Helena D. Cooper-Thomas | |
|---|---|
| Born | 1970 |
| Alma mater | Goldsmith College, University of London |
| Scientific career | |
| Fields | organisational behaviour |
| Patrons | University of Auckland, Auckland University of Technology |
| Thesis | |
Helena D. Cooper-Thomas (born 1970) is a New Zealand organisational behaviour academic. She is currently a full professor at the Auckland University of Technology. [1]
After a Masters at the University of Saskatchewan, she completed a PhD at Goldsmith College, University of London and then worked in industry for Shell. She rejoined academia at the University of Auckland [2] before moving to Auckland University of Technology. [1]
Her work on topics such as work hours, [3] [4] workplace bullying [5] [6] and burnout [7] is covered regularly in the New Zealand media.
Massey University is a university based in New Zealand, with significant campuses in Auckland, Palmerston North, and Wellington. Massey University has approximately 27,533 students, 18,358 of whom study either partly or fully by distance. Research is undertaken on all three campuses and people from over 130 countries study at the university. Data from the 2017 annual report shows that 42% of the domestic students are based in Auckland, 38% in Palmerston North and 20% in Wellington.
Mobbing, as a sociological term, refers either to bullying in any context, or specifically to that within the workplace, especially when perpetrated by a group rather than an individual.
Heinz Leymann was a Swedish academic, famous for his studies on mobbing among humans. He held a degree in pedagogical psychology, and another one in psychiatry and worked as a psychologist. He was a professor at Umeå University.
Personality–job fit theory is a form of organizational psychology, that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. This is also referred to as a person–environment fit. A common measure of the P-O fit is workplace efficacy - the rate at which workers are able to complete tasks. These tasks are affected by environmental factors within the workplace. For example, a worker who is more efficient working as an individual, rather than in a team, will have a higher P-O fit for a workplace that stresses individual tasks. By matching the right personality with the right job, company workers can achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction. Employees are more likely to stay committed to organizations if the fit is 'good'.
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. However, bullies can also be peers, and subordinates. When subordinates participate in bullying this phenomenon is known as upwards bullying. The least visible segment of workplace bullying involves upwards bullying where bullying tactics are manipulated and applied against "the boss," usually for strategically designed outcomes.
Sir Cary Lynn Cooper, is an American-born British psychologist and 50th Anniversary Professor of Organizational Psychology and Health at the Manchester Business School, University of Manchester.
Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. In standard English, this is referred to as "induction". In the United States, up to 25% of workers are organizational newcomers engaged in onboarding process.
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these official estimates causing an estimated 745,000 workers to die from ischemic heart disease and stroke events in 2016.
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction".
The nursing organization workplace has been identified as one in which workplace bullying occurs quite frequently. It is thought that relational aggression are relevant. Relational aggression has been studied amongst girls but rarely amongst adult women. According to a finding, 74% of the nurses, 100% of the anesthetists, and 80% of surgical technologists have experienced or witnessed uncivil behaviors like bullying by nursing faculty. There have been many incidents that have occurred throughout the past couple of years. OSHA, which stands for "Occupational Safety and Health Administration" stated that from 2011 to 2013, the United States healthcare workers experienced 15,000 to 20,000 significant injuries while in the workplace.
Narcissism in the workplace involves the impact of narcissistic employees and managers in workplace settings.
Machiavellianism in the workplace is a concept studied by many organizational psychologists. Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism refers to a psychological trait concept where individuals behave in a cold and duplicitous manner. It has in recent times been adapted and applied to the context of the workplace and organizations by many writers and academics.
Sir Thomas Neil Morris Waters was a New Zealand inorganic chemist and academic administrator who served as vice-chancellor of Massey University from 1983 to 1995. He is noted for establishing the university's Albany campus near Auckland in 1993.
Christine Vivienne Stephens is a critical health psychologist and New Zealand psychology academic. She is currently professor of psychology at Massey University based in the Palmerston North. She is one of the founding members of the International Society of Critical Health Psychology, which she has also chaired.
Jane Parker is a New Zealand employment relations academic. She is currently a full professor at Massey University.
Susan A. Geertshuis is an English-New Zealand academic. She is currently a full professor at the University of Auckland.
Philippa Helen Gander is a New Zealand sleep researcher. In 2021, she was conferred with the title of emeritus professor by Massey University, where she had been inaugural director of the Sleep/Wake Research Centre until stepping down from that role in 2019.
Joyce Mary Waters, Lady Waters is a New Zealand inorganic chemist and X-ray crystallographer, who is currently professor emeritus at Massey University. She was the second woman to receive a PhD in chemistry at the University of Auckland, and the first woman to serve as president of the New Zealand Institute of Chemistry.
Michelle Penelope King is a white South African born journalist, writer, women's rights activist and advocate for gender equality. Since December 2019, King has been director of inclusion at Netflix, a department responsible for inclusion and diversity among corporate employees.
Janet Grace Sayers is a New Zealand organisational psychology academic, and is a full professor in the School of Management at Massey University, specialising in research on removing barriers to participation in employment and education.
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