Defining listening: Can we get rid of the adjectives?

Listening is a complex construct studied in various fields, including psychology, education, marketing, management, and medicine. Despite its importance, there is no agreed definition of the construct. Therefore, we review existing definitions of listening, primarily recent, focusing on those that describe listening in interpersonal contexts.

Experiencing and witnessing disruptive behaviors toward nurses in COVID-19 teams, patient safety, and errors in care.

Background: Nurse managers and team co-workers' disruptive behaviors (DBs) are negatively associated with a perceived safe climate. Moreover, DBs are a risk factor for patients' safety. Yet, it remains unknown whether and to what extent these effects were prevalent in COVID-19 wards and among witnesses of DBs.

The effects of listening with "time-sharing" on psychological safety and social anxiety: the moderating role of narcissism and depression.

Listeners who interrupt speakers upset the speakers and prevent the benefits of good listening. Interruptions can be avoided with "time-sharing," where each partner listens (silently) for an equal amount of time. Yet, is time-sharing good for all? In an experiment with 50 pairs (95 participants with useable data), participants conversed freely for one minute and were then assigned either to a time-sharing (of three minutes each) or a free conversation condition.

Sensory-processing sensitivity versus the sensory-processing theory: Convergence and divergence.

Two individual-difference theories focus on sensory sensitivity: one emanating from psychology-sensory-processing-sensitivity (SPS); and one from occupational therapy-sensory processing theory (SP). Each theory is coupled with its measure: the highly-sensitive-person scale (HSPS) and the adolescent adult sensory profile (ASP). The constructs of both theories were claimed to be independent of neuroticism.

Relationship-specific (dyadic) humility: How your humility predicts my psychological safety and performance.

A leader's expressed humility has a favorable influence on subordinates' job satisfaction, creativity, and performance. However, we know little about how humility affects one's same-level coworkers. Shifting focus away from leader's humility, we suggest that coworker humility can also produce positive effects but has a relationship-specific component.

Feeling Heard: Experiences of Listening (or Not) at Work.

Listening has been identified as a key workplace skill, important for ensuring high-quality communication, building relationships, and motivating employees. However, recent research has increasingly suggested that speaker perceptions of good listening do not necessarily align with researcher or listener conceptions of good listening. While many of the benefits of workplace listening rely on employees feeling heard, little is known about what constitutes this subjective perception.

Question asking as a dyadic behavior.

Huang, Yeomans, Brooks, Minson, and Gino (2017) studied the role of question asking in conversations. They claimed to have identified "a robust and consistent relationship between question-asking and liking" (p. 1), where liking is affected largely by follow-up questions, rather than by switch questions.

The Listener Sets the Tone: High-Quality Listening Increases Attitude Clarity and Behavior-Intention Consequences.

We examined how merely sharing attitudes with a good listener shapes speakers' attitudes. We predicted that high-quality (i.e.

I Am Aware of My Inconsistencies but Can Tolerate Them: The Effect of High Quality Listening on Speakers' Attitude Ambivalence.

We examined how listeners characterized by empathy and a non-judgmental approach affect speakers' attitude structure. We hypothesized that high quality listening decreases speakers' social anxiety, which in turn reduces defensive processing. This reduction in defensive processing was hypothesized to result in an awareness of contradictions (increased objective-attitude ambivalence), and decreased attitude extremity.

Feedback, the various tasks of the doctor, and the feedforward alternative.

Objectives: This study aims to alert users of feedback to its dangers, explain some of its complexities and offer the feedforward alternative.

Methods: We review the damage that feedback may cause to both motivation and performance. We provide an initial solution to the puzzle of the feedback sign (positive versus negative) using the concepts of promotion focus and prevention focus.

Sabbatical leave: who gains and how much?

A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical.