Journal articles on the topic 'Emotional work'
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1
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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Ikävalko, Heini, Päivi Hökkä, Susanna Paloniemi, and Katja Vähäsantanen. "Emotional competence at work." Journal of Organizational Change Management 33, no. 7 (August 28, 2020): 1485–98. http://dx.doi.org/10.1108/jocm-01-2020-0024.
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PurposeThe study investigated emotional competence at work and elaborated emotional competence in relation to sociocultural aspects of emotions at work.Design/methodology/approachEmotional competence at work was explored via interviews, surveys and observations. The study was conducted over one year, during which an emotion-training intervention was conducted within a medium-sized company, operating in the healthcare sector.FindingsThe study shed light on emotional competence at work, identifying three domains: individual emotional competence, emotional competence within interactions and emotional competence embedded in workplace practices.Research limitations/implicationsThis study was conducted in one organization.Practical implicationsOrganizational developers are recommended to implement activities such as training interventions in order to build emotional competence; this applies not only at the individual level but also to achieve interaction among members of the organization within collective workplace practices.Originality/valuePrevious studies on emotional competence have been limited to the individual level. The sociocultural approach to emotional competence adopted in this study recognizes – in addition to the individual and interactional level of emotional competence – emotional competence at work as related to practices at work.
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Rivers, Elizabeth. "Navigating emotion in HR work: caring for ourselves?" Personnel Review 48, no. 6 (September 2, 2019): 1565–79. http://dx.doi.org/10.1108/pr-07-2018-0244.
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Purpose The purpose of this paper is to understand how human resource (HR) practitioners subjectively experience emotions in their working lives and how they navigate emotionally challenging work. Design/methodology/approach A narrative methodology and participant-led photo-elicitation methods were used with five HR practitioners from different sectors to uncover experiences of emotion in their work. Findings Participants describe themselves as perceived by non-HR employees as non-emotional human beings, expected to “take” emotional expression from others, but to display little themselves. HR practitioners use emotion-focussed coping strategies, both self and team-care, to cope with the emotionally challenging work inherent in their role. Research limitations/implications As a pilot study of five participants, further research is needed to strengthen the findings; however, the in-depth qualitative methods used provide rich insight into their working lives. Practical implications HR practitioners’ well-being should not be taken for granted or overlooked in organisations. Opportunities for informal networking with HR communities and training/coaching interventions could provide support on approaches to the emotional challenges faced. Originality/value This paper provides insights into how HR practitioners experience the challenges of their work, in contrast to mainstream research emphasising the impact of human resource management policy and practices on employees and organisations. Attention is drawn to the subjective experience of emotion, rather than the mainstream objectification, managerialisation and generalisation of emotion.
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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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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.
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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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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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Xanthopoulou, Despoina, Arnold B. Bakker, and Andrea Fischbach. "Work Engagement Among Employees Facing Emotional Demands." Journal of Personnel Psychology 12, no. 2 (January 2013): 74–84. http://dx.doi.org/10.1027/1866-5888/a000085.
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This two-wave study examined work engagement as a function of personal resources and emotionally demanding conditions at work. We hypothesized that personal resources (self-efficacy and optimism) buffer the effect of emotional demands and emotion-rule dissonance on work engagement. Furthermore, we expected that emotional demands/dissonance boost the effect of personal resources on work engagement. One-hundred sixty-three employees, who provide service to customers, participated at both measurement times. Analyses supported (a) the buffering hypothesis, since emotional demands and dissonance related negatively to work engagement when self-efficacy – but not optimism – was low, and (b) the boosting hypothesis, since self-efficacy – but not optimism – related positively to engagement particularly when emotional demands and dissonance were high.
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Walby, Kevin, and Dale Spencer. "Circus aerialism and emotional labour." Emotions and Society 2, no. 2 (November 1, 2020): 215–32. http://dx.doi.org/10.1332/263169020x15943015197376.
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<xref ref-type="bibr" rid="CIT0019">Hochschild (1983)</xref> introduced the idea of emotional labour to examine how emotions are performed and managed in work settings. Recent writings have extended Hochschild’s works on emotional labour by focusing on the body and collective emotions. Contributing to this literature, we draw on interviews conducted with circus aerialists from several Canadian cities to understand the complexities of emotions, performance and work. Drawing from interviews with 31 aerialists, we examine what aerialists say about emotion management during their performances and travels. We analyse how emotional labour overlaps with the bodily control necessary to engage in circus aerialism as a form of risky work. We also examine how emotional labour is conducted in relation to audience type and the emotional climates that emerge at the group level in aerialist troupes. We conclude by discussing what these findings mean for literatures on emotions and on circus work.
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C, Akalya Devi, Karthika Renuka D, Aarshana E. Winy, P. C. Kruthikkha, Ramya P, and Soundarya S. "2-D Attention Based Convolutional Recurrent Neural Network for Speech Emotion Recognition." International Journal of Informatics, Information System and Computer Engineering (INJIISCOM) 3, no. 2 (October 1, 2022): 163–72. http://dx.doi.org/10.34010/injiiscom.v3i2.8409.
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Recognizing speech emotions is a formidable challenge due to the complexity of emotions. The function of Speech Emotion Recognition(SER) is significantly impacted by the effects of emotional signals retrieved from speech. The majority of emotional traits, on the other hand, are sensitive to emotionally neutral elements like the speaker, speaking manner, and gender. In this work, we postulate that computing deltas for individual features maintain useful information which is mainly relevant to emotional traits while it minimizes the loss of emotionally irrelevant components, thus leading to fewer misclassifications. Additionally, Speech Emotion Recognition(SER) commonly experiences silent and emotionally unrelated frames. The proposed technique is quite good at picking up important feature representations for emotion relevant features. So here is a two dimensional convolutional recurrent neural network that is attention-based to learn distinguishing characteristics and predict the emotions. The Mel-spectrogram is used for feature extraction. The suggested technique is conducted on IEMOCAP dataset and it has better performance, with 68% accuracy value.
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Feagin, Susan L. "Imagining Emotions and Appreciating Fiction." Canadian Journal of Philosophy 18, no. 3 (September 1988): 485–500. http://dx.doi.org/10.1080/00455091.1988.10717187.
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The capacity of a work of fictional literature to elicit (some) emotional responses is part of what is valuable about it, and having (relevant) emotional responses is part of appreciating it. These claims are not very controversial; perhaps they are even common sense. But philosophy rushes in where common sense fears to tread, raising questions and looking for explanations.Are the emotions we have in appreciating fictional works of art, what I call art emotions, of the same sort as those which occur in ‘real life’? Which emotions are appropriate to the work, and why: what justifies having one emotion rather than another? And why should we think emotionally responding to fiction is desirable, something which should be respected and encouraged, rather than looked at as a little weird or a waste of time?
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Zhu, Lixun. "Work Emotion Intervention and Guidance Training Method for Enterprise Employees Based on Virtual Reality." Occupational Therapy International 2022 (June 6, 2022): 1–13. http://dx.doi.org/10.1155/2022/3909734.
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Objective. Improper management of employees’ emotions has a great impact on work status and work efficiency, and emotional management has increasingly become a very important part of corporate human resource management. How to adjust the various emotions of employees, so that employees can work in a fuller and more passionate attitude, is a problem that enterprise managers need to consider. From the perspective of employees themselves, a good mood will also bring happiness and satisfaction to life and work. Only in this way can the company and the employees be satisfied with each other and continue to maintain the good development momentum of the company. Method. This paper proposes a new method of using virtual reality scenes to induce human emotions. Based on computer science and psychological cognitive science, a scene library of “virtual reality emotion induction system” is constructed. Emotion induction based on virtual reality scenes has better interactivity and generalization, as well as stronger immersion and user operability. Its emotional arousal is high, the data is reliable, and the interference of environmental factors in the induction process is weakened, and relatively objective emotional data can be obtained. The factors affecting the emotional management of the enterprise are investigated by means of a questionnaire survey, statistics and problems are found, and the objective problems existing in the emotional management work of the company are determined. According to the analysis, the problems are summarized, and it is believed that the company still has certain room for improvement and improvement potential in terms of corporate culture construction, emotional counseling system construction, and human resource career planning. In the research of this paper, through the combination of theory and practice, the enterprise’s emotional management work has been comprehensively analyzed, and the practical problems existing in its emotional management work have been found through questionnaires. Results/Discussion. In the field of enterprise human resource management, emotion management is always an eternal topic worthy of our attention. But unfortunately, emotional management has not been given enough attention by managers. Most companies often think that emotions are their own business. Employees should self-regulate, control, and tolerate themselves. They should not bring personal emotions to work and even think that emotional work is unprofessional. This kind of misunderstanding has led to the fact that emotional management has not received due attention and affirmation in many enterprises.
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Hsieh, Chih-Wei, Myung H. Jin, and Mary E. Guy. "Consequences of Work-Related Emotions." American Review of Public Administration 42, no. 1 (February 21, 2011): 39–53. http://dx.doi.org/10.1177/0275074010396078.
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In this article we investigate the influence of emotional labor on job satisfaction and burnout across a range of public service occupations. While prior studies in this genre have primarily focused on human services, occupations in this analysis range from routine clerical interactions to emotionally intense first-responder jobs. Despite this range, structural equation modeling shows that (a) emotion work increases job satisfaction as well as burnout; (b) emotive skills lead to an upsurge in job satisfaction and are inversely associated with burnout; and (c) the deleterious effect of emotional labor mainly occurs not with its performance, per se, but when workers must fake their feelings. It is this circumstance that produces an elevated risk of burnout.
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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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Kolot, S. A., A. Khrystych, and S. S. Chernaia. "Emotional work management." Theory and practice of modern psychology 5, no. 1 (2019): 197–202. http://dx.doi.org/10.32840/2663-6026.2019.5-1.34.
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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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McQueeney, Krista, and Kristen M. Lavelle. "Emotional Labor in Critical Ethnographic Work." Journal of Contemporary Ethnography 46, no. 1 (July 26, 2016): 81–107. http://dx.doi.org/10.1177/0891241615602310.
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In this article, the concept of emotional labor is used to capture dilemmas of critical ethnographic research. We frame our experiences not simply as “confessional tales,” or personalized accounts of how researchers experience their fieldwork, but as part of critical methodology itself. We identify three strategies for transforming our emotional labor into an analytic tool: contextualizing emotions, using emotions to unmask power in the research process, and linking emotions to personal biographies. Following ethnographers who question the separation between data and analysis, we explore how emotions and power intersected in two key ethnographic “moments”: collecting data and writing the research narrative.
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Whiley, Lilith Arevshatian, and Gina Grandy. "The ethics of service work in a neoliberal healthcare context: doing embodied and “dirty” emotional labor." Qualitative Research in Organizations and Management: An International Journal 17, no. 1 (November 15, 2021): 136–57. http://dx.doi.org/10.1108/qrom-08-2020-2005.
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PurposeThe authors explore how service workers negotiate emotional laboring with “dirty” emotions while trying to meet the demands of neoliberal healthcare. In doing so, the authors theorize emotional labor in the context of healthcare as a type of embodied and emotional “dirty” work.Design/methodology/approachThe authors apply interpretative phenomenological analysis (IPA) to their data collected from National Health Service (NHS) workers in the United Kingdom (UK).FindingsThe authors’ data show that healthcare service workers absorb, contain and quarantine emotional “dirt”, thereby protecting their organization at a cost to their own well-being. Workers also perform embodied practices to try to absolve themselves of their “dirty” labor.Originality/valueThe authors extend research on emotional “dirty” work and theorize that emotional labor can also be conceptualized as “dirty” work. Further, the authors show that emotionally laboring with “dirty” emotions is an embodied phenomenon, which involves workers absorbing and containing patients' emotional “dirt” to protect the institution (at the expense of their well-being).
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Patulny, Roger, Natasa Lazarevic, and Vern Smith. "‘Once more, with feeling,’ said the robot: AI, the end of work and the rise of emotional economies." Emotions and Society 2, no. 1 (May 1, 2020): 79–97. http://dx.doi.org/10.1332/263168919x15750193136130.
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This article calls for a new research agenda into ‘emotional economies’, or economies increasingly characterised by the creation, extraction and exploitation of emotional products and labour, enabled by and embedded in rapid advances in technological and digital-media systems. We base this concept and call on a literature review linking technological automation, the future of work and emotions. Our review finds that: (1) many existing studies – whether predicting dystopian end-of-work mass unemployment, or utopian complementarities between humans, machines and digital platforms – are technologically determinist in nature, and do not account for the roles of culture, society, government, business and education in the machine–human–emotion interface; (2) despite this, there is evidence that technology will replace many existing forms of human labour, leaving only technologically irreplaceable emotion-based soft-skill service work (and emotional labour) for humans to perform; (3) there is an outside chance (in some literature) that technology and AIs will replace even emotional labour, though we argue this is unlikely for many years; (4) the increasing centrality of emotional industries, emotional data and emotional labour to work, digital platforms and media-imagery will likely lead to emotions becoming vital commodities, central to the economies of the future. The article concludes with an urgent call for a new research agenda on emotional economies to elaborate on private/public intersections between work, economy and emotions that soberly engage with the future while challenging technologically determinist assumptions that underpin populist depictions of the end of work.
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Birwatkar, Vaibhav P. "Emotional Intelligence: Way We Work." Caucasus Journal of Social Sciences 8, no. 1 (November 6, 2023): 177–208. http://dx.doi.org/10.62343/cjss.2015.152.
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The notion of emotional intelligence has become a scientific construct for understanding implications of behavior and adaptation of the individual to his environment. An employee commitment, together with a competent workforce seemed to be of decisive importance for a corporate to be able to compete in quality and to go along with changes. The present article is culmination of the research work, testing the awareness level of the concept of emotional intelligence, the emotional intelligence level of managers across the organizations; whether managers use emotional intelligence competencies to enhance their leadership skills and do managers recognize emotions of different stakeholders in designing their policies. This was done through a quantitative study and these constructs were operationalized by means of a pre-designed questionnaire. The correlation and regression results seem to indicate that there is an awareness of emotional competencies among managers, managers have moderate level of emotional intelligence and they use these competencies to enhance their leadership skills.
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Hughes, Jason. "Emotional Intelligence: Elias, Foucault, and the Reflexive Emotional Self." Foucault Studies, no. 8 (February 1, 2010): 28. http://dx.doi.org/10.22439/fs.v0i8.2942.
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Over the last decade and a half there has emerged growing interest in the concept of “emotional intelligence” (henceforth EI), particularly within literature relating to occupational psychology, leadership, human resource management, and training. This paper considers the rise of EI as a managerial discourse and seeks to make sense of it, first in relation to existing accounts of emotion at work, and subsequently through utilising the analytical possibilities presented by the work of Norbert Elias and Michel Foucault. The case of EI is employed here as a concrete empirical site within which to explore potential complementarities between the analyses of Elias and Foucault, in particular around Elias’s arguments concerning the changing character of the social constraint towards self restraint, and Foucault’s discussion of power/knowledge and governmentality. EI is found to enshrine a more general move towards greater emotional possibility and discretion both within the workplace and beyond — an ostensible emancipation of emotions from corporate attempts to script the management and display of employee feelings. However, it is argued that rather than offering a simple liberation of our emotional selves, EI presents demands for a heightened emotional reflexivity concerning what is emotionally appropriate at work and beyond. As such, EI involves both greater emotional “freedom” plus a proliferation of new modalities of emotional control, albeit based now on the expression of feelings as much as their repression. Ultimately, these seemingly paradoxical aspects of EI serve to highlight an important point of inter-section in the work of Elias and Foucault around their conceptualisations of power, selfhood, and the shifting character of social control.
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Strazdins, Lyndall M. "Integrating Emotions: Multiple Role Measurement of Emotional Work." Australian Journal of Psychology 52, no. 1 (April 2000): 41–50. http://dx.doi.org/10.1080/00049530008255366.
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Prahara, Sowanya Ardi, and Astuti Wulandari. "Emotional Intelligence and Work Engagement in Working Mother." Journal of Psychology and Instruction 6, no. 3 (January 20, 2023): 181–86. http://dx.doi.org/10.23887/jpai.v6i3.45759.
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Career women often face obstacles due to their roles as workers and as housewives. This is caused by the negative cognitions and emotions experienced by married women which can lead to a decrease in the level of work engagement. Meanwhile, to be fully involved in individual work requires self-utilization, both cognitively and emotionally. This study aims to analyze the relationship between emotional intelligence and work engagement in married career women. Subjects in this study amounted to 70 people who have the characteristics of a career woman who is married, with a minimum of one year of work. Subjects were taken using purposive sampling method. Collecting data in this study using the Emotional Intelligence Scale and Work Engagement Scale. The data analysis technique used is the product moment correlation of Karl Pearson. Based on the results of data analysis obtained a correlation coefficient (R) of 0.479 with p = 0.000 (p <, 0.05). These results indicate that there is a positive relationship between emotional intelligence and work engagement. To maintain and improve emotional intelligence can be done with meditation, doing fun activities, and reflection to practice the ability to understand yourself and others.
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Cheng, Wei, Deju Bian, Qian Shi, and Zhaoxuan Wei. "On emotional expression of installation works in public art." BCP Social Sciences & Humanities 20 (October 18, 2022): 262–65. http://dx.doi.org/10.54691/bcpssh.v20i.2326.
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Installation work is to use the space, materials and other elements, through the art design, to explain the audience emotion or concept of the art form. Language is a very important form in the way of social communication, it can shorten the distance between people and enhance people's feelings. The emotional orientation of a work is guided by the creator in many ways. This paper focuses on the relationship between installation works and emotional expression, explores how to better express emotions in the works, brings the audience into the scene atmosphere, and analyzes some master works, to explore the effective method of combination of installation design and emotion.
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Talanov, Max, and Alexander Toschev. "Computational Emotional Thinking and Virtual Neurotransmitters." International Journal of Synthetic Emotions 5, no. 1 (January 2014): 1–8. http://dx.doi.org/10.4018/ijse.2014010101.
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Turing genius anticipated current research in AI field for 65 years and stated that idea of intelligent machines “cannot be wholly ignored, because the idea of 'intelligence' is itself emotional rather than mathematical” (Turing, 1948). The authors' work is dedicated to construction or synthesis of computational emotional thinking. The authors used 3 bases for their work: AI - six thinking levels model described in book “The emotion machine” (Minsky, 2007). Evolutionary psychology model of emotions that is called “Wheel of emotions” (Plutchik, 2001), the authors used as subjective perception model. Neuroscience (neurotransmission) theory of emotions by Lovheim “Cube of emotions” (Lovheim, 2012) was used as objective brain emotional response model. Based on neurotransmitters impact the authors propose to model emotional computing systems. Overall presented work is synthesis of several emotional/affective theories to produce a model of emotions and affective mechanisms that fit model of six thinking levels architecture.
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Kim, Hye Jung, and Hyun-Kyung Lee. "Emotions and Colors in a Design Archiving System: Applying AI Technology for Museums." Applied Sciences 12, no. 5 (February 26, 2022): 2467. http://dx.doi.org/10.3390/app12052467.
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This study proposes a new museum archiving system that uses artificial intelligence (AI) technology. It suggests a new retrieval interface to extract emotional characteristics of the design work to enrich the archiving database. A virtual curation was organized to showcase the proposed archiving system. We focused on finding emotional signals with advanced technology because humans build trust and connect with each other through emotional cues. There are numerous characteristics of a single work of art, but we focused on the emotions that viewers can feel when they appreciate the art and share a connection with the artists who made the work. The research was focused on design works, and the metadata were designed to extract three dominant colors and match them with emotional adjectives to enrich the data on the paintings. The purpose of this study was to provide information for new techniques of color utilization that encapsulate emotional adjectives. Through this research, we developed an image retrieval system based on metadata and transformed intangible emotions of design work into data. With the emotion archiving system, we organized virtual curation, adding a Korean design history collection with emotional words.
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Lois, Jennifer, and Joanna Gregson. "Aspirational Emotion Work: Calling, Emotional Capital, and Becoming a “Real” Writer." Journal of Contemporary Ethnography 48, no. 1 (January 1, 2018): 51–79. http://dx.doi.org/10.1177/0891241617749011.
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Drawing on a seven-year ethnography, we illuminate how unpublished romance writers employed emotional capital to negotiate the competitive publishing industry. To legitimate themselves as “real” writers, aspirants constructed occupational calling narratives, which they then drew upon to manage their emotions when publication was elusive. We call this process “aspirational emotion work” to illustrate how writers made use of their emotional capital to manage their feelings and sustain their identities without knowing if they would realize their dreams. We posit that aspirational emotion work is particularly prevalent among those seeking work in the creative industries, where potential for self-actualization is high but opportunity for secure employment is low.
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Zheng, Xin, Qinyuan Dan, Zhimin Wu, Shengquan Luo, and Xinying Peng. "A Job Demands–Resources Perspective on Kindergarten Principals’ Occupational Well-Being: The Role of Emotion Regulation." International Journal of Environmental Research and Public Health 19, no. 22 (November 15, 2022): 15030. http://dx.doi.org/10.3390/ijerph192215030.
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The position of school principal is emotionally demanding. Principals’ occupational well-being (OWB) can be influenced by their emotional work characteristics, and their emotional regulation plays a critical role. Based on the job demands–resources (JD-R) model, this study investigated the relationships between kindergarten principals’ OWB and its complex antecedents. Specifically, the study examined the influences among emotional job demands and trust in colleagues on kindergarten principals’ OWB factors (job satisfaction and emotional exhaustion), with a particular focus on the role of their emotion regulation strategies. Through an investigation of 618 kindergarten principals in China, the results showed that emotional job demands and trust in colleagues had different influences on principals’ OWB dimensions. Emotional job demands can enhance both principals’ suppression and reappraisal strategies, and trust in colleagues functions as an interpersonal resource for reappraisal. Principals’ emotion regulation strategies mediated the influence of work characteristics on OWB. Reappraisal is an important personal resource that can buffer the influence of work demands on OWB. The results may extend our understanding of principals’ emotional work. The implications on principals’ work and emotion regulation were further discussed.
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Flores, Hector R., Xueting Jiang, and Charles C. Manz. "Intra-team conflict: the moderating effect of emotional self-leadership." International Journal of Conflict Management 29, no. 3 (June 11, 2018): 424–44. http://dx.doi.org/10.1108/ijcma-07-2017-0065.
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Purpose The aim of this paper is to present a model of the moderating role of emotional self-leadership on the cognitive conflict–affective conflict relationship and their effect on work team decision quality. Design/methodology/approach This paper draws upon extant theoretical and empirical research on the conflict, leadership and emotions literature works to argue for the role of emotional self-leadership as a boundary condition of the intra-team conflict–work team decision quality relationship. Findings Key to understanding why cognitive conflict sometimes leads to improved decision quality and sometimes it does not is the role of emotional self-leadership. Through emotional self-leadership, team members can actively anticipate, guide and focus their emotional responses to cognitive conflict and reduce their experience of affective conflict, improving team decision quality. Research limitations/implications Identifying and explaining the moderating role of emotional self-leadership represents important progress for reframing emotion regulation and emotional intelligence into a new theoretical lens that may yield more meaningful insights into self-managed teams’ research. If empirically supported, this moderating effect would help explain the contradictory results obtained in prior empirical studies. Practical implications Practitioners can diminish or avoid the negative effect of the type of conflict that lowers work team decision quality and preserve the positive effect of the type of conflict that improves work team decision quality by identifying and implementing ways to improve a work team’s level of collective emotional self-leadership. Originality/value This paper extends the emotions, leadership and conflict literature works into the current research on self-directed work teams’ effectiveness by bringing attention to the moderating role of emotional self-leadership and calls for empirical research on this subject.
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Wu, Tung-Ju, and Yenchun Jim Wu. "Innovative work behaviors, employee engagement, and surface acting." Management Decision 57, no. 11 (November 12, 2019): 3200–3216. http://dx.doi.org/10.1108/md-02-2018-0196.
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Purpose The purpose of this paper is to explore the relationship between positive and negative emotional contagion by supervisors and innovative behavior by employees in the marketing department at China Mobile, as well as investigating the mediating roles of work engagement and surface acting in this path. Design/methodology/approach The authors analyzed emotional contagion on innovative behavior and investigated the mediation effect of work engagement and surface acting, and used structural equation modeling to test the hypotheses. Subjects in this study comprised 263 dyads of supervisors and employees (131 supervisors and 263 employees) in the marketing department at China Mobile. Findings The results indicated that positive emotions by employees mediated the positive effect of supervisors’ expression of positive emotions about employees’ work engagement; work engagement mediated the positive effect of employees’ positive emotions on their innovative behavior; and employees’ negative emotions mediated and did not significantly mediate the effect of supervisors’ negative emotions on employees’ surface acting and innovative behavior, respectively. Research limitations/implications This study recommends that future studies examine emotional labor by team members and investigate the types of mechanisms (such as psychological safety and team learning) adopted by such teams to increase their members’ levels of emotional contagion. Practical implications The authors recommend that enterprises implement courses that are relevant to emotional management for supervisors to enhance their ability to regulate and manage their own emotions. The authors also suggest that organizations offer adequate job resources to employees to inspire work engagement among employees. Originality/value This study explored the role of work engagement among employees, which serves as a motivational mechanism between positive emotional labor by supervisors and innovative behavior by employees. In addition, it investigated the role of surface acting by employees, which serves as an energetic mechanism between negative emotional labor by supervisors and innovative behavior by employees.
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Funk, Laura M., and Wanda Hounslow. "The emotional landscape of accessing and navigating formal supports for older adults in one Western Canadian city." International Journal of Care and Caring 3, no. 4 (November 1, 2019): 531–48. http://dx.doi.org/10.1332/239788219x15622471468519.
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Emotions may be pivotal to understanding how fragmented care systems for older adults can generate structural carer burden. Analysing 78 interviews with 32 carers who navigated formal services in a Western Canadian city, we explore and distinguish between emotional responses to navigation challenges and the emotion work that navigation entails. Emotional responses had a temporal dimension, and, at times, both positive and negative emotions coexisted simultaneously. Symbolic and normative understandings of interactions with providers, and of ‘caring well’, shaped emotion work throughout navigation. Discussion focuses on how broader contexts, through emotional processes, indirectly contribute to carer stress and strain.
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Benke, Ivo, Maren Schneider, Xuanhui Liu, and Alexander Maedche. "TeamSpiritous - A Retrospective Emotional Competence Development System for Video-Meetings." Proceedings of the ACM on Human-Computer Interaction 6, CSCW2 (November 7, 2022): 1–28. http://dx.doi.org/10.1145/3555117.
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Video-meetings essentially determine remote work life. However, video-meetings experience challenges originating from human emotions. Therefore, emotional competence, the ability to perceive, understand, and regulate emotions, is of the highest relevance. With limited transfer capacity of emotional information and various communication challenges, developing emotional competence, however, is complex. To overcome this complexity, we present TeamSpiritous, an individual, retrospective emotional competence development system for video-meetings. TeamSpiritous allows to upload and analyze recorded video-meetings on emotional processes and provides support for individual development of emotional competence. We evaluated TeamSpiritous quantitatively and qualitatively in a six-week, longitudinal field study with 47 participants from China and Germany. Results of our study show that intra- and interpersonal emotional competence significantly increased over time for the whole sample. In particular, intrapersonal emotion regulation and interpersonal emotion perception and understanding improved. Since remote work video-meetings are often multicultural, we also investigated cultural differences and observed in our results that the effects of TeamSpiritous exist beyond cultural backgrounds (China, Germany). With our work, we contribute with the design of TeamSpiritous and understanding of its effects on emotional competence development.
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Ginanggih, Ginanggih, Joeliaty Joeliaty, and Sunu Widianto. "Emotional Intelligence Becomes The Main Predictor of Emotional Labor Ability on Customer Satisfaction." Quantitative Economics and Management Studies 4, no. 6 (September 25, 2023): 1077–81. http://dx.doi.org/10.35877/454ri.qems1818.
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Emotional intelligence and emotional intelligence refers to the process of regulating feelings and expressions in response to emotion regulation as an authentic display of employees in serving customers. The existing literature has provided strong evidence for the impact of customer-focused emotional work. However, an empirical examination of the mechanisms underlying this relationship is largely different from previous studies. This research focuses on employees' emotional intelligence in regulating emotions to make customers satisfied with the services provided. This article reports on a study examining the role of emotional work in channeling the impact of emotional intelligence on customer satisfaction. Specifically, the study measured the emotional intelligence of service employees and customers with in-depth acting to find out how relational relationships occur. The sample size in this study was 232 respondents. Data analysis was carried out using Structural Equation Model (SEM-PLS) 4.0 with outer model measurements: convergent validity, discriminant validity, reality test, and inner model measurement; Coefficient Determinant of (R2), Significance (t-value) and model fit test using R square, Q square, SRMR, Goodness of Fit Index. Results show that employees who are emotionally intelligent and able to regulate their expressions and feelings will increase the influence on customer satisfaction.
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Lee, Hyun Jung. "How emotional intelligence relates to job satisfaction and burnout in public service jobs." International Review of Administrative Sciences 84, no. 4 (January 30, 2017): 729–45. http://dx.doi.org/10.1177/0020852316670489.
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Public service workers require higher levels of emotional intelligence because most public service jobs involve emotionally intense work focused on service to the public. Moreover, such emotional work may lead to a high degree of burnout and job dissatisfaction, which directly relates to organizational outcomes. Focusing on public service workers, the present study investigates the relationships between the dimensions of emotional intelligence and job satisfaction, on the one hand, and the dimensions of emotional intelligence and burnout, on the other. In the sample of 167 public service workers in the US, using employed structural equation modeling, the findings reveal that emotion regulation is significantly and negatively related to burnout and that emotional self-awareness is significantly and positively related to job satisfaction. Points for practitioners This study contributes to understanding the relationship between the emotional intelligence dimension and burnout, and the emotional intelligence dimension and job satisfaction, in public service jobs. Emotional intelligence plays a significant role for public service workers whose work involves emotionally intense job characteristics. The findings show that training in emotional intelligence abilities may increase job satisfaction and decrease burnout. Practitioners and professionals working in public management and administration may consider measures of emotional intelligence, especially emotional self-awareness and emotion regulation, in the recruitment process to select potentially effective job applicants.
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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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Koper, Dorota, Beata Dziedzic, and Tomasz Kryczka. "Emotions at nurse`s work – non-systematic literature review." Pielegniarstwo XXI wieku / Nursing in the 21st Century 20, no. 4 (December 1, 2021): 244–51. http://dx.doi.org/10.2478/pielxxiw-2021-0037.
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Abstract Introduction. The performance of any job requires the expression of adequate emotions that are consistent with the roles assigned to a given position. This fact has led to an enormous interest in methods of expression and concealing emotions, especially in management, business, education and healthcare. Aim. Discussion of the influence of emotional intelligence and emotional labour on the work of a nurse. Material and methods. Literature databases were reviewed using the key words: “intelligence”, “emotional intelligence”, “emotional labour” and in combination with the word “nursing”. Discussion. Emotional intelligence is critical to the quality of patient care. Nurses make an additional psychological effort that contributes to their professionalism and effectiveness, which is referred to as “emotional labour”. Due to the way this work is performed, two its types have been distinguished: “surface acting” and “deep acting”. The effects of both types of emotional labour differ significantly in favor of deep acting. Conclusions. The relationships between nurses’ involvement in emotional labour and the quality of nursing services were found. However, little is known about how the emotional labour affects their own health, professional career or job satisfaction. Further research should be able to provide answers to these questions.
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Pantti, Mervi, and Karin Wahl-Jorgensen. "Journalism and Emotional Work." Journalism Studies 22, no. 12 (September 10, 2021): 1567–73. http://dx.doi.org/10.1080/1461670x.2021.1977168.
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Bull Schaefer, Rebecca A., and Michael E. Palanski. "Emotional Contagion at Work." Journal of Management Education 38, no. 4 (May 24, 2013): 533–59. http://dx.doi.org/10.1177/1052562913489030.
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Karrir, Naval. "Emotional Competence at work." Paradigm 7, no. 1 (January 2003): 37–45. http://dx.doi.org/10.1177/0971890720030104.
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The paper discusses the salience of emotional competence at the work place and explains the relative edge it has over the intelligence quotient (IQ) which is mostly used to determine the effectiveness of employees at the work place. Relationship between emotional competence and intelligence quotient has been explored. A framework providing explanation on the various components of emotional competence has been discussed. A methodology for measurement of emotional competence through indicators has been proposed and strategies recommended for enhancing emotional competence at the work place.
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Blackman, Deborah A. "Emotional Intelligence at Work." Long Range Planning 34, no. 5 (October 2001): 626–27. http://dx.doi.org/10.1016/s0024-6301(01)00078-4.
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Liang, Fei, Rou Feng, Simeng Gu, Shan Jiang, Xia Zhang, Naling Li, Minghong Xu, Yiyuan Tang, and Fushun Wang. "Neurotransmitters and Electrophysiological Changes Might Work as Biomarkers for Diagnosing Affective Disorders." Disease Markers 2021 (September 18, 2021): 1–12. http://dx.doi.org/10.1155/2021/9116502.
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Affective disorders are the leading causes of human disability worldwide; however, the diagnosis is still hard to define, because emotion is the least study subjects in psychology. Recent emotional studies suggest that human emotions are developed from basic emotions, which are evolved for fundamental human lives. Even though most psychologists agree upon the idea that there are some basic emotions, there is little agreement on how many emotions are basic, which emotions are basic, and why they are basic. In our previous papers, we suggested that there are three basic emotions: joy, fear, and disgust. These basic emotions depend on the peptides and monoamines: dopamine-joy (peptides-reward), norepinephrine-fear (anger), and serotonin-disgust (sadness). Further tests with event-related potentials (ERP) found that joy, fear, and disgust showed the fastest response compared with other emotions, suggesting that they are fast automatic responses, which confirmed that these three emotions are prototypical emotions. Other basic emotions, anger and sadness, are due to object induced behaviors instead of sensation of object, so they developed secondary to prototypical emotions. Thus, we concluded that only joy, fear, and disgust are prototypical emotions, which can mix into other emotions, like the primary colors. In all, the neural substrates for all emotions, including the affections, are possibly monoamine neuromodulators: joy-dopamine (peptides), fear (anger)–norepinephrine, and disgust-serotonin. We hope these basic emotional studies will offer some neural mechanisms for emotional processing and shed lights on the diagnosis of affective disorders.
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Tafjord, Trine. "Managing Strong Emotions: Nurses’ Recognition and Responses to Personal Emotions When Approaching Parents With Cancer and Their Dependent Children." Qualitative Health Research 31, no. 5 (February 8, 2021): 926–41. http://dx.doi.org/10.1177/1049732320983788.
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Care for sick parents and their dependent children (<18 years) has become a pertinent issue in health care. Nurses play an important role in caring for parents with cancer as well as their children. By utilizing a constructivist grounded theory approach, the aim of this study was to expand the research-based knowledge of nurses’ experiences of personal emotions in this research field and to develop a subsequent explanatory theory extending the existing concept of emotional labor. Interviews with 12 nurses were conducted and analyzed. The nurses experienced this area of work as particularly emotionally challenging and attempted to manage personal emotions through regulating and processing strategies. Through this process, they sought for emotional strength by balancing their private lives and work lives to manage work-related emotions. An increased awareness of emotional labor may strengthen nurses’ emotional competence in nursing.
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Iszatt-White, Marian, and Peter Lenney. "Enacting emotional labour in consultancy work: Playing with liminality and navigating power dynamics." Management Learning 51, no. 3 (March 3, 2020): 314–35. http://dx.doi.org/10.1177/1350507620906580.
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While theoretical understanding of professional emotional labour has developed in recent years, methodological issues with capturing its practice mean that understanding of how professional emotional labour is enacted remains relatively limited. The current study utilises memory work to surface potentially unacknowledged meanings associated with the remembered performance of professional emotional labour as a proxy for the psychological access required to demonstrate dissonance between felt and displayed emotions. The article uses an emotionally charged feedback meeting between a management consultant and their client as an opportune context for surfacing the enactment of professional emotional labour. The combined memory work data – consisting of original meeting recordings and a parallel commentary developed in discussion with the consultant – are analysed through a Goffmanian lens in order to theorise role positioning as a tool of enacting professional emotional labour. A model is proposed that maps the roles adopted against the dimensions of playing with liminality and navigating power dynamics. We suggest the potential transferability of these findings to other situations of liminality and their relevance for management learning interventions.
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Hariyady, Hariyady, Ag Asri Ag Ibrahim, Jason Teo, Wildan Suharso, Muhammad Balya Firjaun Barlaman, Muhammad Aulanas Bitaqwa, Azhana Ahmad, Fouziah Md Yassin, Carolyn Salimun, and Ng Giap Weng. "Virtual Reality and Emotional Responses: A Comprehensive Literature Review on Theories, Frameworks, and Research Gaps." ITM Web of Conferences 63 (2024): 01022. http://dx.doi.org/10.1051/itmconf/20246301022.
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This extensive literature review examines virtual reality (VR) and emotional responses, including theories, paradigms, and research gaps. Foundational to VR is its ability to evoke profound emotional involvement through heightened presence. The study synthesizes presence theory, appraisal theory, and transportation theory to explain how they affect virtual emotional experiences. It also examines affective computing and multisensory integration frameworks for emotional design for VR and their importance in creating emotionally engaging VR experiences. Furthermore, the study highlights key research gaps and issues in the field. These include individual variances in emotional responses, the undiscovered long-term effects of repeated VR exposure, and ethical issues surrounding emotion manipulation and user permission. To fill these gaps, computer science, psychology, and allied sciences should work together to comprehend the complex relationship between VR and human emotions. The ethical, theoretical, and practical aspects of VR’s emotional landscape are explored in this synthesis to guide future research.
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Reed, Kate, and Julie Ellis. "Uncovering Hidden Emotional Work: Professional Practice in Paediatric Post-Mortem." Sociology 54, no. 2 (August 28, 2019): 312–28. http://dx.doi.org/10.1177/0038038519868638.
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The concepts of emotional labour and emotion management have been extensively explored across a range of health and social care occupations. Less is known about emotionality in ‘hidden’ and ‘taboo’ realms of health work. Drawing on data from an ethnographic study on fetal and neonatal post-mortem, we explore the ways in which professionals across occupation and status positions both articulate and manage their emotions. Post-mortem involves a range of practices which take place around the edges of life and death, medicine and hospital space. Although often concealed from members of the public (and from some professionals), such practices tend to be highly valued by professionals and parents. Our analysis moves beyond the current sociological focus on occupation, illuminating instead how emotional work is performed across multi-disciplinary teams in this secret context. In doing so we seek to contribute to the conceptual and empirical development of the sociology of emotion work.
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Dr Kavyashree M B and Dr Anupama Sundar D. "Emotional Intelligence on Job Attitudes of Employees." international journal of engineering technology and management sciences 7, no. 4 (2023): 362–75. http://dx.doi.org/10.46647/ijetms.2023.v07i04.050.
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The diverse nature of modern business operations has made it a strategic necessity to have a proper understanding of oneself as well as why others act the way they do, this is so as to work cooperatively, harmoniously, and freely with them to mitigate conflict tendencies inherent in human nature. Therefore, achieving such harmonious and cooperative atmosphere is premised on the degree of emotional intelligence of all members of the organization irrespective of their level and position occupied. Emotional intelligence is defined as an ability of the person to assess and control his own emotion and emotion of others. The emotional intelligence had played a vital role in the organizational productivity. The person with high emotional intelligence shows a positive attitude towards the organization and EI had a significant effect on job attitudes of the employees. The EI model had four fundamental aspects like recognizing emotions, understanding emotions, regulating emotions and using emotions. Organizational settings are now considered important arenas for the manifestation of human emotions. In order to establish long-term success, today’s organizations continually emphasize the search for emotionally intelligent employees. This study aims to explore the influence of emotional intelligence on job attitudes (such as job satisfaction, organizational commitment, job involvement, perceived organizational support, and employee engagement) of employees to understand the employees' emotions and feelings at the workplace. Random sampling has been adopted to collect data from the respondents. Sample size deemed for the study was 86. Data was collected from employees working in various IT industries. Factor and regression analysis were applied to analyze the data. The study reveals that results demonstrated a significant positive influence of emotional intelligence on job attitudes (such as job satisfaction, organizational commitment, job involvement, perceived organizational support, and employee engagement) of employees. The research highlights the importance of Emotional Intelligence of employees that needs to be understood by the employees in the organization so that employees can effectively and efficiently work in the workplace. Since World Economic Forum under the category of the future of jobs have listed Emotional intelligence as the major skill required for the future workplace.
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Grandey, Alicia A., and Gordon M. Sayre. "Emotional Labor: Regulating Emotions for a Wage." Current Directions in Psychological Science 28, no. 2 (January 29, 2019): 131–37. http://dx.doi.org/10.1177/0963721418812771.
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Many employees perform emotional labor, regulating their emotions to meet organizationally mandated display rules (e.g., “service with a smile”), which has both professional and personal implications. Emotion regulation in a work context is important to enhance customers’ mood and service satisfaction, but putting on that smile to perform one’s work role can have surprising costs depending on how the emotions are regulated. When employees try to change their feelings to appear sincere (i.e., deep acting), performance is enhanced, yet employees must often “fake it” (i.e., surface act), which has consequences to their well-being. We discuss how these concepts are similar and distinct from emotion-regulation strategies while also reviewing work factors that help optimize emotional labor’s impact on performance and well-being. Finally, we note recent studies that have expanded the concept of emotional labor and the methods used to capture this workplace experience.
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Talanov, Max, and Alexander Toschev. "Appraisal, Coping and High Level Emotions Aspects of Computational Emotional Thinking." International Journal of Synthetic Emotions 6, no. 1 (January 2015): 24–39. http://dx.doi.org/10.4018/ijse.2015010102.
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Turing genius anticipated current research in AI field for 65 years and stated that idea of intelligent machines “cannot be wholly ignored, because the idea of 'intelligence' is itself emotional rather than mathematical” (). This is the second article dedicated to emotional thinking bases. In the first article, the authors () created overall picture and proposed framework for computational emotional thinking. They used 3 bases for their work: AI - six thinking levels model described in book “The emotion machine” (). Evolutionary psychology model: “Wheel of emotions” (). Neuroscience (neurotransmission) theory of emotions by Lovheim “Cube of emotions” (). Based on neurotransmitters impact the authors proposed to model emotional computing systems. Current work is dedicated to three aspects left not described in first article: appraisal: algorithm and predicates - how inbound stimulus is estimated to trigger proper emotional response, coping: the way human treat with emotional state triggered by stimulus appraisal and further thinking processes, high level emotions impact on system and its computational processes.
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Khoreva, Larissa G. "EMOTIVE CONCEPT IN A LITERARY WORK." Russian Studies in Culture and Society 7, no. 1 (March 31, 2023): 95–110. http://dx.doi.org/10.12731/2576-9782-2023-1-95-110.
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The relevance of the article deals with the importance of studying of human emotions in the process of communication. In recent decades the interest of scientists in the emotive field of humanitarian knowledge has significantly increased. The emotional competence and emotional intellect of representatives of modern society, the search for emotional meanings, the role of emoticians in intercultural communication are the subject of their interest.
The purpose of the study is to analyze the representation of emotive concepts, to identify the role of metaphor and ethnic picture of the world in this process on the example of texts of Spanish literature. The systematic description of communicative or discursive forms are under the demands of the time, since the theory of emotional intelligence is the subject of interest of humanists, but also economists and politicians who agree with philologists and linguists that the emotive discursive practice has the ability to transmit a whole range of functions and unfold new semantic subtexts of the described situation. Literature is one of the form of cultural life that reflects the social practices of representing emotions. The hermeneutic analysis of the text is the main research method.
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Quah, Ee Ling Sharon. "Emotional reflexivity and emotion work in transnational divorce biographies." Emotion, Space and Society 29 (November 2018): 48–54. http://dx.doi.org/10.1016/j.emospa.2018.09.001.
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