The Problem

Stress, anxiety, depression, and similar emotional and psychological inhibitors may negatively impact employee well-being and dignity, quality of work-life, and overall organizational performance. These inhibitors may be produced through events such as structural or procedural changes, tensions emanating from diminished work relationships, pressures related to the work itself, perceptions of unjust or unfair treatment, or other forces that may affect an individual’s capacity to function and perform well.

The Solution

This Special Issue explores approaches to gain insight to the ways individuals, as well as the organizations they serve, may become more resilient and bounce back from adversity. The interdisciplinary relationship between human resource development (HRD) and human resource management (HRM) is crucial for effective strategies to overcome negative outcomes.

The Stakeholders

HRD scholars, practitioners, researchers, and all other professionals concerned with optimizing employee well-being and optimizing the capacity to perform will benefit from this Special Issue.

中文翻译：

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关于“韧性对发展个人和组织从挑战中“反弹”的能力的影响”特刊的序言

问题

压力，焦虑，沮丧以及类似的情绪和心理抑制因素可能会对员工的福祉和尊严，工作生活质量以及整体组织绩效产生负面影响。这些抑制剂的产生可能是由于诸如结构或程序变化，因工作关系减少而引起的紧张，与工作本身有关的压力，对不公正或不公平待遇的看法或可能影响个人运作和良好表现能力的其他力量等事件产生的。

解决方案

本期专刊探讨了一些方法，以洞察个人及其服务的组织如何变得更有韧性并从逆境中反弹。人力资源开发（HRD）与人力资源管理（HRM）之间的跨学科关系对于克服负面结果的有效策略至关重要。

利益相关者

人力资源开发的学者，从业人员，研究人员以及所有其他与优化员工福利和优化执行能力有关的专业人员都将从本期特刊中受益。