This literature review discusses the emotional labor theory, which deals with emotions that employees feel or pretend to feel to meet job requirements. It covers both the benefits and drawbacks of emotional labor for employers and employees.
For employers and organizations, emotional labor can result in uniform employee behavior, efficient work, high-quality service, and regular customers. However, for employees, emotional labor often leads to negative psychological consequences like burnout, depression, and physical health issues. Surface acting, where emotions are not genuinely felt, is linked to greater negative effects than deep acting, where felt emotions are aligned with job requirements.
While most literature focuses on the negative impacts of emotional labor, this study aims to show it can also have positive
This document discusses the relationship between job satisfaction and psychological health. It first defines job satisfaction and lists some factors that influence it. It then discusses several studies that found positive associations between aspects of job satisfaction (like colleague satisfaction) and psychological health measures (like self-esteem and sickness absence). The conclusion is that most research shows higher job satisfaction is linked to better psychological health, though endogeneity needs accounting for. More research across diverse occupations is needed.
Emotional labor can be defined as a form of emotional regulation in which employees have to display certain emotions as part of their work and promote organizational goals. Such organizational control of emotions can lead to suppression of feelings through emotional dissonance, altered relational perceptions, changed communication patterns, and other negative and counterproductive personal and work effects including stress, demotivation and exhaustion. Emotional labor involves managing feelings and emotions to meet the demands of a job.
DOI: 10.13140/RG.2.2.13203.30248
This is a presentation I did with several other management students in relation to our Organisational Behaviour module. More specifically it outlines how emotions and conflict can alter workplace interactions.
Emotional labor refers to managing one's emotions to fulfill job requirements, such as suppressing negative feelings and displaying positive emotions. It involves three main strategies: surface acting, where displayed emotions don't match internal feelings; deep acting, trying to internally feel displayed emotions; and genuine expression when internal and displayed emotions align. Emotional labor is common in customer service jobs and can lead to emotional exhaustion and burnout if not managed properly. It disproportionately impacts women, who often shoulder more responsibility for emotional labor both at work and home through caretaking duties. Organizations can help employees by establishing display rules, improving emotional intelligence, and recognizing emotional labor in performance evaluations.
Presenting about stress and work well-being
The presentation is about stress and how to reduce and manage properly, also talking about the strategies to prevent bullying and other types of violence that occur in the workplace, including the topic about some hypotheses about frustration-aggression and justice.
Workplace Environment Characteristics as Antecedents of Affective Well-being ...Waqas Tariq
Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective well-being at work. A factor analysis revealed eight workplace environment factors that contribute to the overall affective experiences of employees. These eight factors were confirmed to significantly correlate with overall affective well-being and its five sub-dimensions. With t-test analysis, this study also found gender differences in the perceptions of affective well-being at work and workplace environment characteristics. Finally, regression analyses showed that seven workplace environment factors, job goodness, less conflict, autonomy, camaraderie, authentic leadership, fitness, role clarity, as well as positive and negative personality traits are significant predictors of affective well-being in the workplace.
This document discusses emotional labor, which refers to displaying required emotions as part of one's job. It covers Arlie Hochschild's perspective on emotional labor as managing feelings to achieve outward displays. Hochschild identified two strategies for emotional labor - surface acting, where one regulates expressions, and deep acting, where one modifies feelings. The document also examines research on the relationships between emotional labor, job satisfaction, emotional exhaustion, and organizational commitment. Professors who expressed genuine positive emotions experienced less burnout and more job satisfaction and commitment.
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
This document discusses the relationship between job satisfaction and psychological health. It first defines job satisfaction and lists some factors that influence it. It then discusses several studies that found positive associations between aspects of job satisfaction (like colleague satisfaction) and psychological health measures (like self-esteem and sickness absence). The conclusion is that most research shows higher job satisfaction is linked to better psychological health, though endogeneity needs accounting for. More research across diverse occupations is needed.
Emotional labor can be defined as a form of emotional regulation in which employees have to display certain emotions as part of their work and promote organizational goals. Such organizational control of emotions can lead to suppression of feelings through emotional dissonance, altered relational perceptions, changed communication patterns, and other negative and counterproductive personal and work effects including stress, demotivation and exhaustion. Emotional labor involves managing feelings and emotions to meet the demands of a job.
DOI: 10.13140/RG.2.2.13203.30248
This is a presentation I did with several other management students in relation to our Organisational Behaviour module. More specifically it outlines how emotions and conflict can alter workplace interactions.
Emotional labor refers to managing one's emotions to fulfill job requirements, such as suppressing negative feelings and displaying positive emotions. It involves three main strategies: surface acting, where displayed emotions don't match internal feelings; deep acting, trying to internally feel displayed emotions; and genuine expression when internal and displayed emotions align. Emotional labor is common in customer service jobs and can lead to emotional exhaustion and burnout if not managed properly. It disproportionately impacts women, who often shoulder more responsibility for emotional labor both at work and home through caretaking duties. Organizations can help employees by establishing display rules, improving emotional intelligence, and recognizing emotional labor in performance evaluations.
Presenting about stress and work well-being
The presentation is about stress and how to reduce and manage properly, also talking about the strategies to prevent bullying and other types of violence that occur in the workplace, including the topic about some hypotheses about frustration-aggression and justice.
Workplace Environment Characteristics as Antecedents of Affective Well-being ...Waqas Tariq
Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective well-being at work. A factor analysis revealed eight workplace environment factors that contribute to the overall affective experiences of employees. These eight factors were confirmed to significantly correlate with overall affective well-being and its five sub-dimensions. With t-test analysis, this study also found gender differences in the perceptions of affective well-being at work and workplace environment characteristics. Finally, regression analyses showed that seven workplace environment factors, job goodness, less conflict, autonomy, camaraderie, authentic leadership, fitness, role clarity, as well as positive and negative personality traits are significant predictors of affective well-being in the workplace.
This document discusses emotional labor, which refers to displaying required emotions as part of one's job. It covers Arlie Hochschild's perspective on emotional labor as managing feelings to achieve outward displays. Hochschild identified two strategies for emotional labor - surface acting, where one regulates expressions, and deep acting, where one modifies feelings. The document also examines research on the relationships between emotional labor, job satisfaction, emotional exhaustion, and organizational commitment. Professors who expressed genuine positive emotions experienced less burnout and more job satisfaction and commitment.
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
The Relation between Happiness and Life Expectancy among the Nurses in TehranAli Moghadam
This study examines the relationship between happiness and life expectancy among nurses in Tehran, Iran. 97 nurses were randomly selected from hospitals in Tehran to complete the Oxford Happiness Questionnaire and HERTH Hope Scale. The results of the Pearson correlation analysis showed a relationship between happiness and life expectancy among the nurse participants. Specifically, higher levels of happiness were correlated with higher levels of life expectancy.
Effect of Job Stress and Job Satisfaction on Performance: An Empirical Studyridhsi
This study examined the relationship between job stress, job satisfaction, and job performance among 100 managers at private manufacturing firms in India. The researchers found that higher stress levels were correlated with lower job performance, while higher job satisfaction was correlated with higher job performance. Specifically, managers with low stress had significantly better performance than highly stressed managers, and managers with high job satisfaction had significantly better performance than those with low job satisfaction. The study aimed to determine if relationships existed between these variables and to develop a model describing their relationships. Various instruments were used to measure job stress, satisfaction, and performance.
This document discusses emotional labor, burnout, and their effects on employees. It defines emotional labor as managing one's emotions and expressions to meet job demands. Prolonged emotional labor can lead to burnout, which has three stages - emotional exhaustion, depersonalization, and reduced personal accomplishment. Burnout and emotional dissonance from emotional labor result in increased employee turnover and intention to leave, lower performance and job satisfaction. Prevention focuses on reducing emotional demands and dissonance experienced by employees.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
This document discusses emotions, moods, attitudes, and job satisfaction. It defines emotions as strong positive or negative feelings directed at something, while moods are more generalized positive or negative states. Attitudes are predispositions to respond positively or negatively to people/things and have cognitive, affective, and behavioral components. Job satisfaction reflects positive/negative feelings toward a job and is important because dissatisfied employees are more likely to be absent or quit.
1. Emotions influence behaviors and attitudes in the workplace. Emotions are brief physiological and psychological responses to situations, while attitudes are longer-term judgments.
2. Job satisfaction, organizational commitment, and stress all impact workplace behaviors and performance. High job satisfaction and organizational commitment are associated with better performance and customer satisfaction, while stress can harm health, performance, and increase turnover if not managed.
3. Managing emotions, building positive attitudes, reducing stressors, and developing coping strategies can optimize workplace behaviors and outcomes.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
Introduction: Specific occupational environments such as mining activities are the source of various stressors. This study aimed to investigate the effectiveness of emotional intelligence training on job stress of the employees of GolGohar Mining and Industrial Company in Sirjan, Kerman. Method: A quasi-experimental design with pretest and posttest was used and 86 employees of GolGohar Mining and Industrial Company in Sirjan were selected using the stratified random sampling method and were divided into two groups of treatment and control. Experimental group received training protocol of ten sessions of 90 minutes and the control group was inserted in the waiting list. Structured clinical interview, demographic questionnaire, Bar-On emotional intelligence questionnaire and job stress questionnaire were used for data collection. Chi-square test and analysis of covariance were used for data analysis. Results: Data analysis showed that emotional intelligence training intervention on the components of workload, perceived incompetence, duplicity, restrictions and responsibilities has played a significant effectiveness (p<0.01).><0.01). Conclusion: The findings of this study suggest the effectiveness of emotional intelligence training on occupational stress index. This finding can be taken into consideration in planning of the preventive and therapeutic interventions.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
This document presents information about emotional labor, which refers to expressing organizationally desired emotions during work interactions. It causes emotional dissonance between felt and displayed emotions. There are two ways to display fake emotions - surface acting, which hides true feelings, and deep acting, which modifies inner feelings. Chronic stress from emotional labor can lead to burnout, which consists of emotional exhaustion, depersonalization, and reduced personal accomplishment. Emotional exhaustion involves physical and emotional depletion. Depersonalization is a feeling of dissociation from oneself or surroundings. Diminished personal accomplishment brings feelings of apathy and poor performance. The document recommends keeping expectations realistic, reducing workload, relaxing at work, and maintaining outside interests to prevent burnout
Effects of Job Stress on Employees Job Performance A Study on Banking Sector ...IOSR Journals
Currently Bankers are under a great transaction of stress and due to many backgrounds of stress such as Excess, Role doubt, Role conflict, Concern for people, Contribution, Lack of feedback, possession up with rapid technologicalchange. Being in an inventive role, Career development, Organizational structure and climate, and recent episodic events. The thing which find out is stress. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study examines the purpose model in relation of job stress and its impact on job performance by using sample of 144 participants. In participant the data ofsenior, graduate employees including customer services officers and managers of well reputed rising bank in Pakistan. The data were obtained through close ended questionnaire. A statistical test of regression, correlation and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduces the performance of an individual. The results suggest to the organization that they have sustained a very health, cooperative and friendly environment within the team for better performance.
Emotion work and job stressors and their effects on burnout.Solercanto
This document summarizes a research article that studied the relationship between emotion work, organizational job stressors, and burnout. The study defined emotion work as the psychological processes required to regulate and display organizationally desired emotions during interactions with clients. It measured different aspects of emotion work, such as displaying positive emotions, displaying and handling negative emotions, sensitivity to clients' emotions, ability to influence clients, and emotional dissonance. The study examined how these emotion work variables related to organizational stressors and resources, their unique contribution to predicting burnout, and potential interaction effects between emotion work and job stressors on burnout. The results provided initial evidence that emotion work is uniquely associated with burnout even when accounting for other job factors.
This document presents research on the implications of the Hawthorne Effect and its links to firm performance. It begins with an introduction and background on the Hawthorne Effect. The study aims to determine if the Hawthorne Effect can improve firm performance by examining its relationship to employee behavior, working environment, and productivity levels. The methodology discusses using surveys distributed to employees at three firms to collect data, which is analyzed using statistical software. Preliminary findings suggest the Hawthorne Effect is positively associated with treating employees fairly and providing necessary tools/facilities. The document concludes by discussing recommendations and areas for future research.
This study investigated differences in neural activity related to emotional arousal and valence processing in autism spectrum disorder (ASD) compared to typically developing individuals (TD). Participants viewed a range of emotional faces during fMRI and rated them on arousal and valence. The study found significant differences between the ASD and TD groups in neural activity correlated with arousal ratings, but only minor differences for valence ratings. Specifically, TD participants showed inverse correlations between arousal ratings and activity in attention-related regions, whereas ASD participants showed positive correlations between arousal ratings and activity in impulse control and default mode regions. The results suggest divergent neural mechanisms for processing emotional arousal in ASD versus TD individuals, despite similar behavioral responses.
On the Positive and Negative Effects of Emotion Work in Organizations.Solercanto
Zapf, D. & Holz, M. (2006). On the Positive and Negative Effects of Emotion Work in Organizations.
European Journal of Work and Organizational Psychology, 15, 1-28
A STUDY ON HOW EMOTIONAL DISSONANCE IMPACT WORK EXHAUSTION, JOB SATISFACTION ...IAEME Publication
This document summarizes a study on how emotional dissonance impacts work exhaustion, job satisfaction, and turnover intention among IT professionals. It defines emotional dissonance as the conflict between emotions felt and emotions expressed. The study collected data from 246 IT professionals in India to examine how emotional dissonance relates to work exhaustion, job satisfaction, and turnover intention. The results showed that emotional dissonance experienced by IT professionals leads to increased work exhaustion and reduced job satisfaction, which in turn influences their turnover intention.
Emotion work as a source of stress: The concept and the development of an ins...Solercanto
Zapf, D., Vogt, C., Seifert, C., Mertini, H., & Isic, A. (1999). Emotion work as a source of stress: The
concept and the development of an instrument.European Journal of Work and Organizational
Psychology, 8, 371 - 400
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
The corretaltion between stress and productivityAli YILMAZ
Stress exists in all workplaces and negatively impacts productivity. While some stress can increase performance, too much leads to lower productivity through increased absenteeism, decreased job satisfaction and role conflicts. Common causes of workplace stress include heavy workloads, lack of job security and unclear expectations. Both individual-focused solutions like time management and organization-focused ones like improved communication can help address stress. Future research could measure stress and productivity in specific professions to better understand their relationship.
This document summarizes a study evaluating factors that influence employee job satisfaction at VILC. The study aims to identify the main causal factors of job satisfaction, predict employee turnover intentions, and encourage companies to improve satisfaction. It reviews literature on job satisfaction theories and factors. The study collects data through a questionnaire given to 48 employees, analyzes responses, and will disseminate findings to VILC and other companies to help maintain or improve satisfaction.
This document summarizes research on the relationship between employee satisfaction and organizational performance. It discusses that while most research has focused on individual employee satisfaction and performance, theorists have suggested employee satisfaction should relate to organizational performance levels. The document reviews two studies that found positive relationships between aggregated employee satisfaction at the business unit or organizational level and various performance outcomes such as productivity, profitability, and customer satisfaction. However, both studies had limitations in generalizability across industries. Overall, the research suggests higher aggregated employee satisfaction within an organization or business unit may positively relate to organizational performance.
The Relation between Happiness and Life Expectancy among the Nurses in TehranAli Moghadam
This study examines the relationship between happiness and life expectancy among nurses in Tehran, Iran. 97 nurses were randomly selected from hospitals in Tehran to complete the Oxford Happiness Questionnaire and HERTH Hope Scale. The results of the Pearson correlation analysis showed a relationship between happiness and life expectancy among the nurse participants. Specifically, higher levels of happiness were correlated with higher levels of life expectancy.
Effect of Job Stress and Job Satisfaction on Performance: An Empirical Studyridhsi
This study examined the relationship between job stress, job satisfaction, and job performance among 100 managers at private manufacturing firms in India. The researchers found that higher stress levels were correlated with lower job performance, while higher job satisfaction was correlated with higher job performance. Specifically, managers with low stress had significantly better performance than highly stressed managers, and managers with high job satisfaction had significantly better performance than those with low job satisfaction. The study aimed to determine if relationships existed between these variables and to develop a model describing their relationships. Various instruments were used to measure job stress, satisfaction, and performance.
This document discusses emotional labor, burnout, and their effects on employees. It defines emotional labor as managing one's emotions and expressions to meet job demands. Prolonged emotional labor can lead to burnout, which has three stages - emotional exhaustion, depersonalization, and reduced personal accomplishment. Burnout and emotional dissonance from emotional labor result in increased employee turnover and intention to leave, lower performance and job satisfaction. Prevention focuses on reducing emotional demands and dissonance experienced by employees.
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
This document discusses emotions, moods, attitudes, and job satisfaction. It defines emotions as strong positive or negative feelings directed at something, while moods are more generalized positive or negative states. Attitudes are predispositions to respond positively or negatively to people/things and have cognitive, affective, and behavioral components. Job satisfaction reflects positive/negative feelings toward a job and is important because dissatisfied employees are more likely to be absent or quit.
1. Emotions influence behaviors and attitudes in the workplace. Emotions are brief physiological and psychological responses to situations, while attitudes are longer-term judgments.
2. Job satisfaction, organizational commitment, and stress all impact workplace behaviors and performance. High job satisfaction and organizational commitment are associated with better performance and customer satisfaction, while stress can harm health, performance, and increase turnover if not managed.
3. Managing emotions, building positive attitudes, reducing stressors, and developing coping strategies can optimize workplace behaviors and outcomes.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
Introduction: Specific occupational environments such as mining activities are the source of various stressors. This study aimed to investigate the effectiveness of emotional intelligence training on job stress of the employees of GolGohar Mining and Industrial Company in Sirjan, Kerman. Method: A quasi-experimental design with pretest and posttest was used and 86 employees of GolGohar Mining and Industrial Company in Sirjan were selected using the stratified random sampling method and were divided into two groups of treatment and control. Experimental group received training protocol of ten sessions of 90 minutes and the control group was inserted in the waiting list. Structured clinical interview, demographic questionnaire, Bar-On emotional intelligence questionnaire and job stress questionnaire were used for data collection. Chi-square test and analysis of covariance were used for data analysis. Results: Data analysis showed that emotional intelligence training intervention on the components of workload, perceived incompetence, duplicity, restrictions and responsibilities has played a significant effectiveness (p<0.01).><0.01). Conclusion: The findings of this study suggest the effectiveness of emotional intelligence training on occupational stress index. This finding can be taken into consideration in planning of the preventive and therapeutic interventions.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
This document presents information about emotional labor, which refers to expressing organizationally desired emotions during work interactions. It causes emotional dissonance between felt and displayed emotions. There are two ways to display fake emotions - surface acting, which hides true feelings, and deep acting, which modifies inner feelings. Chronic stress from emotional labor can lead to burnout, which consists of emotional exhaustion, depersonalization, and reduced personal accomplishment. Emotional exhaustion involves physical and emotional depletion. Depersonalization is a feeling of dissociation from oneself or surroundings. Diminished personal accomplishment brings feelings of apathy and poor performance. The document recommends keeping expectations realistic, reducing workload, relaxing at work, and maintaining outside interests to prevent burnout
Effects of Job Stress on Employees Job Performance A Study on Banking Sector ...IOSR Journals
Currently Bankers are under a great transaction of stress and due to many backgrounds of stress such as Excess, Role doubt, Role conflict, Concern for people, Contribution, Lack of feedback, possession up with rapid technologicalchange. Being in an inventive role, Career development, Organizational structure and climate, and recent episodic events. The thing which find out is stress. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study examines the purpose model in relation of job stress and its impact on job performance by using sample of 144 participants. In participant the data ofsenior, graduate employees including customer services officers and managers of well reputed rising bank in Pakistan. The data were obtained through close ended questionnaire. A statistical test of regression, correlation and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduces the performance of an individual. The results suggest to the organization that they have sustained a very health, cooperative and friendly environment within the team for better performance.
Emotion work and job stressors and their effects on burnout.Solercanto
This document summarizes a research article that studied the relationship between emotion work, organizational job stressors, and burnout. The study defined emotion work as the psychological processes required to regulate and display organizationally desired emotions during interactions with clients. It measured different aspects of emotion work, such as displaying positive emotions, displaying and handling negative emotions, sensitivity to clients' emotions, ability to influence clients, and emotional dissonance. The study examined how these emotion work variables related to organizational stressors and resources, their unique contribution to predicting burnout, and potential interaction effects between emotion work and job stressors on burnout. The results provided initial evidence that emotion work is uniquely associated with burnout even when accounting for other job factors.
This document presents research on the implications of the Hawthorne Effect and its links to firm performance. It begins with an introduction and background on the Hawthorne Effect. The study aims to determine if the Hawthorne Effect can improve firm performance by examining its relationship to employee behavior, working environment, and productivity levels. The methodology discusses using surveys distributed to employees at three firms to collect data, which is analyzed using statistical software. Preliminary findings suggest the Hawthorne Effect is positively associated with treating employees fairly and providing necessary tools/facilities. The document concludes by discussing recommendations and areas for future research.
This study investigated differences in neural activity related to emotional arousal and valence processing in autism spectrum disorder (ASD) compared to typically developing individuals (TD). Participants viewed a range of emotional faces during fMRI and rated them on arousal and valence. The study found significant differences between the ASD and TD groups in neural activity correlated with arousal ratings, but only minor differences for valence ratings. Specifically, TD participants showed inverse correlations between arousal ratings and activity in attention-related regions, whereas ASD participants showed positive correlations between arousal ratings and activity in impulse control and default mode regions. The results suggest divergent neural mechanisms for processing emotional arousal in ASD versus TD individuals, despite similar behavioral responses.
On the Positive and Negative Effects of Emotion Work in Organizations.Solercanto
Zapf, D. & Holz, M. (2006). On the Positive and Negative Effects of Emotion Work in Organizations.
European Journal of Work and Organizational Psychology, 15, 1-28
A STUDY ON HOW EMOTIONAL DISSONANCE IMPACT WORK EXHAUSTION, JOB SATISFACTION ...IAEME Publication
This document summarizes a study on how emotional dissonance impacts work exhaustion, job satisfaction, and turnover intention among IT professionals. It defines emotional dissonance as the conflict between emotions felt and emotions expressed. The study collected data from 246 IT professionals in India to examine how emotional dissonance relates to work exhaustion, job satisfaction, and turnover intention. The results showed that emotional dissonance experienced by IT professionals leads to increased work exhaustion and reduced job satisfaction, which in turn influences their turnover intention.
Emotion work as a source of stress: The concept and the development of an ins...Solercanto
Zapf, D., Vogt, C., Seifert, C., Mertini, H., & Isic, A. (1999). Emotion work as a source of stress: The
concept and the development of an instrument.European Journal of Work and Organizational
Psychology, 8, 371 - 400
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
The corretaltion between stress and productivityAli YILMAZ
Stress exists in all workplaces and negatively impacts productivity. While some stress can increase performance, too much leads to lower productivity through increased absenteeism, decreased job satisfaction and role conflicts. Common causes of workplace stress include heavy workloads, lack of job security and unclear expectations. Both individual-focused solutions like time management and organization-focused ones like improved communication can help address stress. Future research could measure stress and productivity in specific professions to better understand their relationship.
This document summarizes a study evaluating factors that influence employee job satisfaction at VILC. The study aims to identify the main causal factors of job satisfaction, predict employee turnover intentions, and encourage companies to improve satisfaction. It reviews literature on job satisfaction theories and factors. The study collects data through a questionnaire given to 48 employees, analyzes responses, and will disseminate findings to VILC and other companies to help maintain or improve satisfaction.
This document summarizes research on the relationship between employee satisfaction and organizational performance. It discusses that while most research has focused on individual employee satisfaction and performance, theorists have suggested employee satisfaction should relate to organizational performance levels. The document reviews two studies that found positive relationships between aggregated employee satisfaction at the business unit or organizational level and various performance outcomes such as productivity, profitability, and customer satisfaction. However, both studies had limitations in generalizability across industries. Overall, the research suggests higher aggregated employee satisfaction within an organization or business unit may positively relate to organizational performance.
A project report on job satisfaction at birla ltd.,Projects Kart
This document provides an overview of a project report on job satisfaction at Birla Ericsson Optical Limited submitted by a student at VNS Institute of Management, Bhopal as part of their MBA program. The report includes an executive summary highlighting key factors that influence job satisfaction and its importance. It also introduces the concepts of human resource management covering its definition, evolution, features, and scope/functions. The report contains declarations, preface, acknowledgements, and table of contents sections.
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
1. The document is a summer internship project report submitted by Megha Sanghavi to the S.R. Luthra Institute of Management in partial fulfillment of an MBA degree.
2. The report analyzes employee satisfaction at UltraTech Cement, part of the Aditya Birla Group, where Megha completed her summer internship.
3. Various statistical tools like SPSS, MS Excel, and MS Word were used to analyze data collected through a questionnaire to interpret employee satisfaction levels at UltraTech Cement.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
32 Ways a Digital Marketing Consultant Can Help Grow Your BusinessBarry Feldman
How can a digital marketing consultant help your business? In this resource we'll count the ways. 24 additional marketing resources are bundled for free.
Chronic Emotional Detachment, Disorders, and Treatment-Team BSarah M
This document discusses chronic emotional detachment and how it may lead to increased rates of mental health disorders like anxiety, depression, and PTSD. It hypothesizes that suppressing natural emotions to conform to societal pressures causes stress and depersonalization over time. When a distressing trigger occurs, this imbalance can lead to mental disorders. The document reviews literature linking emotional suppression to increased disorders in populations like veterans and refugees. It proposes studying the relationship between evolutionary survival mechanisms and societal norms. The methodology section describes a mixed-methods study using surveys, interviews, and archival data from a random sample to understand subjective emotional experiences and medication effectiveness.
This document summarizes a research article about emotional regulation outcomes from coworker interactions regarding positive and negative work events. The study examines whether symmetrical (expected) or asymmetrical outcomes occur when sharing emotions with coworkers. Interviews with human service workers elicited 71 accounts of emotional work incidents, most of which were discussed with coworkers. Qualitative analysis found both symmetrical and asymmetrical emotion regulation outcomes resulted from these interactions. Sharing negative emotions welcomed mitigation as an asymmetrical outcome, while positive emotions desired capitalization as a symmetrical outcome. Group norms, leadership, and coworker responsiveness influenced emotional sharing and its impact on participants.
Emotional labor – an empirical analysis of the correlations of its variablesAlexander Decker
This document summarizes a study on the correlations between variables of emotional labor. The study analyzed data from 50 employees in the services sector using a 10-item emotional labor scale. Key findings include:
1) There were positive correlations found between the variables of "carry home - anger & excitement", "emotional variety - emotional suppression", and "emotional privacy - positive emotions".
2) These variables are sub-variables of the overall concept of emotional labor and influence the psychological experiences of employees.
3) The study aims to establish baseline correlations between emotional labor variables as a preliminary study before larger research on how emotional labor impacts employee outcomes like stress and job satisfaction.
Rounak Biswas submitted a document about stress that included:
- Definitions of stress from Lazarus, Selye, and others
- Models of stress like Lazarus' two-factor model and Yerkes-Dodson law
- Causes and consequences of stress
- Occupational stress in nursing and its causes like work overload and role ambiguity
- Methods of measuring nursing stress through self-reports, biomedical measures, and physiology
- Research findings that work stress is linked to poorer well-being in nurses while social support can help cope with stressors
This document discusses nursing burnout and defines it as a syndrome with three key elements: emotional exhaustion, depersonalization, and reduced personal accomplishment. It can be caused by various work-related stressors like poor working conditions, incivility, and compassion fatigue. Burnout has negative consequences like increased absenteeism, low morale, poor patient care, and higher nurse turnover. Preventing burnout is important to improving nurse wellbeing and the healthcare system.
This study examined the relationship between emotional intelligence (EI) and well-being in 73 surgical residents. The study found that EI scores positively correlated with psychological well-being and negatively correlated with burnout and depression. Regression analyses controlling for demographics found that EI strongly predicted well-being, emotional exhaustion, depersonalization, and depression among residents. The study concluded that EI is a strong predictor of resident well-being, and measuring EI could help identify residents most likely to thrive while interventions to increase EI may optimize resident wellness.
A Literature Review On Emotional Competency And Perceived StressNatasha Grant
1) The document discusses a literature review on the relationship between emotional competency and perceived stress.
2) Several studies cited found that emotional competency is correlated with lower perceived stress, as emotionally intelligent individuals perceive stress as more of a challenge than a threat.
3) The literature review concluded that emotional competency can be developed through education and training focused on self-awareness, self-management, social awareness, and relationship management skills. Developing emotional competency may help individuals better cope with life stressors.
This document discusses nurses burnout and its implications for nursing leadership. It begins with an introduction to burnout syndrome among nurses, explaining that burnout is a significant issue due to nursing shortages. It then covers the causes of burnout including workplace factors. The theoretical frameworks of structural empowerment theory and the dualistic model of passion are discussed. The stages and impacts of burnout are outlined, including effects on nurses, patients, and management. Recommendations are provided for addressing burnout through lifestyle modifications, structural empowerment in organizational culture, and improving staffing and work hours. Measurement tools like the Maslach Burnout Inventory are also discussed.
Mindfulness in the Workplace-Cultivation of Engaged and Effective WorkforceKendra I. Reece
This document discusses how mindfulness training in the workplace can help combat employee burnout and cultivate an engaged workforce. It begins by outlining how high levels of occupational stress are leading to widespread burnout. It then discusses how mindfulness involves cultivating awareness, observation, and presence. Mindfulness training programs being introduced in workplaces aim to improve employee well-being, performance, and health. The document analyzes mindfulness through the lenses of industrial-organizational psychology and positive psychology, looking at how it can boost factors like motivation, emotional intelligence, job performance, and resilience. It finds that developing awareness through mindfulness enhances implicit motivation and emotional intelligence, which leads to benefits both for individuals and organizations.
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Running head: STRESS MANAGEMENT 1
STRESS MANAGEMENT 7
Stress Management
PSYCH/628
November 3, 2014
Stress Management
Stress is a constant encountered part of everyday life. If not managed, it can manifest with harmful effects on the physical and psychological health of the affected individual. From the case scenario, physiological, behavioral and self-report methods can be important for measuring my stress levels. The stress experienced mainly stems from maladaptive thoughts such as constant worries, feelings of helplessness and unrealistic expectations. These thoughts can subject me to chronic depression if I do not take effective and timely measures to guard against them. Evidence-based intervention methods that can aid me in reducing the stress levels include biofeedback, cognitive restructuring and emotional disclosure. It is worthwhile to note that cognitive behavioral approaches are effective in measuring stress and sleep deprivation because of their objectivity, validity, reliability and ease of use. This paper will provide a complete analysis of the methods for measuring stress, highlighting some maladaptive thoughts that might lead to increased stress and examines some evidence-based intervention methods for reducing stress. This paper concludes with a discussion about on the efficacy of cognitive behavioral approach in measuring stress and sleep problems.
Physiological, Behavioral and Self-Report Methods for Measuring Stress Level
To measure my stress levels, I will utilize various physiological, behavioral and self-report methods. The physiological measurements will use a small polygraph to monitor various arousal indicators. Through the use of this mechanical instrument, I will be able to take measurements such as heart rate, blood pressure, galvanic skin response (GSR) and respiratory rate, all of which are important determinants of an individual’s stress levels (Brannon & Feist, 2013). I will also evaluate my blood and urine samples for the level of hormones secreted by the adrenal glands. The two major classes of hormones that I will plan on analyzing include catecholamine and corticosteroids. According to Brannon & Feist (2013), some of the advantages of using physiological arousal measures include reliability, easy quantification, along with directness and high levels of objectivity.
The rapid heart rate, increased blood pressure and the shortness of breathe that I currently experiencing may be an indicator of high levels of stress. The other viable technique for measuring my stress level can be accomplished through the use of a self-report. This will involve developing a scale to monitor the impact of life events and hassles on my normal bodily functions. The Social Readjustment Rating Scale (SRRC) will be pertinent in this task. .
Would you be happier if you moved more? Physical activity focusing illusionMaciej Behnke
Research shows that individuals who are more physically active also report greater happiness. However, subjective well-being is prone to cognitive biases. For instance, people overrate the influence of single factors (e.g., money) on their happiness; a phenomenon termed the focusing illusion. In this study, we examined whether the relationship between physical activity and subjective well-being is stronger when individuals focus on physical activity explicitly compared to individuals with no specific focus. We experimentally manipulated the physical activity focus by varying the order of scales administration. Participants (N = 200) completed questionnaires that measured physical activity and subjective well-being placed in separate envelopes and provided in a random order. We found that individuals with higher levels of vigorous physical activity were more satisfied with life regardless of the order of scale presentation (no focusing effect). However, we found evidence of a possible focusing illusion for moderate-intensity physical activity. Individuals with higher levels of moderate-intensity physical activity reported higher subjective well-being when they were asked about physical activity first but not when they reported their well-being unaware of the upcoming physical activity questions. Thus, subjective well-being judgments can be biased by a prior focus on moderate-intensity physical activity. The order of scale administration when assessing subjective well-being should be carefully considered.
Hadi Alnasir
Research Proposal
Independent variable 1: Sex
Independent variable 2: anxiety
Dependent variable: Stress
Question #1
My first independent variable (sex) and my dependent variable (stress) are related. Men and
women tend to experience stress differently. Similarly, men and women react differently to
stress.
I expect women to score higher than men on the dependent variable. Women suffer more stress
compared to men. A 2010 study discovered that women are more likely to experience an
increase in stress levels as compared to men. Women are also more likely to report emotional
and physical symptoms of stress compared to men (APA, 2012). The stress gap between men
and women is because their stress response is different. Women have a different hormonal
system that usually causes them to react more emotionally and become more fatigued.
Similarly, women are exposed to more stress-related factors since they assume several roles in
their daily life.
Question #2
My second independent variable (anxiety) is related to my dependent variable (stress). Anxiety
and stress can both cause severe physical and mental health issues, such as depression, muscle
tension, substance abuse, personality disorders, and insomia (Powell & Enright, 2015). Both are
emotions and normal responses that can become disruptive and overwhelming to day-to-day
life. They can interfere with important aspects of life, such as work, relationships,
responsibilities, and school.
An increase in anxiety can increase stress levels. Research indicates that excessive anxiety can
lead to stress-related symptoms such as difficulty concentrating, insomnia, irritability, muscle
tension, and fatigue. Individuals can manage their anxiety and stress with relaxation techniques.
This includes breathing exercises, yoga, physical activity, art therapy, meditation, and massage.
References
APA. (2012). 2010 Stress in America: Gender and Stress. Retrieved from:
https://www.apa.org/news/press/releases/stress/2010/gender-stress
Powell, T., & Enright, S. (2015). Anxiety and stress management. Routledge.
Running Head: GENDER AND STRESS AS PREDICTORS OF DEPRESSION
Gender and Stress as Predictors of Depression
Zae’Cari Nelson
California Baptist University
Gender and Stress as Predictors of Depression 1
Gender and Stress as Predictors of Depression
More than 17 million adults in the United States experience the ill effects of depression,
making it perhaps the most well-known mental illness in the U.S.A. Depression influences an
expected one out of 15 adults. What's more, one out of six individuals will encounter depression
in their life (What is Depression?). There are a mind-boggling number of elements that can
prompt depressive symptoms in male and female individuals, one of which is held to be a rise in
stress hormone disturban ...
The purpose of this study is to explore the relationship between Emotional Intelligence (EI) and burnout in health care professionals. More specifically, this survey has the purpose of demonstrating the role of EI as a protective factor against the risk of burnout. Health professionals (doctors, nurses, and other caregivers) composed the sample. Data, collected during professional training, provided 148 employees. Major results of this survey underline the relationship between EI and burnout. As we expected, there is a negative and significant correlation between burnout and Emotional Intelligence. Moreover, burnout varies depending on length of service: burnout increases between 5 and 10 years of experience and decreases over 10 years. Indeed, burnout is differently expressed amongst healthcare professionals: more specifically, Psycho-physical exhaustion, Detriment of the relationships and Burnout (total score) has an impact on physician (doctors) more than other investigated health professionals. These findings seem to suggest the opportunity to improve Emotional Intelligence abilities through specific training programs, useful to promote the ability to cope with stress and to enrich the relationships in the workplace.
This document discusses the relationship between physical activity and schizophrenia, with quality of life as a potential mediator. It provides background on schizophrenia as a psychological disorder characterized by hallucinations and impaired emotional processing. The document then examines two scenarios: 1) a direct relationship between physical activity and reduced schizophrenia symptoms, and 2) an indirect relationship where physical activity improves quality of life, which in turn reduces schizophrenia symptoms. Treatment for schizophrenia is discussed, including challenges with medication adherence. The role of physical activity in enhancing quality of life for schizophrenia patients is presented as an avenue for further research.
2Relationship Between Depression (from heartbreak)simisterchristen
2
Relationship Between Depression (from heartbreak) and Reaction Time
Jenna Lantrip
October 2nd, 2022
Relationship Between Depression (from heartbreak) and Reaction Time
There are many reasons that can cause depression and a cognitive developmental delay, but this review is going to be looking at depression that comes from a relational breakup (heartbreak) and how this effects their reaction time. When an individual undergoes emotional distress that was caused by heartbreak it can lead the individual to negative effects such as, having an increased risk of physical illness and stress-related diseases (Izzati & Takwin, 2018). Young-adults, according to Erikon’s theory are going thothe developmental stage of intimacy versus isolation (Izzati & Tawkin, 2018; Erikson 1968). This emphasizes that young adults are either developing intimate relationships with other individuals or they are being isolated from society. Naturally when an individual is actively pursuing an intimate relationship with another individual and this fails, heartbreak is expected. One should never underestimate the effects that a heartbreak can cause to an individual. Heartbreak can result into emotional distress and even in grief responses (Izzati & Takwin, 2018; Kaczmarek et al., 1990 in Lepore & Greenber, 2002). There can be different levels of heartbreak, an extreme level can cause emotional distress from a heartbreak that can link a person to horrid scenes, such as psychopathology or even death (Izzati & Takwin, 2018; Field, 2011).
The aim of this study was to explore the relationship between depression from heartbreak and the effects of cognitive development, more specifically, reaction time in individuals who range from 14-24 years of age. The participants were assessed by using the Beck Depression Inventory Scale (Streiner, 2002) and The Taylor Competitive Reaction Time Test (TCRTT). Results from this study could be beneficial to mental health professionals and individuals of these ages in understanding why they have a slower or faster reaction time than others.
Background of the Study
When an individual goes through a breakup from a relationship, this can cause many different negative experiences to happen. Whenever there is an increase of stress coming from an event, there is an increased risk for developing depression (Verhallen et al., 2019). Conducting research studies on stressful and emotional upsetting events can provide for great insight as to why there are individual differences when talking about stress-related coping and the link for stress and depression. Previous research has shown that the breakup from a romantic relationship can have such a strong emotional upsetting there can be multiple symptoms that are related to sadness, grief, and depression (Verhallen et al., 2019). There can even be a result of having an increased risk of developing a depressive episode (Verhallen et al., 2019). Women have reported for a h ...
2Relationship Between Depression (from heartbreak)pearlenehodge
2
Relationship Between Depression (from heartbreak) and Reaction Time
Jenna Lantrip
October 2nd, 2022
Relationship Between Depression (from heartbreak) and Reaction Time
There are many reasons that can cause depression and a cognitive developmental delay, but this review is going to be looking at depression that comes from a relational breakup (heartbreak) and how this effects their reaction time. When an individual undergoes emotional distress that was caused by heartbreak it can lead the individual to negative effects such as, having an increased risk of physical illness and stress-related diseases (Izzati & Takwin, 2018). Young-adults, according to Erikon’s theory are going thothe developmental stage of intimacy versus isolation (Izzati & Tawkin, 2018; Erikson 1968). This emphasizes that young adults are either developing intimate relationships with other individuals or they are being isolated from society. Naturally when an individual is actively pursuing an intimate relationship with another individual and this fails, heartbreak is expected. One should never underestimate the effects that a heartbreak can cause to an individual. Heartbreak can result into emotional distress and even in grief responses (Izzati & Takwin, 2018; Kaczmarek et al., 1990 in Lepore & Greenber, 2002). There can be different levels of heartbreak, an extreme level can cause emotional distress from a heartbreak that can link a person to horrid scenes, such as psychopathology or even death (Izzati & Takwin, 2018; Field, 2011).
The aim of this study was to explore the relationship between depression from heartbreak and the effects of cognitive development, more specifically, reaction time in individuals who range from 14-24 years of age. The participants were assessed by using the Beck Depression Inventory Scale (Streiner, 2002) and The Taylor Competitive Reaction Time Test (TCRTT). Results from this study could be beneficial to mental health professionals and individuals of these ages in understanding why they have a slower or faster reaction time than others.
Background of the Study
When an individual goes through a breakup from a relationship, this can cause many different negative experiences to happen. Whenever there is an increase of stress coming from an event, there is an increased risk for developing depression (Verhallen et al., 2019). Conducting research studies on stressful and emotional upsetting events can provide for great insight as to why there are individual differences when talking about stress-related coping and the link for stress and depression. Previous research has shown that the breakup from a romantic relationship can have such a strong emotional upsetting there can be multiple symptoms that are related to sadness, grief, and depression (Verhallen et al., 2019). There can even be a result of having an increased risk of developing a depressive episode (Verhallen et al., 2019). Women have reported for a higher dis ...
This study examined empathetic feelings among single women employed in private sector banks in Chennai, India. A questionnaire was administered to 200 single women to assess their level of empathy. The majority of respondents were between ages 40-50 years old and worked in clerical or helper roles. Most respondents reported they could appreciate friends' qualities, understand others' perspectives, and detect when friends are upset, indicating positive empathy. However, most also agreed they are not emotional, do not care about others' feelings, and cannot know about others' pain without being told. Age and job role were found to have a significant association with empathy levels, but reason for being single did not. The study aims to understand empathy among single women and how factors
Journal Club #4 Appraisal WorksheetStudent Names1. Based .docxcroysierkathey
Journal Club #4: Appraisal Worksheet
Student Names:
1. Based on the purpose of the study, was a correlational design appropriate for the research question? Why or why not?
2. What type of sampling method was used for this study? What extraneous variables did the inclusion and exclusion criteria control for? Did this sufficiently reduce bias in the study? Why or why not?
3. What were the five measurement instruments used and what did each measure? In your opinion, were the measurement instruments sufficiently valid and reliable? Use information from the article to support your opinion.
4. What were the findings on the relationships among the variables?
Journal Club #4: Exit Ticket
Student Names:
Based on the conclusions of the study, what independent or collaborative nursing assessments and interventions could you implement to assist patients with heart failure?
550 Home Healthcare Nurse www.homehealthcarenurseonline.com
Introduction
Heart failure (HF) is a progres-
sive disease, which commonly
results in functional impairment
and activity intolerance (Yancy
et al., 2013). As symptom se-
verity increases, the ability to
perform activities of daily liv-
ing is affected, creating a barrier
to effective self-care (Riegel et
al., 2009). In fact, HF is one of
the most common reasons for
hospitalization among individu-
als 65 years and older and the
main reason for about 16 million
visits to ambulatory care cen-
ters each year (American Heart
Association, 2013). Thus, many
patients rely on home healthcare
clinicians to assist with daily
tasks and disease management
(e.g., treatment adherence, daily
weight monitoring, etc.) to pre-
vent these adverse outcomes.
Living with HF not only has
physiological ramifications, but
psychological effects as well.
For example, prior research indi-
cates that approximately 50% of
individuals with HF experience
depressive symptoms (Gottlieb
et al., 2004) secondary to HF
symptoms and functional im-
pairment (Carels, 2004; Cully et
al., 2010). Depressive symptoms
are known barriers to effective
self-care (Suter et al., 2012) and
influence morbidity and mortal-
ity in HF (Yancy et al., 2013).
How one copes with increasing
symptoms of HF may influence
the development of depressive
symptoms. Although findings
FACTORS ASSOCIATED WITH
in Patients With Heart Failure
Depressive Symptoms
Home healthcare clinicians commonly provide care for individu-
als with heart failure (HF). Certain factors may influence the de-
velopment of depressive symptoms in those with HF. This cross-
sectional, descriptive, correlational pilot study (N = 50) examined
interrelationships among HF symptoms, social support (actual and
perceived), social problem-solving, and depressive symptoms. Find-
ings indicated that increased HF symptoms were related to more
depressive symptoms, whereas higher levels of social support were
related to fewer depressive symptoms. The use of more maladaptive ...
Essential Tools for Modern PR Business .pptxPragencyuk
Discover the essential tools and strategies for modern PR business success. Learn how to craft compelling news releases, leverage press release sites and news wires, stay updated with PR news, and integrate effective PR practices to enhance your brand's visibility and credibility. Elevate your PR efforts with our comprehensive guide.
El Puerto de Algeciras continúa un año más como el más eficiente del continente europeo y vuelve a situarse en el “top ten” mundial, según el informe The Container Port Performance Index 2023 (CPPI), elaborado por el Banco Mundial y la consultora S&P Global.
El informe CPPI utiliza dos enfoques metodológicos diferentes para calcular la clasificación del índice: uno administrativo o técnico y otro estadístico, basado en análisis factorial (FA). Según los autores, esta dualidad pretende asegurar una clasificación que refleje con precisión el rendimiento real del puerto, a la vez que sea estadísticamente sólida. En esta edición del informe CPPI 2023, se han empleado los mismos enfoques metodológicos y se ha aplicado un método de agregación de clasificaciones para combinar los resultados de ambos enfoques y obtener una clasificación agregada.
Acolyte Episodes review (TV series) The Acolyte. Learn about the influence of the program on the Star Wars world, as well as new characters and story twists.
Here is Gabe Whitley's response to my defamation lawsuit for him calling me a rapist and perjurer in court documents.
You have to read it to believe it, but after you read it, you won't believe it. And I included eight examples of defamatory statements/
An astonishing, first-of-its-kind, report by the NYT assessing damage in Ukraine. Even if the war ends tomorrow, in many places there will be nothing to go back to.
1. Literature Review
The Emotional Labor Theory deals with emotions which
employees feel, or pretend to feel, to meet their job
requirements. According to Hochschild’s definition (1983,
pp. 7), „emotional labour is the management of feelings to
create bodily and facial displays compliant with social
requirements. Emotional labour has an exchange value, since
it is paid wages for.”
This definition suggests that emotional labour is
primarily beneficial to the employer and organization. A
uniform behaviour by all employees will result in efficient
fulfilment of duties, provision of high-quality services, and
regular customers. According to Ashforth and Lee (1990),
emotional labour enhances the efficiency of working,
reduces the necessity of direct control, and lessens
interpersonal problems.
On the other hand, literature data show that the effects
which emotional labour has on individuals are
predominantly negative. According to Wharton and Erickson
(1993), a major cause of the development of negative effects
on employees is that, through implementing emotional
directives, employers limit their employees’ right to
spontaneous action.
Furthermore, a higher relative incidence rate of
psychosomatic diseases among professionals performing
emotional labour is a fact supported by data from clinical
studies.According to Schaubroeck and Jones (2000), the root
cause of higher rates of tumours and cardio-vascular diseases
resulting from a hypo-functioning immune system is to be
searched in the suppression of emotions invariably.
However, the most common subjects of literature on
emotional labour are psychic consequences. Hochshild
(1983) was the first to report that, as a result of their
emotional labour, some employees identified themselves
with their job-defined roles so much so that they became
unable to disregard their role requirements in other areas of
life either. Hiding or sublimating their true emotions
frequently, another group of employees became uncertain
about their own emotions. Alienation is one of the typical
responses to burdens deriving from emotional labour. Where
expectations excessive or impossible to satisfy are raised,
emotional labour will become ingenuine, which will, in its
turn, increase the prevalence of depression (Ashforth and
Humphrey, 1993).
Excessive identification with emotional requirements
often goes hand in hand with burnout. The studies of
Ashforth and Mael (1989) show that the more an individual
identifies himself/herself with his/her job or role, the more
intense negative effects of emotional labour he/she will
sustain. Moreover, if the individual even fails to meet the
requirements at work, the psychic verification process of
his/her social identity will be damaged, which will lead to a
sense of uselessness as well as increased propensity to
commit suicide (Burke, 1991).
Payne, Jick and Burke (1982) concluded that emotional
labour affects acute and permanent states of mind equally. As
a result of negative effects, an individual may lose not only
his/her inclination or propensity, but ability to perform
emotional labour.
It should be clearly understood, however, that it is not
emotional labour but emotional dissonance (defined as
discrepancy between expected/displayed and real emotional
states) and consequences thereof that may be harmful. If an
individual’s genuine emotions are identical with the
emotional expectations at work (defined as genuine acting),
neither emotional dissonance nor negative side-effects will
occur. According to the findings of Rafaeli and Sutton
(1987), emotional dissonance is most often dissolved
through deep acting too, while being a constant concomitant
of surface acting only.
When an individual uses only external manifestations of
his/her emotions (such as physiognomy, tone and intonation
of voice, and gestures) to meet the organization’s emotional
norms without actually altering his/her emotions, he/she is
said to be performing surface acting. In this case his/her
Applied Studies in Agribusiness and Commerce – APSTRACT
Agroinform Publishing House, Budapest SCIENTIFIC PAPERS
WHO BENEFITS FROM EMOTIONAL LABOUR?
Kornélia Lazányi
Corvinus University of Budapest 1093 Budapest, Fôvám 8, Hungary
Abstract: Emotional labour is an essential requisite in most professions. It is present wherever performance of work involves interactions with
colleagues and/or customers. Emotional labour produces multiple positive consequences for organizations, such as constant performance by
employees, uniform image, and regular, satisfied customers. Of all effects of emotional labour on individuals, literature discusses the negative
ones mostly. This study is to demonstrate that emotional labour may as well have positive effects on individuals.
Key words: emotional labour, side-effects, positive side-effects.
2. 2
emotional displays do not coincide with his/her actual
emotions.
On the other hand, deep acting is defined as alteration of
the individual’s true emotions in order to comply with the
organization’s emotional norms. Such alteration may result
from either cognitive processes and deliberate efforts (i.e. re-
tuning to a situation through recalling and reliving situations
with appropriate emotional charges) or spontaneous
empathy.
Brotheridge and Grandey (2002) found that surface
acting and deep acting differ in terms of most of their effects
on individuals. The frequency of surface acting shows
correlation with both emotional exhaustion (Maslach,
Schaufeli and Leiter, 2001) and depersonalization (Totterdel
and Holman, 2003), and is associated with increased rates of
individuals who underrate their personal contribution to
work (Brotheridge and Lee, 2002). Zerbe and Falkenberg
(1989) found their studies to prove correlation between
burnout and surface acting. Based on Hochschild’s findings
(1983), deep acting will, unlike surface acting, not lead to
emotional exhaustion or depersonalization, but positively
affect employees’ feeling of contribution to work.
Emotional labour, or rather a certain form thereof, may
have positive effects on the individual as well. Wharton
(1993) finds that emotional labour increases the level of job
satisfaction. Furthermore, emotional compliance with
organizational and social requirements leads to predictable
emotional displays, while reducing the possibility that
embarassing interpersonal situations may arise (Gross and
Stone, 1964), and enhancing one’s feeling of personal
efficiacy (Rose, 2001). It is through effects of emotional
labour on satisfaction with life that this paper aims at
demonstrating its negative and positive consequences for
individuals.
Survey and methods
Altogether 250 questionnaires were distributed in the
Medical School & Health Science Center of the Debrecen
University (DEOEC), Kenézy Gyula Hospital Debrecen,
University & Healthcare Center of Kaposvár, and Borsod-
Abaúj-Zemplén County Hospital, Miskolc. Demographics
and job experience data of individuals under study are given
in the table 1.
Results
Satisfaction with life: The Satisfaction with Life Scale
(SWLS) was used to assess subjective well-being (Diener,
1994). An SWLS questionnaire sizes up satisfaction with life
in terms of three dimensions, including life of meaning, life
of pleasure, and life of engagement. This kind of test was
chosen because, though being fundamentally a diagnostic
tool of positive psychology, it offers acceptable psychometric
indicators (Ryan and Deci, 2001). Respondents were
supposed to use a seven-degree Likert scale to tell the extent
to which they agreed with each of 18 statements. The
dimensions of satisfaction with life were found to be
correlated with demographic and job-related characteristics
as follows.
As clear from the table 2, younger individuals with less
healthcare experience and without children scored higher, i.e.
performed better, in terms of the life-of-pleasure dimension
of satisfaction with life. Females and healthcare
professionals underperformed males and physicians in the
life-of-engagement dimension. The respondents’ family
background was found to be correlated with the life-of-
meaning dimension of satisfaction with life, with single,
divorced, or widowed respondents having scored higher than
their married or co-habitant colleagues.
Kornélia Lazányi
Table 1: Characteristics of individuals under study
Characte-
ristics
Units DEOEC Debrecen Miskolc Kaposvár Total
Total Persons 148 19 6 14 187
Age 20-30 30 2 2 1 35
30-40 58 7 1 7 73
40-50 44 7 0 6 57
50-60 10 3 3 0 16
60- 6 0 0 0 6
Gender Males 27 4 4 6 41
Females 121 15 2 8 146
Marital
status
Single 28 0 3 1 32
Married 64 9 3 10 86
Co-habitant 29 5 0 1 35
Divorced 23 2 0 2 27
Widow 4 3 0 0 7
Child(ren) Without 100 14 3 11 128
With 48 5 3 3 59
Healthcare 0-10 24 4 3 4 35
experience 10-20 23 1 0 4 28
20-30 50 5 0 3 58
30-40 51 9 3 3 66
Job-assign
ment
Physicians 23 0 5 8 36
HCPs 125 19 1 6 151
Table 2: Correlation between demographic data and life satisfaction
Characteristics
Life of Life of Life of
pleasure engagement meaning
Correlation Pearson Sig. Pearson Sig. Pearson Sig.
Age -0.21 0.00
Gender -0.15 0.04
Child(ren) 0.21 0.00
Healthcare
experience
-0.21 0.00
Job-assignment -0.16 0.03
Family
background
-0.16 0.03
3. 3
Emotional labour: Emotional labour was assessed by
means of a 17-question form designed on the basis of
Grandey’s emotional labour questionnaire (2003). This was
added 10 more questions derived from an emotional labour
assessment questionnaire designed by Brotheridge and Lee
(1998). (My test sample measured a Cronbach’s Alfa at
0.77.) My respondents were supposed to evaluate the
statements by frequency against a five-degree Likert scale.
Of all factors assessed by means of the questionnaire, only
the pretence-of-emotions factor showed correlation with
demographic characteristics across the whole sample.
According to the findings summarized in
the table 3, older respondents with longer
healthcare experience pretend emotions less
frequently than their younger colleagues with
less job experience. Furthermore, individuals
with children under study were found to
display emotions different from their true
ones more frequently than healthcare
professionals without children did.
In an attempt to explore effects of emotional labour on
individuals, the relationship between emotional labour and
satisfaction with life was examined. A significant correlation
was only found with deep acting Table 4.
The correlation found in this study substantiated
Hochschild’s conclusion to the effect that deep acting does not
bring about negative consequences for individuals.And what is
more, satisfaction with life scored higher in terms of both life of
meaning and life of engagement with increasing frequencies of
deep acting across the whole sample under study.
As illustrated in the table 5, such correlation resulted
from the scores of the female population under study, while
with my male respondents, it was surface acting that was
found to show positive correlation with the life-of-
engagement dimension of satisfaction with life, a finding
which seems to reach farther than data from literature
discussed above.
Furthermore, a positive effect of emotional labour on
satisfaction with life was detectable among physicians and
individuals living alone Table 6.
It was pretence of emotions that led to increased
satisfaction with life among physicians and individuals living
alone Table 7. Physicians who displayed/pretended emotions
different from their true ones more frequently, over
performed their counterparts in the life-of-pleasure
dimension, while among individuals living alone, those using
pretence to alter their true emotions over performed their
counterparts in the life-of-engagement dimension.
Summary and conclusions
The results from this study showed that deep acting
increased satisfaction with life in terms of both life of
engagement and life of meaning with the majority of
individuals under study, a finding in line with correlations
reported in international literature.
However, three sub-groups of individuals under study
were identified in which even surface acting brought about
an increase in satisfaction with life. Among male
respondents, surface acting, i.e. both pretence of emotions
and hiding of true emotions, resulted in increased satisfaction
with life in the life-of-engagement dimension, while among
physicians and individuals living alone, it was pretence of
emotions that led to increased satisfaction with life in the
life-of-pleasure and life-of-engagement dimensions.
Thus the results from this study seem to confirm the
assumption that emotional labour may be beneficial to the
individual as well. Positive consequences do, however, not
reduce the occurrence rate of harmful side-effects or hazards
arising from emotional labour as described in literature, but
Who benefits from emotional labour?
Table 3: Correlation between demographic data and pretence of emotions
Characteristics Pearson correlation Sig.
Age -0.20 0.03
Healthcare experience 0.01 0.23
Child(ren) -0.16 0.00
Table 4: Correlation between emotional labour and life satisfaction
Characteristics Life of meaning Life of engagement
Correlation Pearson Sig. Pearson Sig.
Deep acting 0.25 0.00 0.16 0.03
Table 5: Correlation between emotional labour and life satisfaction
of male and female respondents
Characteristics
Males Females
Life of Life of Life of
engagement meaning engagement
Correlation Pearson Sig. Pearson Sig. Pearson Sig.
Surface acting 0.33 0.04
Deep acting 0.32 0.00 0.18 0.03
Table 6: Correlation between emotional labour and life satisfaction
of physicians and healthcare professionals
Characteristics Physicians Healthcare professionals
Life of pleasure Life of meaning
Correlation Pearson Sig. Pearson Sig.
Deep acting 0.28 0.00
Pretence of emotions 0.41 0.01
Table 7: Correlation between emotional labour and life satisfaction in groups
different in marital status
Characteristics
Individuals living alone Individuals living with a partner
Life of Life of Life of Life of
meaning engagement meaning engagement
Correlation Pearson Sig. Pearson Sig. Pearson Sig. Pearson Sig.
Deep acting 0.27 0.03 0.23 0.01 0.30 0.00
Pretence of emotions 0.29 0.02
4. 4
modulate a picture of the phenomenon painted in very dark
colours so far.
Due to the relatively small size of the sample under study,
the findings presented herein serve as guidance only, though
calling attention to the fact that not only deep acting, but
surface acting may bring about positive side-effects on the
individual. Further studies will be needed to identify the
range of individuals who experience predominantly positive
rather than negative consequences of any emotional labour,
whether in the form of deep or surface acting, as they may
perform.
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Kornélia Lazányi