Coping with unexpected and unprecedented challenges, particularly in managing change, is part of a leader’s function. Change often presents problems and tensions between the parties involved, which ...can derail the achievement of their objectives. For change to be successful, leaders need to build morale, unify individual and departmental aspirations, and positively influence such change. This study explores positive communication models that can facilitate leaders in managing change. By reviewing the literature of positive communication in the areas of a positive organization, particularly involving the integrative approach and constructive interaction, this study found the certain ways of communication that can encourage effective change agents while reducing the resistance of the individual change target. This work reveals that the constructive and integrative dimension of positive communication may facilitate the change agent to be more internally directed and purpose oriented. On the other hand, questioning and discovery emphasize the affection aspects and will lessen the resistance and make change target those who are more open and eager to collaborate.
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The study aims to systematically review the relationship between religiosity and posttraumatic growth in populations exposed to armed conflict. A search of the published literature identified 06 ...empirical studies that reported links between religiosity and posttraumatic growth in armed conflict. This review identified three main findings. First, a relationship exists between religiosity and PTG in the context of armed conflict. Second, religious coping was found to be associated with the development of posttraumatic growth. Third, the traumatic experiences from armed conflict can lead to the deepening of religiosity. This review highlights that while the available evidence is limited, individuals' religious and spiritual beliefs can significantly influence their ability to thrive and experience growth after trauma from armed conflict.
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Dostopno za:
BFBNIB, DOBA, IZUM, KILJ, NUK, OILJ, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK, VSZLJ
This article examines antecedents and consequences of employees’ threat appraisal during organizational change. Positive change orientation and change-related fairness are examined as antecedents of ...threat appraisal and multiple forms of employee withdrawal as outcomes (intentions to quit, voluntary turnover, and absenteeism). Structural equation results show negative relationships between threat appraisals and positive change orientation (change self-efficacy, positive attitudes toward change, and perceived control of changes) and change-related fairness (distributive, procedural, and interactive). Threat appraisals are positively related to absenteeism and intentions to quit, which predict voluntary turnover. Threat appraisals have differential intervening effects on relationships between the antecedents and outcomes.
PurposeDrawing from uncertainty reduction theory and uncertainty management theory, the aim of the research is to investigate the influence of positive change orientation (i.e. change self-efficacy, ...positive attitudes toward change, perceived control) on the perceived change uncertainty and behavioral change support (i.e. compliance, cooperation and championing) relationship.Design/methodology/approachThe paper hypothesizes that employees' positive change orientation partially mediates the relationship between perceived change uncertainty and behavioral change support. The research data were collected from employees and their supervisors in three sequential phases. The research model was tested with the use of Structural Equation Modeling.FindingsThe research findings suggest that employees' change self-efficacy and attitudes toward change partially mediates the negative relationship between perceived change uncertainty and behavioral change support.Practical implicationsThe results support that change management practitioners will benefit significantly if they manage to influence their employees' positive change orientation as well as to decrease the perceived uncertainty to provoke change supportive behaviors. Relevant suggestions are made.Originality/valueThe originality of this study lies in the finding that employees' change self-efficacy as well as their attitudes toward change partially mediates the relationship between perceived change uncertainty and behavioral change support. Further, the research findings add to the uncertainty reduction theory and uncertainty management theory as well as other related notions.
It is suggested that sometimes self-reports of posttraumatic growth may be indicative of illusory self-protective mechanisms. It was hypothesized that self-reports of posttraumatic growth would be ...associated with defense styles. In addition, it was tested whether the association between self-reports of posttraumatic growth and posttraumatic stress would be moderated by defense styles. Participants (n = 132) completed the Posttraumatic Growth Inventory (PTGI), Defense Styles Questionnaire-40, and the Impact of Event Scale. It was found that scores on the PTGI were moderately associated with a neurotic defense style. The association between the PTGI and posttraumatic stress was moderated significantly within the nonparametric moderation analysis. The results may indicate that self-reports of posttraumatic growth are sometimes connected to defensive processes that may affect emotional and cognitive processing. The results provide preliminary support that the direction of the association between posttraumatic stress and posttraumatic growth could be a function of defensive processes. However, only the nonparametric analysis was statistically significant and further research is needed.
A first episode of psychosis is often a traumatic experience that may also lead to positive change, a phenomenon that has received little attention. This knowledge gap may impede service providers' ...capacity to foster positive change among service users.
To investigate aspects of positive change among persons receiving early intervention services for psychosis.
The study objective was addressed using a mixed methods convergent design, which entailed simultaneously employing qualitative and quantitative methods.
This study was conducted at a specialized early intervention service for psychosis based in Montreal, Quebec, Canada.
Participants included service users receiving services at an early intervention service for psychosis. Participants had to be fluent in English or French, be clinically stable enough to take part in the study, and have received at least 6 months of treatment. Participants were conveniently sampled in the quantitative component and purposefully sampled in the qualitative component. The quantitative component was carried out using a cross-sectional survey design. Ninety-four participants completed the Posttraumatic Growth Inventory, a widely used measure of positive change. Data on the extent and domains of posttraumatic growth were summarized using descriptive statistics. The qualitative component was carried out using a qualitative descriptive approach. Semistructured interviews were conducted with 12 participants. Data were analyzed using thematic analysis. Findings from both components were integrated using a weaving method in the discussion section.
Quantitative results indicated that most participants reported a moderate amounts of posttraumatic growth. A greater appreciation of life was the most commonly endorsed domain, whereas spiritual growth was the least commonly endorsed domain. The qualitative results revealed that in addition to suffering, participants experienced positive changes, such as improved health and personality, and a stronger sense of self; stronger, more balanced religiosity and spirituality; improved relationships with others; and improved lifestyles, goals, and expectations for the future.
Positive change may be a common phenomenon in the aftermath of first episode psychosis. The study findings may provide hope to those who have experienced a first episode of psychosis and can inform efforts by early intervention services to provide recovery-oriented, growth-focused care.
The present research explores the experience of positive psychological change i.e., posttraumatic growth (PTG) among the suicide survivors. Semi structured interview method was used to understand the ...process of PTG. Twelve young adults were recruited with the help of snowball sampling. Five themes emerged after data analysis i.e., social support, coping strategies, spiritual/religious change, changed priorities, and changed interpersonal relationships. Findings can provide new perspective to mental health professionals.
Purpose
The Sustainability and Health Initiative for NetPositive Enterprise (SHINE) project is dedicated to improving the scientific basis for transformative environmental, social, and economic ...positive changes called handprints. Organizations and individuals can create handprints relative to their business-as-usual (BAU) through voluntary reductions in their own footprint as well as in the footprints of others. The novel SHINE handprint framework expands thus the scope, retains accountability for the outcomes, and increases widespread pursuit of net-positive goals.
Methods
Handprints are quantified using the dynamic life cycle assessment (LCA)-based modeling and measured in footprint-related impact units. Like LCA, the SHINE handprint framework includes the goal and scope definition, inventory analysis, impact assessment, and interpretation. Existing life cycle inventory databases are adopted to promote widespread use of the method. However, in the SHINE handprint framework, the BAU footprint and the actor’s actions and positive changes (handprints) are defined. The scope of the handprint assessment includes changes caused by the action within the system boundary. The BAU footprint is then compared with actual footprint calculated with changes to assess the handprint. An additional element for making comparative claims about net positivity that are meant to be disclosed to the public is an attestation.
Results and discussion
The SHINE handprint framework is demonstrated through a case study collaboration with Interface, a global carpet tiles and flooring manufacturer. Historic handprints are estimated from Interface’s initiative to capture and flare nearby landfill gas and utilize a portion of the captured gas to produce heat in their facility and in a third actor’s facility. The handprints are calculated by dynamic LCA which included Interface’s BAU footprint during the years of landfill gas capture and the amount of natural gas displaced from landfill gas use in both facilities, and the amount flared at the landfill. Results are presented for the years of landfill gas capture and flaring (2003–2016). The results showed Interface could achieve net positive outcomes when all actions leading to positive changes are activated.
Conclusions
While actors’ efforts to reduce their own footprints are essential, this perspective alone may not be enough to encourage the scale of action necessary to face global challenges. The SHINE handprint framework quantifies positive actions and changes caused by an actor, both within and outside the scope of the actor’s footprint. This shift in accounting for change can promote innovation and collaboration by multiple actors, which ultimately creates widespread ripple effects of positive impacts.
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