为管理人员制定一个能力框架,以解决工作场所的自杀风险

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Human Resource Development Quarterly Pub Date : 2021-05-11 DOI:10.1002/hrdq.21437
Sinéad O'Brien, Eoin Galavan, Deirdre O'Shea
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引用次数: 2

摘要

员工的心理健康,特别是自杀风险,往往是管理者不愿意解决的问题,导致组织内部缺乏知识、意识和支持。本研究的目的是调查管理者所需要的能力,使他们能够有效地解决员工自杀风险。与自杀相关的想法被认为是以负担和受挫的联系经历为特征的。根据临床、管理和适应性绩效能力,我们研究了与创造意义(作为对抗负担)和解决员工对相关性的需求(作为对抗受挫的连通性)相关的能力,即管理者如何帮助员工在工作场所提出与自杀相关的想法。为了调查这一点并开发一个能力框架,我们对18名经理进行了定性访谈,利用现有的关键事件访谈协议和行为事件访谈来激发能力。适应性表现(尤其是危机管理)的能力对于促进管理者与可能出现自杀倾向的员工的互动变得非常重要。这项研究为开发资源提供了第一步,使管理人员具备必要的能力,这些能力是处理员工经历自杀相关想法(即感知负担和挫败联系)所需要的。该框架还可以作为支持人力资源开发(HRD)专业人员开发干预措施(如培训和/或指导计划)的初始步骤,为管理人员解决这一非常重要的问题提供帮助。
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Developing a competency framework for managers to address suicide risk in the workplace

Employee mental health, and in particular, suicide risks, are things that managers often do not feel comfortable in addressing, leading to lack of knowledge, awareness, and support within an organization. The purpose of this research was to investigate the competencies required by managers to enable them to effectively address suicide risks arising with employees. Suicide-related ideations are thought to be characterized by experiences of burdensomeness and thwarted connectedness. Drawing on clinical, managerial, and adaptive performance competencies, we examined competencies related to creating meaningfulness (as a counter to burdensomeness) and addressing employee's need for relatedness (as a counter to thwarted connectedness) in terms of how managers assist employees presenting with suicide-related ideations in the workplace. To investigate this and develop a competency framework, we conducted qualitative interviews with 18 managers, drawing on existing interview protocols of critical incidents and behavioral event interviews for the elicitation of competencies. Competencies in adaptive performance (and particularly crisis management) emerged as important for facilitating managers’ interactions with employees who may present with suicidality. This research provides a first step in developing resources to equip managers with the necessary competencies that are needed to deal with employees experiencing suicide-related ideations (i.e. perceived burdensomeness and thwarted connectedness). The framework is also useful as an initial step to support human resource development (HRD) professionals develop interventions such as training and/or mentoring programs for managers to address this very important issue.

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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
期刊最新文献
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