{"id":1192,"date":"2019-01-14T12:59:00","date_gmt":"2019-01-14T12:59:00","guid":{"rendered":"http:\/\/practicalhealthpsychology.com\/?p=1192"},"modified":"2025-11-04T14:30:04","modified_gmt":"2025-11-04T14:30:04","slug":"positive-psychology-interventions-at-work","status":"publish","type":"post","link":"https:\/\/practicalhealthpsychology.com\/sk\/2019\/01\/positive-psychology-interventions-at-work\/","title":{"rendered":"Intervencie pozit\u00edvnej psychol\u00f3gie v\u00a0pr\u00e1ci"},"content":{"rendered":"

Alexandra Michel, Federal Institute for Occupational Health and Safety, Nemecko Annekatrin Hoppe,, <\/sup>Humboldt Universit\u00e4t, Nemecko<\/strong><\/p>\n

Zamestnanci tr\u00e1via hlavn\u00fa \u010das\u0165 svojho bdel\u00e9ho \u010dasu v pr\u00e1ci. Nie je preto prekvapen\u00edm, \u017ee zni\u017eovanie n\u00e1rokov a zvy\u0161ovanie dostupn\u00fdch zdrojov (napr. auton\u00f3mia, soci\u00e1lna opora, seba\u00fa\u010dinnos\u0165) v pr\u00e1ci s\u00fa d\u00f4le\u017eit\u00e9 pri podpore rovnov\u00e1hy medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom, \u017eivotnou pohodou a zdrav\u00edm zamestnancov. V posledn\u00fdch rokoch v\u00fdskum sk\u00famal nielen sp\u00f4soby, ako zmierni\u0165 negat\u00edvne d\u00f4sledky pracovn\u00e9ho stresu, ale aj sp\u00f4soby ako podpori\u0165 existuj\u00face zdroje na zlep\u0161enie pracovnej pohody. Najm\u00e4 zavedenie pozit\u00edvnych psychologick\u00fdch intervenci\u00ed na pracovisku je novou cestou v oblasti pracovnej psychol\u00f3gie zdravia. Intervencie pozit\u00edvnej psychol\u00f3gie sa zameriavaj\u00fa na budovanie zdrojov a na predch\u00e1dzanie ich mo\u017enej straty, pri\u010dom zah\u0155\u0148aj\u00fa aktivity, ktor\u00fdch cie\u013eom je vytv\u00e1ra\u0165 pozit\u00edvne pocity, spr\u00e1vanie a my\u0161lienky. V tomto blogovom pr\u00edspevku zd\u00f4raz\u0148ujeme tri pr\u00edstupy, ktor\u00e9 pom\u00f4\u017eu zamestnancom budova\u0165 svoje zdroje a podporova\u0165 pracovn\u00fa pohodu.<\/p>\n

<\/p>\n

    \n
  1. Ako by bolo mo\u017en\u00e9 vn\u00edma\u0165, pre\u017e\u00edva\u0165 a\u00a0hodnoti\u0165 aspekty mojej pr\u00e1ce viac pozit\u00edvne? <\/em><\/strong><\/li>\n<\/ol>\n

    Kognit\u00edvne strat\u00e9gie ako precvi\u010dovanie optimistick\u00e9ho myslenia a oce\u0148ovanie pozit\u00edvnych sk\u00fasenost\u00ed v pr\u00e1ci m\u00f4\u017eu zamestnancom pom\u00f4c\u0165 vytv\u00e1ra\u0165 pozit\u00edvne em\u00f3cie a c\u00edti\u0165 sa lep\u0161ie. V na\u0161ej interven\u010dnej \u0161t\u00fadii sme po\u017eiadali opatrovate\u013eov, aby prem\u00fd\u0161\u013eali o pozit\u00edvnej a zmysluplnej udalosti, ktor\u00fa za\u017eili v pr\u00e1ci. Mohla to by\u0165 pozit\u00edvna interakcia s pacientom, pr\u00edjemn\u00fd rozhovor s kolegom alebo \u00faspe\u0161ne podan\u00e1 lie\u010dba. Po\u017eiadali sme opatrovate\u013eov, aby sa zamysleli nad touto pozit\u00edvnou udalos\u0165ou a vychutnali si svoje pozit\u00edvne sk\u00fasenosti. Toto p\u00e4\u0165min\u00fatov\u00e9 cvi\u010denie bolo opakovan\u00e9 po\u010das desiatich nasleduj\u00facich pracovn\u00fdch dn\u00ed. Po interven\u010dnom obdob\u00ed mali opatrovatelia v interven\u010dnej skupine ni\u017e\u0161iu \u00farove\u0148 \u00fanavy a emo\u010dn\u00e9ho vy\u010derpania ako osoby, ktor\u00e9 sa starali o pacientov v kontrolnej skupine. Najm\u00e4 opatrovatelia, ktor\u00ed sa s\u0165a\u017eovali na potrebu oddychu a pocit nedostato\u010dnej energie pre pr\u00e1cu, profitovali z takejto aktivity\u00a0 zameranej na pozit\u00edvne myslenie.<\/p>\n

      \n
    1. Ako je mo\u017en\u00e9 z\u00edska\u0165 po\u010das pr\u00e1ce viac novej energie? V\u00fdhody prest\u00e1vok na oddych<\/em><\/strong><\/li>\n<\/ol>\n

      Pracovn\u00e9 po\u017eiadavky m\u00f4\u017eu od\u010derpa\u0165 energiu zamestnancov a ma\u0165 za n\u00e1sledok n\u00edzky pracovn\u00fd v\u00fdkon a pocity vy\u010derpania a \u00fanavy. Kr\u00e1tke prest\u00e1vky od pr\u00e1ce umo\u017e\u0148uj\u00fa zamestnancom do\u010dasne presun\u00fa\u0165 svoju pozornos\u0165 z pracovn\u00fdch \u00faloh s cie\u013eom udr\u017ea\u0165 a\/alebo z\u00edska\u0165 nov\u00fa energiu pre pr\u00e1cu. Vyvinuli sme dve kr\u00e1tke aktivity zameran\u00e9 na oddych: simulovan\u00e1 aktivita, v ktorej sa odpo\u010dinok sp\u00e1ja s vychutn\u00e1van\u00edm si pr\u00edrody (napr. po\u010d\u00favanie pr\u00edrodn\u00fdch zvukov ako s\u00fa spev vt\u00e1kov alebo v\u013an); a progres\u00edvnu svalov\u00fa relax\u00e1ciu. Tak\u00fato kr\u00e1tku prest\u00e1vku vn\u00edmame ako “mikrointervenciu”, ktor\u00fa je mo\u017en\u00e9 urobi\u0165 aj na pracovisku a ktor\u00e1 d\u00e1va zamestnancovi pr\u00edle\u017eitos\u0165 odd\u00fdchnu\u0165 si od pr\u00e1ce, a po\u010das ktorej odv\u00e1dza svoju pozornos\u0165 od pracovn\u00fdch \u00faloh. V na\u0161ej \u0161t\u00fadii boli zamestnanci n\u00e1hodne priraden\u00ed bu\u010f k \u201cvychutn\u00e1vaniu si pr\u00edrody\u201d, alebo k progres\u00edvnej svalovej relax\u00e1cii. V\u00fdsledky ukazuj\u00fa, \u017ee obidve tieto kr\u00e1tke denn\u00e9 prest\u00e1vky na odpo\u010dinok, ktor\u00e9 sa daj\u00fa \u013eahko zavies\u0165 do pracovn\u00e9ho d\u0148a, zvy\u0161uj\u00fa energiu zamestnancov a zni\u017euj\u00fa \u00fanavu v priebehu 10 pracovn\u00fdch dn\u00ed.<\/p>\n

        \n
      1. Ako je mo\u017en\u00e9 vypn\u00fa\u0165 od pr\u00e1ce a n\u00e1js\u0165 dobr\u00fd balans medzi pr\u00e1cou a s\u00fakromn\u00fdm \u017eivotom? <\/em><\/strong><\/li>\n<\/ol>\n

        Zamestnanci, ktor\u00ed prem\u00fd\u0161\u013eaj\u00fa a emo\u010dne sa zaoberaj\u00fa ot\u00e1zkami s\u00favisiacimi s pr\u00e1cou aj po\u010das svojho vo\u013en\u00e9ho \u010dasu, len \u0165a\u017eko skuto\u010dne od pr\u00e1ce vypn\u00fa. To m\u00f4\u017ee vies\u0165 k naru\u0161eniu rovnov\u00e1hy medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom. V nadv\u00e4znosti na te\u00f3riu hran\u00edc sme navrhli intervenciu, ktor\u00e1 umo\u017e\u0148uje zamestnancom n\u00e1js\u0165 ich individu\u00e1lny sp\u00f4sob integr\u00e1cie alebo oddelenia obidvoch uveden\u00fdch oblast\u00ed \u017eivota. Na\u0161a online intervencia \u201cmindfulness\u201d ako kognit\u00edvno-emocion\u00e1lna separa\u010dn\u00e1 strat\u00e9gia je opisovan\u00e1 ako stav nehodnotiaceho pre\u017e\u00edvania a vn\u00edmania aktu\u00e1lnych sk\u00fasenost\u00ed. V r\u00e1mci na\u0161ej intervencie zamestnanci uva\u017eovali o svojej strat\u00e9gii v odde\u013eovan\u00ed pracovn\u00e9ho a s\u00fakromn\u00e9ho (tj strat\u00e9gie zameranej na zachovanie odstupu medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom). Z\u00e1rove\u0148 sa ich u\u010dili dychov\u00e9 cvi\u010denia, ktor\u00e9 im pom\u00e1hali s\u00fastredi\u0165 sa na s\u00fa\u010dasn\u00fd okamih a zbavi\u0165 sa ne\u017eiaducich my\u0161lienok a pocitov s\u00favisiacich s pr\u00e1cou. To umo\u017enilo zamestnancom s\u00fastredi\u0165 sa na \u010dinnos\u0165 v konkr\u00e9tnej oblasti ich \u017eivota (napr. hra\u0165 sa s de\u0165mi doma) a zabudn\u00fa\u0165 na starosti s\u00favisiace s pr\u00e1cou. V\u00fdsledky na\u0161ej \u0161t\u00fadie ukazuj\u00fa, \u017ee v porovnan\u00ed s kontrolnou skupinou zamestnanci v interven\u010dnej skupine zaznamenali menej emocion\u00e1lneho vy\u010derpania, s pr\u00e1cou s\u00favisiacich rodinn\u00fdch konfliktov, ako aj v\u00e4\u010d\u0161ie psychologick\u00e9 oddelenie a spokojnos\u0165 s rovnov\u00e1hou medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom.<\/p>\n

        Z\u00e1ver <\/strong><\/p>\n

        Intervencie t\u00fdkaj\u00face sa pozit\u00edvneho vn\u00edmania pr\u00e1ce, prest\u00e1vok na oddych a odde\u013eovania pracovnej a s\u00fakromnej oblasti m\u00f4\u017eu zamestnancom pom\u00f4c\u0165 pri budovan\u00ed zdrojov a zlep\u0161ovan\u00ed ich pracovnej pohody. Pre organiz\u00e1cie a zamestnancov vid\u00edme nasleduj\u00face v\u00fdhody: Tieto aktivity sa daj\u00fa \u013eahko za\u010dleni\u0165 do pracovn\u00e9ho d\u0148a po\u010das kr\u00e1tkych prest\u00e1vok alebo vykon\u00e1va\u0165 ve\u010der po\u010das vo\u013en\u00e9ho \u010dasu. M\u00f4\u017eu sa aplikova\u0165 na r\u00f4zne povolania a m\u00f4\u017eu by\u0165 spr\u00edstupnen\u00e9 prostredn\u00edctvom online platforiem, smartf\u00f3nov\u00fdch aplik\u00e1ci\u00ed alebo na papieri. Organiz\u00e1cie a zamestnanci v\u0161ak musia ma\u0165 na pam\u00e4ti, \u017ee predov\u0161etk\u00fdm zamestnanci v n\u00e1ro\u010dn\u00fdch povolaniach (napr. vysok\u00e1 pracovn\u00e1 z\u00e1\u0165a\u017e, emocion\u00e1lne n\u00e1ro\u010dn\u00e9 pracovn\u00e9 \u00falohy) profituj\u00fa z t\u00fdchto aktiv\u00edt aj ke\u010f dlhodob\u00e9 \u00fa\u010dinky t\u00fdchto intervenci\u00ed e\u0161te nie s\u00fa zn\u00e1me. A nakoniec tieto individu\u00e1lne intervencie nemusia nevyhnutne nahradi\u0165 komplexnej\u0161ie \u00fasilie na podporu zdravia na pracovisku (napr. zni\u017eovanie pracovn\u00e9ho za\u0165a\u017eenia, workshopy zameran\u00e9 na budovanie t\u00edmov, \u0161kolenia o ved\u00facich poz\u00edci\u00e1ch), ktor\u00fdch cie\u013eom je celkovo zlep\u0161i\u0165 pracovn\u00e9 podmienky.<\/p>\n

        Praktick\u00e9 odpor\u00fa\u010dania <\/strong><\/p>\n

          \n
        • Zamyslite sa po\u010das prest\u00e1vky na obed alebo pri ukon\u010den\u00ed pr\u00e1ce nad nie\u010d\u00edm, \u010do pri pr\u00e1ci prebehlo dobre. Napr\u00edklad: pr\u00edjemn\u00fd rozhovor s kolegom, \u00faspe\u0161n\u00e1 prezent\u00e1cia, \u00faloha, ktor\u00fa ste si u\u017eili<\/li>\n
        • Pl\u00e1nujte kr\u00e1tke prest\u00e1vky po\u010das pracovn\u00e9ho d\u0148a, aby ste sa nabili novou energiou. Pou\u017eite ich na relax\u00e1ciu, medit\u00e1ciu alebo na prech\u00e1dzku.<\/li>\n
        • Pok\u00faste sa vypn\u00fa\u0165 od pr\u00e1ce. Drobn\u00e9 dychov\u00e9 cvi\u010denia v\u00e1m m\u00f4\u017eu pom\u00f4c\u0165 zamera\u0165 sa na moment\u00e1lne sk\u00fasenosti a necha\u0165 ne\u017eiaduce my\u0161lienky a em\u00f3cie \u00eds\u0165.<\/li>\n<\/ul>\n

          [Prelo\u017eila Zuzana Dankulincov\u00e1]<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

          By Alexandra Michel, Federal Institute for Occupational Health and Safety, Germany and Annekatrin Hoppe, Humboldt Universit\u00e4t, Germany Employees spend a major part of their waking time at work. It is no surprise then that reducing demands and increasing resources (e.g., […]<\/p>\n","protected":false},"author":1,"featured_media":1217,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[13],"tags":[],"class_list":["post-1192","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-interventions"],"translation":{"provider":"WPGlobus","version":"3.0.2","language":"sk","enabled_languages":["en","id","my","bg","zh","hr","cz","da","de","es","fr","gr","he","it","ja","kr","lv","lt","hu","nl","no","pl","pt","ro","ru","sk","fi","sv","tr","uk"],"languages":{"en":{"title":true,"content":true,"excerpt":false},"id":{"title":true,"content":true,"excerpt":false},"my":{"title":true,"content":true,"excerpt":false},"bg":{"title":true,"content":true,"excerpt":false},"zh":{"title":true,"content":true,"excerpt":false},"hr":{"title":false,"content":false,"excerpt":false},"cz":{"title":true,"content":true,"excerpt":false},"da":{"title":true,"content":true,"excerpt":false},"de":{"title":true,"content":true,"excerpt":false},"es":{"title":true,"content":true,"excerpt":false},"fr":{"title":true,"content":true,"excerpt":false},"gr":{"title":true,"content":true,"excerpt":false},"he":{"title":true,"content":true,"excerpt":false},"it":{"title":true,"content":true,"excerpt":false},"ja":{"title":false,"content":false,"excerpt":false},"kr":{"title":false,"content":false,"excerpt":false},"lv":{"title":true,"content":true,"excerpt":false},"lt":{"title":true,"content":true,"excerpt":false},"hu":{"title":false,"content":false,"excerpt":false},"nl":{"title":true,"content":true,"excerpt":false},"no":{"title":false,"content":false,"excerpt":false},"pl":{"title":true,"content":true,"excerpt":false},"pt":{"title":true,"content":true,"excerpt":false},"ro":{"title":true,"content":true,"excerpt":false},"ru":{"title":true,"content":true,"excerpt":false},"sk":{"title":true,"content":true,"excerpt":false},"fi":{"title":true,"content":true,"excerpt":false},"sv":{"title":false,"content":false,"excerpt":false},"tr":{"title":true,"content":true,"excerpt":false},"uk":{"title":true,"content":true,"excerpt":false}}},"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/posts\/1192","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/comments?post=1192"}],"version-history":[{"count":17,"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/posts\/1192\/revisions"}],"predecessor-version":[{"id":4617,"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/posts\/1192\/revisions\/4617"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/media\/1217"}],"wp:attachment":[{"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/media?parent=1192"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/categories?post=1192"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/practicalhealthpsychology.com\/sk\/wp-json\/wp\/v2\/tags?post=1192"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}