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

我热衷于研究和了解人们在面对危机或威胁时是如何经历、应对和组织起来的。特别是人们的苦难如何塑造个人或集体行动？他们的回应有什么影响；他们如何相互作用，以及如何与体制结构互动？这类研究的目的是减轻员工之间的伤害和痛苦。首先，通过发展知识，使员工在面对此类情况时能够更有效地理解、应对和组织。第二，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，因为个人和组织在未来将继续面临危机和威胁。危机和威胁可能会对员工产生负面影响，需要更好地了解这种伤害是如何增强或减弱的，以及是谁造成的。公司投入大量资源来确保员工应对、管理和组织应对危机和威胁。此外，危机传统上被视为在有限的时间范围内发生的事件，但我们看到，危机正变得更加持久，而不那么短暂(例如，气候危机或难民/流离失所危机)。危机更持久的概念意味着员工经历危机的时间更长，在塑造组织现实中发挥着越来越大的作用。危机和威胁有相似之处，因为它们有能力给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以及它们所经历的不同组织环境和职业带来的经历和不同类型的痛苦。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欧洲最大的难民营之一进行研究，但我热衷于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，不仅是指自然灾害、流行病、地缘政治冲突、政治危机、难民危机等低概率和高影响的事件，而且还包括“不断蔓延的危机”(有时也称为威胁)这一概念。作为一种威胁，它们有可能扰乱社会，但作为一种认识，它们可能削弱或破坏机构和公众信任的稳定。例如，越来越多地使用社交媒体作为信息渠道，特别是新闻，这创造了对话的回音室，并使虚假信息运动和错误信息成为可能，使新闻和事实更难被接受。这一威胁在过去十年的不同事件或事件中都有所体现。不断蔓延的危机扩大了员工和组织作为潜在研究地点的范围，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.