Dissertations / Theses on the topic 'Emotional work'
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Forseth, Ulla. "BOUNDLESS WORK : Emotional Labour and Emotional Exhaustion in Interactive Service Work." Doctoral thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for sosiologi og statsvitenskap, 2001. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-5308.
Full textStapleton, Clare Marie. "The Use of Emotions in Social Work Practice." Thesis, The University of Sydney, 2016. http://hdl.handle.net/2123/15807.
Full textBecker, William J. "SHARED DISPLAY RULES AND EMOTIONAL LABOR IN WORK TEAMS." Diss., The University of Arizona, 2010. http://hdl.handle.net/10150/194198.
Full textStrazdins, Lyndall, and lyndall strazdins@anu edu au. "Emotional Work: A Psychological View." The Australian National University. Faculty of Science, 2000. http://thesis.anu.edu.au./public/adt-ANU20010906.171501.
Full textJin, Myung. "Emotional labor in public service work." Tallahassee, Fla. : Florida State University, 2009. http://etd.lib.fsu.edu/theses/available/etd-11132009-103041/.
Full textAdvisors: Mary E. Guy and Ralph S. Brower, Florida State University, College of Social Sciences and Public Policy, School of Public Administration and Policy. Title and description from dissertation home page (viewed May 14, 2010). Document formatted into pages; contains ix, 105 pages. Includes bibliographical references.
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.
Full textSmolen-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.
Full textHawker, Sheila Elizabeth. "Counselling as emotional labour." Thesis, University of Southampton, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264690.
Full textRhodes, Lisa M. "Thriving at work: A call center study." Franklin University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=frank1553730147335996.
Full textHarris, Claire. "Exploring mental models of emotional experience at work." Thesis, University of Nottingham, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251777.
Full textPermall, Charne Lee. "Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9569_1320754375.
Full textLoeb, Carina. "Self-efficacy at work : Social, emotional, and cognitive dimensions." Doctoral thesis, Mälardalens högskola, Hälsa och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-33083.
Full textDu, Preez Arenda. "Emotion work and well-being of human-resource employees within the chrome industry / A. du Preez." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2637.
Full textWalters, Ryan L. "The Predictive Power of Machiavellianism, Emotional Manipulation, Agreeableness, and Emotional Intelligence on Counterproductive Work Behaviors." Wright State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=wright1623081304072487.
Full textVisser, 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.
Full textChamberlain, 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.
Full textChu, Kay Hei-Lin. "The Effects of Emotional Labor on Employee Work Outcomes." Diss., Virginia Tech, 2002. http://hdl.handle.net/10919/28164.
Full textPh. D.
Herman, Carl R. "Development emotional intelligence for increased work engagement, organisational commitment, and satisfaction with work life." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80133.
Full textENGLISH ABSTRACT: Highly competitive organisations are aware that their competitive edge lies within their human capital. In order for such organisation to stay ahead investing in best practices regarding people management and development is of paramount importance. In recent times, work engagement has been empirically linked to many positive organisational outcomes (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). However, research on practical organisational interventions, aimed at increasing work engagement, is scant. Engaged employees often experience positive emotions (Bakker & Demerouti, 2008). Happy people are more sensitive to opportunities at work, more outgoing and helpful to others, more confident when interacting with others and more optimistic when taking on challenges. According to Bakker, Schaufeli, Leiter, and Taris (2008) engagement not only stems from job resources, but from personal resources as well. Building on Fredrickson’s (2000) Broad and Build theory of positive emotions, it is argued in this study that Emotional Intelligence (EI) is a personal resource that has not been studied in relation to work engagement. EI refers to the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001). EI regulation abilities (e.g. emotional management and control) help increase individuals’ coping and / or resilience when more positive affect is experienced, according to Fredrickson’s Broad and Build theory, and should therefore be a particularly important personal resource for the enhancement of work engagement. The development of EI has progressively been gaining positive momentum and various studies have provided empirical support to suggest that EI can be developed (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner, 2005; Gorgens-Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). By using the Swinburne University Emotional Intelligence Test (SUEIT) theoretical framework, it is argued that by developing emotional recognition and regulation abilities, specifically that of emotional management, employees would be better able to manage their positive and negative emotions, thereby improving their positive psychological state at work, which should increase their level of engagement. It is furthermore argued that increased EI will also affect other positive organisational outcomes, such as organisational commitment and satisfaction with work life. To this end, an EI training intervention programme was implemented and evaluated within an international courier company based in Cape Town, South Africa. A controlled experimental design (two-group pre- and post-test design) was utilised for the research. The EI training programme was evaluated in terms of its effect on EI, work engagement, organisational commitment and satisfaction with work life. A second objective of the study was to investigate and replicate previous research on the interrelationships between the constructs in the study within a South African sample. The total sample consisted of 35 full time employees. Three assessments were conducted (one week before the start of the intervention, immediately after the completion of the training, and two and a half months thereafter) The findings of the study demonstrated limited empirical support for the notion that EI training could improve levels of EI. Although definite trends to suggest this were evident in the data, the results were not statistically significant. Empirical evidence further suggested partial and weak support for work engagement and satisfaction with work life levels increasing as a result of the intervention. Unfortunately no support for organisational commitment levels improving as a result of the training was found. In terms of exploring and replicating the interrelationships between the constructs in the study, favourable results were found. Significant positive relationships emerged between all the related constructs. The results, however, need to be interpreted in terms of the limitations that were identified for this study. The results suggest that more research is required in this domain.
AFRIKAANSE OPSOMMING: Hoogs kompeterende maatskappye is bewus daarvan dat hul vlak van mededingingheid grootliks opgesluit lê in hul menslike hulpbronne. Vir sulke organisasies om vooruitstrewend te wees, is die beleging in menseontwikkeling en bestuur van uiterste belang. Empiriese navorsing oor werknemerbetrokkenheid toon dat dit verband hou met baie positiewe organisatoriese uitkomste (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). Navorsing oor praktiese organisatoriese intervensies om werknemersbetrokkenheid te verhoog, is egter skaars. Werknemers met hoë werknemerbetrokkenheid ervaar gereeld positiewe emosies (Bakker & Demerouti, 2008). Gelukkige werknemers is meer bewus van geleenthede, is meer sosiaal en hulpvaardig, meer selfversekerd in sosiale omstandighede, en meer optimisties wanneer hulle gekonfronteer word met uitdagings. Volgens Bakker, Schaufeli, Leiter, en Taris (2008) spruit werknemersbetrokkenheid nie net voort uit werksbronne nie, maar ook vanuit persoonlike hulpbronne. Na aanleiding van Fredrickson se (2000) “Broaden and Build” teorie oor positiewe emosies word daar in hierdie studie geargumenteer dat Emosionele Intelligensie (EI) ‘n persoonlike hulpbron is, wat nog nie in verwantskap met werknemersbetrokkenheid bestudeer is nie. EI verwys na die kapasiteit om emosies binne die werkskonteks te kan herken, verstaan en bestuur op ʼn professionele en effektiewe wyse (Palmer & Stough, 2001). EI reguleringsvaardighede (bv. emosionele bestuur en beheer) bevorder individue se hanteringsvaardighede en veerkragtigheid wanneer meer positiewe emosies ervaar word. Volgens Fredrickson se “Broaden and build” teorie behoort dit dus ʼn belangrike persoonlike hulpbron te wees wat tot verhoogde werknemersbetrokkenheid kan lei. Positiewe voortuitgang in studies oor die ontwikkeling van EI bestaan tans en verskeie studies het tot dusver wetenskaplike steun verskaf vir die verwagting dat EI ontwikkel kan word (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner. 2005; Gorgens- Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). Deur gebruik te maak van die Swinburne Universiteit Emosionele Intelligensie toets (die SUEIT) se teoretiese raamwerk, word daar geargumenteer dat die bevordering van emosionele herkennings- en reguleringsvermoë, spesifiek emosionele bestuur, werknemers se vermoë om hulle eie positiewe en negatiewe emosies te bestuur, behoort te verbeter. Dit sou ʼn verbeterde positiewe sielkundige toestand by die werk tot gevolg kan hê, wat tot verhoogde werknemersbetrokkenheid kan lei. Daar word ook aangevoer that verhoogde EI ook ander positiewe organisatoriese uitkomste, soos organisatoriese toewyding en satisfaksie met werkslewe, positief sal affekteer. Gevolglik is 'n EI opleidingsprogram geïmplementeer en geëvalueer in ‘n internasionale afleweringsmaatskappy wat gebaseer is in Kaapstad, Suid Afrika. ‘n Beheerde eksperimentele ontwerp (twee-groep voor- en natoetsontwerp) is gebruik in hierdie navorsing. Die EI opleidingsprogram is geëvalueer in terme van die effek op die EI, werknemerbetrokkenheid, organisatoriese toewyding en satisfaksie met werkslewe. ’n Tweede doel stelling van die studie was ook om die verwantskappe tussen die konstrukte te ondersoek en vorige navorsing in die verband binne ʼn Suid-Afrikaanse steekproef te reproduseer. Die totale steekproef het bestaan uit 35 permanent aangestelde werknemers. Drie assesserings het plaasgevind (een week voor die aanvang van die intervensie, direk na die afhandeling van die opleiding, en twee en ‘n half maande daarna). Die bevindinge van die studie het beperkte empiriese bewyse verskaf vir die aanname dat EI opleiding wel EI vlakke kan bevorder. Alhoewel daar duidelike tendense was wat dit suggereer in die data, was die resultate nie statistiese beduidend nie. Die empiriese bewyse het verder slegs gedeeltelike en swak ondersteuning verskaf vir die aanname dat werknemerbetrokkenheid en satisfaksie met werkslewe verbeter het as gevolg van blootstelling aan die intervensie. Geen bewyse dat organisatoriese toewydingsvlakke verbeter het as gevolg van blootstelling aan die intervensie, is gevind nie. Gunstige resultate aangaande die verwagte verwantskappe tussen die konstrukte in die studie is gevind. Positiewe, betekenisvolle verwantskappe tussen al die konstrukte word gerapporteer. Die resultate van die studie behoort binne die konteks van die beperkinge wat vir hierdie studie geïdentifiseer is, interpreteer te word. Die resultate toon dat meer navorsing in hierdie domein benodig word.
Dal, Santo Letizia. "The nurse-patient emotional interaction in quality of work life: the role of empathie and emotional dissonance." Doctoral thesis, Universite Libre de Bruxelles, 2012. https://dipot.ulb.ac.be/dspace/bitstream/2013/301828/4/TESI_VF.pdf.
Full textDoctorat en Sciences psychologiques et de l'éducation
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Sjöström, Jennie, and Therése Carlsson. "Kommer erfarenheten alltid med åldern? : En studie om SJ anställdas emotionella arbete." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-5725.
Full textTidigare forskning har fokuserat på emotionellt arbete i form av bland annat "surface och deep acting", emotionell dissonans och kundinteraktioner. Denna studie ämnade besvara frågeställningen: Har ålder respektive yrkeserfarenhet samband med en SJ AB anställds grad av emotionellt arbete i kundkontakter? Urvalet bestod av 65 anställda från ett flertal SJ Resebutiker i Sverige. Resultat visade att äldre anställda och anställda med längre yrkeserfarenhet hade ett starkare samband med krav och välmående på arbetet. Detta visar att det alltså är de som klarar emotionellt arbete bättre. I denna studie hade rollagerande en stor betydelse för de anställda. En kvalitativ studie skulle eventuellt kunna ge ett annorlunda och mer komplext resultat mot vad denna kvantitativa studie gjort.
Knight, Charlotte. "Soft skills for hard work : an exploration of the efficacy of the emotional literacy of practitioners working within the National Offender Management Service (NOMS) with high risk offenders." Thesis, De Montfort University, 2012. http://hdl.handle.net/2086/9890.
Full textBotma, Nadia. "Emotion experience, emotional intelligence and well-being in South Africa / Nadia Botma." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4340.
Full textBarger, Patricia B. "TOWARDS EXPLAINING EMOTIONAL LABOR: THE ROLE OF EMOTIONAL DISCREPANCIES." Connect to this title online, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1161882333.
Full textBailey, Cara. "Developing emotional intelligence around death and dying in emergency work." Thesis, University of Nottingham, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.503154.
Full textOlsson, Eva. "Emotioner i Arbete : En studie av vårdarbetares upplevelser av arbetsmiljö och arbetsvillkor." Doctoral thesis, Karlstad University, Faculty of Social and Life Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-1421.
Full textAbstract
The aim of this work is to understand, from a perspective of sociology of emotions, how employees within the health care sector experience their working environment and the conditions. By analysing how these experiences shape the interviewees’ perceptions of the quality of their working environment, the dissertation also seeks to arrive at an understanding of what the contributing factors are for their choice to either remain in or leave the organizations in which they are employed.
This study has been conducted as a qualitative interview study. Vocational categories represented in the study are doctors, nurses, assistant nurses, midwives, and physical therapists.
The analysis has employed an abductive approach, in which empirical sensitivity, interpretation, and theory are combined. The interpretative and empirical focus, and the theory used concentrate largely on emotions, and the resulting analysis is, thusly, a contribution within the sociology of emotions.
The empirical analysis is organized in three chapters, describing and analysing three main areas: dissatisfaction with public organisations, social embeddedness, and emotional labour.
In terms of results the dissertation demonstrates that workplaces undergoing repeated changes without strong support from the staff are experienced as bad, while workplaces where the employees feel affirmed and competent are experienced as good. However, it is not working environment and conditions alone that are meaningful for the interviewees, but so is the balance between work and private life, as well as the balance between social relations in and outside of the workplace.
In addition, the emotional culture in workplaces and among colleagues is of crucial importance for the interviewees’ perceptions of their work. It is suggested that this pertains to the fact that health care work constitutes a specific type of emotional labour which, in the dissertation, is described as harbouring work. Hence, more than a matter of working environment and conditions, the interviewees’ experiences depend more upon factors such as the degree of embeddedness in social relationships, the emotional climate in the workplace, and the possibility to form a buffer culture. Moreover, it is these factors that underpin how and why employees choose to remain in or leave their workplaces.
Hunter, Billie. "Emotion work in midwifery : an ethnographic study of the emotional work undertaken by a sample of student and qualified midwives in Wales." Thesis, Swansea University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.588081.
Full textMonaghan, Diane M. "Emotional Labor in Customer Service Work: The Perceived Difficulty and Dispositional Antecedents." University of Akron / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=akron1153785194.
Full textRampling, Martina. "Emotionsarbete som professionell praktik : Advokaten som klientens guide genom brottmålsprocessen." Thesis, Stockholms universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-123437.
Full textEmotioner i domstol
Roman, Christopher W. "Using a Model of Emotional Self-Efficacy in Predicting Work Outcomes." Thesis, Alliant International University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10744906.
Full textOrganizations are increasingly examining the potential benefits of integrating insights concerning emotional intelligence (EI) into their employee training and development programs to enhance their mission. Petrides’s EI model of trait emotional self-efficacy (ESE) has been defined as a constellation of emotion-related self-perceptions and dispositions assessed through self-report. This study explored the relationship between the four factors of Petrides’s ESE model (well-being, self-control, emotionality, and sociability) and the well-researched work outcomes of job satisfaction, counter-productive work behavior, and turnover intent. Based on existing research, the study controlled for age, gender, job tenure, and social desirability. The study relied on an archival data set drawn from a similar pilot study, and included a sample population (N = 157) of certified nurse assistants and registered nurses, selected both out of convenience and because this population is known for its affect-laden work. The study employed a 239-item survey. ESE was measured using the TEIQue long form, and psychological instruments were used to measure outcomes. Confirmatory factor analysis found a lack of fit for the four-factor model, and a new, two-factor model was found using an exploratory factor analysis. The first factor, comprised mostly of the facets well-being and self-control, was named emotional constitution. The second factor, comprised mostly of emotionality and sociability, was named emotional awareness. Data analysis included four-step hierarchical regression models to assess unique variance in each of the three outcome variables using emotional awareness and emotional constitution as predictors. Results showed that emotional awareness predicts nurse job satisfaction (β = .21, p < .05), and emotional constitution negatively predicts both nurse CWB (β = –.49,p < .01) and turnover intent (β = –.31,p < .05). No difference between groups (RNs and CNAs) on these factor dynamics was found. Implications of this study are discussed.
Tsang, Kwok-kuen, and 曾國權. "A qualitative study of Hong Kong teachers' emotional experiences at work." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2014. http://hdl.handle.net/10722/206670.
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Education
Doctoral
Doctor of Philosophy
Tohemer, Mohammad. "The Association between Emotional Intelligence and Work Engagement in Frontline Nursing." Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13807083.
Full textThe purpose of this study was to assess the relationship between emotional intelligence and work engagement in the context of frontline nurses in acute care settings. The relationship between age, gender, years of experience, educational attainment, and specialization was investigated in relation to frontline nurses’ emotional intelligence and work engagement. This quantitative nonexperimental study was conceptualized to bridge a knowledge gap regarding the extent to which emotional intelligence and demographic factors are associated with work engagement in nursing. This study was based on theories concerning emotional intelligence and work engagement constructs. Participants included 142 frontline nurses working in an acute care setting within the United States. All data were gathered quantitatively using an online survey. The survey instrument included a compilation of two measurement scales (the Assessing Emotions Scale [AES] and the Utrecht Work Engagement Scale [UWES]) and a demographic questionnaire. The data analysis procedures included one-way analysis of variance, Spearman’s rho correlations, independent t-tests, and multiple regression analysis. The results of the study revealed that there is no statistically significant correlation between age, gender, years of experience, educational attainment, and specialty with emotional intelligence. Moreover, the findings revealed that there was a statistically significant positive correlation between emotional intelligence and age with work engagement level among frontline nursing. There was no statistically significant correlation found between gender, years of experience, educational attainment, and specialty with work engagement. The study results provide a pathway for researchers to better understand nurse emotional intelligence and work engagement in relation to demographic variables.
Bergström, Kamilla. "Job satisfaction and emotional work tasks : dentists in Sweden and Denmark." Licentiate thesis, Malmö högskola, Odontologiska fakulteten (OD), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-7754.
Full textThe thesis consists of two papers which are based on a research project called ‘Good Work’. The overall aim of the Good Work project was to use dentistry as an example of work which has close relations with patients at its core. This kind of work (also called human service work) has special psycho-social work environment considerations and emotional requirements, which need to be considered when organizing work. The aims of the first study were to describe the background and development of the questionnaire ‘Swedish and Danish Dentists’ Perceptions of Good Work’ and to create a measure of overall job satisfaction, applying the measure in four organizational settings. The aim of the second study was to introduce the concept of emotion work in dentistry by giving a theoretical overview of the emotional aspects of work, the conditions under which it is performed and the potential effects on the dentist’s wellbeing. Additional results from the Good Work project have been included in the thesis with the purpose of giving an empirical illustration of how dentists experience the emotional factors related to patient interaction and their job satisfaction. Data from 1226 Danish and Swedish practising dentists was collected in November 2008, with a 68% response rate. An additive index was created to measure overall job satisfaction showing statistical difference in the dentists’ experience according to affiliation (Swedish public/private, Danish public/private). The Danish public dentists had the highest degree of overall job satisfaction and the Swedish public dentists had the lowest. A reason for this difference might be that Danish public dentistry differs from the other three groups in the characteristics of both dentists and patients. However, the lower job satisfaction for the Swedish public dentists could be an effect of New Public Management thinking in organizing dentistry. The additional results showed that Swedish public dentists had substantially less energy left for their private lives compared with the other three groups and only half of them expected to continue working as they do now until retirement. Working directly with or on people is very much about creating good interactions and relations between the health professional and the patient. Good patient relations can be a primary aim and/or a secondary aim, to make other things, e.g. the clinical treatment, easier. To many health professionals their relations with the patients is an arena in which to activate their human potentials and can be experienced as a lasting intrinsic joy from work, called eudaimonia. In the relation with the patient the dentist performs emotion work as an intervention toolkit to direct the patient in a specific direction. Dentists have extensive emotional work tasks in their patient interactions, however this emotional part of dentists’ work is, so far, a neglected research area of odontology. The emotion work tasks are conditioned because the dentists’ incentives are not one-dimensional and require a great deal of emotional flexibility, attentiveness and reflection by the dentist. The influence of the market and managerialism on the professional values of dentistry may challenge the conditions for these tasks in the patient interaction and the wellbeing of the dentist if they are experienced as contradictory. This research aims to encourage and empower different levels of dentistry to further investigate, understand and support the dynamics of the emotional aspects of work with the aim to constitute a sustainable work environment where values and logics can be experienced as compatible with professional values.
Emery, Bethany. "Emotional Storytelling Choreography—A Look Into The Work of Mia Michaels." VCU Scholars Compass, 2011. http://scholarscompass.vcu.edu/etd/2534.
Full textGalovan, Adam Michael. "Emotional Intimacy, Coparenting, and Family Work: A Latent Class Growth Analysis." BYU ScholarsArchive, 2010. https://scholarsarchive.byu.edu/etd/2547.
Full textBeyneveldt, Tanya. "Emotion work and well-being of human resource personnel in a mining industry / T. Beyneveldt." Thesis, North-West University, 2009. http://hdl.handle.net/10394/3625.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.
Yugo, Jennifer Ellen. "Role of Calling in Emotional Labor." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1245355061.
Full textSaluan, Christina M. "Motives for Managing Emotions at Work." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1247491725.
Full textSavolainen, Sari. "Att arbeta med social och emotionell träning i skolan : To work with social and emotional training in school." Thesis, Mälardalen University, Department of Caring and Public Health Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-294.
Full textSyftet med uppsatsen är att belysa SET (social och emotionell träning), dess metod och hur den används i undervisningssammanhang och vad den enligt grundaren ger för resultat. Undersökningen utfördes på två olika grundskolor. Metoden för undersökningen blev intervjuer med två grundskolelärare, samt en biträdande rektor. Dessutom gjordes en textanalys av läromedlet Livsviktigt, samt en intervju med författaren. Resultatet som kom fram i intervjuerna och textanalysen, samt litteraturdelen visade att social och emotionell kompetens behövs i skolan. SET-metoden lyfter fram det viktiga värdegrundsarbetet som skolan strävar efter, det demokratiska samhället och alla människors lika värde. Det viktiga med undervisningen är kontinuitet, delaktighet, genomtänkt dialog och reflektion. För att det skall fungera i skolan krävs att det är integrerad med resten av skolarbetet, att ledningen stöttar lärarna, att alla strävar åt samma håll och att förhållningssättet genomsyrar hela verksamheten. Det kan finnas visst motstånd i lärarkåren, men i stort är de positiva. Stödet från ledningen är en förutsättning för att SET skall kunna bedrivas.
Saad, Karene. "Emotionally Smart Makes You More Motivated: Associations between Emotional Intelligence, Motivation, and Work Outcomes in Police Source Handlers." Thèse, Université d'Ottawa / University of Ottawa, 2011. http://hdl.handle.net/10393/20107.
Full textYao-Juntunen, L. (Lusi). "A job filled with emotions:a narrative study on the emotional dimensions and related emotional intelligence in class teachers’ work." Master's thesis, University of Oulu, 2019. http://urn.fi/URN:NBN:fi:oulu-201901121050.
Full textRawn, Marjorie O. "A study of gender differences in the emotional response to infertility counseling." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1997. http://digitalcommons.auctr.edu/dissertations/2657.
Full textJoubert, Sonja. "Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1822.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.
Leonard, Katrina. "Precarious work and health: The roles of organisational justice and work-life conflict." Thesis, The University of Sydney, 2016. http://hdl.handle.net/2123/16932.
Full textDarwish, Mariam M. "Towards an Emotional and Cognitive Model of Compatibility in Decision Making." University of Cincinnati / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1180456457.
Full textParris, Brandy. "Emotional labor, women's work, and sentimental capital in nineteenth-century American fiction /." Thesis, Connect to this title online; UW restricted, 2005. http://hdl.handle.net/1773/9316.
Full textVie, Ola Edvin. "Shadowing managers engaged in care: Discovering the emotional nature of managerial work." Doctoral thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for industriell økonomi og teknologiledelse, 2009. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-5676.
Full textInnenfor forskningstradisjonen kjent som Lederarbeid og lederatferd, har forskere i mer enn 60 år studert hva leder gjør i sitt daglige arbeid. Disse studiene har i liten grad anerkjent lederarbeidets emosjonelle natur. I denne avhandlingen har jeg undersøkt hvorfor og hvordan ledere viser omsorg ovenfor medarbeidere. Basert på empiri fra å fotfølge fire leder for en hel uke hver, samt intervjudata fra lederne og deres medarbeidere, viser jeg at ledere utfører omsorg gjennom hverdagslige aktiviteter som lytting og å slå av en prat. Jeg viser også at fotfølging er en godt tilpasset forskningsmetode for å studere emosjonelle reaksjoner hos både ledere og andre i organisasjoner. Forskningsspørsmålet om hvorfor ledere viser omsorg blir diskutert på tre ulike analysenivåer. På det individuelle nivået finner jeg at ledere kan vise omsorg etter å ha observert at det umiddelbart kan redusere spenningsnivået i en relasjon. På det mellommenneskelige nivået finner jeg at lederomsorg påvirker andre både direkte og indirekte gjennom sosiale innflytelsesprosesser. På et institusjonelt nivå finner jeg at ledere viser omsorg på grunn av autoriteten de har gjennom sin formelle posisjon. Til sammen integrer disse forklaringene fenomenet lederomsorg på tvers av mikro- og makroanalysenivåer. Jeg argumenterer for at lederes autoritet fører med seg bestemte plikter. Disse pliktene påvirkes både av det juridiske rammeverket, og i enda større grad av medarbeidernes forventninger. Å lede andre mennesker, og spesielt personalansvar, krever at ledere må utføre emosjonelt arbeid. Det er derfor viktig og ikke bare anerkjenner de positive sidene ved å vise omsorg, men også synliggjøre medaljens bakside. Min studie viser at lederomsorg kan oppfattes som en byrde for de som må utøve det, og at omsorg er en viktig og integrert del av ledelse i organisasjoner. Mine funn bør oppmuntre ledere og forskere til å ikke bare anerkjenne følelser i organisasjoner, men også å anerkjenne byrdene av å være leder. Det er på tide å erkjenne at også ledere er mennesker med følelser, både positive og negative, og at en forståelse av disse er nødvendig for å forstå totaliteten av lederarbeidets natur.
Dunnett, Susan. "The transformed consumer : collective practices and identity work in an emotional community." Thesis, University of Stirling, 2009. http://hdl.handle.net/1893/2289.
Full textSheehan, Conor. "Emotional self-management and its significance for well-being in service work." Thesis, University of Brighton, 2017. https://research.brighton.ac.uk/en/studentTheses/e0c0941b-4fb5-48a9-bcf5-03e15b4f55e8.
Full textSandgren, Oskar, and Emil Torpman. "Reducing Counterproductive Work Behavior - The Roles of Self-Efficacy and Emotional Regulation." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75038.
Full textWiggins, Louis-Jane. "Group work to enhance emotional intelligence in vulnerable children in middle childhood." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27309.
Full textDissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
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