Managing stress or enhancing wellbeing? Positive psychology's contributions to clinical supervision

By F. Howard. 2008

110 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/4a44384a19b00132e44a76d4b84c46f9db007472

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. G. Kinman
2. Louise Grant
3. Nia Plamenova Djourova
4. G. Abate
5. Nuria Tordera Santamatilde
6. Isabel Rodríguez Molina
7. Parul Malik
8. P. Garg

In Developmental and Educational Psychology

1. Louise Grant
2. Parul Malik
3. P. Garg
4. G. Kinman

In Social Psychology

1. Nia Plamenova Djourova
2. G. Abate
3. Nuria Tordera Santamatilde
4. Isabel Rodríguez Molina
5. Louise Grant
6. Parul Malik
7. P. Garg
8. G. Kinman

Citations in the corpus

• Learning organization and work engagement: the mediating role of employee resilience (2020, background): “Howard (2008) reported the significance of resilience in protecting employees from the adverse impacts of work related adverse situations.”
• Enhancing Wellbeing in Social Work Students: Building Resilience in the Next Generation (2012, unknown): “negative impact of work-related stress has been highlighted (Howard, 2008).”
• Self-Efficacy and Resilience: Mediating Mechanisms in the Relationship Between the Transformational Leadership Dimensions and Well-Being (2019, background): “Empirically, resilience has been related to well-being factors such as psychological adjustment to a context (Kohli & Mather, 2008; Woods & Isenberg, 2001) and work stress management (Howard, 2008).”
• Exploring Stress Resilience in Trainee Social Workers: The Role of Emotional and Social Competencies (2011, background): “The concept of resilience is useful, however, as it extends traditional self-care and stress management strategies by aiming to enhance the well-being of employees rather than merely focusing on reducing distress (Collins, 2007; Howard, 2008).”