Psychological Flexibility, ACT, and Organizational Behavior

By F. Bond, Steven C. Hayes, D. Barnes-Holmes. 2006

191 citations recorded by the source corpus.

Summary This paper offers organizational behavior management (OBM) a behavior analytically consistent way to expand its analysis of, and methods for changing, organizational behavior. It shows how Relational Frame Theory (RFT) suggests that common, problematic, psychological processes emerge from language itself, and they produce psychological inflexibility. Research suggests that an applied extension of RFT, Acceptance and Commitment Therapy, has led to new interventions that increase psychological flexibility and, thereby enhance, organizational behavior and health.

Subfields: Clinical Psychology, Developmental and Educational Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/38f872edcb7f9ac5234129ff6f6f1e45b1eae112

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In Clinical Psychology

In Developmental and Educational Psychology

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Citations in the corpus

Understanding individual compassion in organizations: the role of appraisals and psychological flexibility (2011, background): “The term psychological flexibility refers to being open and curious regarding the present moment and, depending on what the situation affords, acting in accordance with one’s chosen values (Bond, Flaxman, & Bunce, 2008; Bond et al., 2006).”
Mindfulness at Work: A New Approach to Improving Individual and Organizational Performance (2015, background): “Bond, Hayes, and Barnes-Holmes (2006) argue that in a state of mindfulness, one has more psychological flexibility (Hayes, Strosahl, Bunting, Twohig, & Wilson, 2004) and can make choices that are influenced more by personal values and goals than by private fears or environmental demands.”
The interactive effect of cognitive fusion and experiential avoidance on anxiety, depression, stress and posttraumatic stress symptoms (2016, result): “Our findings are consistent with the theoretical foundations of ACT, in which the combination of cognitive fusion and EA is thought to exacerbate emotional distress (Bond et al., 2006; Hayes et al., 2012).”
Emotional labour in service work: Psychological flexibility and emotion regulation (2012, background): “A key aim of ACT is to train people to treat their thoughts and feelings as automatic chatter, or more technically, as the ongoing classically and operantly conditioned responses that they are, such that they will remain aware of their thoughts and feelings, but base their actions upon their values ”