory. We contribute a heuristic framework that sees various types of legitimacy leveraged synergistically to build resources and alleviate suffering – providing further legitimacy in an upward spiral of compassionate leadership.
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Affiliation(s)
- Ace V Simpson
- Brunel Business School, Brunel University London, Uxbridge, UK
| | - Arménio Rego
- Católica Porto Business School, and Business Research Unit, ISCTE-IUL, Lisbon, Portugal
| | - Marco Berti
- UTS Business School, University of Technology Sydney, Sydney, Australia
| | - Stewart Clegg
- School of project Management and The John Grill Institute for Project Leadership, The University of Sydney, Sydney, NSW, Australia Business School, The University of Stavanger, Stavanger, Norway
| | - Miguel Pina e Cunha
- Nova School of Business and Economics, Universidade Nova de Lisboa, Lisbon, Portugal
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FROM THE EDITORS—Errors in Organizations: New Frontiers in Research and Practice. ACADEMY OF MANAGEMENT DISCOVERIES 2021. [DOI: 10.5465/amd.2021.0217] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Kalwani S. The effect of COVID fatigue on mental health in the public sector organizations: exploring compassion as a mediator. DECISION 2021. [PMCID: PMC8614635 DOI: 10.1007/s40622-021-00294-6] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Affiliation(s)
- Shilpi Kalwani
- Department of Management, BITS Pilani, Pilani, Rajasthan 333031 India
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Warren MA, Warren MT. The EThIC Model of Virtue-Based Allyship Development: A New Approach to Equity and Inclusion in Organizations. JOURNAL OF BUSINESS ETHICS : JBE 2021; 182:783-803. [PMID: 34840369 PMCID: PMC8606279 DOI: 10.1007/s10551-021-05002-z] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 05/25/2021] [Accepted: 11/13/2021] [Indexed: 06/13/2023]
Abstract
As organizations take on grand challenges in gender equality, anti-racism, LGBTQ+ protections and workplace inclusion, many well-intentioned individuals from dominant groups (e.g., cisgender men, Caucasian, heterosexual) are stepping forward as allies toward underrepresented or marginalized group members (e.g., cisgender women, People of Color, LGBTQ+ identified employees). Past research and guidance assume an inevitable need for external motivation, reflected in the 'business case' for diversity and in top-down policies to drive equity and inclusion efforts. This qualitative study explored internal motivations in the form of morally motivated virtues of 25 peer-nominated exemplary allies serving in leadership positions. In-depth life/career story interviews were used to identify the virtues that supported their allyship journeys. Findings demonstrated that they tapped into several virtues that served distinct functions in a 4-stage allyship development process: Stage 1-Energizing psychological investment (compassion, fairness); Stage 2-Thinking through allyship-relevant complexities (intellectual humility, perspective-taking, wisdom); Stage 3-Initiating action (prudence, moral courage, honesty); Stage 4-Committing to allyship (perseverance, patience). We call this the 'EThIC model of virtue-based allyship development.' This study has implications for theory and research on a virtue-based approach to diversity, equity and inclusion.
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Affiliation(s)
- Meg A. Warren
- College of Business and Economics, Western Washington University, PH 23, 516 High Street, Bellingham, WA 98225 USA
| | - Michael T. Warren
- Human Early Learning Partnership, University of British Columbia, Vancouver, Canada
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Ko SH, Lee SH, Kim JY, Choi Y, Kim J, Kang HC. Effect of corporate social responsibility perception on job satisfaction. SOCIAL BEHAVIOR AND PERSONALITY 2021. [DOI: 10.2224/sbp.10893] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
This study empirically examined the effect of the perception of corporate social responsibility (CSR) activities on job satisfaction, as mediated by compassion and positive emotions toward work. Data were collected from 232 employees working in manufacturing, financial, telecommunications,
transportation, and service industries in South Korea. The results confirm that (a) there were positive relationships between the perception of CSR activities and compassion, and between compassion and job satisfaction; (b) there were positive relationships between positive emotions toward
work and job satisfaction, and between the perception of CSR activities and job satisfaction; and (c) there was a serial multiple mediation effect of compassion and positive emotions toward work on the pathway from the perception of CSR activities to job satisfaction. Theoretical and practical
implications are discussed.
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Paakkanen MA, Martela F, Pessi AB. Responding to Positive Emotions at Work - The Four Steps and Potential Benefits of a Validating Response to Coworkers' Positive Experiences. Front Psychol 2021; 12:668160. [PMID: 34707528 PMCID: PMC8542759 DOI: 10.3389/fpsyg.2021.668160] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2021] [Accepted: 09/16/2021] [Indexed: 11/25/2022] Open
Abstract
In order to capitalize on positive emotions at work and build high-quality interpersonal relationships and psychological safety, it is important that coworkers respond to each other’s positive emotions in a constructive and validating way. However, despite the importance of symmetrical emotion regulation outcomes, organizational research has largely overlooked how an employee can positively respond to coworkers’ positive emotions. Existing research has concentrated almost exclusively on negative ways of responding, with a particular focus on envy. This article develops a theoretical model of employees’ positive responses to coworkers’ positive emotional experiences, introduced here as a validating response. We identify four steps – noticing, sensemaking, feeling, and acting – and the key mechanisms within each step that enable a responder to react in a validating way. We connect the validating response to important potential individual and organizational outcomes. These outcomes include improved relationship quality and trust, as well as increased positivity and well-being that can result in enhanced learning behavior and collaboration. This article also discusses the connection between a validating response and compassion. We identify them both as parallel affirmative processes that acknowledge a coworker’s emotions, with the former being a response to positive emotion while the latter is a response to negative emotion.
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Affiliation(s)
| | - Frank Martela
- Industrial Engineering and Management, Aalto University, Espoo, Finland
| | - Anne B Pessi
- Theology, University of Helsinki, Helsinki, Finland
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Worline MC, Dutton JE. The courage to teach with compassion: Enriching classroom designs and practices to foster responsiveness to suffering. MANAGEMENT LEARNING 2021. [DOI: 10.1177/13505076211044611] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Recognizing the prevalence of suffering among management teachers and students, we raise the importance of compassion as central to the practice of management teaching. To aid in understanding how suffering and compassion arise in management teaching, we call upon a theoretical view of their rhizomatic structure, which conveys the widespread, complex, and largely unspoken spreading of suffering and corresponding need for compassion in the work of management teaching. To meet this suffering with compassion, we propose two clusters of practices central to teaching that lend themselves to helping management teachers see possibilities for more skillfully intertwining suffering and compassion. The first focuses on how management teachers can design the context for teaching in ways that make compassion more likely, focusing specifically on roles and networks. The second draws upon Honneth’s recognitional infrastructure to focus on how teachers can approach the relational practice of teaching with emphasis on enriching human recognition of suffering. We conclude with a caution about overly simplistic approaches and overly individualized views of compassion in the work of management teaching. We call for systemic approaches to action that will enrich our imaginations as we approach management teaching and its role in our collective responsiveness to suffering.
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Tolonen I, Saarinen A, Keltikangas-Järvinen L, Siira V, Kähönen M, Hintsanen M. Rewards of Compassion: Dispositional Compassion Predicts Lower Job Strain and Effort-Reward Imbalance Over a 11-Year Follow-Up. Front Psychol 2021; 12:730188. [PMID: 34650487 PMCID: PMC8505888 DOI: 10.3389/fpsyg.2021.730188] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2021] [Accepted: 08/31/2021] [Indexed: 11/13/2022] Open
Abstract
Dispositional compassion has been shown to predict higher well-being and to be associated with lower perceived stress and higher social support. Thus, compassion may be a potential individual factor protecting from job strain. The current study examines (i) whether dispositional compassion predicts job strain and effort-reward imbalance (ERI) or does the predictive relationship run from job strain and ERI to dispositional compassion and (ii) the effect of dispositional compassion on the developmental trajectory of job strain and ERI over a 11-year follow-up. We used data from the Young Finns study (n=723) between 2001 and 2012. The direction of the predictive relationships was analyzed with cross-lagged panel models. Compassion’s effect on the trajectories of job strain, ERI, and their components was examined with multilevel models. First, the cross-lagged panel models demonstrated there was no evidence for the predictive pathways between compassion and job strain or its components. However, the predictive pathways from high dispositional compassion to low ERI and high rewards had better fit to the data than the predictive pathways in the opposite direction. In addition, multilevel models showed that high compassion predicted various job characteristics from early adulthood to middle age (lower job strain and higher job control as well as lower ERI and higher reward). Compassion did not predict job demand/effort. The findings were obtained independently of age, gender, and socioeconomic factors in childhood and adulthood. These findings indicate that compassion may be beneficial in work context. Further, compassion might be useful in the management or prevention of some aspects of strain. Our study provides new insight about the role of compassion in work life.
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Affiliation(s)
- Iina Tolonen
- Unit of Psychology, Faculty of Education, University of Oulu, Oulu, Finland
| | - Aino Saarinen
- Department of Psychology and Logopedics, Faculty of Medicine, University of Helsinki, Helsinki, Finland
| | | | - Virva Siira
- Unit of Psychology, Faculty of Education, University of Oulu, Oulu, Finland
| | - Mika Kähönen
- Department of Clinical Physiology, Tampere University Hospital and Faculty of Medicine and Health Technology, Tampere University, Tampere, Finland
| | - Mirka Hintsanen
- Unit of Psychology, Faculty of Education, University of Oulu, Oulu, Finland
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Tallberg L, Välikangas L, Hamilton L. Animal activism in the business school: Using fierce compassion for teaching critical and positive perspectives. MANAGEMENT LEARNING 2021. [DOI: 10.1177/13505076211044612] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This article explores a practical approach to teaching animal ethics in food systems as part of a business course. We argue that tackling such complex and emotionally charged topics is vital to shifting unsustainable and hurtful behaviours towards more positive futures. Our teaching example outlines a pedagogy of courageously witnessing, inquiring with empathy and prompting positive action; an activist approach we term fierce compassion. These three layers blend positive and critical perspectives in a classroom to address contentious issues of large-scale industrial animal production hitherto largely neglected in a traditional business curriculum. While acknowledging that academic activism is controversial, we argue that fierce compassion – noticing the suffering that is remote and often systemically hidden – can inform and structure education towards more post-anthropocentric and just futures for all living beings – human and nonhuman alike.
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Belkin LY, Kong DT. Supervisor companionate love expression and elicited subordinate gratitude as moral-emotional facilitators of voice amid COVID-19. THE JOURNAL OF POSITIVE PSYCHOLOGY 2021. [DOI: 10.1080/17439760.2021.1975157] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
| | - Dejun Tony Kong
- Bishop Center for Ethical Leadership, Muma College of Business, University of South Florida, Tampa, FL, USA
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Guo Y, Zhu Y. How Does Organizational Compassion Motivate Employee Innovative Behavior: A Cross-Level Mediation Model. Psychol Rep 2021; 125:3162-3182. [PMID: 34382457 DOI: 10.1177/00332941211037598] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This study aims to explore the mediating mechanisms between organizational compassion and employee innovative behavior by introducing perceived insider status and felt responsibility for constructive change (FRCC) as mediating variables. Drawing on cognitive-affective personality system theory, a cross-level mediation model was established. Data were collected via the online-based questionnaire from 420 employees of 12 enterprises in China. Multilevel path modeling was leveraged to examine hypotheses proposed in this study. The results indicate that FRCC mediates the relationship between organizational compassion and employee innovative behavior. Moreover, perceived insider status and FRCC serially mediate the relationship between organizational compassion and employee innovative behavior. This study has significant theoretical and practical implications as it is the first study to investigate the value of organizational compassion to employee innovative behavior at the workplace.
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Affiliation(s)
- Yungui Guo
- School of Business, Hunan University of Science and Technology, Xiangtan, China.,School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Yanting Zhu
- School of Labor and Human Resources, Renmin University of China, Beijing, China
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