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"The consequences of incivility have a significant impact on the lives of healthcare faculty, students, and professionals as well as the patients and families they serve. Incivility in the patient care environment can provoke uncertainty and self-doubt, weaken self-confidence, and cause detrimental and lasting effects on individuals, teams, organizations. These behaviors can result in life-threatening mistakes, preventable complications, harm, or death of a patient. In Core Competencies of Civility, Cynthia Clark, a nurse-leader dedicated to organizational change and an unwavering advocate for civility and dignity for all, provides practical solutions for creating and sustaining communities of civility, diversity, inclusion and respect in healthcare education and work environments. A firm commitment to respect and civility is a critical step toward achieving optimal patient care and high reliability in health care. The book provides evidence-based strategies and solutions to foster civility and healthy academic and practice environments at both the individual and organizational levels. Rather than dwelling on the negative aspects of incivility and other workplace aggressions, this book expands current thinking in nursing to build healthy, productive work and learning environments"--

Occupational Stress --- psychology.

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Quatrième de couverture : "Ce livre n'est pas un livre de lecture à proprement parler, mais un livre de travail qui devrait vous faire petit à petit évoluer vers une meilleure harmonie au cabinet dentaire, et, par ce fait, vers une efficacité plus soutenue. Les cinq premiers chapitres, à travers théories, exemples, exercices et tests apportent une vision précise du concept harmoni-efficacité, une meilleure connaissance de soi, une communication non verbale bien structurée, une solide communication verbale selon T. Gordon avec son message Je de confrontation et son écoute active. Les trois chapitres suivants décrivent en détails de nouvelles méthodes pour prévenir et résoudre les conflits, pour soigner les enfants en créant une vraie relation avec eux, pour s'occuper des patients anxieux avec bienveillance et avec toute une batterie de processus. Le dernier chapitre sur le stress offre différents moyens psychologiques, philosophiques et spirituels pour accueillir son stress consciemment. De bonnes références accompagnent ce livre. Depuis 1984, Michel Deslarzes donne régulièrement des cours de communication à l'équipe dentaire, après avoir constaté qu'une communication au cabinet dentaire était presque inexistante, et qu'il en résultait beaucoup de souffrance. Ce livre complet, pratique, avec beaucoup d'exercices et de tests permet de palier à ce manque. Ce livre intéressera toute l'équipe dentaire, puis par extension tous les soignants qui travaillent en équipe."

Practice Management, Dental --- Dental Offices --- Dentist-Patient Relations --- Occupational Stress

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Quatrième de couverture : "L'absentéisme ayant un fort impact sur le fonctionnement des collectivités territoriales, c'est une problématique majeure de la politique des ressources humaines et des managers dans l'organisation quotidienne de leurs services. Lutter contre l'absentéisme est d'autant plus nécessaire que ce phénomène influe tant sur la masse salariale que sur la qualité du service public rendu. Cette action représente en outre une opportunité d'améliorer le climat social et les conditions de travail des agents et de renouer un dialogue social de qualité entre les décideurs, les acteurs RH, les managers, les organisations syndicales et les agents, autour de nouveaux outils de management et de gestion des ressources humaines."

Work --- Absenteeism --- Health Personnel --- Personal Satisfaction --- Occupational Stress

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Over the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress.

Occupational stress --- Engagement --- Burnout --- Recovery dimensions --- Illegitimate tasks --- Individual differences --- Psychosocial job dimensions --- Job satisfaction --- Job strain --- Job resources --- Occupational stress --- Engagement --- Burnout --- Recovery dimensions --- Illegitimate tasks --- Individual differences --- Psychosocial job dimensions --- Job satisfaction --- Job strain --- Job resources

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Over the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress.

Occupational stress --- Engagement --- Burnout --- Recovery dimensions --- Illegitimate tasks --- Individual differences --- Psychosocial job dimensions --- Job satisfaction --- Job strain --- Job resources