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Psychological Conditions of Personal Engagement and Disengagement at Work
This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their work
To Be Fully There: Psychological Presence at Work
This article develops the concept of psychological presence to describe the experiential state enabling organization members to draw deeply on their personal selves in role performances, i.e.,
Caring for the Caregivers: Patterns of Organizational Caregiving.
The author gratefully acknowledges the comments of Marion McCollom and Vicky Parker on an earlier version of this manuscript and the extensive support of Robert Sutton and this journal's reviewers
Holding Environments at Work
Holding environments are interpersonal or group-based relationships that enable self-reliant workers to manage situations that trigger potentially debilitating anxiety. Working from a theoretical
Toward a Sense of Organizational Humor: Implications for Organizational Diagnosis and Change
This article focuses on the use of humor as a tool for organizational diagnosis and change. The guiding assumption is that humor is a means for organization members to make statements, consciously or
Organizational Crises and the Disturbance of Relational Systems
Various bodies of literature attest to how crises significantly damage the way people relate with one another—damage that lasts long past the cessation of those crises. Such relational disturbances
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