探索COVID-19大流行期间正念的局限性:来自非洲背景的定性证据

IF 3.1 4区 管理学 Q2 MANAGEMENT Journal of Managerial Psychology Pub Date : 2023-04-04 DOI:10.1108/jmp-03-2022-0124
Obinna Alo, Ahmad Arslan, Anna Yumiao Tian, V. Pereira
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引用次数: 2

摘要

本文是首批研究特殊性的研究之一,包括在非洲组织背景下,在处理正在进行的COVID-19大流行的同时,工作中正念的局限性。它具体论述了组织和管理支持系统在恢复员工福利、社会联系和对其组织的依恋方面的作用,以克服当前大流行造成的排斥。设计/方法/方法本研究采用定性研究方法,包括访谈作为主要数据来源。样本包括来自加纳和尼日利亚的20名企业家(组织领导人)。作者发现,covid -19引发的担忧限制了正念的练习,这在大流行的高峰期很普遍,特别是由于工资减少导致的非常艰难的经济条件,以及非洲先前存在的普遍经济和社会不安全感以及制度空白加剧了这种情况。这方面进一步导致敬业度和承诺度的缺失,从而影响整体团队绩效,限制员工在工作中的专注度。因此,员工的安静虽然与正念有关,但与他们面临的更大的心理压力有关。作者还发现,在这种情况下,领导者/管理者的情商、社交技能和组织支持系统也会有所帮助。然而,它们的效果因情况而异。这篇论文是最早建立COVID-19大流行与正念限制之间联系的研究之一。此外,这是一项开创性的研究,特别强调了covid -19引发的担忧对领导-成员交流(LMX)和团队成员交流(TMX)关系的破坏性影响,特别是在非洲背景下。它进一步就组织中由covid -19引起的这种担忧的缓解机制进行了独特的讨论,并强调了管理者/领导者的情商、社交技能和支持性干预模式的作用。最后,作者深入评估了组织干预措施和支持性关系系统在covid -19引发的担忧造成的社会排斥后恢复社会联系方面的有效性。
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Exploring the limits of mindfulness during the COVID-19 pandemic: qualitative evidence from African context
PurposeThis paper is one of the first studies to examine specificities, including limits of mindfulness at work in an African organisational context, whilst dealing with the ongoing COVID-19 pandemic. It specifically addresses the role of organisational and managerial support systems in restoring employee wellbeing, social connectedness and attachment to their organisations, in order to overcome the exclusion caused by the ongoing pandemic.Design/methodology/approachThe study uses a qualitative research methodology that includes interviews as the main data source. The sample comprises of 20 entrepreneurs (organisational leaders) from Ghana and Nigeria.FindingsThe authors found that COVID-19-induced worries restricted the practice of mindfulness, and this was prevalent at the peak of the pandemic, particularly due to very tough economic conditions caused by reduction in salaries, and intensified by pre-existing general economic and social insecurities, and institutional voids in Africa. This aspect further resulted in lack of engagement and lack of commitment, which affected overall team performance and restricted employees’ mindfulness at work. Hence, quietness by employees even though can be linked to mindfulness was linked to larger psychological stress that they were facing. The authors also found leaders/manager’s emotional intelligence, social skills and organisational support systems to be helpful in such circumstances. However, their effectiveness varied among the cases.Originality/valueThis paper is one of the first studies to establish a link between the COVID-19 pandemic and mindfulness limitations. Moreover, it is a pioneering study specifically highlighting the damaging impact of COVID-19-induced concerns on leader–member exchange (LMX) and team–member exchange (TMX) relationships, particularly in the African context. It further brings in a unique discussion on the mitigating mechanisms of such COVID-19-induced concerns in organisations and highlights the roles of manager’s/leader’s emotional intelligence, social skills and supportive intervention patterns. Finally, the authors offer an in-depth assessment of the effectiveness of organisational interventions and supportive relational systems in restoring social connectedness following a social exclusion caused by COVID-19-induced worries.
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
期刊最新文献
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