S Dawkins

Advancing conceptualization and measurement of psychological capital as a collective construct

Psychological capital (PsyCap) has been conceptualized as an individual-level construct concerned with an employee’s state of positive psychological development. However, research has now started to examine PsyCap as a collective phenomenon. Although positive associations between team-level PsyCap and team-level functioning have been demonstrated empirically, there has been limited synopsis regarding the theoretical and measurement foundations of PsyCap at higher levels of analysis. This conceptual article extends collective PsyCap scholarship by applying a multilevel-multireferent framework to explore alternate conceptualizations of collective PsyCap. The framework furthers understanding of PsyCap at higher levels by exploring unique antecedents and emergent processes relating to five proposed forms of collective PsyCap. A series of testable propositions pertaining to the antecedent network of collective PsyCap are offered to guide empirical multilevel PsyCap research.

Caring for the carer: a systematic review of pure technology-based cognitive behavioral therapy (TB-CBT) interventions for dementia carers

Background: Face-to-face delivery of CBT is not always optimal or practical for informal dementia carers (DCs). Technology-based formats of CBT delivery (TB-CBT) have been developed with the aim to improve client engagement and accessibility, and lower delivery costs, and offers potential benefits for DCs. However, research of TB-CBT for DCs has maintained heavy reliance on therapist involvement. The efficacy of pure TB-CBT interventions for DCs is not currently established Methods: A systematic review of trials of pure TB-CBT intervention for DCs from 1995 was conducted. PsycINFO, Cochrane Reviews, Scopus and MedLine databases were searched using key terms related to CBT, carers and dementia. Four hundred and forty two articles were identified, and inclusion/exclusion criteria were applied; studies were only retained if quantitative data was available, and there was no active therapist contact. Four articles were retained; two randomized and two waitlist control trials. Methodological and reporting quality was assessed. Meta-analyses were conducted for the outcome measures of caregiver depression. Results: Meta-analysis revealed small significant post-intervention effects of pure TB-CBT interventions for depression; equivalent to face-to-face interventions. However, there is no evidence regarding long-term efficacy of pure TB-CBT for DCs. The systematic review further identified critical methodological and reporting shortcomings pertaining to these trials Conclusions: Pure TB-CBT interventions may offer a convenient, economical method for delivering psychological interventions to DCs. Future research needs to investigate their long-term efficacy, and consider potential moderating and mediating factors underpinning the mechanisms of effect of these programs. This will help to provide more targeted interventions to this underserviced population.

Workplace mental health: An international review of guidelines

The aim of this systematic review was to determine the quality and comprehensiveness of guidelines developed for employers to detect, prevent, and manage mental health problems in the workplace. An integrated approach that combined expertise from medicine, psychology, public health, management, and occupational health and safety was identified as a best practice framework to assess guideline comprehensiveness. An iterative search strategy of the grey literature was used plus consultation with experts in psychology, public health, and mental health promotion. Inclusion criteria were documents published in English and developed specifically for employers to detect, prevent, and manage mental health problems in the workplace. A total of 20 guidelines met these criteria and were reviewed. Development documents were included to inform quality assessment. This was performed using the AGREE II rating system. Our results indicated that low scores were often due to a lack of focus on prevention and rather a focus on the detection and treatment of mental health problems in the workplace. When prevention recommendations were included they were often individually focused and did not include practical tools or advice to implement. An inconsistency in language, lack of consultation with relevant population groups in the development process and a failure to outline and differentiate between the legal/minimum requirements of a region were also observed. The findings from this systematic review will inform translation of scientific evidence into practical recommendations to prevent mental health problems within the workplace. It will also direct employers, clinicians, and policy-makers towards examples of best-practice guidelines.

Conceptualising Authentic Followers and Developing a Future Research Agenda

Authentic leadership theories tend to be leader-centric, and often ignore the importance and effect of followers. In this chapter, the role of authentic followers in the leader–follower relationship is considered in greater depth, providing an updated conceptualisation of the construct characterised by (i) a psychological capacity for authenticity and (ii) positive organisational engagement. We also distinguish between the passive and active authentic followers to enable a more precise categorisation of two similar, but distinct, individuals. This chapter then considers how authentic followers (a) interact with leaders, (b) can be leaders, and (c) interact in teams. The chapter concludes by outlining a future research trajectory that discusses empirical validation and measurement, along with the fluidity and emergence of authentic followers and leaders.

Enhancing the psychological capital of teams: Adapting an individual-level intervention for multilevel delivery and evaluation

Positive psychology interventions focussed on the conditions and processes that contribute to the flourishing or optimal functioning of people, groups, and institutions (Gable & Haidt, 2005) are increasingly used in organizations as a complement to those controlling risks to psychological health (LaMontagne et al., 2014). Team/group and organizational level positive approaches are being developed, and may prove to yield greater benefits than individual-level approaches or to enhance their effects (LaMontagne et al., 2014). However, given growing emphasis on multilevel conceptualisation and measurement of the construct of employee wellbeing we note that assessing the impact of team interventions at the individual level is problematic (Martin, Karanika-Murray, Biron & Sanderson, 2014).