Emotion work is usually defined as the psychological processes necessary to regulate emotions that are desired in specific private life conditions. When controlling the intensity and quality of the individual’s feelings is related to the public sphere and undertaken for reasons associated with paid work it is called emotional labor. Such employment occurs in contemporary service economies where the provision of services is often related to “selling feelings,” which is mainly performed by women.

Teaching requires much emotion work which takes its toll on teachers. Emotion work is usually studied from one of two perspectives, a job or an individual perspective. In this study, we assessed the relative importance of these two perspectives in predicting emotional exhaustion. More than 200 teachers completed a questionnaire comprising the DISQ , the Dutch Questionnaire on Emotional Labour , and the UBOS . In line with previous studies, our findings indicated that emotional exhaustion is positively associated with emotional (...) job demands and surface acting. The relative importance of the two operationalisations of emotion work was assessed by comparing the results of two regression analyses. Whereas the model with job demands explained 18% of the variance, the model with emotional labour explained only 5%. In understanding what might contribute to emotional exhaustion in teachers, the emotional job demands might be much more important than the self‐regulation perspective that is measured with emotional labour. (shrink)

Changes in technological and economic aspects of society have impacted on how we understand professional and client relationships. These relationships are constructed in terms of patients/users requiring care, and customers whose complaints have become a yardstick of satisfaction. A consequence of these changes is an interest in the related concepts of emotional labour and emotion work. For nurses, caring for people in illness and in health is central to their work, and it is this aspect of emotion at work that (...) distinguishes nursing from other occupational groups. This paper is concerned with emotion work in a National Health Service Direct (NHS Direct) call centre in the United Kingdom. Drawing upon theoretical perspectives from organizational psychology and sociology it focuses upon the social processes that narrate emotion events in a specific context. It is based on a qualitative study exploring the experience and emotion work of nurses working in a call centre. Issues in caring without the face‐to‐face contact using communication technology were crucial to the way nurses perceived their work. These factors contributed to nurses’ orientation to work and to the way that conflict and dissonance with expectations of callers and managers impacted on nurses’ emotion work. (shrink)

BackgroundTrait anxiety is a pervasive tendency to attend to and experience fears and worries to a disproportionate degree, across various situations. Decreased vulnerability to trait anxiety has been linked to having higher working memory capacity and better emotion regulation; however, the relationship between these factors has not been well-established.ObjectiveThis study sought to determine if participants who undergo emotional working memory training will have significantly lower trait anxiety post-training. The study also sought to determine if emotion regulation mediated the relationship between (...) working memory training and trait anxiety.MethodAn experimental group comprising of 49 participants underwent 20 days of computerized emotional working memory training, which involved viewing a continuous stream of emotionally-charged content on a grid, and then remembering the location and color of items presented on the grid. The control group comprised of 51 participants.ResultsParticipants of the experimental group had significantly lower trait anxiety compared to controls, post-training. Subsequent mediation analysis determined that working memory training capacity gains were significantly related to anxiety reduction as measured by form Y2 of the Spielberger State-Trait Anxiety Inventory. Emotion regulation, as measured by the Emotional Regulation Questionnaire, was found not to mediate between working memory capacity gains and trait anxiety reduction.ConclusionWorking memory capacity gains and reductions in levels of trait anxiety were observed following emotional working memory training. The study may therefore be useful in informing interventions targeted at improving working memory capacity, and reducing levels of trait anxiety. Moreover, it proposes for future research to further look into the mediating role of emotion regulation via the development or utilization of more comprehensive measures of emotion regulation. (shrink)

Drawing on fieldwork and in-depth interviews with homeschooling mothers in the Pacific Northwest, the author reveals several ways the temporal experience of motherhood was emotionally problematic. The intensive demands of homeschooling left them stressed and dissatisfied with the amount of time they had to pursue their own interests. Mothers tried to allocate their time differently to manage these feelings, yet their efforts were unsuccessful, which led them to become frustrated and resentful. To resolve these troublesome feelings, mothers resorted to manipulating (...) their subjective experiences of time through a process the author calls “temporal emotion work.” In the conclusion, the author examines the theoretical confluence of emotions and temporality, suggesting that the dominant form of motherhood is culturally defined as a “time-sensitive identity” and that “temporal emotions” are unique tools in managing the emotional difficulties inherent in the trajectories of some identities. (shrink)

Researchers have highlighted how gendered associations of femininity with emotional labor can complicate professional women’s attempts to exercise managerial authority. However, current understandings of how race and gender intersect in professional women’s emotional labor remain limited. We draw on 132 interviews from eight white women and 13 women of color who are novice principals. White women began the principalship wanting to establish themselves as emotionally supportive leaders who were open to others’ influence. They viewed emotional labor as existing in tension (...) with showing authority as a leader. Over time, however, most white women reported adopting more directive practices. By contrast, women of color reported beginning the principalship with a more directive, take-charge leadership style. They viewed emotional labor and authority as part of a blended project and did not talk about these two aspects of leadership as existing in tension. Over time, their self-reported leadership style changed little. We analyze our findings in light of recent theorizing about gender and intersectionality. (shrink)

The Medical Research Council National Survey of Health and Development (NSHD) is Britain’s longest-running birth cohort study. From their birth in 1946 until the present day, its research participants, or study members, have filled out questionnaires and completed cognitive or physical examinations every few years. Among other outcomes, the findings of these studies have framed how we understand health inequalities. Throughout the decades and multiple follow-up studies, each year the study members have received a birthday card from the survey staff. (...) Although the birthday cards were originally produced in 1962 as a method to record changes of address at a time when the adolescent study members were potentially leaving school and home, they have become more than that with time. The cards mark, and have helped create, an ongoing evolving relationship between the NSHD and the surveyed study members, eventually coming to represent a relationship between the study members themselves. This article uses the birthday cards alongside archival material from the NSHD and oral history interviews with survey staff to trace the history of the growing awareness of importance of emotion within British social science research communities over the course of the 20th and early 21st centuries. It documents changing attitudes to science’s dependence on research participants, their well-being, and the collaborative nature of scientific research. The article deploys an intertextual approach to reading these texts alongside an attention to emotional communities drawing on the work of Barbara Rosenwein. (shrink)

In this paper I review recent philosophical work in English on the nature of emotion. I begin with the well-known attacks of Bedford, Kenny and Pitcher on what I call the traditional (i.e., Cartesian) view of the nature of emotion. I then trace and discuss the successive alternative views that have been developed in the past thirty years. My aim is both to review the development of these alternative views and to indicate what particular problems have come to be considered (...) the central problems in this area. A comprehensive bibliography of recent work in English is appended. (shrink)

The concept of work can be understood as a purposeful human activity, which is focused on the processing of natural goods, items and/or information by using tools to meet tangible and intangible needs. Work is the usage of instruments to support the existence of humankind and the social world. Domestic work refers to work of domestic help, which applies to employees, usually individuals who work and often live in the house of the employer. Emotional labor takes place in the public (...) sphere as a social and economic exchange sold for wages during interactions with customers or coworkers. Emotional labor requires certain emotions to be displayed and expressed in line with organizational aims. (shrink)

The long-term success of organizations is mainly attributable to employees’ psychological health. Organizations focusing on promoting and managing the flow may enhance employees’ well-being and performance to an optimum level. Surprisingly, the literature representing the role of HRM practices for their effect on work-related flow is very sparse. Accordingly, by drawing primarily on the job demands-resources model and HRM specific attribution theory, this paper develops a theoretical framework that unravels the effectiveness of specific organizational level High Involvement HRM practices in (...) activating the individual level work-related flow with beneficial effect and mediating role of affective commitment. In addition to highlighting the underlying mechanisms that may cause HIHRM practices to be regarded as resources and sometimes as demands, this paper especially proposes that these practices implemented with a focus to promote employee well-being are perceived as job resources and may positively influence affective commitment and flow, whereas these practices used as a demand to increase performance are perceived as job demands and may hinder affective commitment and flow. It is further significant to understand the possible moderating effects of emotional intelligence on the relationships among HIHRM practices, affective commitment, and flow. The paper augments the knowledge and understanding of the impact process of HIHRM practices, in particular how the HIHRM effect is sensed by the workers and thus, influences their succeeding job attitude and work experience. Finally, this work, as the first paper to link HIHRM practices with work-related flow, promotes the concept of positive psychology in the workplace. (shrink)

In keeping with the focus of this special section, we concentrate initially on some of the problems of autonomist Marxist concepts such as `immaterial labour', `affective labour' and `precarity' for understanding work in the cultural industries. We then briefly review some relevant media theory (John Thompson's notion of mediated quasi-interaction) and some key recent sociological research on cultural labour (especially work by Andrew Ross and Laura Grindstaff, the latter drawing on Hochschild's concept of emotional labour), which we believe may be (...) more useful than autonomist concepts in developing empirically informed critique. The main body of the article then consists of an ethnographic account of working on one particular television programme, an account that aims to build on these theoretical debates. We analyse how the power to provide exposure or not to individuals in the talent show genre in contemporary television (a feature that derives from the symbolic power of producers to make texts that are then circulated to massive numbers of people) and disputes between commissioners and independent producers about how best to go about doing so (an organizational issue) are registered in the form of stress, anxiety and sometimes poor working relations among project teams of young television researchers (a matter of working conditions and experiences). We especially focus on how additional pressures are borne by these workers because of the requirements to undertake emotional labour, involving the handling of strong emotions on the part of talent show contributors, and to maintain good working relations in short-term project work, requirements generated by the need to ensure future employment. Ultimately, then, we support the view that creative work is `precarious' — but we go beyond the generalizations involved in concepts such as immaterial labour and affective labour to show the specific ways in which precariousness is registered and negotiated in the lives of young workers in one industry. (shrink)

Organizations have become essential institutions that facilitate the vital coordination and cooperation necessary to create value across societies. Recent research within moral psychology and behavioral ethics indicates that emotions play a pivotal role in promoting ethical decision making. The theory developed here maintains that most organizations retain norms that disfavor the experience and expression of many strong emotions while at work. This dynamic inhibits individual’s ability to generate moral intuitions and reason about ethical issues they encounter. This occurs as individuals (...) utilize specific emotion regulation mechanisms that stifle the experience and expression of emotion in organizational decision making. Over time, individuals fail to register emotion within organizational decision processes, which increases the prevalence of amoral decision making. Organizational emotion norms also influence the chronic accessibility of specific moral foundations that effect the contents of both moral intuitions that do occur, as well as deliberate reasoning that generates moral judgments. (shrink)

This paper is devoted to the study of the emotions in Edith Stein’s early work On the Problem of Empathy. After presenting her work embedded in the tradition of the early phenomenology of the emotions, I shall elaborate the four dimensions of the emotional experience according to this authoress, the link between emotions and values and the phenomenon of the living body. I argue that Stein’s account on empathy remains incomplete as long as we ignore the complex phenomenology of emotions (...) underlying her work. (shrink)

Emotional intelligence can be defined as the ability to identify, express, understand, manage, and use emotions. EI has been shown to have an important impact on health, relationships, and wor...

The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 (...) screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed. (shrink)

Uma Narayan attempts to clarify what the feminist notion of the 'epistemic privilege of the oppressed' does and does not imply. She argues that the fact that oppressed 'insiders' have epistemic privilege regarding their oppression creates problems in dialogue with and coalitionary politics involving 'outsiders' who do not share the oppression, since the latter fail to come to terms with the epistemic privilege of the insiders. She concretely analyzes different ways in which the emotions of insiders can be inadvertantly hurt (...) by outsiders and suggests ways in which such problems can be minimized. (shrink)

In this article we examine the nature of intimacy and knowing in the nurse-patient relationship in the context of advanced nursing roles in fertility care. We suggest that psychoanalytical approaches to emotions may contribute to an increased understanding of how emotions are managed in advanced nursing roles. These roles include nurses undertaking tasks that were formerly performed by doctors. Rather than limiting the potential for intimacy between nurses and fertility patients, we argue that such roles allow nurses to provide increased (...) continuity of care. This facilitates the management of emotions where a feeling of closeness is created while at the same time maintaining a distance or safe boundary with which both nurses and patients are comfortable. We argue that this distanced or ‘bounded’ relationship can be understood as a defence against the anxiety of emotions raised in the nurse-fertility patient relationship. (shrink)

Within emotion-focused therapy, the client’s ability to express and reflect on core emotional experiences is seen as fundamental to constructing the self and to entering into a change process. For this study, we 1) examine storytelling contexts in which clients do not disclose the emotional impact of their narrative, and 2) identify the interactional practices through which EFT therapists subsequently call attention to what the client may have felt. In doing so, we examine client stories drawn from video-taped individual psychotherapy (...) sessions involving clinically depressed clients. Client stories and therapists’ responses to these stories were analysed using conversation analytic methods. Three different therapist response types were identified: eliciting, naming and illustrating the emotional impact of the client’s prior narrative. These responses also were found to differ in terms of how effectively they could display empathy and secure affiliation with clients. The implications of this work for therapeutic practice are discussed. (shrink)

Although previous studies have acknowledged the connections between gender and emotional competences, more research is needed on how gender and emotion interact to influence psychosocial risks at work. This paper addresses how gender stereotypes and emotions simultaneously act as psychosocial antecedents of organizational stress. Following the principles of psychological androgyny, we propose that a combination of communion and agency can serve as a preventive factor at work and lead to healthier responses by providing a wider range of emotional competences to (...) deal with organizational demands. Following previous methodological approaches, we include a quantitative review about scientific research on occupational health in the PsycINFO database during the period 1980–2017 from a multidimensional gender perspective that differentiates between studies addressing the topic from either sex, gender or gender identity dimensions. Finally, we propose new analytical directions to deal with psychosocial hazards at work by underscoring some of the complex ways in which gender and emotional competences influence psychosocial risks at work. (shrink)

This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to invest existing resources to (...) obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior. (shrink)

We examined the role of work-related emotions and personal resources operationalised as psychological capital (PsyCap) in the relationship between events occurring at work and employees’ work engagement. Using affective events theory and broaden-and-build theory as theoretical frameworks, we theorise that the perceived frequency of positive and negative events at work and work engagement is mediated by positive and negative work-related emotions and moderated by PsyCap. The results of path analysis on a sample of US and Polish employees showed that PsyCap (...) moderated the relationship between the perceived frequency of negative work events and negative work-related emotions, however, we also found culture-specific effects of PsyCap. Our study contributes to the human resource development (HRD) literature by providing evidence of the role of personal resources in the event–emotion–engagement process in the workplace. Also, our findings deepen the understanding of HR developers in multinational organisations and provide suggestions on how they can implement PsyCap trainings based on culture-specific work environment. (shrink)

It is now a commonplace that emotions are not mere sensations but, rather, conceptually contentful states. In trying to expand on this insight, however, most theoretical approaches to emotions neglect central intuitions about what emotions are like. We therefore need a methodological shift in our thinking about emotions away from the standard accounts' attempts to reduce them to other mental states and toward an exploration of the distinctive work emotions do. I show that emotions' distinctive function is to engage us (...) with both objective and personal values. Attention to emotions' work reveals that it is precisely their “unruliness” that allows them to play meaningful roles in our lives. (shrink)

Although there has been steady progress elucidating the influence of emotion on cognition, it remains unclear precisely when and why emotion impairs or facilitates cognition. The present study investigated the mechanisms involved in the influence of emotion on perception and working memory, using modified 0-back and 2-back tasks, respectively. First, results showed that attentional focus modulated the impact of emotion on perception. Specifically, emotion facilitated perceptual task performance when it was relevant to the task, but it impaired performance when it (...) was irrelevant to the task. The differential behavioural effect of emotion on perception as a function of attentional focus diminished under high WM load. Second, attentional focus did not directly modulate the impact of emotion on WM, but rather its influence depended on the dynamic relationship between internal representations. Specifically, WM performance was worse when the material already being held online and the new input were of matching emotions, compared to when they were not. We propose that the competition between “bottom-up” and “top-down” processing for limited cognitive resources explains the nature of the influence of emotion on both perception and WM. (shrink)

The impact of bilingual education and bilingual experience on working memory has been an important and controversial issue in the field of psycholinguistics. Taking Chinese-English bilinguals as an example, this study aims to investigate the differences in emotional working memory between proficient and non-proficient bilinguals by using delayed matching-to-sample task paradigm and more complex n-back task in the context of emotion. The results show that proficient bilinguals have better performance on both of the two working memory tasks than non-proficient bilinguals, (...) and the advantage effects were more apparent under high memory load conditions. Besides, the negative emotion context has a positive impact on complex n-back tasks. This study supports the notion that bilingual experience can promote the development of an individual’s cognitive ability and enable individuals to possess more advantages in working memory even in the presence of emotional distractions. (shrink)

This study examined how servant leadership influences employees in terms of work-to-family conflict and work-to-family positive spillover. These effects were explored through a focus on the mediating roles of emotional exhaustion and personal learning. The results, which were based on time-lagged data collection in China, indicated that employee perceptions of servant leadership related negatively to WFC and positively to WFPS. Moreover, reduced emotional exhaustion and enhanced personal learning mediated the relationship between servant leadership and WFPS. Furthermore, reduced emotional exhaustion mediated (...) the relationship between servant leadership and WFC. Our study’s results provide insightful theoretical and managerial implications and offer new directions for research on leadership and work–family relations. (shrink)

Individuals with social anxiety disorder engage in post-event processing, a form of perseverative thinking. Given that deficits in working memory might underlie perseverative thinking, we examined working memory in SAD with a particular focus on the effects of stimulus valence. SAD and healthy control participants either maintained or reversed in working memory the order of four emotional or four neutral pictures, and we examined sorting costs, which reflect the extent to which performance deteriorated on the backward trials compared to the (...) forward trials. Emotionality of stimuli affected performance of the two groups differently. Whereas control participants exhibited higher sorting costs for emotional stimuli compared to neutral stimuli, SAD participants exhibited the opposite pattern. Greater attention to emotional stimuli in SAD might facilitate the processing of emotional stimuli in working memory. (shrink)

Researchers have postulated that deficits in cognitive control are associated with, and thus may underlie, the perseverative thinking that characterises generalised anxiety disorder. We examined associations between cognitive control and levels of spontaneous state rumination following a stressor in a sample of healthy control participants and participants with GAD. We assessed cognitive control by measuring working memory capacity, defined as the ability to maintain task-relevant information by ignoring task-irrelevant information. To this end, we used an affective version of the reading (...) span task with valenced distractors. Lower WMC in the presence of negative distractors was associated with greater state rumination in the GAD group, but not in the CTL group. These findings suggest that difficulty maintaining task-relevant information due to interference from negative distractors contributes to perseverative thinking in GAD. (shrink)

The student management work model in colleges and universities is an effective plan for college student management, but the traditional college student management work is not very good in terms of student psychology, resulting in negative attitudes such as low learning desire, low learning efficiency, and inactive learning. In recent years, with the development of artificial intelligence technologies such as sentiment analysis and incentive theory, emotional management and incentive theory have been applied to the management of college students. The emotional (...) management and incentive model is a way to help college students get rid of psychological obstacles and guide students to establish positive and correct values by predict and analyze the psychological state of college students through language emotion recognition and BP neural network. This paper compares the college student management work model based on emotional management and incentives with the traditional college management work mode through experiments. The results show that the students’ learning enthusiasm is better than the traditional college student management work mode based on emotional management and incentives. The student management work model in colleges and universities is 15.8% better, and the students’ grades have improved by 12.5%; the college student management work model based on emotional management and incentives also has a positive role in helping students’ mental health. The way of emotional management and motivation can make better use of college students’ psychology to effectively manage students and guide students to develop in a good direction. (shrink)

Ageing is associated with declines in several cognitive abilities including working memory. The goal of the present study was to assess whether emotional information could reduce the age gap in the quantity and quality of representations in visual WM. Young and older adults completed a serial image recognition task and a colour-image binding task. Results of the SIR task showed worse performance for negative than neutral and positive images within the older group, hence enlarging the age gap in WM. In (...) the CIB task, recall precision was lower in the old than young adults, showing an ageing decline in the quality of WM representations. Positive images tended to improve precision, but this boost was similar for both age groups. In sum, emotional content did not reduce the age gap in visual WM. (shrink)

Evidence has shown that negative distracting stimuli are most difficult to control when we are focused in a relevant task, while positive and neutral distractors might be equally overcome. Still, r...

Les liens entre les aspects de la cognition et des émotions d’une part et entre l’esprit et le corps d’autre part ont été bien expliqués par les neurosciences. Les praticiens de la réflexion critique et des processus de l’apprentissage transformateurs dans le domaine de l’ éducation des adultes ont bien saisi cette compréhension plus holistique de la nature humaine, d’une façon autant empirique qu’intuitive. Cependant, la théorie-clé dans ce domaine (la théorie de l’apprentissage transformateur de Mezirow), a fait l’objet de (...) critiques quant à son intérêt pour les aspects rationnels et cognitifs de l’apprentissage. Mais peu de travaux ont étudié les dimensions émotionnelles et sociales de l’apprentissage transformateur.. De même, la conceptualisation des processus de réflexion semble relever davantage de la sophia que de la phronèsis. Cela conduit à considérer cette théorie d’un point de vue idéaliste. Cet article propose une réflexion théorique fondée sur l’analyse de la théorie de Mezirow et sur la compréhension des processus de conceptualisation de la réflexion en mobilisant les connaissances issues des neurosciences. La théorie présentée explique comment la cognition et les émotions sont étroitement liées dans les processus de réflexion. De plus, cette article propose une base conceptuelle et des outils à l’usage de praticiens souhaitant mobiliser la théorie de l’apprentissage transformateur. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Working with Patience:An Insight into Dealing with Difficult EmotionsDavid VilanovaAs the most trusted professionals in the nation, nurses are expected to care for their patients with empathy and freedom from bias. The reality is that nurses are human, and some form of implicit bias is inevitable. In my own experience, this issue has reared its head on several occasions. My nursing background is prominently in cardiac and intensive care. (...) Seeing patients at their most vulnerable has become a regular part of my practice. Among some of the most challenging cases for me have been when I assume care of a patient withdrawing from alcohol. As an adult child with close alcoholic family members, many instances of abuse and pain stick with me today and these are brought to the surface when I care for patients with alcohol use disorder. In most cases, I easily find a healthy balance between remaining an understanding-and-empathetic provider and protecting my emotional and mental health as I navigate ethical and moral issues. However, with this patient population, walking that fine line is especially challenging. How do I navigate and manage intensely personal emotions and biases while providing the high-quality care I vowed to deliver regardless of my patient's life choices, addictions, and illnesses? How do I maintain an appropriate level of neutrality and clarity as this patient's behavior and attitude spark emotional triggers? In other words, how do I take care of someone I don't like?Mrs. H was a middle-aged Hispanic woman, barely coherent, but speaking clearly enough that I could understand her slurred speech. Immediate dread washed over me as I realized my assignment included a patient withdrawing from alcohol. The patient's affect, incoherence, and aggression were all too reminiscent of a traumatic past I still work to heal from. My coworkers couldn't understand her insults and obscenities and were therefore unphased except for noting her unruly and erratic behavior. On the other hand, I could understand much of what she was yelling at me and any other staff who bravely walked into her room. My immediate thoughts were that this woman clearly did not want our help. My every attempt to enter her room, speak with her, and provide care were met with an all too familiar rejection and denial that she even had a problem. Yet here she was in a hospital room, and I was her nurse. She verbalized denial of drinking too much when told that she was being treated for alcohol withdrawal. She stated this denial more to herself than to the health care providers in the room, and it was reminiscent of the denial I have seen in my loved ones. This was ironic, I always thought, as the need for such self-deception in and of itself points to the fact that something may be wrong and worth addressing.But denial or not, today, this patient—Mrs. H, was entrusted into my care. She refused treatments and medications, and this put me in a complex ethical predicament—treating a patient that I do not like for the personal issues she reminds me of, and the treatment of a patient against their refusal, as she was deemed incapable of making her own decisions. The latter of these two issues was easiest to put aside. Legally, this patient needed to be treated through her alcohol withdrawal. Once her mental status cleared up, she could sign out against medical advice or choose to remain until a safe discharge plan was in place. There was a protocol and legal guidelines for this situation. However, no guidelines [End Page 10] truly exist when it comes to the management of a patient that you simply do not like. The result can be a near-instantaneous dread each time you must answer that patient's bed alarm, call light, or most basic needs. A negative bias takes over, and it would be an understatement to say that this affects the quality of care. Patients in situations like this—with providers who judge them as I have been guilty of—can easily become subject to derogatory remarks, health inequities, and biased labeling... (shrink)

Organizations seeking to adopt a sustainable approach to people management need to pay particular attention to how their work environments impact employees’ wellbeing. Combining the disciplines of psychology and sustainable human resource management, this study explores the relationship between situational stimuli and wellbeing by examining how workplace structures impact employees’ emotions and behavior at work. Using a survey design, data from a sample of 408 New Zealand employees split across competitive and collaborative service environments are analyzed to see how these (...) influence the ubiquitous, yet discreet emotion of workplace schadenfreude. Results show that while competitive structures increase prevalence of workplace schadenfreude – taking pleasure from a colleague’s misfortune – this does not appear to encourage antisocial work behaviors. How employees appraise the schadenfreude situation, as well as their national psyche, are possible factors influencing this outcome. This paper discusses these findings, along with their theoretical and practical implications and directions for future research. (shrink)

A definition of emotion common to the affective sciences is an urgent desideratum. Lack of such a definition is a constant source of numerous misunderstandings and a series of mostly fruitless debates. There is little hope that there ever will be agreement on a common definition of emotion, given the sacred traditions of the disciplines involved and the egos of the scholars working in these disciplines. Our aim here is more modest. We propose a list of elements for a working (...) definition of emotion and discuss the justification for the inclusion of elements from our respective perspectives (philosophy and psychology). This working partial definition may at least serve as a litmus test to examine theories of emotion, old and new, across disciplinary boundaries. (shrink)

In the present study we elucidate the emotional and executive control interactions that might underlie optimism and pessimism. Participants completed a self-report measure of optimism/pessimism and performed an emotion faces categorisation task and an emotion n-back task in which they indicated whether each of a series of faces had the same or a different emotional expression (happy, sad, neutral) as the face presented two trials before. Trials were structured to measure latency to update emotional content in working memory (WM). More (...) pessimistic individuals formed connections among positive stimuli, and broke connections among positive and sad stimuli, in WM more slowly than did less pessimistic individuals; levels of optimism/pessimism did not affect the rate with which individuals formed and broke connections among neutral representations in WM. It appears, therefore, that levels of pessimism are related to specific affective cognitive mechanisms in WM that may be involved in emotion regulation. (shrink)

Internationally, the research on the education of boys has sought to understand how social practices, behaviours and rituals contribute to identity construction. We are interested in approa...