How do employees experience, cope with, and organise in the face of crises and threats?

我热衷于研究和理解人们在面对危机或威胁时是如何经历、应对和组织的。特别是人们的痛苦如何影响个人或集体的行动？他们的反应有什么影响？它们如何相互作用，如何与制度结构相互作用？此类研究的目的是减轻员工的伤害和痛苦。首先，通过发展知识，使员工在面对这种情况时能够更有效地理解、应对和组织。其次，通过发展知识，使组织能够在危机和威胁的背景下更好地支持和装备员工。我认为研究这些现象很重要，因为人们和组织在未来将继续面临危机和威胁。危机和威胁会对员工产生负面影响，因此有必要更好地了解这种伤害是如何加剧或减弱的，以及由谁造成的。公司投入大量资源来确保员工应对、管理和组织危机和威胁。此外，危机传统上被视为在有限的时间框架内发生的事件，但我们看到危机正变得越来越持续，时间越来越短（例如气候危机或难民/流离失所危机）。危机更持久的观念意味着员工经历危机的时间更长，它们在塑造组织现实方面发挥着越来越大的作用。危机和威胁有相似之处，因为它们有能力对员工造成伤害或痛苦，它们给组织及其运营环境带来挑战。我热衷于探索危机和威胁所带来的经验和不同类型的痛苦，以及他们所经历的不同组织环境和职业。作为我硕士论文的一部分，我花了一些时间在希腊莱斯沃斯岛欧洲最大的难民营之一进行研究，但我渴望在更传统的环境中探索上述问题，而不仅仅是在“极端环境”中。我使用“危机和威胁”一词不仅指低概率和高影响的事件，如自然灾害、流行病、地缘政治冲突、政治危机、难民危机，还包括“蔓延危机”的概念（有时也被称为威胁）。作为一种威胁，它们有可能扰乱社会，但作为一种现实，它们可能削弱或破坏机构和公众的信任。例如，越来越多地使用社交媒体作为信息和新闻的渠道，创造了对话的回音室，并使虚假宣传和错误信息成为可能，使新闻和事实更难被接受。在过去十年中，这种威胁表现在不同的事件或事件中。悄悄蔓延的危机扩大了员工和组织作为潜在研究场所的范围，因为它们是许多“传统”组织面临的危机或威胁。

I am keen to research and understand how people experience, cope with, and organise in the face of crises or threats. In particular how people's suffering shapes individual or collective action? What are the impacts of their responses; how do they interact with one another, and with institutional structures? The aims of such research are to attenuate harm and suffering amongst employees. First by developing knowledge that enables employees to make sense of, cope with and organise more effectively when facing such situations. Second, by developing knowledge that can enable organisations to better support and equip employees in contexts of crises and threats. I think it is important to study these phenomena is because people and organisations will continue to face crises and threats in the future. Crises and threats can have negative impacts on employees and there is a need to better understand how such harm is potentiated or attenuated, and by whom. Firms dedicate large amount of resources to ensure employees cope with, manage and organise in response to crises and threats. Furthermore crises have traditionally been viewed as events taking place within a limited time frame but we see crises are becoming more sustained and less temporal (e.g. climate crisis or refugee/displacement crises). The notion that crises are more sustained means employees experience them for longer, and they play an increasing role in shaping organisational realities.Crises and threats share similarities in so far as they have the ability to cause harm or suffering to employees, and they create challenges for organisations and their operating environments. I am keen to explore the experiences and different types of suffering stemming from crises and threats as well as different organisational settings and occupations where they are experienced. As part of my master's thesis I spent time researching inside one of Europe's largest refugee camps in Lesbos, Greece but I am keen to explore the aforementioned questions in more conventional milieus and not just in'extreme contexts'. I use the term crises and threats not only to refer to low-probability and high impact events like natural disasters, pandemics, geopolitical conflicts, political crises, refugee crises but to include the notion of 'creeping crises' (sometimes also referred to as threats). As a threat they have the potential to disrupt society but as a realisation they can weaken or destabilise institutions and public trust. For example the growing use of social media as a channel for information and news in particular has created echo-chambers of conversation, and enabled disinformation campaigns and misinformation, making it harder for news and facts to be accepted. This threat has manifested in different events or episodes over the last decade. Creeping crises enlarge the scope of employees and organisations as potential sites of study in that they are crises or threats many 'conventional' organisations face.