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Documente Cultură
1. Modele i teorii ale stresului. Scale care Prelegere interactiv, - crile indicale la
msoar stresul, sntatea fizic i psihic. Tehnicile audiovizuale bibliografie
(Prezentare, Power
Point) Tehnicile
audiovizuale (Prezentare,
Power Point)
2. Modele i teorii ale strii de bine/wellbeing. Prelegere interactiv, - crile ndicale la
Scale/instrumente care msoar starea de Observare bibliografie
bine, dimensiuni ale acesteia. - folder trimis pe
email
- site, link
3. Modele i teorii ale calitii vieii. prelegerea interactiva, - crile ndicale la
Scale/instrumente care msoar calitatea nva bibliografie
vieii, dimensiuni ale acesteia. - folder trimis pe
area n echipa, email
descoperire dirijata, - site, link
Studiu de caz
4. Metodologia cercetrii n investigarea Prelegere interactiv, - crile ndicale la
stresului, strii de bine i a calitii vieii. Observare, prelegerea bibliografie
interactiva, nvaarea n - folder trimis pe
echipa, Studiu de caz email
- site, link
5. Relaia dintre stres, aspectele somatice i Prelegere interactiv, - crile ndicale la
performan la locul de munc. Eficien i observare, nvaarea n bibliografie
eficacitate. echipa, studiu de caz, - folder trimis pe
tehnici audiovizuale email
(Prezentare Power Point, - site, link
Prezentare filme,
Prezentare materiale
audio), Simulri.
6. Relaia dintre starea de bine i performana Prelegere interactiv, - crile ndicale la
la locul de munc. observare, nvaarea n bibliografie
echipa, tehnici - site, link
audiovizuale (Prezentare
Power Point, Prezentare
filme, Prezentare
materiale audio),
Simulri
7. Relaia dintre calitatea vieii i performana Prelegere interactiv, - crile ndicale la
la locul de munc. observare, tehnici bibliografie
audiovizuale (Prezentare - folder trimis pe
Power Point), Simulri email
- site, link
8. Stresul, hruirea i performanele la locul Prelegere interactiv, - crile ndicale la
de munc. observare bibliografie
- folder trimis pe
email
- site, link
9. Metode cantitative n colectarea i analiza Prelegere interactiv, - crile ndicale la
datelor n efectuarea prediciei privind tehnici audiovizuale bibliografie
performaele la locul de munc i eficiena, (Prezentare Power Point) - folder trimis pe
eficacitatea n condiii de stres ridicat. email
- site, link
10. Climatul la locul de munc predictor al Prelegere interactiv, - crile ndicale la
eficienei i eficacitii in munc. tehnici audiovizuale bibliografie
(Prezentare Power - folder trimis pe
Point), Studii de caz email
- site, link
Bibliografie
A. Suport de curs principal
1. Chraif, M. (2013).Tratat de psihologia muncii, Ed. Trei, Bucureti.(Cap I i II)
2. Robbins, S.P., Judge T.A. (2007). Organizational Behavior, Prentice Hall.
4. Rothmann, I., & Cooper, C. L. (2015). Work and Organizational Psychology. London: Routledge.-
capitolul Psihologia organizaional
5. Peeters, M. C., De Jonge, J., & Taris, T. W. (Eds.). (2013). An introduction to contemporary work
psychology. Malden: John Wiley & Sons.
6. Greenberg, J. S. (2008) Cmprehensive stress management, Mcgraw-Hill.
B. Material de aprofundare
Aniei, M., Chraif, M., i Ioni, E., (2015). Gender differences in workload and self-perceived burnout
in a multinational company from Bucharest. Proceedings of the International Conference on
Psychology and the Realities of the Contemporary World (PSIWORLD): Procedia Social and
Behavioral Sciences,187, (pp.733-737), Amsterdam: Elsevier.
Mateescu, A., i Chraif, M., (2015). The relationship between job satisfaction, occupational stress and
coping mechanism in educational and technical organizations. Proceedings of the International
Conference on Psychology and the Realities of the Contemporary World (PSIWORLD): Procedia
Social and Behavioral Sciences, 187, (pp.728-732), Amsterdam: Elsevier.
Landy, F.J., Conte J.M. (2009). Work in the 21st century. An introduction to industrial and
organizational psychology, Boston: McGraw-Hill
www.rjeap.ro studii de psihologie experimental aplicat n psihologia muncii
C. Alte surse utile
1. Noe, R.A., Hollenbeck, J.R., Gerhart, B., Wright, P.M. (2007). Fundamentals of Human Resource
Management, (2nd ed.), McGraw Hill International Edition, New York.
2. Robbins, S.P., Judge T.A. (2007). Organizational Behavior, Ed. Prentice Hall.
3. Urbina, Susana, (2010). Testarea psihologic, Editura 3, Bucureti.
4. Schwager, I. T., Hlsheger, U. R., Bridgeman, B., & Lang, J. W. (2015). Graduate Student
Selection: Graduate record examination, socioeconomic status, and undergraduate grade point
average as predictors of study success in a western European University. International Journal of
Selection and Assessment, 23(1), 71-79.
5. Roulin, N., Bangerter, A., & Levashina, J. (2015). Honest and Deceptive Impression Management
in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?.
Personnel Psychology, 68(2), 395-444.
6. Grijalva, E., & Newman, D. A. (2015). Narcissism and counterproductive work behavior (CWB):
Metaanalysis and consideration of collectivist culture, big five personality, and narcissism's facet
structure. Applied Psychology,64(1), 93-126.
7. Liu, D., Wang, S., & Wayne, S. J. (2015). Is being a good learner enough? An examination of the
interplay between learning goal orientation and impression management tactics on creativity.
Personnel Psychology, 68(1), 109-142.
8. Erdogan, B., Bauer, T. N., & Walter, J. (2015). Deeds that help and words that hurt: Helping and
gossip as moderators of the relationship between leadermember exchange and advice network
centrality. Personnel Psychology, 68(1), 185-214.
9. Diekmann, J., Knig, C. J., & Alles, J. (2015). The Role of Neuroscience Information in Choosing
a Personality Test: Not as seductive as expected.International Journal of Selection and Assessment,
23(2), 99-108.
10. Catabulga, C., & Burtverde, V. (2012). Correlative study between mental health, physical health,
proorganizational behaviors, and counterproductive behaviors in a telephonic company from
Chiinu. Romanian Journal of Experimental Applied Psychology, 3(3), 22-28.
11. Tsai, W. C., Chen, F. H. H., Chen, H. Y., & Tseng, K. Y. (2013, January). When Will Interviewers
be Willing to Use High Structured Job Interviews? The Role of Personality. In Academy of
Management Proceedings (Vol. 2013, No. 1, p. 15062). Academy of Management.
12. Jacksch, V., & Klehe, U. C. (2016). Unintended Consequences of Transparency During Personnel
Selection: Benefitting some candidates, but harming others?. International Journal of Selection and
Assessment, 24(1), 4-13.
13. Marcus, B., Te Nijenhuis, J., Cremers, M., & HeijdenLek, K. V. D. (2016). Tests of Integrity,
HEXACO Personality, and General Mental Ability, as Predictors of Integrity Ratings in the Royal
Dutch Military Police.International Journal of Selection and Assessment, 24(1), 63-70.
14. Vienna Tests System catalog, 2011, 2012.
15. Reha Cognitive Rehabilitation Catalog, 2011, 2012.
Pan, J., & Zhou, W. (2015). How do employees construe their career success: an improved measure of
subjective career success. International Journal of Selection and Assessment, 23(1), 45-58.
Dunford, B. B., Jackson, C. L., Boss, A. D., Tay, L., & Boss, R. W. (2015). Be fair, your employees are
watching: A relational response model of external thirdparty justice. Personnel Psychology, 68(2), 319-
352.
Aniei, M., Chraif, M., Burtaverde, V., & Mihil, T. (2014). The Big Five Personality Factors in the
prediction of aggressive driving behavior among romanian youngsters. International Journal of Traffic and
Transportation Psychology, 2(1), 7-22.
Aniei, M., Chraif, M., Burtaverde, V., & Mihil, T. (2014). The Big Five Personality Factors in the
prediction of aggressive driving behavior among romanian youngsters. International Journal of Traffic and
Transportation Psychology, 2(1), 7-22
Burtverde, V., & Mihil, T. (2013). A summary of TRACECA regional road safety action plan.
International Journal of Traffic and Transportation Psychology, 1(1), 42-45.
Burtoiu, S., & Burtverde, V. (2013). Stragegic plan for calculating staff fluctuation from a HR point of
view in SC Salvomed SRL. Romanian Journal of Experimental Applied Psychology, 4(2), 60-77.
Burtverde, V., & Mihil, T. (2013). Personnel fluctuation in a human resources consultancy agency.
Romanian Journal of Experimental Applied Psychology, 4(2), 97-109.
Aniei, M., Burtverde, V., & Mihil, T. (2013). Personality factors in the prediction of Consumer
complaint behavior regarding the restaurant industry. The moderation effect of positive emotions.
Romanian Journal of Psychology/Revista de Psihologie a Academiei Romne.
Aniei, M., Burtverde, V., & Mihil, T. (2013). Personality factors in the prediction of Consumer
complaint behavior regarding the restaurant industry. The moderation effect of positive emotions.
Romanian Journal of Psychology, 59(4), Revista de Psihologie a Academiei Romne.
Pliau F., Chraif, M. (2011). Organizational stress as a predictor of managerial performance in Bucharest
casinos, Romanian Journal of Experimental Applied Psychology, vol 2, issue 3, pp. 44-54.
M. Aniei, M. Chraif, G. Chiriac (2012). Resilience to Stress Evidence-Based Improvements in Integrative
Psychotherapy Working Groups Original Research Article Procedia - Social and Behavioral Sciences,
Elsevier, Volume 33, 2012, Pages 1042-1046
Chraif, M. & Aniei, M. (2011). The impact of economic crisis on occupational stress and
counterproductive behavior in a food and beverage restaurant chain from Romania in Proceedings of the
2nd World Conference on Psychology, Counselling and Guidance Elsevier, Science Journal ISSN: 1877-
0428) , Procedia - Social and Behavioral Sciences, Volume 30, 2011, Pages 2644-2650
Romanian Journal of Experimental Applied Psycholoy, www.RJEAP.ro
International Journal of Traffic and Transportation Psychology, www.IJTTP.ro
9. Coroborarea coninuturilor disciplinei cu ateptrile reprezentanilor comunitii epistemice,
asociaiilor profesionale i angajatori reprezentativi din domeniul aferent programului
n conformitate cu cerinele metodologice ale Colegiului Psihologilor din Romnia, comisia
de psihologia muncii, transporturilor i serviciilor, intrarea n supervizare psiholog
practician i schimbarea de treapt.
n conformitate cu Candrul Naional al Calificrilor, Romnia.
n conformitate cu cerinele COR i dreptul de liber practic n profesia de psiholg.
n conformitate cu cerinele EFPSA, cu privire la acordarea dreptului de libera practica n
Psihologia muncii i organizaionala n Europa.
10. Evaluare
Tip de activitate 10.1. Criterii de 10.2. Metode de 10.3. Pondere din nota
evaluare evaluare final
10.4. Curs Evaluare continu Pe parcursul semestrului 5%
Modul de analiza, Examen scris 55%
sinteza i transfer a
cunotiinelor teoretice
n aplicaii practice
10.5. Seminar/ Evaluare continu Activiti seminar 5%
Laborator Portofoliu Susinere oral n 25%
ultimul seminar a
proiectului final de grup
Modul de analiza, Sarcini de seminar 10%
sinteza i transfer a (prezentarea unei teme
cunotiinelor teoretice din cele prezentate la
n aplicaii practice curs din fia disciplinei
folosind bibliografia n
domeniu)
Standard minum de Condiiile simultane, pentru promovarea examenului la disciplina ABORDARI
performan MODERNE ALE STRESULUI OCUPATIONAL sunt:
- Standard minim de performan: minim nota 5.
- Nota finala de promovare (punctaj reunit: proiect, sarcini de seminar si
examen depete 5 pe o scala de la 1 la 10)
Prezenta la orele de laborator este obligatorie in proporie de 50% pentru a intra
in examenul scris
Punctajul de la laborator se conserv n restanta si marire
Evaluarea continua la laborator-1p
Portofoliu scris prezentat la final semestru (ultimul seminar)-1p
Prezentri n timpul anului: o tem la alegere din temele de la curs si seminar-
1p; o cercetare prezentat intr-un articol tiinific publicat n jurnale nationale
iinternationale precumivolume ale conferinelor ce contine variabile din
tematic i relationate cu tematica-1p
Examen scris 5p +1p oficiu
Metoda de calcul al punctajului reunit este : punctaj examen scris+ punctaj evaluare continu+punctaj
oficiu+punctaj laborator`total
Examen scris din materia predat la curs pe baza bibliograiei
Punctajul din timpul anului la laborator se conserv
Nota maxim este 10 pe o scala de la 1 la 10
Data Completrii Semntura titularului de curs Semntura titularulu seminar
Conf Dr Mihaela Chraif Conf Dr Mihaela Chraif
11.06.2017
Data avizrii n Semntura Directorului de Departament
departament ...
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