high anxiety: counseling the job‐insecure client

Canaff, Audrey L.; Wright, Wanda

doi:10.1002/j.2161-1920.2004.tb00872.x

Cited by 11 publications

(8 citation statements)

References 23 publications

(42 reference statements)

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“…It has also been suggested that conceptualizations of wellbeing at work (and in general) should include a component of social relationships, as this is a key component of an individual's positive experiences at work (Fisher, 2014). Research shows that employees with a high level of wellbeing put greater thought and effort into their work (Canaff and Wright, 2004; Keyes and Grzywacz, 2005; Day and Randell, 2014). Poor psychological health, such as depressed mood, anxiety and fatigue, are related to decrements in cognitive resources, and increased focus on negative or irrelevant information (Ford et al, 2011), which in turn is related to poorer performance (Taris, 2006).…”

Section: Wellbeing At Workmentioning

confidence: 99%

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

et al. 2017

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This research presents two studies conducted to evaluate the Wellbeing Game in two different contexts: In a student sample and in an organizational setting. Study 1 investigated the efficacy of the Wellbeing Game, in terms of its effect of wellbeing, stress, and an image valence test, among 60 university students. The results showed that after playing the Wellbeing Game, students reported a significant positive change in wellbeing compared to those who did not play the Wellbeing Game, but there was no decrease in stress or any change in classification of image valence. Study 2 evaluated the Wellbeing Game in an organizational context. Employees (n = 52) in a financial organization played the Wellbeing Game for 4 weeks and answered survey questions about wellbeing and stress at the beginning and end of this period. The results showed that after playing the Wellbeing Game, employees reported lower stress levels, and higher wellbeing levels for those who felt that it had helped them connect more with colleagues. The results from the two studies provide preliminary support that the Wellbeing Game may be an effective wellbeing intervention tool in both an organization and a non-organizational context.

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Section: Wellbeing At Workmentioning

confidence: 99%

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

et al. 2017

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“…Westman, Etzion and Danon (2001) studied this 'crossover' effect and found a direct crossover from husbands to wives but not viceversa, while Westman and Vinokur (1998) found a bi-directional crossover effect. Canaff and Wright (2004) point out that job insecurity may affect communication between spouses, causing strained parent-child relationships. Leisure activities and family life can thus become dysfunctional.…”

Section: Perceived Relationship Between Job Insecurity and Burnoutmentioning

confidence: 99%

The relationship between job insecurity and burnout

Tilakdharee

Ramidial

Parumasur

2010

SAJEMS

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Organisational survival has necessitated both more flexible practices (short-term contracts and outsourcing) and an effective workforce that is able to work continuously under immense pressure. While the former has raised feelings about job insecurity, the latter has resulted in burnout. This study aims to assess levels of job insecurity and burnout among 87 employees in a training and development environment, as well as the relationships between these two key dimensions and the impact of biographical variables. Data collected using the Job Insecurity Questionnaire (JIQ) and the Oldenburg Burnout Inventory (OLBI) reflects a significant relationship between these dimensions. The study provides recommendations for reducing their detrimental individual and organisational consequences. JEL J22

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“…In the literature, a high level of wellbeing has been reported to be associated with motivated employees, low rates of turnover, less absenteeism, greater work engagement and fewer work-related injuries (e.g. Canaff and Writh, 2004; Day and Randell, 2014; Keyes and Grzywacz, 2005). Future studies should measure these outcome variables in the context of art-of-living training in addition to measuring occupational self-efficacy in order to more comprehensively examine the effects of this type of training on work-related variables.…”

Section: Overall Discussionmentioning

confidence: 99%

Art-of-living at work: interventions to reduce stress and increase well-being

Schwarz¹,

Feldmann²,

Schmitz³

2022

IJWHM

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PurposeDue to the increasing burden of stress in the workplace, it is necessary to develop interventions to prevent long-term overload. The present study is based on the concept of art-of-living, which promotes a more reflective and conscious approach to life. In study 1, an online training designed to increase well-being was administered. Study 2 investigated the impact of an art-of-living training in a workplace environment.Design/methodology/approachStudy 1 employed a two-factorial design, crossing time of testing (pre-test, post-test and follow-up-test) with group (three experimental groups; one control group); 67 participants received art-of-living training on their individual weaknesses and/or strengths or alternative control training. Study 2 used repeated measures and a waiting-list control group; 20 employees of a pharmaceutical company took part in the two-day intervention with a two-week learning phase in between.FindingsThe results of Study 1 indicated that even brief online art-of-living interventions can be effective. Significant differences between pre-, post- and follow-up-tests were observed in art-of-living and well-being scores among participants who had undergone training in art-of-living components identified as representing their strengths or a combination of their strengths and their weaknesses. The results of Study 2 also indicated positive outcomes in the experimental group, with significant increases between pre- and post-test in art-of-living, flourishing, positive affect and occupational self-efficacy, and significant decreases in negative affect.Originality/valueThe results demonstrate that art-of-living training can be used to increase art-of-living, well-being and occupational self-efficacy. Therefore, this type of intervention should attract further attention in future studies especially in the context of the workplace.

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high anxiety: counseling the job‐insecure client

Cited by 11 publications

References 23 publications

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

The relationship between job insecurity and burnout

Art-of-living at work: interventions to reduce stress and increase well-being

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