Relevant bibliographies by topics / Emotion at work

Academic literature on the topic 'Emotion at work'

Author: Grafiati
Published: 7 July 2024

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Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Journal articles on the topic "Emotion at work":

1

Rafaeli, Anat, and Monica Worline. "Individual emotion in work organizations." Social Science Information 40, no. 1 (March 2001): 95–123. http://dx.doi.org/10.1177/053901801040001006.

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We are predisposed to thinking of emotions as our own, perhaps the most intimate parts of ourselves. Yet, more often than not, our emotions are inextricably bound up with other people and social worlds, with one of the most powerful of those being the organizational work context. The central premise of this article is that much of our social and emotional life is organizational. We begin with a view to the past, describing how, because of a focus on control, both management and scholars attempted to tightly delineate the emotions that could legitimately be expressed and recognized in work settings. Such tight control could not hold emotions at bay, however. Managers and scholars have recognized that individual feelings are often expressions of or reactions to organizational realities. We review two waves of what we loosely call current organizational research that acknowledges emotion. The first wave attempts to explain individual emotion in organizational terms, while the second wave focuses on the idea of culture. Looking toward the future, we conclude that attempts to quell and ignore emotion in organizations are recognized as outdated. The emerging alternative appears to be to somehow “manage” the beast called emotion at work. We call for future research that recognizes employees', customers', shareholders', and suppliers' emotions in designing organizational features such as cultures, routines, structures, and patterns of leadership. Yet we note that as emotion is being more and more managed, people are feeling more and more alienated. The managed emotions of organized work can become very attractive to people as a place to escape to from the emotional hardships of home and community. We suggest future research and policy pay attention to a growing paradox in the future of emotion: that as emotion is more and more organizationally managed, the less it feels truly emotional.
2

Sahib, Rizwan. "Emotion Work in Tabligh Jama’at Texts." Religions 13, no. 7 (July 7, 2022): 632. http://dx.doi.org/10.3390/rel13070632.

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This study examines the emotional dynamics of the written and oral texts of Tabligh Jama’at—respectively, Faza’il-e-A’maal (Virtues of Good Deeds) and bayan (religious sermon). In them, the study identifies emotion work—the attempt to generate certain emotions. The study discusses how the texts’ emotion work relates to Tablighi discursive ideology (framing) and also posits several emotions that the emotion work might generate. From these findings, the study offers the idea that Tablighi emotion work contributes to transforming Muslims’ emotional sphere by attaching them emotionally to ultimate religious concerns. By enchanting Muslims’ emotional sphere and attaching Muslims to Islamic social actors, values, practices, and Islamic revivalist goals, Tablighi emotion work contributes to the social transformation of individuals and society.
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Sjølie, Hege, Per-Einar Binder, and Ingrid Dundas. "Emotion work in a mental health service setting." Qualitative Social Work 16, no. 3 (October 20, 2015): 317–32. http://dx.doi.org/10.1177/1473325015610181.

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The purpose of this article is to describe emotion work within a crisis resolution home treatment team in Norway. As defined by Hochschild, “emotion work” refers to managing one’s emotions according to what is culturally acceptable within a particular situation. A crisis resolution home treatment team is of particular interest when studying emotion work, because it represents a working environment where mental health crises and suicidal threat are common and where managing emotions is necessary for the team to function well. We aimed to expand current knowledge of the particular ways in which emotion work may be done by observing and describing the daily work of such a team. Our analyses showed that team members’ emotion work had five main features: (1) emotional expression was common and there seemed to be an informal rule that “vulnerable” emotions could be expressed; (2) emotional expression was most commonly observed in post-event discussions of challenging events or service users; (3) emotional expression facilitated digesting or processing of the event with the help of a fellow team member; (4) emotional expression was met with validation and support; and (5) this support seemed to increase mentalization and understanding of the situation and could be offered only by other team members. An implication of these findings is that informal exchanges of emotion are a necessary part of the work and cannot occur outside of the work context.
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Hayward, Renae Maree, and Michelle Rae Tuckey. "Emotions in uniform: How nurses regulate emotion at work via emotional boundaries." Human Relations 64, no. 11 (November 2011): 1501–23. http://dx.doi.org/10.1177/0018726711419539.

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The management of emotions at work has been conceptualized in terms of its association with emotional inauthenticity and dissonance. In contrast, we integrate the idea of emotion regulation at work with basic strategic and adaptive functions of emotion, offering a new way of understanding how emotions can be harnessed for task achievement and personal development. Through a content analysis of interview data we examined how and why emotion regulation is carried out by employees, focusing on the in situ experiences of nurses. The manipulation of emotional boundaries, to create an emotional distance or connection with patients and their families, emerged as a nascent strategy to manage anticipated, evolving, and felt emotions. The emotional boundary perspective offers possibilities for knowledge development that are not rooted in assumptions about the authenticity of emotion or the professional self but that instead account for the dynamic, complex, multi-layered, and adaptive characteristics of emotion management.
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Abstract, Nicky James. "Emotional Labour: Skill and Work in the Social Regulation of Feelings." Sociological Review 37, no. 1 (February 1989): 15–42. http://dx.doi.org/10.1111/j.1467-954x.1989.tb00019.x.

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I define emotional labour as the labour involved in dealing with other peoples' feelings, a core component of which is the regulation of emotions. The aims of the paper are firstly to suggest that the expression of feelings is a central problem of capital and paid work and secondly to highlight the contradictions of emotions at work. To begin with I argue that ‘emotion’ is a subject area fitting for inclusion in academic discussion, and that the expression of emotions is regulated by a form of labour. In the section ‘Emotion at home’ I suggest that emotional labour is used to lay the foundations of a social expression of emotion in the privacy of the domestic domain. However the forms emotional labour takes and the skills it involves leave women subordinated as unskilled and stigmatised as emotional. In the section ‘Emotion at work’ I argue that emotional labour is also a commodity. Though it may remain invisible or poorly paid, emotional labour facilitates and regulates the expression of emotion in the public domain. Studies of home and the workplace are used to begin the process of recording the work carried out in managing emotions and drawing attention to its significance in the social reproduction of labour power and social relations of production.
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Ortiz-Bonnín, Silvia, M. Esther García-Buades, Amparo Caballer, and Dieter Zapf. "Supportive Climate and Its Protective Role in the Emotion Rule Dissonance – Emotional Exhaustion Relationship." Journal of Personnel Psychology 15, no. 3 (July 2016): 125–33. http://dx.doi.org/10.1027/1866-5888/a000160.

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Abstract. Emotion work, or the requirement to display certain emotions during service interactions, may produce burnout when these emotions are not truly felt – emotion rule dissonance. Building on the support-buffering model we hypothesized that a supportive climate should provide emotional resources to employees protecting them against strain from emotion work. We tested this multilevel prediction in a sample of 317 front-line employees nested in 99 work units at large Spanish hotels and restaurants. Our results showed that supportive climate protects employees against experiencing emotional exhaustion (main effect) and attenuates the negative effects of emotion rule dissonance on emotional exhaustion (moderating effects). These results provide empirical evidence for the important role of supportive climate as a buffer between emotion work and well-being.
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Коlyadko, S. V. "PLOT, STORY, COMPOSITION IN THE EMOTIVE TEXT OF POETRY." Proceedings of the National Academy of Sciences of Belarus, Humanitarian Series 63, no. 3 (August 25, 2018): 355–65. http://dx.doi.org/10.29235/2524-2369-2018-63-3-355-365.

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In the article there is an attempt to enter emotion in the structure of work, namely to look at its action at the level of plot and composition. It becomes firmly established that an emotion is just the way to create a plot. The poetic work consists of emotional events, each of which has its own dominant emotion. Motion of these emotions forms composition of a plot. A thesis is grounded that emotional events, incorporated by a general emotion, express certain emotive topics that predetermine as a whole the development of a plot. Emotions are a part of poetic text, emotions determine its emotionality and serve as material for revealing of the emotions in a plot. It is noted that Maksim Tank gives preference to his anecdotal works where a little story is present and where elements of plot – emotive topics – are linked by a cause-and-effect relationship. But Yauheniya Yanishchyts avoids a strict efficiency of verse structure, she prefers to leave emotions and feelings free.
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Li, Zongxi, Xinhong Chen, Haoran Xie, Qing Li, Xiaohui Tao, and Gary Cheng. "EmoChannel-SA: exploring emotional dependency towards classification task with self-attention mechanism." World Wide Web 24, no. 6 (October 6, 2021): 2049–70. http://dx.doi.org/10.1007/s11280-021-00957-5.

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AbstractExploiting hand-crafted lexicon knowledge to enhance emotional or sentimental features at word-level has become a widely adopted method in emotion-relevant classification studies. However, few attempts have been made to explore the emotion construction in the classification task, which provides insights to how a sentence’s emotion is constructed. The major challenge of exploring emotion construction is that the current studies assume the dataset labels as relatively independent emotions, which overlooks the connections among different emotions. This work aims to understand the coarse-grained emotion construction and their dependency by incorporating fine-grained emotions from domain knowledge. Incorporating domain knowledge and dimensional sentiment lexicons, our previous work proposes a novel method named EmoChannel to capture the intensity variation of a particular emotion in time series. We utilize the resultant knowledge of 151 available fine-grained emotions to comprise the representation of sentence-level emotion construction. Furthermore, this work explicitly employs a self-attention module to extract the dependency relationship within all emotions and propose EmoChannel-SA Network to enhance emotion classification performance. We conducted experiments to demonstrate that the proposed method produces competitive performances against the state-of-the-art baselines on both multi-class datasets and sentiment analysis datasets.
9

Bozionelos, Georgios. "Emotion Work in the Arab Context." Psychological Reports 119, no. 1 (July 22, 2016): 136–53. http://dx.doi.org/10.1177/0033294116653949.

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The research investigated the relationship of emotion work directed towards customers and towards coworkers with job satisfaction in Saudi Arabia. Emotion work means the requirement to display particular emotions as part of the job and includes surface acting where actual emotions differ from displayed emotions and deep acting where displayed and felt emotions are congruent. Participants were 147 flight attendants (31 men, 116 women; mean age = 36.9 years, SD = 7.5) employed by a major Saudi Arabian airline, who were either Saudi nationals or nationals of other Gulf Arab countries. Data were collected with questionnaires. Analysis was based on the General Linear Model and indicated that deep acting towards customers and towards coworkers was positively related to job satisfaction. On the other hand, the hypothesized negative relationship between surface acting and job satisfaction was not supported. Organizational trust moderated the relationship of emotion work with job satisfaction. The findings indicate the importance of considering emotion work in interactions with coworkers along with the influence of national culture in the relationships of emotion work with key variables.
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Berkovich, Izhak, and Ori Eyal. "The mediating role of principals’ transformational leadership behaviors in promoting teachers’ emotional wellness at work." Educational Management Administration & Leadership 45, no. 2 (July 9, 2016): 316–35. http://dx.doi.org/10.1177/1741143215617947.

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The present study aims to examine whether principals’ emotional intelligence (specifically, their ability to recognize emotions in others) makes them more effective transformational leaders, measured by the reframing of teachers’ emotions. The study uses multisource data from principals and their teachers in 69 randomly sampled primary schools. Principals undertook a performance task to allow assessment of their emotion recognition ability; half the teachers’ sampled ( N = 319) reported on principals’ leadership behaviors and the other half ( N = 320) on teachers’ subjective perceptions of principals as promoting teachers’ reframing of negative emotions into more positive ones. Data were analyzed through multilevel structural equation modeling. Findings indicated a cross-level relationship between principals’ transformational leadership behaviors and teachers’ emotional reframing, as well as a relationship between principals’ emotion recognition ability and their transformational behaviors. Furthermore, the study revealed that principals’ emotion recognition ability has an indirect effect on teachers’ emotional reframing through principals’ transformational leadership behaviors. The results provide empirical support for the claim that transformational leadership promotes emotional transformation. The theoretical and practical implications of the study are discussed.
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Journal articles Dissertations / Theses Books

Dissertations / Theses on the topic "Emotion at work":

1

Becker, William J. "SHARED DISPLAY RULES AND EMOTIONAL LABOR IN WORK TEAMS." Diss., The University of Arizona, 2010. http://hdl.handle.net/10150/194198.

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Emotions are an important part of the workplace. Emotional labor describes the monitoring and management of one's emotions at work. Employees perform emotional labor in response to explicit and perceived display rules for emotional expressions in the workplace. While compliance with these rules is generally beneficial for the organization, it may be detrimental to employee well-being.This study proposes a process model of emotional labor that extends from display rules to job attitudes and behaviors. It is unique in that it investigates display rules and emotional labor at the group level of analysis. It also includes coworkers as well as customers as targets of emotional labor. Display rule commitment is proposed as an important moderator between emotional labor and important individual job attitudes and behaviors that may account for previously mixed findings in the literature.The hypotheses of this study received general support. Specifically, group level display rules and emotional labor were viable constructs that had important consequences for job outcomes. Display rule commitment was an important predictor of job attitudes and behaviors and moderated the relationship between group level surface acting and emotional exhaustion. In addition, group level emotional labor showed a significant effect on a number of important job outcomes. It also moderated the relationship between individual level emotional labor and job attitudes and behaviors. These findings provide several promising new insights and directions for emotional labor research.
2

Mitas, Jen. "Work, emotion and the American method." Thesis, Queen Mary, University of London, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.515515.

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Meisiek, Stefan. "Beyond the emotional work event : social sharing of emotion in organizations." Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics [Ekonomiska forskningsinstitutet vid Handelshögsk.] (EFI), 2003. http://www.hhs.se/efi/summary/628.htm.

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Smolen-Hetzel, Ann Caldwell. "Emotional Labor and Nursing Students: An Investigation of Nursing Students' Emotion Work." VCU Scholars Compass, 2006. http://scholarscompass.vcu.edu/etd/1179.

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This study examined emotional labor as a potential source of stress for nursing students, as nursing students' performance of emotional labor may impact their working lives in important ways. Participants were 107 undergraduate and graduate nursing students enrolled in a large southeastern university who completed the Discrete EmotionsEmotional Labor Scale (DEELS; Glomb & Tews, 20041, the Student Nurse Stress Index (SNSI; Jones & Johnston, 1999), the Job Descriptive Index (JDI; Balzer et al., 20001, and the Job in General (JIG; Balzer et al., 2000) scales. Two sub-samples of nursing students were identified, one of which held a registered nurse license (seasoned group; N = 54), and the other which had no previous clinical training in nursing (unseasoned group; N = 53). First, it was hypothesized that frequency of faking emotions and suppressingemotions would predict stress and satisfaction levels for the overall sample. A second hypothesis explored if seasoned nursing students engaged in higher frequencies of faking and suppression of emotion when performing clinical nursing work. Results indicated that frequency of faking emotion was negatively correlated with student nursing stress overall, and also nursing stress about interface worries. Hierarchical regression analyses revealed that faking emotion and suppression emotion while engaged in clinical nursing work were significant predictors of overall nursing student stress. In addition, faking and suppressing emotion were significant predictors of stress related to the balance of personal and professional life. However, use of emotional labor strategies did not predictstress related to personal problems, or satisfaction with either work or the job in general. Furthermore, no differences were found with regard to frequencies of faking and suppressing emotion when seasoned and unseasoned students were compared. Other findings included that clinical nursing experience was positively related to genuine expression of emotion. In addition, students reported both high levels of stress with school and high levels of satisfaction. Students suppressed emotion while engaged in clinical work more frequently than they faked emotion. Overall, results of the present study suggested a link between nursing student performance of emotional labor strategies and their stress levels.
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Rochat, Sylvie. "Emotion work in daily interactions at work an event-sampling approach /." [Neuchâtel] : [s.n.], 2004. http://aleph.unisg.ch/hsgscan/hm00122804.pdf.

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Chamberlain, Lindsey. "The Effects Of Emotion Work On Burnout Components And Burnout's Effects On Workgroups." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1229702053.

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Visser, Christelle Alfrida. "Emotion work and well-being of secondary school educators / C.A. Visser." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1337.

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Yeoman, Louise Anderson. "Heart-work : emotion, empowerment and authority in covenanting times /." St Andrews, 1992. http://hdl.handle.net/10023/637.

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Curtis, Penelope Ann. "Midwives in hospital : work, emotion and the labour process." Thesis, University of Manchester, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.507965.

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Yeoman, Louise Anderson. "Heart-work : emotion, empowerment and authority in covenanting times." Thesis, University of St Andrews, 1991. http://hdl.handle.net/10023/637.

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'Heart-work' is an examination of the inner world of the covenanters; particularly with regard to authority, empowerment and affective experience. It examines the covenanting phenomenon of conversion, which placed believers in touch with a comforting, empowering and guiding inner sense. It explores the manifestations of this inner sense, and also considers the covenanting attitudes to reason, emotion and feeling which were influenced by the centrality of this spiritual inner sense in covenanting devotion. There has also been a study of its effects on both theories of authority and practical behaviour. Both the public political climate of declarations and polemic, and the personal spiritual arena of diaries, letters and autobiographies have been explored. Modes of worship and attitudes to ceremonies are covered, as is the response of normally disadvantaged groups such as women and the lower classes to covenanting Calvinism. Modern psychotherapy theory has been used in some cases to explain why certain processes and doctrines had certain effects. In conclusion, it seems that Scottish presbyterianism relied for its effects on breaking through to a deeper level of spiritual experience in its adherents. This experience, which was connected to feeling rather than reason, was open to all persons. It was connected with the doctrines of the 'mystical body of Christ' and of the covenant by which Christ's total sovereignty within and without was recognised. Those who experienced it were profoundly affected by it and often found themselves empowered to stand up to their social superiors as a result. This inner spiritual experience was the motive force behind covenanting practice, and efforts to foster and preserve it, led to clashes with the episcopalian royal establishment, since the experience itself was closely linked to a certain framework of devotions which its adherents would not suffer to see tampered with.
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Books on the topic "Emotion at work":

1

Fineman, Stephen. Understanding emotion at work. London: SAGE Publications, 2003.

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Moore, Elena. Divorce, Families and Emotion Work. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-43822-5.

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Greenberg, Leslie S. Emotion-Focused Therapy: Coaching Clients to Work Through Their Feelings. Washington, DC: American Psychological Association (APA), 2002.

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Newton, Tim. Managing stress: Emotion and power at work. London: Sage Publications, 1995.

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Parker, Thomas. Volition, rhetoric, and emotion in the work of Pascal. London: Routledge, 2008.

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Goldsmith, Barton. Emotional fitness at work: 6 strategic steps to success using the power of emotion. Franklin Lakes, NJ: Career Press, 2009.

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Dietz, Kathy. Emotion commotion: Children's poems and activities that explore emotions. Kennebunk, Maine: Depot Publishing, 2006.

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Goldsmith, Barton. Emotional fitness at work: 6 strategic steps to success using the power of emotion. Franklin Lakes, NJ: Career Press, 2009.

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Goldsmith, Barton. Emotional fitness at work: 6 strategic steps to success using the power of emotion. Franklin Lakes, NJ: Career Press, 2009.

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Greenberg, Leslie S. Emotion-focused therapy: Coaching clients to work through their feelings. Washington: American Psychological Association, 2002. http://dx.doi.org/10.1037/10447-000.

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Book chapters on the topic "Emotion at work":

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Noon, Mike, Paul Blyton, and Kevin Morrell. "Emotion work." In The Realities of Work, 169–200. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-29642-9_7.

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Noon, Mike, and Paul Blyton. "Emotion work." In The Realities of Work, 171–200. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-4039-1445-3_7.

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Noon, Mike, and Paul Blyton. "Emotion work." In The Realities of Work, 177–209. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20804-9_7.

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Noon, Mike, and Paul Blyton. "Emotion Work." In The Realities of Work, 121–39. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25689-1_7.

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Pettinger, Lynne. "Emotion." In Work, Consumption and Capitalism, 132–62. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-34278-2_6.

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Bratton, John, Peter Sawchuk, Carolyn Forshaw, Militza Callinan, and Martin Corbett. "Perception and emotion." In Work and Organizational Behaviour, 128–58. London: Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-0-230-36602-2_5.

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Hunter, Billie. "Emotion Work in Midwifery." In The Sociology of Healthcare, 235–43. London: Macmillan Education UK, 2008. http://dx.doi.org/10.1007/978-1-137-26654-5_22.

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Mounce, Ginny. "Emotion Work in Ethnography." In Emotions and Reflexivity in Health & Social Care Field Research, 133–58. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-65503-1_8.

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Alba-Juez, Laura, and Juan-Carlos Pérez-González. "Chapter 10. Emotion and language ‘at work’." In Emotion in Discourse, 247–78. Amsterdam: John Benjamins Publishing Company, 2019. http://dx.doi.org/10.1075/pbns.302.10alb.

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Bolton, Sharon C. "Conceptual Confusions: Emotion Work as Skilled Work." In The Skills That Matter, 19–37. London: Macmillan Education UK, 2004. http://dx.doi.org/10.1007/978-0-230-21189-6_2.

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Conference papers on the topic "Emotion at work":

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Vakulenko, Svitlana. "The role of the emotional component in the professional activity of social work specialists during the war." In Sociology – Social Work and Social Welfare: Regulation of Social Problems. Видавець ФОП Марченко Т.В., 2023. http://dx.doi.org/10.23939/sosrsw2023.159.

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Background: The majority of emotional experiences arise in response to the satisfaction or dissatisfaction of personal needs. Hence, one cannot ignore the person’s emotional experiences in the study of his/her social behavior. Models for explaining social actions and social processes that ignore the actors’ emotions cannot be considered relevant. Purpose: To investigate, on the basis of concepts of «emotion work» and «emotional labor» by A.R. Hochschild the role of the emotional component in the professional activity of social work specialists during the war. since social work is based on deep action (according to A.R. Hochschild’s classification) and the presence of certain personal qualities, which is manifested in some features inherent in this profession. Methods: The theoretical method of research was to analyze the documents used to study the works of scientists who researched the social nature of emotions: on the one hand, they are the results of social processes that require sociological explanation; on the other, they function as causes of the social processes, necessary to explain the very principles of social behavior. Conclusion: In the social workers professional activities, emotions are important. Due to the activities specifics, professionals are often required to imitate certain emotions (perform emotion work). At the same time, social work involves the implementation of including emotional labor, which is based on deep action (according to the classification of A.R. Hochschild) and the presence of certain personal qualities associated with the profession characteristics. Keywords: social work, social work specialists, professional activity, emotional labour, emotional work.
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Huang, Yun, Ying Tang, and Yang Wang. "Emotion Map." In CSCW '15: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2015. http://dx.doi.org/10.1145/2675133.2675173.

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Yang, Jufeng, Dongyu She, and Ming Sun. "Joint Image Emotion Classification and Distribution Learning via Deep Convolutional Neural Network." In Twenty-Sixth International Joint Conference on Artificial Intelligence. California: International Joint Conferences on Artificial Intelligence Organization, 2017. http://dx.doi.org/10.24963/ijcai.2017/456.

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Visual sentiment analysis is attracting more and more attention with the increasing tendency to express emotions through visual contents. Recent algorithms in convolutional neural networks (CNNs) considerably advance the emotion classification, which aims to distinguish differences among emotional categories and assigns a single dominant label to each image. However, the task is inherently ambiguous since an image usually evokes multiple emotions and its annotation varies from person to person. In this work, we address the problem via label distribution learning (LDL) and develop a multi-task deep framework by jointly optimizing both classification and distribution prediction. While the proposed method prefers to the distribution dataset with annotations of different voters, the majority voting scheme is widely adopted as the ground truth in this area, and few dataset has provided multiple affective labels. Hence, we further exploit two weak forms of prior knowledge, which are expressed as similarity information between labels, to generate emotional distribution for each category. The experiments conducted on both distribution datasets, i.e., Emotion6, Flickr_LDL, Twitter_LDL, and the largest single emotion dataset, i.e., Flickr and Instagram, demonstrate the proposed method outperforms the state-of-the-art approaches.
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Ibrahim, Nor Hafizah, Zafir Khan Mohamed Makhbul, Abu Hanifah Ayob, Mitsuo Nagamachi, and Anitawati Mohd Lokman. "Conceptualising Kansei in Affective Work Events Counterproductive Work Behaviour Model." In 9th International Conference on Kansei Engineering and Emotion Research (KEER2022). Kansei Engineering and Emotion Research (KEER), 2022. http://dx.doi.org/10.5821/conference-9788419184849.16.

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Studies on Counterproductive Work Behaviour (CWB) have attracted wide interest among scholars. CWB is a subset of unethical behaviour that seems unbearable since it intentionally harms both organisations and people in the organisations. In general, literature holds that CWB is determined by work events and affective state. However, most studies are restricted to examining a single work event which prevents us from understanding the simultaneous effect of multiple work events. In addition, prior research widely utilised a self-reporting mechanism in capturing the affective experiences at work resulting in common method bias and other issues like time constraints, low response rate, etc. Drawing on Affective Events Theory (AET), affective work events, and CWB literature, this article provides an important extension to the CWB literature by proposing multiple work events that predict affective experiences and CWB at work. Additionally, the Kansei Engineering-Kawakita Jiro method is introduced as a substitute for the existing self-reporting mechanism in capturing affective work events. This article offers theoretical insights that may facilitate empirical research to explore the role of affective experiences within the CWB spectrum. The introduced conceptual ideas are targeted to be a useful guide for practitioners to craft appropriate strategies to combat employees’ CWB.
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Серебрякова, К. А. "PSYCHOTHERAPEUTIC WORK WITH EMOTIONS. CONCEPTUAL APPROACH." In Антология российской психотерапии и психологии. Crossref, 2023. http://dx.doi.org/10.54775/ppl.2023.10.23.001.

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В данной статье представлена концепция психотерапевтической работы с эмоциями, основная идея которой состоит в разделении эмоций на биологически обусловленные и социально обусловленные. Одна и та же эмоция может относиться к обеим категориям, однако причины ее возниконовения, способы проявлений, способы совладания, окрас, интенсивность, глубина залегания и телесная локализация отличаются. Соответственно, необходимы совершенно разные методы работы с ними. На примере работы с эмоцией страха показано как можно использовать эту концепцию в практической работе. This article presents the concept of psychotherapeutic work with emotions, the main idea of which is to divide emotions into biologically conditioned and socially conditioned. The same emotion can belong to both categories, but the causes of its occurrence, ways of manifestation, ways of coping, color, intensity, depth of occurrence and bodily localization are different. Accordingly, completely different methods of working with them are needed. Using the example of working with the emotion of fear, it is shown how this concept can be used in practical work.
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Pirzadeh, Afarin, and Mark S. Pfaff. "Expression of emotion in IM." In CSCW '12: Computer Supported Cooperative Work. New York, NY, USA: ACM, 2012. http://dx.doi.org/10.1145/2141512.2141577.

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Toppano, Elio, and Alessandro Toppano. "Staging sonic atmospheres as the new aesthetic work." In AM'18: Sound in Immersion and Emotion. New York, NY, USA: ACM, 2018. http://dx.doi.org/10.1145/3243274.3243286.

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Smriti, Diva, and Jina Huh-Yoo. "Bringing Emotions into Practice: A Framework for AI Design to Support Emotion Work." In CSCW '23: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2023. http://dx.doi.org/10.1145/3584931.3606988.

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Balaam, Madeline, Rob Comber, Rachel E. Clarke, Charles Windlin, Anna Ståhl, Kristina Höök, and Geraldine Fitzpatrick. "Emotion Work in Experience-Centered Design." In CHI '19: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3290605.3300832.

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Hou, Tianyu, Nicoletta Adamo, and Nicholas J. Villani. "Micro-expressions in Animated Agents." In Intelligent Human Systems Integration (IHSI 2022) Integrating People and Intelligent Systems. AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001081.

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The purpose of this research was to examine the perception of micro-expressions in animated agents with different visual styles. Specifically, the work reported in the paper sought to examine: (1) whether people can recognize micro-expressions in animated agents, (2) the extent to which the degree of exaggeration of micro-expressions affects recognition, perceived naturalness and intensity of the animated agents’ emotions, and (3) whether there are differences in recognition and perception based on the agent’s visual style (realistic vs stylized). The research work involved two experiments: a recognition study and an emotion rating study; 275 participants participated in each experiment. In the recognition study, the participants watched eight micro-expression animations representing four different emotions. Four animations featured a stylized character and four a realistic character. For each animation, subjects were asked to identify the character’s emotion conveyed by the mi-cro-expression. Results showed that all four emotions for both characters were recognized with an acceptable degree of accuracy. In the emotion rating study, participants watched two sets of eight animation clips. Eight animations in each set featured the characters performing both macro- and micro-expressions, the difference between these two sets was the exaggeration degree of micro-expressions (normal vs exaggerated). Participants were asked to recognize the character’s true emotion (conveyed by the micro-expressions) and rate the naturalness and intensity of the character’s emotion in each clip using a 5-point Likert scale. Findings showed that the degree of exaggeration of the micro-expressions had a significant effect on emotion’s naturalness rating, emotion’s intensity rating, and true emotion recognition, and the character visual style had a significant effect on emotion’s intensity rating.

Reports on the topic "Emotion at work":

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Fernandez, Katya, and Cathleen Clerkin. The Stories We Tell: Why Cognitive Distortions Matter for Leaders. Center for Creative Leadership, June 2021. http://dx.doi.org/10.35613/ccl.2021.2045.

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"This study explored whether leaders’ thought patterns (specifically cognitive distortions) and emotion regulation strategies (specifically cognitive reappraisal, cognitive defusion, and expressive suppression) relate to their work experiences. Findings suggest that leaders’ cognitive distortions are related to their work experiences and that emotion regulation strategies can help leaders mitigate the effects of cognitive distortions. More specifically, the results of this study offer the following insights: • Leaders’ cognitive distortions related to all examined workplace topics (role ambiguity, role conflict, social support, perceived organizational support, job satisfaction, and burnout). • Leaders’ use of emotion regulation strategies (cognitive reappraisal and cognitive defusion) mitigated the impact their cognitive distortions had on burnout, specifically. • Attempting to suppress emotional responses was relatively ineffective compared to the other two emotion regulation strategies (cognitive reappraisal and cognitive defusion). These insights suggest that certain emotion regulation strategies may be helpful in ameliorating the deleterious effects of cognitive distortions on leaders’ burnout. The current paper provides an overview of the different cognitive distortions and emotion regulation strategies explored and includes advice on what leaders can do to more effectively notice and manage cognitive distortions that emerge during distressing situations. "
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Moura, Rita, Cristina Camilo, and Sílvia Luís. The effects of immersive virtual nature on psychological outcomes: A protocol for a meta-analysis. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, January 2023. http://dx.doi.org/10.37766/inplasy2023.1.0068.

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Review question / Objective: This work aims to assess the effectiveness of immersive virtual nature in promoting psychological health. To this end, the proposed meta-analysis will address the following research question: How effective is immersive virtual nature in improving affect, emotion regulation, stress, mental health, restoration, and well-being among clinical and non-clinical adults as compared to a control condition? Population: Clinical adults, non-clinical adults. Intervention: Immersive virtual nature. Comparison: Control condition. Outcomes: Affect, emotion regulation, stress, mental health (anxiety, depression), restoration, and well-being.
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Тарасова, Олена Юріївна, and Ірина Сергіївна Мінтій. Web application for facial wrinkle recognition. Кривий Ріг, КДПУ, 2022. http://dx.doi.org/10.31812/123456789/7012.

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Facial recognition technology is named one of the main trends of recent years. It’s wide range of applications, such as access control, biometrics, video surveillance and many other interactive humanmachine systems. Facial landmarks can be described as key characteristics of the human face. Commonly found landmarks are, for example, eyes, nose or mouth corners. Analyzing these key points is useful for a variety of computer vision use cases, including biometrics, face tracking, or emotion detection. Different methods produce different facial landmarks. Some methods use only basic facial landmarks, while others bring out more detail. We use 68 facial markup, which is a common format for many datasets. Cloud computing creates all the necessary conditions for the successful implementation of even the most complex tasks. We created a web application using the Django framework, Python language, OpenCv and Dlib libraries to recognize faces in the image. The purpose of our work is to create a software system for face recognition in the photo and identify wrinkles on the face. The algorithm for determining the presence and location of various types of wrinkles and determining their geometric determination on the face is programmed.
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Kaplan, Seth, Jose Cortina, Gregory A. Ruark, Kara Orvis, Katie Engel, and Krista Langkamer. Emotions at Work: Leader Knowledge, Skills, and Abilities to Enhance Soldier Performance. Fort Belvoir, VA: Defense Technical Information Center, March 2012. http://dx.doi.org/10.21236/ada559313.

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Pretorius, Philip Christo, and Radoslav Valev. Forces Shaping Populism, Authoritarianism and Democracy in South Korea, North Korea and Mongolia. European Center for Populism Studies (ECPS), April 2024. http://dx.doi.org/10.55271/rp0054.

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This report encapsulates the highlights of the eleventh event hosted by the European Center for Populism Studies (ECPS) as part of its monthly Mapping European Populism (MGP) panel series. Titled “Forces Shaping Populism, Authoritarianism, and Democracy in South Korea, North Korea, and Mongolia,” this event unfolded online on March 30, 2024. The esteemed Dr. John Nilsson-Wright expertly moderated the panel, which boasted insights from five distinguished scholars in the field of populism. The panelists featured in the event included experts such as Dr. Joseph Yi, an Associate Professor of Political Science at Hanyang University, Seoul, renowned for his work on "Discourse Regimes and Liberal Vehemence." Dr. Meredith Rose Shaw, an Associate Professor at the Institute of Social Science, The University of Tokyo, provided valuable insights into the regional context through her research on "Foreign Threat Perceptions in South Korean Campaign Discourse: Japan, North Korea, and China." Dr. Sang-Jin Han, an Emeritus Professor of Sociology at Seoul National University, shared his expertise on sociopolitical trends in South Korea, focusing on the "Transformation of Populist Emotion in Korean Politics from 2016 to 2024." Dr. Junhyoung Lee, a Research Professor in the School of International Relations at the University of Ulsan, South Korea, contributed with his research on "Nationalism and Resilience of Authoritarian Rule in North Korea." Lastly, Dr. Mina Sumaadii, a Senior Researcher at the Sant Maral Foundation, Ulaanbaatar, Mongolia, offered a unique perspective on "Populist Nationalism as a Challenge to Democratic Stability in Mongolia." The panel served as a platform for a rich exchange of ideas and analysis, shedding light on the complex interplay between populism, authoritarianism, and democracy within these East Asian nations.
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McLure, Hamish, Samantha Shinde, Nancy Redfern, Jane Marshall, Zaid Al Najjar, Steve Bree, Paula Keats, Smita Oswal, Victoria McCormack, and Blandina Blackburn. Return to work. Association of Anaesthetists, 2024. http://dx.doi.org/10.21466/g.rtw.2024.

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Work is important. For most, it provides a host of positive emotions as well as the opportunity for social contact and the financial support that enables us to enrich our lives in other ways. If we can no longer work due to ill health, requirement to look after a loved one or following capability or conduct proceedings, the personal impact can be devastating. Even when taking time out of the workplace for positive life enhancing reasons, such as having a baby or a career break to pursue another interest, there can still be a negative impact on knowledge, skills, self-esteem, confidence and finances. An absence of 3 months or more is likely to significantly affect skills and knowledge, and an absence of 2 years or more is generally accepted as a period when formal retraining will be required. Returning to work after a prolonged period away is often greeted with a mixture of eagerness and anxiety for the clinician returning and the manager facilitating the process. For anaesthetists, there are additional concerns compared with some other specialties because anaesthesia requires a comprehensive medical knowledge-base, advanced technical skills to be immediately available and the ability to cope with multiple stimuli as well as the stamina to remain vigilant during long quiet periods. Anaesthesia is an intellectually, physically and emotionally demanding specialty. In this high-risk environment, an underperforming anaesthetist may easily harm a patient. Such high stakes mandate a thoughtful and carefully planned return. Even senior colleagues will require support, supervision, assessment, and in some cases further training. Returning colleagues may have obvious physical scars, but there may also be psychological injuries that are hidden. Good communication is key, but sharing important information must be balanced with confidentiality. If the return is tailored to the individual and managed well, colleagues will come back as healthy, safe and productive doctors. If it is done badly, there is the potential for significant harm to both patients and colleagues.
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Cruces, Guillermo, Johanna Fajardo, Pablo Hernández, Ana María Ibáñez, Marta Luzes, Marcela Meléndez, Felipe Muñoz, Lucina Rodríguez Guillén, and Laura Tenjo. A Better World for Migrants in Latin America and the Caribbean: Dataset. Inter-American Development Bank, August 2023. http://dx.doi.org/10.18235/0005082.

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This dataset is the result of an experiment conducted in nine countries in Latin America and the Caribbean and published as the book "A Better World for Migrants in Latin America and the Caribbean". This project is joint work between the IDB and UNDP. The databases contain data collected for the impact evaluation of an intervention designed to explore which mechanisms are more effective in changing people's beliefs and attitudes toward migrants. The experiment was conducted in nine countries in Latin America and the Caribbean and consisted of two video interventions. The first video, the informative video, aimed to correct misinformation about the impact of migration by providing accurate information about the size of the migrant population and its characteristics. The second video, an emotive video, intended to appeal to the emotions and empathy of the local population.
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Balali, Vahid. Connected Simulation for Work Zone Safety Application. Mineta Transportation Institute, July 2022. http://dx.doi.org/10.31979/mti.2021.2137.

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Every year, over 60,000 work zone crashes are reported in the United States (FHWA 2016). Such work zone crashes have resulted in over 4,400 fatal and 200,000 non-fatal injuries in the last 5 years (FHWA 2016, BLS 2014). Apart from the physical and emotional trauma, the annual cost of these injuries exceeds $4 million-representing significant wasted resources. To improve work zone safety, this research developed a system architecture for unveiling high-risk behavioral patterns among highway workers, equipment operators, and drivers within dynamic highway work zones. This research implemented the use of a connected virtual environment, which is an immersive hyper-realistic and virtual environment where multiple agents (e.g. workers, drivers, and equipment handlers) control independent simulators but experience an interactive and shared experience. For this project, the team conducted an in-depth analysis of accident investigation, simulated accident scenarios, and tested diverse interventions to prevent high-risk behavior. Overall, the research improved understanding of behavioral patterns that lead to injuries and fatalities of highway workers in order to better protect them in high-risk work environments. As part of making transportation smarter, this project contributes to smart behavioral safety analysis.
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Ngugi, Stanley, and Mareike Schomerus. Comparing oranges and oranges: working towards diverse, equitable and inclusive knowledge creation in an international Global South organization. Busara, July 2024. http://dx.doi.org/10.62372/klje3595.

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This Groundwork seeks to offer reflections to help each person working for Busara understand how the organization thinks about DEI in theory and practice; it also offers insights on how each of us can work towards a more diverse, more equitable, and more inclusive organization. This process requires applying to ourselves the honesty that we champion, but often also struggle to maintain when we look at ourselves. It means to admit challenges freely, address them without judgement, check whether our beliefs are unclear, acknowledge emotions—and then start again. DEI is circular, non-ending work without clear key performance indicators, but with an emphasis on a process that can expand our beliefs and practice while cushioning or maturing our emotions.
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Tare, Medha, Susanne Nobles, and Wendy Xiao. Partnerships that Work: Tapping Research to Address Learner Variability in Young Readers. Digital Promise, March 2018. http://dx.doi.org/10.51388/20.500.12265/67.

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Over the past several decades, the student population in the United States has grown more diverse by factors including race, socioeconomic status, primary language spoken at home, and learning differences. At the same time, learning sciences research has advanced our understanding of learner variability and the importance of grounding educational practice and policy in the individual, rather than the fiction of an average student. To address this gap, LVP distills existing research on cognitive, social and emotional, content area, and background Learner Factors that affect learning in various domains, such as reading and math. In conjunction with the development process, LPS researchers worked with ReadWorks to design studies to assess the impact of the newly implemented features on learner outcomes.

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