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2. Index

Author

Euwema, Martin C., primary and Giebels, Ellen, additional

Published
2024
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19. The Circle of Inclusion: From Illusion to Reality

Author

Di Marco, Donatella, Arenas, Alicia, Euwema, Martin C., Munduate, Lourdes, Euwema, Martin C, Series editor, Munduate, Lourdes, Series editor, Arenas, Alicia, editor, Di Marco, Donatella, editor, and Euwema, Martin C., editor

Published
2017
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28. Humor in professional coaching: a literature review and research agenda.

Author

Vendl, Adélka, Alvarado-Alvarez, Cristina, and Euwema, Martin

Subjects
MENTORING, WIT & humor, LAUGHTER, PSYCHOLOGICAL adaptation, MATURATION (Psychology), MENTAL health, PSYCHOTHERAPY
Abstract

Introduction: Extensive research has explored the incorporation of humor in therapy, revealing its potential positive effects on clients’ mental well-being and personal growth. However, limited research exists on how coaching could benefit from humor as an intervention and how its utilization impacts the interaction processes and outcomes for both the coachee and coach. Therefore, our research focuses on the use and effects of spontaneous humor within professional dialogues. This paper aims to extract insights from academic literature on humor in adjacent fields and apply these insights to the context of coaching. Methods: This paper offers implications for coaching theory and practice, alongside a proposed research agenda. The initial phase involves analyzing reviews on humor in professional contexts, and coaching. Secondly, following the PRISMA guidelines for review, we identified 13 empirical studies, which address the role of humor in counseling, psychotherapy, and mentoring. Results and discussion: Our findings suggest that humor serves as a valuable tool for establishing and deepening the working alliance, fostering adaptive coping mechanisms in clients, and enhancing the cognitive and behavioral process. Moreover, humor is shown to be advantageous for professionals in navigating challenging client relationships. These findings hold significance for the realm of coaching practice as well. In light of these insights, we propose the integration of humor use in education toolkits for coaching professionals. [ABSTRACT FROM AUTHOR]

Published
2024
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33. Employee Representatives in European Organizations

Author

Euwema, Martin, García, Ana Belén, Munduate, Lourdes, Elgoibar, Patricia, Pender, Erica, Euwema, Martin, Series editor, Munduate, Lourdes, Series editor, Elgoibar, Patricia, editor, Pender, Erica, editor, and Belén García, Ana, editor

Published
2015
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40. Mediation in Collective Labor Conflicts

Author

Euwema, Martin C., Medina, Francisco J., García, Ana Belén, and Pender, Erica Romero

Subjects
Psychology, Industrial psychology, Mediation, Dispute resolution (Law), Conflict management, thema EDItEUR::G Reference, Information and Interdisciplinary subjects::GT Interdisciplinary studies, thema EDItEUR::J Society and Social Sciences::JM Psychology::JMJ Occupational and industrial psychology, thema EDItEUR::L Law::LN Laws of specific jurisdictions and specific areas of law::LNA Legal systems: general::LNAC Legal systems: civil procedure, litigation and dispute resolution::LNAC5 Arbitration, mediation and alternative dispute resolution
Abstract

This open access book opens up the black box of mediation in collective conflicts through the analyses and comparisons of various systems. Mediation and related third party interventions such as conciliation and facilitation are discussed as effective prevention and regulation tools for different types of collective labor conflicts. These interventions fit in a new developed five-phase model of collective conflicts in organizations, going from capacity building in latent conflicts, through conciliation, mediation and arbitration in escalating phases, to rebuilding of trust after hot conflicts. The authors promote understanding and discussion with regards to labor mediation systems, presenting comparative research on the perspectives of mediators and users of mediation. This book describes and analyses laws, regulations and practices of mediation in seventeen countries, with a relative strong emphasis on Europe. Part 1 presents theoretical frameworks on conciliation and mediation in collective labor conflicts. Part 2 presents regulations and practices in 12 European countries: Belgium, Denmark, Estonia, France, Italy, Poland, Portugal, Spain, The Netherlands, and the United Kingdom. Part 3 discusses mediation in these collective conflicts in Australia, China, India, South Africa and the USA. Part 4 offers conclusions and ways forward. This book offers analyses, good practices and developments for third party intervention in collective labor conflicts in global and local changing environments. This book is a must-read for policy makers, , social partners at different levels, as well as scholars and practitioners in industrial relations, human resources management and conflict management, particularly conciliators and mediators.

Published
2019
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41. “To be, or not be… satisfied in NPOs”: a serial multiple mediation and clustering analysis of paid staff and volunteers' profiles

Author

Universidad de Sevilla. Departamento de Psicología Social, Junta de Andalucía, Ministerio de Ciencia e Innovación (MICIN). España, Universidad de Sevilla, López Cabrera, Rocío, Medina Díaz, Francisco José, Euwema, Martin, Arenas Moreno, Alicia, Universidad de Sevilla. Departamento de Psicología Social, Junta de Andalucía, Ministerio de Ciencia e Innovación (MICIN). España, Universidad de Sevilla, López Cabrera, Rocío, Medina Díaz, Francisco José, Euwema, Martin, and Arenas Moreno, Alicia

Abstract

Introduction: Non-profit organizations (NPOs) are a complex working context whose main characteristic resides in the dichotomy between paid staff and volunteers. Despite its benefits for goal achievement, this circumstance can be also a challenge, for both groups' interaction, for their comprehension of their own role and to HR management. The aim of this study was to explore factors that may contribute to promote job satisfaction among NPOs' members. Methods: Combining two different data analyses, serial multiple mediation analyses and cluster analyses, first we analyze whether there are differences between paid staff and volunteers in perceived intrapersonal conflict and performance and its effect on job satisfaction, and second, we analyze whether there is an additional profiles distribution that reflects more adequately the reality of NPOs, despite the formal roles that coexist in these organizations (paid staff and volunteers). Results: Results confirm that paid staff and volunteers differ on their perceived job satisfaction level, with volunteers being more satisfied. This relationship is serially mediated by role conflict, role ambiguity, and performance. Another characteristic of the NPOs is that the dichotomy between paid staff and volunteers does not capture well the reality of the labor relations between members of both groups and the organization. To explore this phenomenon, we perform a cluster analysis based on paid staff and volunteers' perceptions. Cluster analyses demonstrate the existence of three rather homogenous profiles. Discussion: Additionally, practical implications for HR management in NPOs and future research lines to understand this organizational context dynamics are also discussed.

Published
2023

42. Introduction: Facts and fables in work psychology: A critical interrogation and future proofing of job insecurity, precarious employment and burnout

Author

Leerstoel Taris, Work and Organizational Psychology: Occupational Health Psychology, de Cuyper, Nele, Selenko, Eva, Euwema, Martin, Schaufeli, Wilmar, De Cuyper, N., Selenko, E., Euwema, M., Schaufeli, W.B., Leerstoel Taris, Work and Organizational Psychology: Occupational Health Psychology, de Cuyper, Nele, Selenko, Eva, Euwema, Martin, Schaufeli, Wilmar, De Cuyper, N., Selenko, E., Euwema, M., and Schaufeli, W.B.

Published
2023

43. Burning questions in burnout research

Author

Leerstoel Taris, Work and Organizational Psychology: Occupational Health Psychology, De Cuyper, Nele, Selenko , Eva, Euwema, Martin, Schaufeli, Wilmar, Schaufeli, W.B., Hakanen, J., Shimazu, A., Leerstoel Taris, Work and Organizational Psychology: Occupational Health Psychology, De Cuyper, Nele, Selenko , Eva, Euwema, Martin, Schaufeli, Wilmar, Schaufeli, W.B., Hakanen, J., and Shimazu, A.

Published
2023

47. Healthcare workers' survival in times of COVID-19: The need for social dialogue = Sobrevivir como personal sanitario en tiempos de COVID: La necesidad de diálogo social

Author

García Jurado, Ana Belén, Elgoibar, Patricia, Munduate Jaca, Lourdes, Medina Díaz, Francisco José, and Euwema, Martin

Subjects
Personal sanitari, Labor disputes, COVID-19, Medical personnel, Conflictes laborals, Interacció social, Social interaction
Abstract

Healthcare workers were more than essential during the COVID-19 pandemic, a fact that is recognized by societies the world over. However, in many countries, healthcare workers are not satisfied with their working conditions, which has resulted in frequent protests and strikes. One such country is Spain. How can the theory of social dialogue contribute to explaining and improving healthcare workers' conditions during a healthcare crisis such as this one? In this paper, we aim to explore what it is really like for healthcare professionals working under these challenging circumstances, and link their experience to the theory of social dialogue in order to engage in a double process of contribution: from practice to theory and vice versa. In order to do so, we first explore the real-world problems encountered by professionals, focusing particularly on cases in Spain, before reviewing theoretical approaches to the study of social dialogue in organizations, an area that has received very little attention in the revised academic literature. Finally, we show how constructive social dialogue can be an effective tool for improving working conditions for healthcare workers.

Published
2022

49. Is Family-to-Work Interference Related to Co-Workers' Work Outcomes?

Author

ten Brummelhuis, Lieke L., Bakker, Arnold B., and Euwema, Martin C.

Abstract

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and negative work attitudes. Using a sample of 1430 co-worker dyads, we found that the employee's FWI had a positive relationship with the co-worker's sickness absence through the crossover of feelings of burnout. Similarly, employee FWI was positively related to co-worker turnover intention through the crossover of (reduced) work engagement. The results show that family matters at work, affecting not only employee but also co-worker work outcomes. (Contains 1 figure and 2 tables.)

Published
2010
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