Index

What the paper says

Citation (2023), "Index", Harms, P.D. and Chang, C.-H.(D). (Ed.) Stress and Well-being at the Strategic Level (Research in Occupational Stress and Well Being, Vol. 21), Emerald Publishing Limited, Leeds, pp. 137-140. https://doi.org/10.1108/S1479-355520230000021008 Publisher: Emerald Publishing Limited Copyright © 2024 Peter D. Harms and Chu-Hsiang (Daisy) Chang INDEX Absenteeism, 98 Academic journals, 21 Accelerometer, 33 Acquisition failure, 21 Adaptive response, 3, 5, 11 phased approach to, 7–9 retrenchment, 9–11 Affect intensity, 82, 86–87 Affect Intensity Measure (AIM), 90 Allostatic load model of stress, 5 Ambassadors engage in action taking, 131–132 Announcement, 19, 21–22 Apple iWatch, 33 Artificial neural network models, 107 Attract and retain workers, 53–54 Autoencoders, 108 Automatic question-answering systems, 107–108 Balanced scorecard, 30 Behavioral theory of the firm (BTF), 84 Bidirectional recurrent neural networks, 107 Blood pressure, 32 Boundary management, 46, 49 theories, 49–50 Burden of power, 73–74 Chief Executive Officers (CEOs), 66 emotions, 24, 82 future research directions, 75–76 loneliness, 67–69 outcomes, 74–75 ownership and compensation, 22 personality, 23–24 relationships, 66 role, 66, 68 theory and hypotheses, 83–89 Chronic stressors, 12–13 Cognition, 22, 86 Cognitive appraisal, 86 Cognitive complexity, 83 and impact on risk-performance relationship, 87–89 Computer technology, 98 Conscientiousness, 23 Conservation of resources theory of stress (COR theory of stress), 3, 12 theoretical context, 4–6 COVID-19, 2 Culture change, 54–57 Customer satisfaction, 98 Daily diaries, 36 Daily energy pulse experiment, 132–134 “Dark Triad” of leadership traits, 70 Decision-makers, 82 Decision-making, 19, 82 Deductive paradigm, 100 Deep bidirectional neural networks, 107 Deep learning models, 107–108 Deficiency model of loneliness, 66 Dictionary-based approaches to sentiment analysis, 103–104 Discovery, 102–103 Disruptions, 4 Diversity, equity, and inclusion (DEI), 101–102 Divestitures, 18 Document generation, 108 Downsizing, 18 Dynamic capabilities, 3–4, 12 theoretical context, 4–6 Efficiency, 13 Emotional contagion effect, 27 Emotional dissonance, 27–28 Emotional labor, 25, 27–28 Emotions, 18, 24, 85–86 Empathy, 70 Employee energy, 125–127 Employee engagement, 98 Employee satisfaction, 98 Employee sentiment, 98 Employee stress, 18 Employee surveys, 98, 131 Energy construct, 123–125 Environmental stimuli, 5 Environmental stressors, 6 Ethnographic study, 36 Evolutionary fitness, 3 Exiting, 10 Exogenous events, 4 Experimental design, 36 External shocks, 2–3, 12 theoretical context, 4–6 External stressors, 6 Family sacrifice climates, 48 Financial assessment, 29–30 Firm, 2–3, 5 stress, 3, 6–7, 12 temporal focus, 23 Flexible work arrangements, 50 Galvanic skin response, 33 Glassdoor. com, 109 Google, 97 Google Fitbit, 33 Gradient boosted trees, 106 Healthcare industry, 97 Heart rate variability (HRV), 32 Heat flux, 33 Hewlett-Packard, 97 Human resources (HR), 21–22 professionals, 96 Individual well-being assessment, 30–31 Inductive paradigm, 100–101 Inference, 108 Initial public offering (IPO), 125 Innovating/innovation, 10–11, 13 Iterative paradigm, 101–102 Iterative research paradigm, 97 Ivory tower syndrome, 72–73 Job anxiety, 25 Job attitudes, 97 Job demands–resources theory, 5 Job involvement, 98 Job satisfaction, 98 Latent Dirichlet Allocation, 104 Leader buy-in, 50–52 Leader factors impacting decision-making, 22–25 Leadership, 35, 66 Leadership Pulse, 120 employee energy, 125–127 energy construct, 123–125 insights, 120–121 interventions, 130–134 research topics, 122–123 specific learning from subsets, 127–129 Leverage points, 47 Life satisfaction, 30 Linguistic Inquiry and Word Count (LIWC), 97, 104 Loneliness, 66–67 burden of power, 73–74 economic performance and, 71 individual characteristics, 70 ivory tower syndrome, 72–73 loneliness-provoking factors in CEO role, 69 structural characteristics, 71–74 Lonely at the top, 67 Long-term short memory networks, 107 Loss frame, 84, 87 Loyalty, 74 Machiavellianism, 70 Machine learning (ML) approaches to sentiment analysis, 104 training ML models, 105–106 Machine translation, 108 Managerial experience, 22 Marketing, 52–53 Maximum entropy model, 106 Measurement, 103–108, 123 devices, 32–33 Merger syndrome (see Employee stress) Mergers and acquisitions (M&A), 18–19 announcement, 21–22 context for change, 18–19 factors, 24–25 leader factors impacting decision-making, 22–25 phases, 19–20 planning, 20–21 post-merger integration, 22 reciprocal interactions of well-being and M&A strategic decisions, 25–29 Microsoft, 97 Model deployment and updating, 106–107 Model testing and validation, 106 Mutuality, 74 Naïve Bayes model, 106 Narcissism, 24, 70 Neurons, 107 Neuroticism, 23 New normal, 9, 11 On-body technology, 34 Openness, 23 Opinion mining, 96 Organization-level outcomes, 56–57 Organizational boundary management strategies, 47–54 Organizational change, 18 Organizational commitment, 98 Organizational policy, 50 Organizational readiness assessment, 29 Organizational well-being assessment, 29–30 Perfectionism, 70 Persevering, 10 Personal construct theory, 87 Personality traits, 22 Pets, plants, and partners (three Ps), 46 Phased approach to adaptive responses, 7–9 Physical health incorporation of physical health data, 34 well-being as measure of, 31–34 Physical signs of stress, 31–32 Physical stress, 33 Planning, 19–21 Post-merger integration (PMI), 19 Prior experiences, 23 Procter & Gamble Company, 98 Prospect theory, 83–84 Psychological well-being, 30 Psychopathy, 70 Pulse surveys, 131 Quality of life, 30 Random forest models, 105–106 Readiness scorecard, 29 Reciprocal interactions of well-being and M&A strategic decisions, 25–29 Recurrent neural networks, 107 Reflective learning, 130–131 Resource depletion, 5 Resource-depleting shocks, 7 Respect, 74 Retrenchment, 3, 8–11 Rigidity, 70 Risk, 19 Risk-reward paradigm, 23 Risk-taking, 82 SAP, 97 SAS, 97 Security and Exchange Commission (SEC), 21 Segmentation, 50 Self-awareness, 70 Self-confidence, 70 Self-reported surveys and assessments, 98 Sentiment analysis, 96 general research paradigms for text-based sentiment analyses, 99–102 illustrative examples, 108–114 for organizational research, 96–98 recommended analytical procedures for, 102–108 traditional and modern approaches to, 98–99 Signaling theory, 48, 52 Skin conductance response (SCR), 32 Skin temperature, 33 Social adeptness, 70 Social distance, 73 Social isolation, 66 Strategic decision-making, 19–29 Strategic decisions, 18 Strategic opportunity, 57–59 Strategy, 47 Stress, 5 physical signs of, 31–32 state, 7–9 Structural topic modeling (STM), 102 Subjective well-being, 30 Support vector machines, 106 Support worker well-being and needs, 55–56 t-tests, 109 Talent retention, 25, 28 Technological shocks, 2 Text analysis, 97 Text data, 97 Text mining, 97 Text pre-processing and transformation, 104–105 Text-based sentiment analyses, 99 deductive paradigm, 100 general research paradigms for, 99–102 inductive paradigm, 100–101 iterative paradigm, 101–102 Tiredness, 25 Top management team members (TMT), 19, 22 Traditional survey-based sentiment assessment, 98 Training, 52–53 Transactional model of stress, 5, 25 Trust, 74 Turnover, 98 Uncertainty, 19, 25 management theory, 25 Unprecedented events, 4 Unpredictable events, 4 Upper echelons theory (UE theory), 82, 84–85 Wearable devices, 31, 33 Well-being, 46 as antecedent and outcome, 27 assessment of, 29 individual well-being assessment, 30–31 as measure of physical health, 31–34 organizational well-being assessment, 29–30 Wellness, 123 WHO-5 Well-Being Index, 29 Wildfires, 11 Word embedding techniques, 107–108 Word2Vec model, 108 Work-to-nonwork, 46, 49–50 culture change, 54–57 implications and future directions, 59–61 organizational boundary management strategies, 47–54 policies and practices, 46 strategic opportunity, 57–59 Work/non-work conflict, 29 Work–family, 46 conflicts, 25, 28–29 cultures, 48 Workplace culture, 98 Book Chapters Prelims Firm Stress, Adaptive Responses, and Unpredictable, Resource-depleting External Shocks: Leveraging Conservation of Resources Theory and Dynamic Capabilities The Reciprocal Relationship Between M&A Strategic Decision-making and Well-being Work–Nonwork Policies and Practices: The Strategic Opportunity to Consider Organizational Boundary Management Strategies Publicly Invulnerable, Privately Lonely: How the Unique Individual and Structural Characteristics of Their Organizational Role Contribute to CEO Loneliness Cracking the CEO's Brain on Risk: Exploring the Interplay between CEO Cognition and Affect Intensity in Organizational Decision-making and its Outcomes Sentiment Analysis for Organizational Research Leader Energy Driving Personal and Firm-level Wellness: Lessons from 20 Years of the Leadership Pulse Index