Factors affecting self-referral to counselling services in the workplace: a qualitative study

The benefits of psychological support in the workplace (also known as workplace counselling) are well documented. Most large organisations in the UK have staff counselling schemes. However, it is unclear what, if any, factors affect employee decisions to use such schemes. This study has used a qualitative methodology to explore the reasons that make employees use workplace counselling. Eleven employees of a university in the north of England who had used the staff counselling service of their employer took part in the study. The employer had two schemes available: an internal staff counselling service and an external Employee Assistance Programme (EAP). A semi-structured interview was used with each participant and grounded theory techniques were used to analyse the interviews. The analysis resulted in the construction of a model of psychological help-seeking in the workplace. The main findings indicate that most participants were motivated to use their employer's counselling service by their prior positive experiences of similar or other type of mental health services. Other encouraging factors were: recommendation of service by others, a supportive environment and trust in the confidential ethos of the service. Conversely, negative preconceptions of psychological help-seeking and a perception of the employing environment as unsafe were shown to have been discouraging factors. The study concludes with suggestions for practice and for further research.     

建言行为与政治行为之间的关系：基于道德凭证机制的研究

基于道德许可理论的道德凭证机制以及道德一致性的理论线索,探究了在职场排斥调节作用下以及在感知的建设性变革责任的抑制性调节作用下,建言行为通过心理权利影响政治行为的过程。对555名员工及其上司进行问卷调查,结果显示,在职场排斥作为边界条件影响下的建言行为通过心理权利的中介作用正向影响政治行为,而感知的建设性变革责任作为抑制性边界条件负向调节心理权利的这种中介关系。研究结果从理论和实证上解释了职场排斥是激发建言行为通过心理权利产生道德凭证效应的边界条件,而感知的建设性变革责任作为边界条件能够抑制这种效应的发生。     

职场地位:多面性及其动态影响机制

职场地位是职场人士竞相争取的宝贵资源, 不仅有助于个体获得影响力, 改善个体的自我认知和行为表现, 而且能促进组织的有效运转。然而, 在组织管理领域的研究中, 职场地位并没有获得应有的“地位”。本研究拟基于4个时间点的纵向数据, 采用潜增长模型分析方法, 探讨职场地位随着时间推移的动态变化规律以及对员工态度和行为的动态影响机制, 并揭示职场地位双面性的形成机制。本研究不仅系统探讨职场地位的动态性、双面性等多面性特征, 而且为组织管理实践防范职场地位的阴暗面提供丰富的理论依据。     

Perception of Injustice as a Predictor of Support for Workplace Aggression

In order to determine the relationship between perceptions of injustice and support for workplace aggression, 139 subjects were presented with four scenarios representing different levels and types of injustice. Subjects then responded to an eight-item aggression scale. Support for aggressive behavior across the scenarios generally corresponded to the amount and type of perceived injustice; a procedural injustice scenario was perceived as the most unjust and led to the most support for aggression. Although the interpersonal and distributive injustice scenarios were seen as virtually identical in terms of injustice, there was significantly more support for aggression with interpersonal injustice. The strongest predictor of support for aggression in the justice scenarios, however, was simply the degree of support for aggression in a neutral, or control, scenario. It is suggested that employers need to be concerned both about fair and courteous relations with employees and also with identifying generally aggressive employees.