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The article presents a quantitative research study that revealed the specificity of collaboration between teachers and support teachers in meeting the special educational needs of students in the context of inclusive education. The contribution of the paper is to expand the understanding of ways of collaboration for inclusive practices between teachers and support teachers in the Republic of Moldova. The results obtained illustrate the perspectives and factors that contribute to the development of partnership teaching practices in the inclusive classroom
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The present paper presents the results of a qualitative scientific research based on the focus-group method. The concept of assertive communication are delimited from the perspective of the latest theories and arguments are made regarding the need for the integrated development of communication skills, self-affirmation and self-management in future student teachers. The research focuses on several essential dimensions of assertive communication, namely, initiating communication, self-esteem, defending one's rights, expressing positive and negative emotions. Its results provide us with clarifications regarding students' personal perspectives on building the teacher-student relationship, on the models provided and the skills acquired, on the concrete strategies of self-affirmation that they consciously use, on the approach to conflicts and situations. injustice, as well as on the techniques used in managing emotions in the context of teaching relationships. Starting from the types of assertive behaviors manifested by students in communication, a structure of their training and personal development needs is elaborated, as well as a series of educational strategies that can meet the expectations of future teachers
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Communication represents a process of interaction between people, groups, as a relation mediated through word, image, gesture, symbol or sign. Through it, individuals share their knowledge, experiences, interests, attitudes, feelings, opinions, ideas. Viewed as a process, communication consists in transmission and exchange of information (messages) between individuals. Communication means to tell those around you who you are, what you want, why you want a certain thing, and what are the means you will use to achieve your goals. Communication is defined as “a process through which a transmitter sends information to the receiver through a channel, in order to produce certain effects on the receiver.” In the present paper we analyze the most important types of communication: intrapersonal communication, interpersonal communication, small group communication, public communication / in organizations and mass communication. The success of communication in organizations depends on its manager, who must be a true manager of his organization's communication system, and this requires a continuous effort on his part in accumulating knowledge and training skills in organizational and interpersonal communication
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Starting from the premise that the management is the oldest of the arts and youngest of the sciences, it would mean that man has always been concerned with the act of leadership in various fields, including education. Perhaps it is within the school environment that it is necessary to know how to communicate effectively in order to achieve the objectives that will lead to the formation of a human personality needed in the society. The present article highlights the importance and the need for assertive communication within the school environment, emphasizing the advantages of assertive communication for human relationships. It also clarifies the meaning of management and managerial communication
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This article reviews the literature on the skills of emotional intelligence to reduce stress, anxiety, fear, as well as the synthesis of scientific studies that have highlighted the mental pressure and challenges that adolescents go through during the coronavirus pandemic, as well as emphasizing the importance given to the support and emotional psychoeducation of adolescents to maintain mental health. The phenomenon of emotional intelligence is known worldwide and studied by many researchers. The data show that emotional education leads to academic performance, preventing problems, improving behavior or social relationships.
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In the present study we aim to present the results obtained by using the method of objective appreciation, proposed by the Romanian psychologist Gheorghe Zapan (1957) in researching bullying behaviors in a class of students. The method proved to be a tool able to identify both aggressor (harassing) and victim students, producing results comparable to those obtained by the APRI BT questionnaire, developed by Australian researcher H. Parada (2000) and adapted to the Romanian school population by Cluj researchers. In the second part of the study we verified the method of objective assessment through the classic personality tests: EPQ and self-esteem scale (Rosenberg).
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One of the most important problems is individual psychological assistance for students with special educational needs, who have a high level of anxiety. Teens with Special Educational Needs have problems in all spheres of their life. In this article, I propose some methods of working with teens to help them.
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A teacher-psychologist in an educational institution performs a variety of functions: education, prevention, counseling and correctional and developmental work. However, sometimes in the process of work, specialists are faced with prejudice from both colleagues and pupils (schoolchildren or students).
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The lack of free time, the large number of tasks, the busy regime often lead to a personal imbalance of social workers, which results in their professional burning. Known as the burnout phenomenon, burnout has a negative impact on the mental state, relationships with family, colleagues, and the quality of work. This article reflects one of the biggest problems facing social workers today, namely overwork at work and in their free time. The research of professional burning among social workers highlights the reasons and consequences of this phenomenon, which will help reduce its impact on well-being, quality of work, organizational climate.
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The possibilities of psychological and psychotherapeutic intervention for medical students during the COVID-19 pandemic were limited and achieved through the methods of distance learning and counseling. The academical success and students psycho-emotional state depend largely on students' self-organization, their psychological adaptation to the changed conditions, and the psychological support provided by psychologists from the educational field.The psychologists come up with a series of practical recommendations, which can protect the mental and psychosomatic health of the beneficiaries.
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Improving school leadership is now high on the list of priorities for school reform. Principals are considered key actors responsible for the successful management of all administrative functions of schools. They bear a great responsibility for maintaining the effective internal functioning of school systems, representing the schools in the community, and implementing educational policies. Principals also act as role models who promote the ethical and professional growth of teachers and other professional staff. Ultimately, school leaders have an indirect but significant impact on student learning and achievement. The purpose of this exploratory study was to determine the social representation of competencies needed for an effective school principal to manage the administrative and instructional process. The participants were 119 female teachers who teach at the elementary level. A standardized task based on the free association method was used to collect data. Participants’ responses were analyzed lexically and semantically to differentiate associations from a qualitative perspective. The structural approach based on the analysis of prototypical categories was also used. The qualitative and quantitative analyzes revealed three facets of teachers’ representation of the competencies of a successful school leader. These dimensions included: a) the mission and basic competencies of a school leader; b) managing interpersonal relationships; c) skills, attitudes, and motivation for managerial career.
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Motivation has the potential to make a difference in terms of results both individually and organizationally. Motivation based on classical processes, such as the theory of hope, the theory of goal setting and the theory of equity. In the social context of governmental organizations, public values have the potential to infuse the value structures of organizations and individuals, leading to forms of prosocial motivation that focus on supporting the public interest and helping citizens. The management of human resources has evolved considerably since this function was named the Personnel Administration. Currently, organizations do not only manage resources, but focus in particular on the proper management of human capital. There are many aspects of human resources management, all of which are just as important for the development of an organization.
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İnsanoğlunun çevre üzerindeki tahrip edici etkileri, çevreyi odak noktasına alan tüm çalışmaları önemli hale getirmeye başlamıştır. Bu bağlamda örgütler de çevre odaklı yapılar oluşturmanın adımlarını incelemeye ve uygulamaya başlamışlardır. Örgütlerdeki çalışanların davranışlarını inceleyen örgütsel davranış alan yazını ise, örgüt içindeki çalışanların çevre dostu davranışlar sergilemesine odaklanmıştır. Son yıllarda örgütsel davranış alan yazınında yeşil konsepti üzerine yapılan araştırmaların önemli bir yere sahip olduğu görülmektedir.
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This study, which was prepared based on Social Identity Theory and Self Classification Theory, examines the relationships between organizational identification, job involvement, and job performance variables in a sector such as the defense industry, which hosts a qualified workforce and highly educated employees. It also examines the mediating role of job involvement in the relationship between organizational identification and job performance. In this study, it is assumed that employees who identify with their organizations will cause an increase in individual job performance through positive behaviors and attitudes such as job involvement. For this reason, a survey was conducted on the employees of small-scale private enterprises operating in the defense industry in Ankara. According to the findings, organizational identification affects job performance positively and significantly. In addition, organizational identification positively and significantly affects job involvement; It has been found that job involvement has a positive and significant effect on job performance. The study also concluded that job involvement has a mediating role in the relationship between the organizational identification of the employees in the defense industry and their job performance. From these findings obtained from the research, it is concluded that organizational identification and job involvement are the antecedents of individual job performance.
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Whistleblowing is defined as the conscious revealing and disclosure of unethical or criminal situations occurring within the organization by the member or members of the organization (Cross and Tiller, 1998). The concept of whistleblowing has gained importance with the emergence of scandals in large and powerful enterprises, institutions and organizations, especially in recent years. Organization members who engage in whistleblowing behavior may naturally conflict with their organizations, other organization members and managers and remain silent. In this silence, unjust, unfair and illegal situations in the organization can become widespread (Near and Miceli, 2013). Therefore, whistleblowing is protected by different laws in different countries in order to support the members of the organization to take action without hesitation (Kaptein, 2011). However, in order for whistleblowing to be implemented and carried out effectively in the organization, the members of the organization must know the internal politics and ethical rules well and be knowledgeable and conscious about this issue (Miceli and Near, 1992). As a result, the concept of whistleblowing is an extremely important concept in terms of revealing unfair and erroneous situations in organizations and ensuring justice within the organization. However, members of the organization must be careful and act in accordance with the law when deciding whether or not to engage in whistleblowing. In this book chapter, information about the emergence of the concept of whistblowing, its reasons and its importance in terms of working life will be given.
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The concept of malingering, which means false illness, is not only an issue that should be addressed by the field of psychiatry, but also an important issue that should be examined for businesses. This concept, which is difficult to detect, is seen as a situation where employees take shelter in order to escape from work. The concept of malingering, which is defined as consciously pretending to be sick, exaggerating or triggering the disease for an identifiable secondary gain, has become an important problem in business life within the framework of its causes and effects. Malingering in business life can be due to personal reasons as well as to reasons arising from the business environment. Many empirical studies show that malingering; health complaints, perceived workload, working conditions, ergonomic defects, negative employee-manager and employee-employee relations, health status of individuals, age, migration history, job and income satisfaction, size of the institution they work for, and existence of a fixed-term employment contract. reported to be significantly related to its properties. The effects of malingering are manifested in the form of turnover, continuous payment of absent employees, inadequate use of labor, productivity losses, customer dissatisfaction, increased administrative costs, high turnover costs, reductions in workforce morale, and heavier workloads. The increase in malingering is not only harmful to organizations in the long run, but also brings a burden to the state and society. Despite all this importance of the subject, it is seen that studies in the field of health are intensively carried out, although scientific statistics on malingering in enterprises cannot be reached. In this context, it is thought that it is important to know the concept in detail.
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This study delves into the intricate relationship between leader narcissism, stress levels, and organizational communication, providing insights into the dynamics of contemporary workplaces. Utilizing a sample survey conducted within an information technology department, participants assessed leader narcissism, job stress, and organizational communication through comprehensive questionnaires. The findings illuminate the positive correlation between the "exploitativeness" dimension of leader narcissism and the "work-family conflict" sub-dimension of job stress, as well as the "feedback" sub-dimension of organizational communication. Similarly, a positive association emerged between the "superiority" dimension of leader narcissism and the "critical communication" sub-dimension of organizational communication. Conversely, a negative relationship was observed between the "self-sufficiency" dimension of leader narcissism and the "information sharing" sub-dimension of organizational communication. Moreover, a statistically significant negative correlation was identified between the "authority" dimension of leader narcissism and the "role ambiguity" sub-dimension of job stress, while a positive relationship was detected with the "role stress" sub-dimension. These empirical findings underscore the nuanced effects of leader narcissism on job stress and the quality of organizational communication within the workplace. These significant insights offer valuable implications for leadership practices and organizational communication strategies, empowering organizations to address the challenges associated with leader narcissism. The scholarly contribution of this study advances the field of organizational behavior, providing actionable recommendations for leaders and managers striving to cultivate a conducive work environment.
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In today's post-modern world, where uncertainty and chaos prevail, rule-based hierarchical organizations are giving their place to businesses where expert power and knowledge, and therefore people, are more important. In these new structures, where continuous change is required, the effect of individuals' behaviors within the organization on performance and the importance of directing these behaviors in a positive way increase even more in order to manage individuals and institutions. In this study, the concepts of organizational citizenship behavior and organizational politics, which are two important research areas of the organizational behavior literature, are discussed over the relationship between each other and on the basis of Social Exchange Theory. Although research on politics in the management literature has increased in recent years, it does not receive the importance it deserves. Researches generally associate politics only with manipulation and behavior aimed at protecting the interests of managers or management. This negative perception leads to an incomplete understanding and explanation of the organizational politics. But political behavior includes both positive and negative behaviors. The policies implemented by the managers and the political behaviors they exert are closely related to the potential and existing organizational citizenship behaviors of the employees. In the context of the Social Exchange Theory, it is seen that the citizenship behaviors of the employees increase to the extent that the managers meet the expectations and needs of the employees.
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