東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

FindBook

Google Book

Amazon

博客來

Well but Unwanted : = Backlash Against Mental Wellbeing Prioritization in Organizations.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Well but Unwanted :/
其他題名:	Backlash Against Mental Wellbeing Prioritization in Organizations.
作者:	Freund, Andrea Leigh.
面頁冊數:	1 online resource (127 pages)
附註:	Source: Dissertations Abstracts International, Volume: 84-01, Section: B.
Contained By:	Dissertations Abstracts International84-01B.
標題:	Health behavior. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29176533click for full text (PQDT)
ISBN:	9798835540990

Well but Unwanted : = Backlash Against Mental Wellbeing Prioritization in Organizations.
Freund, Andrea Leigh.

Well but Unwanted :Backlash Against Mental Wellbeing Prioritization in Organizations. - 1 online resource (127 pages)

Source: Dissertations Abstracts International, Volume: 84-01, Section: B.

Thesis (Ph.D.)--Stanford University, 2022.

Includes bibliographical references

We are in a mental-health crisis. The majority of U.S. employees (75%) report struggling with their mental health, and, consequently, organizations are investing more into mental wellbeing initiatives than ever before. Yet in a society where the "ideal worker" norm demands full devotion to one's job, many employees may hesitate to use these initiatives over fear of backlash. In this dissertation, I demonstrate across three chapters and six studies (N = 3,757) that fear of backlash for mental health prioritization negatively affects employees' willingness to prioritize their mental wellbeing (Chapter 1; Study 1) and that such fear of backlash is warranted (Chapter 2; Studies 2-4). I further show that the way in which this backlash manifests (overtly or subtly) depends on evaluators' concerns about the way they will be perceived in a/the (?) workplace (i.e., image risk)¬¬. I conclude by exploring how shifting organizational norms can mitigate or exacerbate the expression of backlash towards employees who prioritize their mental wellbeing at work (Chapter 3; Studies 5-6). I discuss the theoretical implications of my work for scholarship on mental health and wellbeing at work, backlash, and workplace normative change, as well as comment on the practical implications of my findings for organizations and their employees.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798835540990Subjects--Topical Terms:

531203
Health behavior.
Index Terms--Genre/Form:

542853
Electronic books.

Well but Unwanted : = Backlash Against Mental Wellbeing Prioritization in Organizations.
LDR:02632nmm a2200349K 4500 001 2359761
005 20230917195239.5
006 m o d
007 cr mn ---uuuuu
008 241011s2022 xx obm 000 0 eng d
020 $a 9798835540990
035 $a (MiAaPQ)AAI29176533
035 $a (MiAaPQ)STANFORDzp240cw9756
035 $a AAI29176533
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Freund, Andrea Leigh. $3 3700377
245 1 0 $a Well but Unwanted : $b Backlash Against Mental Wellbeing Prioritization in Organizations.
264 0 $c 2022
300 $a 1 online resource (127 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 84-01, Section: B.
500 $a Advisor: Neale, Margaret; Martin, Ashley; Flynn, Francis.
502 $a Thesis (Ph.D.)--Stanford University, 2022.
504 $a Includes bibliographical references
520 $a We are in a mental-health crisis. The majority of U.S. employees (75%) report struggling with their mental health, and, consequently, organizations are investing more into mental wellbeing initiatives than ever before. Yet in a society where the "ideal worker" norm demands full devotion to one's job, many employees may hesitate to use these initiatives over fear of backlash. In this dissertation, I demonstrate across three chapters and six studies (N = 3,757) that fear of backlash for mental health prioritization negatively affects employees' willingness to prioritize their mental wellbeing (Chapter 1; Study 1) and that such fear of backlash is warranted (Chapter 2; Studies 2-4). I further show that the way in which this backlash manifests (overtly or subtly) depends on evaluators' concerns about the way they will be perceived in a/the (?) workplace (i.e., image risk)¬¬. I conclude by exploring how shifting organizational norms can mitigate or exacerbate the expression of backlash towards employees who prioritize their mental wellbeing at work (Chapter 3; Studies 5-6). I discuss the theoretical implications of my work for scholarship on mental health and wellbeing at work, backlash, and workplace normative change, as well as comment on the practical implications of my findings for organizations and their employees.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2023
538 $a Mode of access: World Wide Web
650 4 $a Health behavior. $3 531203
650 4 $a Inheritances. $3 3685049
650 4 $a Mental disorders. $3 728624
650 4 $a COVID-19. $3 3554449
650 4 $a Behavioral psychology. $3 2122788
650 4 $a Mental health. $3 534751
650 4 $a Psychology. $3 519075
655 7 $a Electronic books. $2 lcsh $3 542853
690 $a 0384
690 $a 0347
690 $a 0621
710 2 $a ProQuest Information and Learning Co. $3 783688
710 2 $a Stanford University. $3 754827
773 0 $t Dissertations Abstracts International $g 84-01B.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29176533 $z click for full text (PQDT)