New developments in the study of employee well-being: Contributions from a systems theory perspective
Laurențiu Paul Maricuțoiu
Professor at West University of Timișoara
Laurențiu Paul Maricuțoiu holds a PhD in Psychology (supervisor: Prof. Horia D. Pitariu, PhD) and is a Professor within the Department of Psychology at the West University of Timișoara. Within his research activity, Laurențiu Maricuțoiu analyzes the conditions for the onset of workplace burnout, methods for preventing this state, or intervention methods for improving employee quality of life. He has coordinated research projects funded by the Ministry of Education (via UEFISCDI) on subjects related to employee self-regulation strategies or on themes regarding the evolution of well-being in the educational environment. Over time, he has contributed to the production of over 50 specialized articles in Web of Science indexed journals, approximately half of which as the principal author (first author or corresponding author).
The clinical tradition of understanding health focuses on the individual and their internal processes. In this regard, classical theories of well-being target the way the individual cognitively evaluates environmental stimuli (e.g., Lazarus, 1991) with the aim of conserving existing resources (Hobfoll, 1989). These theories underlie the current understanding of occupational health and employee well-being. Theoretical constructs such as the Job Demands-Resources Theory (Bakker & Demerouti, 2017) consider that well-being is a result of the way employees manage workplace demands using the resources they have access to.
In this presentation, I propose that we review together several pieces of scientific evidence suggesting that consistent proportions of the variance in individual well-being can be attributed to the social systems in which the employee is integrated: the family system and the organizational system. The influence of these systems on employee well-being is generally overlooked by the perspective that targets internal individual processes, thus generating a knowledge gap that can be addressed by future studies.
Attitudes towards the use of Artificial Intelligence in organizations
Claudia Lenuța Rus
Lector, Departamentul de Psihologie și Centrul de Cercetare în Psihologia Muncii și Organizațională, Universitatea Babel-Bolyai
Claudia L. Rus is Lecturer and member of the Work and Organizational Psychology Research Lab at the Department of Psychology, Babeş-Bolyai University of Cluj-Napoca. Her scientific and research activity includes publications and projects on performance and learning in organizations, positive psychological capital, and well-being. A new research interes is related to attitudes towards Artificial Intelligence in organizations
Does distributed leadership deliver on its promise?
Mihai Tucaliuc
PhD Organizational Psychogist, Business Consultant, Leadership & Team Coach
I'm Mihai and, in general, I can't help myself to use my energy and knowledge create and implement evidence based sistemic interventions. I use practicies, methodologies and tools to partner the leaders, teams and companies on the way to success. When I'm not adressing the elephant in the room with my clients, I publish scientific articles in International Journals, researching and teaching work and organizational psychology.
Distributed leadership is increasingly adopted, particularly in organizational contexts characterized by hybrid work and flexible structures. However, recent academic literature, together with evidence from practice, points to mixed and sometimes contradictory findings.When, how, and why this type of leadership works or fails are the central questions this presentation aims to address.
