A5076346735- Management and Organizational Studies
- Job Satisfaction and Organizational Behavior
- Cultural Differences and Values
- Gender Diversity and Inequality
- Digital Economy and Work Transformation
- Emotional Labor in Professions
- International Student and Expatriate Challenges
- Customer Service Quality and Loyalty
- Resilience and Mental Health
- Cognitive Science and Mapping
- Supply Chain Resilience and Risk Management
- Neuroendocrine regulation and behavior
- Labor Movements and Unions
- Business, Education, Mathematics Research
- Occupational Health and Safety Research
- Social and Intergroup Psychology
- Attachment and Relationship Dynamics
- Psychological Well-being and Life Satisfaction
- Complex Systems and Decision Making
- Organizational Management and Innovation
- Behavioral Health and Interventions
- Management Theory and Practice
- Employment and Welfare Studies
- Mental Health and Patient Involvement
- Stress Responses and Cortisol
University of Massachusetts Amherst
2018-2024
University of Massachusetts System
2023
King Faisal Specialist Hospital & Research Centre
2022
University of Rhode Island
2016-2018
Rhode Island College
2018
Boston College
2018
California State University, Fullerton
2017
Boston University
2008-2015
McGill University
2009
University of Michigan
2004-2008
Human physiological systems are highly responsive to positive social interactions, but the organizational importance of this finding largely has been unexplored. After reviewing extant research, we illustrate how consideration physiology interactions at work opens new research questions about affect human capacity and contexts employee health resourcefulness. We also address practical implications integrating data into research. Our paper invites a fuller employees' bodies affected by...
Connectivity, the control parameter in a nonlinear dynamics model of team performance is mathematically linked to ratio positivity negativity (P/N) interaction. By knowing P/N it possible run that will portray what types are for team. These three types: point attractor, limit cycle, and complexor (complex order, or “chaotic” mathematical sense). Low teams end up attractor dynamics, medium perfomance cycle high dynamics.
We present a theory of how individuals compose their reflected best-self portrait, which we define as changing self-knowledge structure about who one is at one's best. posit that people portrait through social experiences draw on intrapsychic and interpersonal resources. By weaving together microlevel theories personal change macrolevel human resource development, our reveals an important means by work organizations affect people's capacity to realize potential.
As the COVID-19 global health disaster continues to unfold across world, calls have been made address associated mental illness public crisis. The current paper seeks broaden these by considering role that positive psychology factors can play in buffering against illness, bolstering during and building processes capacities may help strengthen future health. explores evidence applications from nine topics support people through a pandemic: meaning, coping, self-compassion, courage, gratitude,...
Virtuousness in organizations involves individuals and teams being resilient, or bouncing back from setbacks ways that allow them to adapt grow. In two studies, we focus on emotional carrying capacity (ECC), wherein relationship partners express more of their emotions, both positive negative do so constructively, as a source resilience teams. Study 1’s findings indicate ECC is positively related individual mediates the link between closeness resilience. 2’s similar pattern for at team level:...
Organizational resilience is an organization's ability to absorb strain and preserve or improve functioning, despite the presence of adversity. In existing scholarship there implicit assumption that organizations experience respond holistically acute forms We challenge this by theorizing about how adversity can create differential strain, affecting parts organization rather than whole. argue relations among those fundamentally shape organizational resilience. develop a theoretical model maps...
This study reveals the institutional work required to maintain taken-for-granted beliefs about roles in face of everyday breaches role expectations. Through a comparative qualitative hospital-employed patient advocates teaching and Veterans Health Administration hospitals, I demonstrate that repair patient, family, staff hospitals. My research shows skillfully used rules—or formal policies procedures—to restore, clarify, or initiate organizational changes rules, all institutionalized...
While organizations and researchers have traditionally conceptualized customers as consumers of their services products, there is a growing recognition that need to develop more collaborative relationships with clients. In this research, I explore one implication shift—how employees respond client conflicts. multi-method qualitative study, studied patient advocates, hospital who mediate conflicts between patients, families, staff. process model shows how mediators construct web discrete...
Relationships are fundamental to organizations and organizing. In this Special Topic Forum on the Changing Nature of Work Relationships, we describe important contextual shifts that have implications for work relationships: how they form develop, what look like, effects may have. Throughout articles authors take an expansive at relationships—considering many types multiple levels—and examine impact individuals organizations. Here review insights produced by authors: centrality relationships,...
Summary This article presents three studies examining how cross‐cultural variation in assumptions about the appropriateness of referencing nonwork roles while work settings creates consequential impressions that affect professional outcomes. Study 1 reveals a perceived norm limiting at and provides evidence it is U.S. by showing awareness varies as function tenure living United States. Studies 2 3 examine implications for evaluations job candidates. finds but not Indian participants...
Employees often notice issues as they go about their work, but are more likely to remain silent than voice those issues. This means that organizations miss out on critical opportunities for improvement. We deepen understanding of why and when employees do speak up by theorizing episodes arise organizational (e.g. policies, actions) cause others suffer. suggest feel prosocial emotions—empathic concern, empathic anger, and/or guilt—in response another’s suffering, the creating suffering....
This inductive study of 44 consultants in a prominent consulting firm examines how set work-life boundaries without getting stigmatized and they develop their workplace relationships into sources help for this process. Within organization, dominated by the ideal worker norm, we found hidden, self-sustaining network who delivered excellent work while violating norm stigmatization. Their way working was based on coherent beliefs about interface named sustainable schema, which contrasted with...
Two studies with working managers and corporate recruiters examined evidence that impressions of professionalism are influenced by cues whether one appropriately minimizes personal referents at work, particularly within certain industrialized cultures. Study 1 showed proportion office objects symbolic one's life differentiated the mental image a professional versus unprofessional worker. This effect was moderated experience living in U.S., suggesting this standard for may be culturally...
Human physiological systems are highly responsive to positive social interactions, but the organizational importance of this finding has been largely unexplored. After reviewing extant research, we illustrate how consideration effects interactions at work opens new research questions about (a) affect human capacity (e.g., recovery, engagement) and (b) contexts practices, culture leadership) employee health resourcefulness. Finally, address practical implications integrating data into...