The contours and consequences of compassion at work

By J. Lilius, Monica C. Worline, Sally Maitlis, Jason Kanov, Jane E. Dutton, P. Frost. 2008

474 citations recorded by the source corpus.

Subfields: Clinical Psychology, Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/84eb70a5017b731f7940ea10f733219df27fec7a

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In Clinical Psychology

In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

What’s Love Got to Do with It? A Longitudinal Study of the Culture of Companionate Love and Employee and Client Outcomes in a Long-term Care Setting (2014, background): “I don’t want to deal with it’’ (Lilius et al., 2008: 209).”
The Relationship of Coworker Incivility to Job Performance and the Moderating Role of Self-Efficacy and Compassion at Work: The Job Demands-Resources (JD-R) Approach (2017, background): “Experiencing compassion at work can trigger positive emotions such as joy and happiness through the feeling of connectedness and belongingness (Lilius et al. 2008).”
Workplace loneliness, leader-member exchange and creativity: The cross-level moderating role of leader compassion (2017, background): “Besides, when lonely employees get a high level of compassion from their leaders, they will feel that their leaders are trustworthy and deserve to be followed (Lilius, Worline, Dutton, Kanov, & Maitlis, 2011; Lilius et al., 2008).”
Understanding compassion capability (2011, background): “Yet evidence suggests that compassion in organizations may shape people’s commitment to their workplace (Grant et al., 2008; Lilius et al., 2008) and aid recovery from painful circumstances (Dutton et al.”
Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base (2010, background): “A recent study found a positive relationship between compassion and positive emotion, which in turn predicted affective organizational commitment (Lilius et al., 2008).”
Abusive Supervision Through the Lens of Employee State Paranoia (2014, background): “As organizational authorities, supervisors have a role to play in establishing compassionate and caring organizational climates—oases for healing where abused and paranoid employees can get back on their feet and become productive employees once again (Frost, 2003; Lilius et al., 2008; Rynes, Bartun”
From hero to villain to hero: Making experience sensible through embodied narrative sensemaking (2012, unknown): “Essentialist perspectives identify, categorize and/or focus on developing positive emotions, often objectifying emotion as sensory reactions separate from lived experience (e.g. Lilius et al., 2008; Rafaeli and Vilnai-Yavetz, 2004).”
Compassion revealed: What we know about compassion at work (and where we need to know more) (2011, background): “For example, in a study by Lilius et al. (2008), almost 10% of respondents asked to provide a story of compassion at work actually provided a story of when compassion was lacking.”
Venturing for Others with Heart and Head: How Compassion Encourages Social Entrepreneurship (2012, background): “This other-orientation enhances one’s awareness of others’ vulnerable circumstances and gives a deeper appreciation of their context (Dutton et al., 2006; Frost et al., 2000; Lilius et al., 2008).”
Emergent Organizational Capacity for Compassion (2012, background): “, 2011; O'Donohoe & Turley, 2006) or organization (Lilius et al., 2008).”
Positive organizational behavior: Engaged employees in flourishing organizations (2008, background): “Lilius, Worline, Maitlits, Kanov, Dutton, and Frost (2008) explore the contours and consequences of compassion at work.”
Are authentic leaders associated with more virtuous, committed and potent teams? ☆ ☆☆ (2013, background): “, 2011; Webber, 2002), thus leading the whole team to reciprocate with greater affective commitment (Coyle-Shapiro, 2002; Lilius et al., 2008) and become more cohesive (Gibson & Earley, 2007), which in turn makes the team feel more prepared to reach its goals (i.”
An organizational ethic of care and employee involvement in sustainability-related behaviors: A social identity perspective (2017, background): “growth of interest in organizational research in issues of care and compassion, and their relevance to a range of issues and domains in recent years (e.g., Atkins & Parker, 2012; Frost, Dutton, Maitlis, Lilius, Kanov, & Worline, 2006; Kanov, Maitlis, Worline, Dutton, Frost, & Lilius, 2004; Lilius et”