The Problem A key challenge for human resource development (HRD) scholars and practitioners is to understand the individual competences that can be trained and developed to enhance employee resilience at work. Empirical evidence has been accumulated on the benefits of self-compassion—that is, a set of malleable states that can be developed through HRD interventions—for individual resilience, as well as on the factors that can strengthen self-compassion in organizations. Nonetheless, limited efforts have been devoted to translate this critical scientific knowledge into evidence-based, practical insights that could guide the implementation of effective human resource development practices to develop self-compassion and, thereby, increase resilience in organizations. The Solution This article presents a practice-oriented literature review of the benefits of self-compassion for resilience at work. The relationship between self-compassion and resilience at work, as well as the specific workplace factors that foster growth are outlined for practical implications in the workplace. Facilitators are identified as (1) personal factors (i.e., experience of stress and level of self-awareness), (2) contemplative trainings, and (3) leadership styles and listening styles. This article provides evidence-based practical recommendations for the implementation of these factors and of self-compassion in organizations for increased resilience. The Stakeholders Stakeholders of this practice-oriented review are employees (especially those exposed to highly stressful job conditions) and their leaders, human resource developers in charge of setting the development of training and developmental processes to enhance self-compassion and resilience, and HRD research scholars interested in advancing current literature on self-compassion and resilience at work.

中文翻译：

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工作中的自我同情和韧性：以实践为导向的评论

问题人力资源开发（HRD）学者和从业人员的主要挑战是了解可以培训和发展的个人能力，以增强员工的工作弹性。关于自我同乐的好处（即可以通过HRD干预建立的一系列可延展状态）对于个人复原力以及可以增强组织中自我同情的因素，已经积累了经验证据。尽管如此，为将这种关键的科学知识转化为基于证据的实践见解，人们付出了有限的努力，可以指导实施有效的人力资源开发实践以发展自我同情心，从而增强组织的应变能力。解决方案本文介绍了以实践为导向的文献综述，介绍了自我同情对工作抵御力的好处。概述了自我同情与工作中的适应力之间的关系，以及促进成长的特定工作场所因素，以期对工作场所产生实际影响。促进者被确定为（1）个人因素（即压力和自我意识水平的经历），（2）沉思训练以及（3）领导风格和倾听风格。本文提供了基于证据的实用建议，以指导这些因素的实施以及组织中的自我同情，以增强抵御能力。利益相关者这项以实践为导向的审查的利益相关者是员工（尤其是那些承受高度压力工作条件的员工）及其领导，