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The posttraumatic growth process for organizational leaders impacted by involuntary job loss.

机译：组织领导者的创伤后成长过程受到非自愿失业的影响。

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摘要

This study examined the psychological impact of involuntary job loss and the process of posttraumatic growth for senior organizational leaders. The research utilized Lazarus and Folkman's (1984) model of stress, appraisal, and coping; Janoff-Bulman's (1992) model of psychological trauma; and Tedeschi, Park, and Calhoun's (1998) model of posttraumatic growth. Using a hermeneutic phenomenological approach, this study examined the lived experience of leaders who encountered sudden employment termination. To explore this experience, three questions guided the process of inquiry: (a) How does the stress, appraisal, and coping process explain how psychological trauma can emerge from the experience of involuntary job loss for organizational leaders? (b) What are the psychological or cognitive experiences of organizational leaders traumatized by involuntary job loss? and (c) How does the experience of posttraumatic growth offer insight into the process of emerging from the trauma of involuntary job loss?;Five senior organizational leaders who had experienced involuntary job loss were interviewed. Each interview lasted four hours and produced over 200 pages of transcripts. Participants reviewed the transcripts for accuracy and clarification. Transcripts were revised accordingly and then examined using van Manen's (1990) approach to thematic analysis. Six major themes emerged from this analysis which included: (a) the initial shock and fear of involuntary job loss; (b) disorientation and loss of control; (c) damage to self-esteem, self-worth, and perceptions of competency; (d) rebuilding of self-esteem, self-worth, and self-efficacy; (e) changed interpersonal relationships; and (f) the reconfiguration of personal philosophy of life.;This study found that involuntary job loss created psychological trauma by disrupting fundamental cognitive schemas. The research also revealed that coping resources impacted the severity of the trauma, as well as influenced the length of the recovery process. Each participant reported personal and professional growth and a changed perspective about life. The presence of new growth and emerging hope in the participants existed in tandem with an ongoing disappointment and struggle brought about by the experience of involuntary termination.
机译：这项研究检查了非自愿失业的心理影响以及高级组织负责人的创伤后成长过程。该研究利用了拉扎鲁斯和福克曼（Lazarus and Folkman）（1984）的压力，评估和应对模型。 Janoff-Bulman（1992）的心理创伤模型；以及Tedeschi，Park和Calhoun（1998）的创伤后增长模型。本研究采用解释现象学方法，考察了突然终止雇佣关系的领导者的生活经验。为了探索这种经历，三个问题指导了探究过程：（a）压力，评估和应对过程如何解释组织领导者因非自愿失业而产生的心理创伤？ （b）因非自愿失业而受到组织领导的心理或认知经历是什么？ （c）创伤后增长的经历如何使人们了解非自愿失业的创伤过程？；采访了五位经历非自愿失业的高级组织负责人。每次采访持续四个小时，并制作了200多页的成绩单。参加者查看了笔录的准确性和清晰度。成绩单进行了相应的修订，然后使用van Manen（1990）的主题分析方法进行了检查。分析得出了六个主要主题，这些主题包括：（a）最初的震惊和对非自愿失业的恐惧； （b）迷失方向和失去控制； （c）对自尊，自我价值和能力感知的损害； （d）重塑自尊，自我价值和自我效能； （e）改变人际关系；这项研究发现，非自愿失业会破坏基本的认知模式，从而造成心理创伤。研究还显示，应对资源会影响创伤的严重程度，并影响恢复过程的时间。每个参与者都报告了个人和职业的成长以及对生活的看法发生了变化。与会人数不断增长，而自愿退出的经历也带来了持续的失望和挣扎。

著录项

  • 作者

    Yergler, Jeffrey D.;

  • 作者单位

    Gonzaga University.;

  • 授予单位 Gonzaga University.;
  • 学科 Psychology Behavioral.;Psychology Industrial.;Psychology Cognitive.;Business Administration Management.
  • 学位 Ph.D.
  • 年度 2010
  • 页码 309 p.
  • 总页数 309
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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