Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

Erik Eriksen is a remarkable individual. He has no college degrees yet is Professor of Human Development at Harvard University. He came to psychology via art, which explains why the reader will find him painting contexts and backgrounds rather than stating dull facts and concepts. He has been a training psychoanalyst for many years as well as a perceptive observer of cultural and social settings and their effect on growing up. This is not just a book on childhood. It is a panorama of our society. Anxiety in young children, apathy in American Indians, confusion in veterans of war, and arrogance in young Nazis are scrutinized under the psychoanalytic magnifying glass. The material is well written and devoid of technical jargon. The theme of the volume is that it is human to have a long childhood which will leave a lifelong residue of emotional immaturity in man. Primitive groups and

Childhood and Society.

Summary Background Since December, 2019, Wuhan, China, has experienced an outbreak of coronavirus disease 2019 (COVID-19), caused by the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2). Epidemiological and clinical characteristics of patients with COVID-19 have been reported but risk factors for mortality and a detailed clinical course of illness, including viral shedding, have not been well described. Methods In this retrospective, multicentre cohort study, we included all adult inpatients (≥18 years old) with laboratory-confirmed COVID-19 from Jinyintan Hospital and Wuhan Pulmonary Hospital (Wuhan, China) who had been discharged or had died by Jan 31, 2020. Demographic, clinical, treatment, and laboratory data, including serial samples for viral RNA detection, were extracted from electronic medical records and compared between survivors and non-survivors. We used univariable and multivariable logistic regression methods to explore the risk factors associated with in-hospital death. Findings 191 patients (135 from Jinyintan Hospital and 56 from Wuhan Pulmonary Hospital) were included in this study, of whom 137 were discharged and 54 died in hospital. 91 (48%) patients had a comorbidity, with hypertension being the most common (58 [30%] patients), followed by diabetes (36 [19%] patients) and coronary heart disease (15 [8%] patients). Multivariable regression showed increasing odds of in-hospital death associated with older age (odds ratio 1·10, 95% CI 1·03–1·17, per year increase; p=0·0043), higher Sequential Organ Failure Assessment (SOFA) score (5·65, 2·61–12·23; p Interpretation The potential risk factors of older age, high SOFA score, and d-dimer greater than 1 μg/mL could help clinicians to identify patients with poor prognosis at an early stage. Prolonged viral shedding provides the rationale for a strategy of isolation of infected patients and optimal antiviral interventions in the future. Funding Chinese Academy of Medical Sciences Innovation Fund for Medical Sciences; National Science Grant for Distinguished Young Scholars; National Key Research and Development Program of China; The Beijing Science and Technology Project; and Major Projects of National Science and Technology on New Drug Creation and Development.

Clinical course and risk factors for mortality of adult inpatients with COVID-19 in Wuhan, China: a retrospective cohort study

The detection of psychiatric illness by questionnaire

https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

Traditionally, most research conducted in the fields of organizational psychology and organizational behavior (OB) has adopted a differential perspective by focusing on between-person differences in psychological constructs, often measured at a single point in time. For instance, scholars have examined which individual difference characteristics (e.g., general mental ability, personality traits) best predict job performance (Schmidt & Hunter, 1998), job attitudes (Meyer, Stanley, Herscovitch, & Topolnytsky, 2002), or leadership success (Bono & Judge, 2004). The emergence of multilevel modeling in the 1990s (Klein & Kozlowski, 2000) has led to a rapid growth in experience sampling and daily diary studies, which mostly investigated within-person variability in psychological constructs across time, as well as within-person associations among variables (Beal & Weiss, 2003). For instance, an early diary study found within-person relationships between employees’ daily recovery during leisure time and next-day work engagement and proactive behavior (Sonnentag, 2003). Up until recently, the vast majority of studies (including most experience sampling and diary studies) did not adopt a dynamic or process perspective by examining the role of change and stability in psychological constructs over time (Roe, 2008). Fortunately, the past decade has seen an increase in theory development and empirical studies that adopt a dynamic way of thinking and, by doing so, sometimes challenge existing knowledge in the field of OB. This trend may be due to an increased interest in the role of time and temporal development in organizational research (Ancona, Goodman, Lawrence, & Tushman, 2001; Mitchell & James, 2001; Shipp & Cole, 2015; Sonnentag, 2012; Zacher, 2015). The goal of this chapter is to selectively highlight such dynamic research, including studies on change and stability over time in: (a) personality and emotions, (b) attitudes and wellbeing, (c) motivation and behavior, (d) career development, (e) job design, (f) leadership and entrepreneurship, (g) teams and diversity, and (h) human resource management. We conclude this chapter with a discussion of implications for future theory development and empirical research. To set the stage, in the following section, we first describe what we mean by “a dynamic way of thinking.”

/pdf/how-a-dynamic-way-of-thinking-can-challenge-existing-3yc0fgts5i.pdf

How a dynamic way of thinking can challenge existing knowledge in organizational behavior

Due to demographic changes, a growing number of employees provide in-home care to an elderly family member Previous research suggested a negative relationship between employees' eldercare demands and their work performance However, the empirical nature of this relationship and its boundary conditions and mediating mechanisms have been neglected The goal of this multisource study was to examine a mediated-moderation model of eldercare demands, mental health, and work performance Drawing on the theory of conservation of resources (Hobfoll, 1989), it was expected that employees' satisfaction with eldercare tasks would buffer the negative relationship between eldercare demands and work performance, and that mental health would mediate this moderating effect Data were collected from 165 employees providing in-home eldercare, as well as from one colleague and one family member of each employee Results of mediated-moderation analyses supported the hypothesized model The findings suggest that interventions that aim to increase employees' satisfaction with eldercare tasks may help protect employees from the negative effects of high eldercare demands on mental health and, subsequently, on work performance

Eldercare demands, mental health, and work performance : the moderating role of satisfaction with eldercare tasks

Work across the lifespan.

One of the key issues facing contemporary society is the increasingly complex intersection between work and home. On account of various social changes (e.g., aging baby boomers, greater female workforce participation, and declining birth rates), the literature in this field has expanded significantly, thereby reshaping our understanding of employees’ work and home lives. The boundaries between work and non-work are often blurred for employees with caregiving responsibilities, with work demands encroaching on caregiving responsibilities and vice versa, creating tension between the two roles (Kelliher and Anderson, 2009; Jin et al., 2013). This tension occurs as a result of competition for the scarce and finite resources available, which places domains such as work and home in direct competition (Marks, 1977). To better understand how employees manage these competing responsibilities, the work–life balance literature is largely composed of research examining employees’ appraisal of conflict between their work and home lives. We diverge from this perspective by offering a taxonomy of resource effects, to better understand how multiple resources combine to enable (or hinder) employees in the negotiation of balancing their work and home roles.

Resource effects in the caregiving process

Based on transactional stress theory and theoretical propositions regarding affective perceptions and reactions, we develop and test a model of reciprocal within-person relations between perceptions of directive and empowering leadership and employee emotional engagement and fatigue. A sample of n = 1,610 employees participated in a study with a three-wave, fully crossed and lagged panel design across 6 months. We used a random intercepts cross-lagged panel model to separate within- from between-person sources of variance in leadership perceptions and employee well-being. Consistent with previous research, at the between-person level of analysis, we found that directive leadership was positively related to both engagement and fatigue, whereas empowering leadership was positively related to engagement and negatively related to fatigue. Interestingly, at the within-person level, we found that some of these relations occur reciprocally, in that directive leadership predicts engagement and, simultaneously, engagement positively predicts perceptions of both directive and empowering leadership. These findings challenge existing assumptions about the directionality of the association between perceived leadership and employee well-being and contribute to an enhanced understanding of the role of employee well-being for the development of leadership perceptions overtime. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Hannes Zacher

Papers

How a dynamic way of thinking can challenge existing knowledge in organizational behavior

Eldercare demands, mental health, and work performance : the moderating role of satisfaction with eldercare tasks

Work across the lifespan.

Resource effects in the caregiving process

Disentangling between-person and reciprocal within-person relations among perceived leadership and employee well-being.