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.

textKnowledge on how to improve employees’ daily innovative performance is imperative, because
innovation contributes importantly to organizational competitiveness. We tested a model in
which daily use of selection, optimization, and compensation (SOC) strategies mediates the
relationship between daily job autonomy and daily innovative performance. Moreover, we
predicted that the association between daily SOC strategy use and daily innovative performance
is stronger on days when time pressure is high (vs. low). Hypotheses were tested using a daily
diary study in which employees filled out a short questionnaire at the end of their workday for a
period of five workdays (N = 91; 381 daily entries). Results of structural equation modeling
analyses supported our mediation, but not our moderation hypothesis.

/pdf/daily-soc-strategy-use-and-innovative-performance-the-role-3nngtzupyp.pdf

Daily SOC Strategy Use and Innovative Performance: The Role of Job Autonomy and Time Pressure Journal of Personnel Psychology

Pursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how individuals can actively manage the work–family interface We examined the role of action regulation at the work–family interface (AR-WF) as an integrated individual-level approach to attain favorable work–family outcomes through the selection and pursuit of goals at the work–family interface We investigated the relation of AR-WF to theoretically derived correlates and outcomes in two time-lagged studies with samples from the USA and Germany, based on a newly developed and validated measure to assess AR-WF Overall, results showed that AR-WF is positively related to dispositional self-regulation, work and family role commitment, work and family goal regulation, and work and family social support In contrast, AR-WF was largely unrelated to work and family role demands and segmentation or integration boundary enactment AR-WF further positively related to work and family goal attainment, as well as work–family enrichment beyond related constructs However, AR-WF was also positively related to increased work-to-family conflict We discuss how a focus on action regulation can be useful for attaining a better understanding of the active role that people play in managing multiple role demands at the work–family interface

/pdf/action-regulation-at-the-work-family-interface-nomological-wfzm6zkqd0.pdf

Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences

Age-Based Stereotype Threat and Negative Employee Outcomes: Stress Appraisals and Rumination as Mediators

Due to climate change, the need to protect biodiversity and reduce pollution, and governmental regulations, many organizations are aiming to become more environmentally sustainable. In this context, researchers and practitioners are increasingly interested in the construct of employee green behavior (EGB). EGB has been considered by numerous empirical studies over the last two decades and its associations with demographic characteristics, individual differences, work-related perceptions, and job attitudes. To systematically synthesize the rapidly growing literature on EGB, we conducted a meta-analysis (k = 135 independent samples; total N = 47,442 employees). Results showed positive associations between EGB and, for example, pro-environmental attitudes, corporate social responsibility, and green psychological climate. We further report the results of a meta-analytic path model based on the theory of planned behavior, which showed that pro-environmental attitude, norms, perceived behavioral control, and intentions positively predicted EGB.

Employee Green Behaviors: A Meta-Analysis

Idle time at work is a phase of involuntary downtime during which employees experience that they cannot carry out their work tasks. In contrast to breaks, interruptions, procrastination, or withdrawal behavior, employees cannot work because of the absence of work-related tasks. Based on action regulation theory, we develop an integrative conceptual model on the antecedents and consequences of the subjective experience of idle time. We propose that work constraints (i.e., regulation problems) have negative effects on occupational well-being and task performance, and that these effects are mediated by subjective idle time. The strength of these effects is further assumed to be influenced by individuals' use of proactive (i.e., prevention) and adaptive (i.e., coping) strategies. Results of a supplemental qualitative study, for which we interviewed 20 employees from different occupations, provided preliminary support for the propositions. Finally, we develop theory on how individual, situational, and organizational characteristics may influence the proposed effects on and of idle time. Overall, this conceptual development paper contributes to a better theoretical understanding of idle time at work by extending its definition and applying action regulation theory to this practically important phenomenon.

/pdf/what-to-do-when-there-is-nothing-to-do-toward-a-better-bxpyjj0s7o.pdf

Hannes Zacher

Papers

Daily SOC Strategy Use and Innovative Performance: The Role of Job Autonomy and Time Pressure Journal of Personnel Psychology

Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences

Age-Based Stereotype Threat and Negative Employee Outcomes: Stress Appraisals and Rumination as Mediators

Employee Green Behaviors: A Meta-Analysis

What to do when there is nothing to do? Toward a better understanding of idle time at work.