The effectiveness of workplace counselling: A systematic review

Background: In response to the stresses of the contemporary workplace, the challenges of maintaining satisfactory work-life balance, and the costs to business of employee mental health problems, many organisations have contracted to make counselling services available to their staff. It is essential to evaluate the effectiveness of workplace counselling, in order to maintain standards, and to identify examples of good practice. Objectives: This paper presents a comprehensive, systematic review of the effectiveness of workplace counselling. Findings are analysed in terms of client satisfaction, psychological functioning, the meaning of work, work behaviour, and negative outcomes. Findings: Taken as a whole, the results of research suggest that counselling is generally effective in alleviating psychological problems, has a significant impact on sickness absence, and has a moderate effect on attitudes to work. Discussion: Methodological issues are discussed, and it is recommended that more high-quality research is required in order to reinforce the evidence base for workplace counselling in relation to a number of key questions.     

Commentary on neoliberal ideology in work and organizational psychology

I welcome the paper on Neoliberal ideology in WOP as a valuable critique of Work and Organizational Psychology (WOP) encouraging practitioners and researchers to think carefully about what they are trying to achieve and how they make sense of the world of work.     

Disability and employment – overview and highlights

Due to the expected decline in the working-age population, especially in European countries, people with disabilities are now more often recognized as a valuable resource in the workforce and research into disability and employment is more important than ever. This paper outlines the state of affairs of research on disability and employment. We thereby focus on one particular group of people with disabilities, that is to say people with mental disabilities. We define disability according to the International Classification of Functioning, Disability and Health (ICF) of the World Health Organization, by that recognizing that disability results from the interaction of person and environment. Key issues, including the complexity of defining disability, the legal situation in Europe and North America concerning disability at work, and barriers and enablers to employment, are discussed. For each of the topics we show important findings in the existing literature and indicate where more in-depth research is needed. We finalize with a concrete research agenda on disability and employment and provide recommendations for practice.     

On the dynamics of work identity in atypical employment: setting out a research agenda

Starting from the notion that work is an important part of who we are, we extend existing theory making on the interplay of work and identity by applying them to (so called) atypical work situations. Without the contextual stability of a permanent organizational position, the question “who one is” will be more difficult to answer. At the same time, a stable occupational identity might provide an even more important orientation to one’s career attitudes and goals in atypical employment situations. So, although atypical employment might pose different challenges on identity, identity can still be a valid concept to assist the understanding of behaviour, attitudes, and well-being in these situations. Our analysis does not attempt to “reinvent” the concept of identity, but will elaborate how existing conceptualizations of identity as being a multiple (albeit perceived as singular), fluid (albeit perceived as stable), and actively forged (as well as passively influenced) construct that can be adapted to understand the effects of atypical employment contexts. Furthermore, we suggest three specific ways to understand the longitudinal dynamics of the interplay between atypical employment and identity over time: passive incremental, active incremental, and transformative change. We conclude with key learning points and outline a few practical recommendations for more research into identity as an explanatory mechanism for the effects of atypical employment situations.     

Extended family constellations workshop efficacy on intuition measure and experience

This study explored the efficacy of an intuition-oriented family constellations process workshop in influencing intuition and consciousness of extended family constellations. Participants were eight white South Africans (male = 1, female = 7; age range = 36 to 62 years). They took a pre-test and post-test measure on their intuition gains from the family constellations process in addition to responding to semi-structured questions on their perceptions and experiences of intuition and ancestral connections. Results suggest the participants experienced gains in intuition and experienced some, variable, form of ancestral connection. Intuition was described as a holistic, inspirational, bodily experience, flowing from an unknown or indeterminate source. Additionally, ancestral connection was experienced bodily and as a felt sense of energy. Results suggest the participants to have experienced gains in intuition and some level of ancestral connection.     

Pretending to be authentic: challenges for students when reflective writing about their childhood for assessment

Critical reflection potentially allows social work and human service (SWHS) students to understand how past experiences can shape their future practice. This study of 20 Australian undergraduate SWHS students with a history of childhood adversity found reflective writing for this purpose was not a useful pedagogical practice. Rather than developing skills in critical reflection students found the task performative, linked to academic requirements, where they needed to display emotional containment. Consequently, SWHS academics need to examine reflective writing about childhood adversity for assessment as this process may not enable students to build skills in critical reflection that drive professional development.     

Présence attentive et créativité au travail : examen du rôle médiateur du bien-être et de l’auto-efficacité créative

This study aims to broaden the understanding of mindfulness outcomes in work context, specifically the influence of mindfulness on creativity. This influence can be direct and indirect, when it is shaped by well-being and creative self-efficacy. A cross-sectional study was carried out using a sample of 172 full time Brazilian workers. The research findings suggest that the relationship between mindfulness and creativity is better explained through well-being and creative self-efficacy. The double mediation model was confirmed. The research highlights the understanding of emerging literature on mindfulness at work by establishing personal conditions that promote or inhibit well-being at work, which in turn enhances creativity and contributes to building up the knowledge about this topic.     

La thèse du travailleur heureux-productif revisitée : une analyse par profils

This study aims to identify worker profiles in terms of psychological well-being at work, burnout and contextual performance, based on the two-dimensional conceptualization of psychological health (Keyes, 2009) and the job performance model of Borman and Motowidlo (1993). To do so, 1037 Quebec workers responded to self-reported questionnaires. Cluster analyzes revealed four profiles of workers: two convergent profiles, representing high psychological health and performance at work (32%), and low psychological health and performance at work (17%), as well as two paradoxical profiles, one presenting low psychological health and high contextual performance (23%), and one presenting high psychological health and low contextual performance (28%). These profiles were compared quantitatively and qualitatively. In the light of the conservation of resources theory (Hobfoll, 1989, 2001), these results extend and nuance the existing scientific literature on the health-performance relationship.     

Authentic leadership,followership, and psychological capital as antecedents of work engagement

The present study investigated authentic leadership, psychological capital, and followership behaviour influences on work engagement of employees. Respondents were 901 South African employees within the healthcare industry organisation (n = 647) and mining industry (n = 254). The employees completed questionnaires on authentic leadership, psychological capital, and followership behaviour, and work engagement. Results following structural equation modelling and mediation analysis suggest work engagement to be explained by the psychological capital of the employee rather than by authentic leadership qualities. Improving employee psychological capital has the potential to enhance the levels of work engagement of employees.     

Les processus psychologiques impliqués dans l’identité professionnelle des cadres

This study aims to explore the executives’ professional identity in terms of psychological processes referring to Dubar's (1992) professional identity model and ethos of work described by Mercure and Vultur (2010). The relational and biographical transactions proposed by Dubar were examined using six psychological scales (adaptability, protean career, well-being, motivation at work, organizational commitment, sense of work) from psychology of work and career guidance administered to 460 executives by means of an online questionnaire. We expected that these measures could explain the two identity transactions and allow distinguishing different types of executives. Factor analysis revealed two factors, each corresponding to a transaction. Cluster analyses update four distinct groups of executives that we compared to the six ethos of work from Mercure and Vultur. The discussion emphasizes the value our approach to improve our knowledge of professional identity and highlights the value of the results for career guidance practices and human resource management. Future research can extend this line by bridging the boundaries of the present study.