Emotional Labour

supervisor Mr. F Makudza for his exceptional guidance, expertise and unwavering support throughout this research journey. His invaluable insights and constructive feedback has been instrumental in shaping this dissertation. I am also deeply grateful for my research respondents whose willingness to share their experiences and insights enriched the study. Their contributions have been invaluable. My appreciation also goes to my friends and colleagues for their encouragements and assistance. Special thanks to Chelsea Chipendo and Takudzwa Martin Siamusapa, for assisting me on how to use the SPSS package for my data analysis. Furthermore I also acknowledge the support of the University of Zimbabwe particularly the department of Business Management Sciences and Economics In the provision of necessary resources and facilities that enabled me conduct this study.

Tıbbi satış mümessillerinin pozitif psikolojik sermayelerinin işe angaje olmalarına etkisinde duygusal emeklerinin aracılık rolünün incelenmesi amacıyla yapılan araştırma 301 kişi üzerinde gerçekleştirilmiştir. Araştırma kapsamında veri toplama aracı olarak anket tekniği kullanılmıştır. Ulaşılan verilerin çözümlenmesinde SPSS 25, SPSS Process makro eklentisi ve AMOS 24 programlarından yararlanılmıştır. Öncelikli olarak ölçeklerin geçerlik ve güvenirlik testleri yapılmış, sonrasında değişkenler arası ilişkiler ve hipotez testleri gerçekleştirilmiştir. Yapılan analizler sonucunda elde edilen bulgulara göre pozitif psikolojik sermayenin duygusal emek üzerinde anlamlı ve negatif yönde, duygusal emeğin işe angaje olma üzerinde anlamlı ve pozitif yönde etkili olduğu tespit edilmiştir. Pozitif psikolojik sermayenin işe angaje olma üzerinde anlamlı bir etkisinin olmadığı görülmüştür. Ayrıca pozitif psikolojik sermayenin işe angaje olma üzerindeki etkisinde duygusal emeğin dolaylı etkisinin olduğu ortaya konulmuştur. Araştırma kapsamında ele alınan değişkenlerin birbirleriyle olan ilişkilerinin araştırıldığı çalışmalara rastlanmakla birlikte değişkenler arasındaki aracılık etkisinin incelendiği bir çalışmaya rastlanmaması ve evren olarak tıbbi satış mümessillerinin ele alınması, daha sonra yapılacak araştırmalar için karşılaştırma imkânı sunmasıyla literatüre katkı sağlayacağı düşünülmektedir.

The question of women’s corporeality and bodies is at the center of feminist research into questions of knowledge, as well as moral, aesthetic and political issues. All these areas relate to the question of women’s experience, the recovery, reinterpretation and appreciation of which is postulated by feminism. This chapter presents feminist reflections on women’s bodies and corporeality in relation to the problem of experience. First, it discusses different types of experience and their role in formulating feminist propositions about the specificity of gendered experience. Next, the problem of the influence of subjective conditions and socio-cultural factors on experience is presented. This is followed by an indication of selected currents of reflection on women’s bodies and corporeality within the framework of feminist theory. The chapter concludes with remarks on the bodily and emotional dimensions of experience from a feminist perspective.

This study examines the socio-cultural and economic dimensions of aesthetic labor, focusing on the conditions that foster a climate of sexual harassment within the workplace and how workers engaged in such labor respond to it. The research interprets the interconnections between aesthetic labor and related concepts, particularly the embedded patriarchal codes within aesthetic labor. Through in-depth interviews with 37 women working in the entertainment industry, the study provides a descriptive analysis of how the dimensions of aesthetic labor contribute to creating environments that are conducive to sexual harassment. Findings suggest that women in this sector often perceive harassment as an inherent part of their jobs and develop various coping mechanisms. Furthermore, the study reveals that businesses frequently adopt patriarchal responses to harassment or disregard it altogether due to concerns about profitability and competitiveness, thus normalizing sexual harassment and perpetuating a hostile work environment. This study argues that, by situating aesthetic labor within broader discussions on work ethics, such labor practices not only commodify the female body but also intensify gender-based vulnerabilities in service delivery processes, particularly in the entertainment industry. The research calls for ethical and policy interventions to safeguard workers' dignity and counter the normalization of harassment, advocating for accountability that respects work ethics and promotes safer environments.

Today, scales are designed to measure the related variables with as few items as possible. Research models are
becoming more complex and researchers are trying to expand their findings with these models. Reasons such as
limited time, the decrease in the perception of participants as the number of questions in surveys increases, the
time to fill out the survey increases, make it difficult to obtain accurate findings. The shortest 3-item version of
Utrecht Work Engagement Scale (UWES) was adapted into Turkish. Data were collected through a survey from
589 teachers working in public schools in Kastamonu. It is aimed to shed light on the problems and solutions that
may be encountered in adaptation studies by comparing the research findings with the findings of other previous
UWES-3 Turkish adaptations. To determine the structural validity of work engagement, confirmatory factor
analysis tested the UWES-9 and UWES-3 scales as a separate structure from the Natural Emotions Scale (NES).
The findings obtained as a result of the research, it was concluded that the UWES-9 and UWES-3 scales are a
separate structure from the NES. As a result, it was seen that the ability of the scale items to represent the factor
they want to measure is very important. It was concluded that if the items have high representativeness, they can
explain the related factor well. It was found that the UWES-3 Turkish Scale analyzed within the scope of this
research is an alternative and short scale that can be used to measure work engagement.

The aim of this study was to translate, validate, and confirm the psychometric properties of the WLEIS. This scale was developed in 2002 by Wong and Law. The Scale, which has 16 items on the 7point Likert scale, was used. Initially, a sample of (n = 30) students was used to measure the reliability of the translated instrument. The reliability of this scale was (r =.91) suggested that it would be an appropriate scale to apply with Pakistani adolescents. In addition, Confirmatory Factor Analysis (CFA) was used to evaluate the factor structure on a sample of 300 adolescents. According to the confirmatory factor analysis, the translated scale was a valid indicator that can be applied in Pakistan. The validity and reliability of Wong and Law emotional intelligence scale were examined by looking at the Cronbach's alpha value (α), composite reliability (CR) and average variance extracted (AVE).

Ploieşti 2024 CUPRINS  Introducere  Capitolul I : Inteligența emoțională -Definiție, descrierea competențelor și importanța lor în mediul profesional  Capitolul II : Mentalitatea și inteligența emoțională  Capitolul III : Conceptul IKIGAI și inteligența emoțională  Capitolul IV : Studiu de caz: Referentul resurse umane in cadrul SC MG SCULPTURI DECORATIVE SRL, Test Maturitatea emoţională -scala Friedmann  Bibliografie Iată câteva vorbe de duh despre inteligența emoțională: 1. Daniel Goleman: "Într-o lume din ce în ce mai interdependentă, capacitatea de a relaționa și de a colabora cu alții devine esențială." 2. Aristotel: "Oricine poate deveni furios -asta este ușor. Dar să te înfurii pe persoana potrivită, în gradul potrivit, la momentul potrivit, pentru motivul potrivit și în modul potrivit -asta nu este ușor." 3. Carl Jung: "Ceea ce nu aduci la conștiință se manifestă în viața ta ca destin." 4. Peter Drucker: "Cea mai importantă componentă a unei organizații nu este capitalul intelectual, ci capitalul emoțional." 5. Maya Angelou: "Am învățat că oamenii vor uita ceea ce ai spus, vor uita ceea ce ai făcut, dar nu vor uita niciodată cum i-ai făcut să se simtă." 6. Warren Bennis: "Managerii fac lucrurile corect. Liderii fac lucrurile potrivite. Inteligența emoțională este esențială pentru a face lucrurile potrivite." 7. Stephen Covey: "Când mă ascultați cu adevărat, mă pot vedea într-o lumină nouă și îmi pot înțelege propriile emoții mai bine." Aceste citate subliniază importanța inteligenței emoționale în relațiile interpersonale, leadership și autoreflecție. Activitatea referentului resurse umane este influențată de propria inteligență emoțională. In toate ariile in care isi desfasoara activitatearecrutare, selectie, integrarea socioprofesionala, salarizarea, motivarea, dezvoltarea şi menţinerea resurselor umane, gestionarea conflictelor de muncă, reducerea personalului etc.-el caută să aplice competențele inteligenței emoționale atât pentru el cât şi pentru colegii săi. Aceste competențele ale inteligenței emoționale sunt importante pentru toate relaţiile interpersonale din cadrul unei firme. Spre deosebire de inteligenta intelectuala (IQ) care reprezinta abilitatile cognitive (abilitatea de a invata, crea, rationa, identifica posibilitati, genera alternative, lua decizii valoroase si constiente), inteligența emoțională (IE/EQ) reprezinta un ansamblu de abilitati, competente si aptitudini care influenteaza capacitatea unei persoane de a face fata cu succes presiunilor si cerintelor mediului. Principalii cercetatori in domeniul inteligentei emotionale sunt:  Daniel Goleman a popularizat conceptul in anii ´90. D. Goleman, in renumita carte "Working with Emotional Intelligence" arată că inteligența emoțională se referă la capacitatea de a recunoaște, ințelege și gestiona propriile emotii, precum și de a recunoaste, intelege și influența emotiile altora.  Robert K. Cooper este un autor, cercetator si expert in domeniile leadershipului, performanței umane si inteligenței emoționale. In cartea sa "Executive EQ: Emotional Intelligence in Leadership and Organizations", scrisa impreuna cu Ayman Sawaf exploreaza in profunzime modul in care inteligența emoțională poate influența performanța si eficiența in leadership. Robert K. Cooper defineste EQ ca fiind abilitatea de a simti, intelege si aplica efectiv puterea emotiilor ca sursa de energie, informare, creativitate, incredere si relationare.  Reuven Bar-One este un psiholog cunoscut pentru dezvoltarea modelului Bar-On al inteligenței emoționale si a Inventarului de Inteligența Emoțională (EQ-i), un instrument utilizat pe scara larga pentru evaluarea si imbunatatirea competentelor emotionale si sociale. Principalele competențe ale inteligenței emoționale relevante pentru mediul profesional sunt: 1. Autocunoaștere: * Conștientizarea emoțională * Autoevaluarea corectă * Încredere în sine 2. Autoreglare: * Autocontrol emoțional * Transparență * Adaptabilitate * Realism și gândire pozitivă 3. Motivație: * Orientare spre realizări * Angajament * Inițiativă * Optimism 4. Empatie: * Înțelegerea celorlalți * Dezvoltarea altora * Orientare către servicii * Diversitate 5. Abilități sociale: * Influență * Comunicare * Leadership * Managementul conflictelor * Construirea relațiilor * Colaborare și cooperare 1. Autocunoașterea se refera la procesul prin care o persoana isi intelege propriile ganduri, sentimente, comportamente, motivatii si valori. Ea cuprinde: conștientizarea emoțională, autoevaluarea corectă, incredere în sine.

Orientation: The measurement of emotion work is beneficial to organisations in that it is through emotion work that employees meet their job requirements. Research Purpose: The purpose of this study was to provide a framework of emotion work measurements, to determine the psychometric properties of emotion work and to indicate demographic differences for a sample of care!givers in private and public health sectors. Motivation for the study: Scholars have recognised the importance of emotion research but studies regarding the underlying factor structures that make up emotion work are lacking. Research design, approach and method: A cross!sectional survey design was used in this st udy. An availability sample (n=294) of care givers was taken from a care!giving environment. Scales that were selecte d to measure emotion work in care!givers were: disp lay of positive emotions, emotional sympathy, demands for sensitivity and emotional dissonance. Main findings: Results supported a three!f...

This study focuses on the way(s) that the economic and the pandemic crisis were covered by media outlets and aims to research whether journalists’ own feelings and experiences of covering both these traumatic events were depicted in their news articles. Drawing on Semetko and Valkenburg’s (2000) set of five generic frames this study focuses on Greece, a country that has been severely hit by both these crises and brings together theories about journalism as emotional labour that defy the prevailing notion of the distant and neutral observers. Moving one step further, this study argues that journalists convey their source’s emotions, but in some cases, they also reveal their own feelings through their news articles. Findings suggest that apart from the already documented frames, (i.e., attribution of responsibility, conflict, human interest, economic consequences, and morality), journalists used the trauma frame, a notion we use to refer to news articles that essentially reflect and r...

Nowadays, employees in the higher education sector are faced with an increasingly demanding environment, which can lead to high levels of stress and emotional exhaustion. In this context, the Demand-Resource Model can explain the different variables that influence the emotional exhaustion of professors. However, although the model has been tested on different samples of workers, there is a lack of literature on other variables that may mediate this relationship. In this sense, this research aims to investigate the mediating effect of psychological capital, a positive psychological construct, on the relationship between job demands and resources and its impact on emotional exhaustion. To this end, we conducted a survey of 205 professors from different Ecuadorian universities. Structural equation modeling (SEM) analysis was applied to the data collected. The results showed that high work resources had a direct impact on emotional exhaustion, as suggested by the model, and that this relationship was mediated by psychological capital. Similarly, high job demands (high work rhythms and emotional demands) were another source of emotional exhaustion, although in this case the relationship was not significantly mediated by psychological capital. The study shows that high job demands significantly increase emotional exhaustion, whereas an adequately resourced work environment, such as fair leadership and supervisor support, promotes psychological safety and reduces emotional exhaustion. Furthermore, psychological capital positively modulates the influence of resources on emotional exhaustion but shows no significant mediation with job demands.

It is the interaction between ideologies and material circumstances that makes any system so powerful and enduring. ( The importance of gender in marketing has attracted the attention of scholars throughout the past twenty years, and there is a rich vein of research in the marketing, advertising and consumer research fields that addresses gender issues. Much of it is organised under the auspices of the

In order to inform the curriculum and the development of supportive structures to support the work-related wellbeing of trainee social workers, this research project had several aims. It examined the key motivators to enter social work, together with the sources of social support and the coping strategies that students draw on to help them manage the demands of study and placement experiences Several emotional and social competencies (i.e. emotional intelligence, reflective ability, empathy and social competence) are also investigated as potential predictors of resilience. Also examined was whether resilience predicted psychological distress, and the role played by resilience in the relationship between emotional intelligence and distress was assessed.

This paper rests upon the in-depth interviews I conducted with 38 women shopkeepers (between April 15 and July 15, 2015) in Moda, Istanbul as well as ethnographic observations I made there over a long period of time. It focuses upon how crucial mothers' roles are in the transmission of family resources to their children. The transmission of resources, intrafamilial relationships, and mother-daughter relationships have been examined in a variety of ways by social scientists, particularly by feminist researchers. There is, however, limited research on the role of mothers as well as intrafamilial gender balances and tensions in the process of the transmission of resources (Özsan, 2019). Feminist researchers demonstrate that various types of capital, particularly emotional capital, may be instrumental in exposing the women's key role and other hitherto-neglected aspects in this process (Reay, 2000 and 2004). This paper focuses upon the perspectives and methods embraced by the interviewed women in the transmission of family resources. The women shopkeepers's view about family resources essentially reflect the hegemonic public/private division. They tend to present their mothers' economic "support" in the process of starting a shop as part of their mother-daughter relationships and their family narratives, while defining their fathers' "contribution" in economic terms, thus relegating it to the public domain. The transmission of economic resources constitutes one of the areas where the impact of gender discrimation appears to be blatanly clear. In general, mothers tend to transfer different amounts and types of capital to their sons and daughters: sons receive a much higher amount than daughters. Moreover, they often prefer to hand over family resources to daughters in a piecemeal fashion over a long time. They appear to be meticulous about how, what types of and which amounts of capital they transfer to their sons and daughters. Moreover, their expectations from their daughters are a determining factor in their decisions about the amounts and types of resources to be transmitted as well as about the foregrounding of emotional capital in their accounts. While sons often receive a larger amount of economic capital than daughters, much more is expected from the latter than the former. Based on the experience of the women shopkeepers in Moda, we can state that each type of capital is gendered, and that its transmission is largely shaped by gender differences. Focusing upon the transmission of resources opens up novel opportunities for rethinking the meanings of some central divisions in feminist studies and social sciences such as those between the economic and noneconomic, the public and the private, and the domestic and the non-domestic.

This article explores how emotionally intelligent Black women in higher education leadership manage challenges related to algorithmic bias within institutional data systems. It highlights the subtle ways algorithm-driven decision tools-often seen as neutral-can reinforce exclusion and retaliation. The discussion focuses on the emotional labor involved in interpreting and responding to hidden biases, emphasizing the need for greater transparency, accountability, and inclusive system design to address systemic inequities. This paper contributes to ongoing conversations about race, gender, and technology in academic leadership by shedding light on often invisible experiences and advocating for institutional change.

Journalists interview people; it is fundamental to their trade. And yet interviewing is given very little attention. Both practitioners and theoreticians of the media frame the interview situation in contractual and representational terms. The concentration is on the before and after. The emotional dynamics of what happens inside the interview itself are barely discussed. This paper will suggest that journalists who specialise in working with trauma develop a particular approach to listening that stands in contrast to a general professional orientation towards information extraction that tends to view emotion as the same as other forms of data.

Background Substantial evidence has highlighted the importance of considering the mental health of healthcare workers during the COVID-19 pandemic, and several organisations have issued guidelines with recommendations. However, the definition of well-being and the evidence base behind such guidelines remain unclear. Aims The aims of the study are to assess the applicability of well-being guidelines in practice, identify unaddressed healthcare workers’ needs and provide recommendations for supporting front-line staff during the current and future pandemics. Method This paper discusses the findings of a qualitative study based on interviews with front-line healthcare workers in the UK (n = 33), and examines them in relation to a rapid review of well-being guidelines developed in response to the COVID-19 pandemic (n = 14). Results The guidelines placed greater emphasis on individual mental health and psychological support, whereas healthcare workers placed greater emphasis on structura...

ObjectiveThe COVID-19 pandemic has set unprecedented demand on the healthcare workforce around the world. The UK has been one of the most affected countries in Europe. The aim of this study was to explore the perceptions and experiences of healthcare workers (HCWs) in relation to COVID-19 and care delivery models implemented to deal with the pandemic in the UK.MethodsThe study was designed as a rapid appraisal combining: (1) a review of UK healthcare policies (n=35 policies), (2) mass media and social media analysis of front-line staff experiences and perceptions (n=101 newspaper articles, n=1 46 000 posts) and (3) in-depth (telephone) interviews with front-line staff (n=30 interviews). The findings from all streams were analysed using framework analysis.ResultsLimited personal protective equipment (PPE) and lack of routine testing created anxiety and distress and had a tangible impact on the workforce. When PPE was available, incorrect size and overheating complicated routine work....

In today’s highly competitive business environment, providing exceptional customer service is the primary goal of any hospitality organisation. Hotel frontline employees play a vital part in the service delivery process to achieve this. However, job burnout is a persistent problem in the hotel sector due to the demanding nature of the work (for example, working long hours and rotating shifts). Hotel frontline employees have to deal with the challenging nature of their job. As a result, they are prone to job burnout, lowering their productivity. Therefore, it is essential to establish possible job burnout interventions among this important group of hotel staff. Nairobi City County has a well-established hospitality sector home to most of Kenya’s classified hotels. As a beginning point in pursuit of job burnout interventions, this study sought to compare job burnout levels in different populations of frontline employees defined by socio-demographic characteristics in all (from 2-star ...

In today's highly competitive business environment, providing exceptional customer service is the primary goal of any hospitality organisation. Hotel frontline employees play a vital part in the service delivery process to achieve this. However, job burnout is a persistent problem in the hotel sector due to the demanding nature of the work (for example, working long hours and rotating shifts). Hotel frontline employees have to deal with the challenging nature of their job. As a result, they are prone to job burnout, lowering their productivity. Therefore, it is essential to establish possible job burnout interventions among this important group of hotel staff. Nairobi City County has a well-established hospitality sector home to most of Kenya's classified hotels. As a beginning point in pursuit of job burnout interventions, this study sought to compare job burnout levels in different populations of frontline employees defined by socio-demographic characteristics in all (from 2-star to 5-star) classified hotels using a cross-sectional online survey approach to test the model on 309 frontline employees. Data were analysed using descriptive statistics and the one-way analysis of variance. The prevalence rate of job burnout among frontline employees was 30.7%. Female and unmarried frontline employees exhibited higher levels of job burnout. Frontline employees with lower education reported higher feelings of job burnout and its facets. Frontline employees working in highly rated hotels, with less work experience and tenure, were prone to job burnout and its aspects. Frontline employees working in the restaurant department were more susceptible to burnout and its elements. The current study recommends that owners, managers, and operators of classified hotels in Nairobi City County design interventions anchored on various socio-demographic characteristics to address job burnout among frontline employees.

Arlie Russell Hochschild's influential emotional labour thesis in The Managed Heart (1983) exposes and opposes the harm wrought by the commodification of human feelings as customer service, and complements contemporary anticapitalist writing with an enduring influence and political relevance that is underpinned by Hochschild's application of Marx's alienation theory. Critics have sought to blunt the politics of her thesis by rejecting as absolutist her condemnation of workers' alienation. But her application of alienation theory is not thorough, since her explicit usage of it is limited to only two of Marx's four dimensions, and thus it stops short of theorising alienation as generic to society. This undermines Hochschild's argument on emotional labourers' resistance, since she inadequately captures the way workers are shaped by alienation but not blinded to the reality of capitalism. The continuing political potency of her thesis requires that it should ...

This study examined the relationship between work environment and employee work performance in selected deposit money banks in Bayelsa State, Nigeria. An Exploratory Research Design was adopted in studying the six selected banks. These six banks were selected using the convenience sampling method. And the respondent employees (unity of analysis) for the sample were selected using a simple random sampling method. Krejcie and Morgan (1970) table of population and sample size determination was used to arrive at the number of respondents engaged for this study. From the field survey, we retrieved and analysed one hundred and six (106) sets of questionnaires using Spearman’s Rank Order Correlation Coefficient to determine the relationship existing between the variables. The findings revealed that the dimensions of work environment namely; leadership style, communication and co-ordination, conflict management, and staff cohesion displayed significant relationship with employee work perfor...

Emotional labor, known as managed emotions, is exhibited in the face of communication with the service areas in order to adapt to the rules that the organizations have stated. The aim of emotional labor in this study is that organizations can be understood better in terms of employees. The literature survey for this purpose has provided emotional labor approaches, emotional labor dimensions, and the results of emotional labor. In the light of the obtained information; "Concept and concept of emotional labor" was interpreted in order to extract, evaluate, develop and correctly apply the first output in terms of a certain limited view in 1981, in a broader angle of 360 ° in modern business life. Thus, contemporary business organizations are expected to provide more humanitarian work conditions, realistic business relationships and a satisfying work environment, as well as increased productivity, quality, creativity and innovation.

Za (kazensko) pravo je značilno zasledovanje idealov razuma, racionalnosti in nepristranskosti. V kazenskem postopku so čustva vpletenih, zlasti čustva pravnikov, negativno vrednotena ali v celoti spregledana. Na ta način nista prepoznana energija in napor, ki sta potrebna za to, da pravniki svoja čustva, prav tako pa tudi čustva preostalih udeležencev postopka, uravnavajo z opravljanjem emocionalnega dela. Opravljanje tovrstnega dela je velikokrat pomembno za to, da lahko svojo delo uspešno opravijo in pri tem ohranijo videz strokovnosti. Raziskava slovenskega kazenskega pravosodja kaže, da pravniki pogosto opravljajo emocionalno delo. Ta koncept je pomemben, saj lahko pri njih pusti negativne socialne in psihološke posledice.

While a wealth of evidence exists about failure in organisational settings and the emotions evoked by failure, researchers have paid less attention to failure and its related emotional consequences in academic life. Given that failure is often a cause of significant stress, which in turn can lead to damaging consequences, we argue that this is an issue deserving of greater consideration. In this article, we adopt Ashkanasy's five-level model of emotion in organisations, and explore the potential role of emotions in academics' experiences of failure at five levels: within-person, between-persons, interpersonal interactions, groups and teams (and leadership), and organisation-wide. In doing so, we draw on findings from scholarly literature, anecdotal evidence, and our own experiences as academics to build arguments. Following discussion of the model, we suggest how academics might begin to normalise the experience of failure in academia and to build resilience in the coming generations of young scholars.

Existing research has primarily examined coping strategies for dirty work while giving less attention to employees' satisfaction. Much of this work has considered the phenomenon from an identity perspective, despite its underlying connections to job demands and resources. Drawing on the Job Demand-Resource (JD-R) model, this study investigates the relationship between dirty work and employee satisfaction, with emotional exhaustion as a mediating variable and self-consciousness as a moderator. Data collected from 234 participants in dirty work occupations with a 4-week time lag show that dirty work is positively associated with emotional exhaustion, which negatively impacts job, career, and life satisfaction. The findings further indicate that employees with higher self-consciousness report greater emotional exhaustion, while those with lower self-consciousness experience less emotional exhaustion. These results provide theoretical contributions to the dirty work literature and offer practical implications for mitigating emotional exhaustion in these roles.

Occupations develop a tradition of what is sex-role appropriate, and the ramifications for both men and women are tremendous. METHODS. This qualitative research was conducted to provide a detailed understanding of the lived experiences of men in nursing through their own voice. FINDINGS. To increase equity in the medical professions, researchers should examine nontraditional male career choices alongside women who work in male-dominated occupations.

The purpose of this flexible single case study using qualitative methods was to expand the current body of knowledge relating to the leader-follower trust relationship and its impact on individual performance, specifically in the life and annuity insurance provider industry.
This research sought to uncover possible root causes of distrust between leaders and followers while further examining the impact of distrust on performance within the highly transactional environment of the life and annuity insurance provider industry. The research outcome contributes to the body of knowledge and reduces the gaps in the literature by expanding on the effects of leader-follower trust on performance. The study included 19 one-on-one interviews resulting in seven discovered themes. The seven themes that were discovered in conjunction with the existing literature provided vital insight and applicable implementation strategies that can be utilized by organizations to understand leader-follower relationships and improve their performance by improving the trust relationship between leaders and followers. The conclusion of this study suggests that the performance challenges faced by the leader-follower relationship can be overcome through building trust.
Keywords: leader-follower trust, individual performance, motivation, transparency

Aims and objectivesTo clarify the concept of nursing presence through patients’ perception.BackgroundThe holistic caring process at the bedside must incorporate the concept of nursing presence. Most of the research about nursing presence is based on nurses’ experiences, and research into patients’ experiences is minimal. According to goals of patient centredness, the association between the patient satisfaction and nursing presence, and patients’ ability to understand this concept, it is important to explore this concept from the patients’ perspective.DesignA qualitative approach.MethodsBased on purposive sampling technique, 12 patients were recruited. After participant observation, 15 interviews were carried out with participants. Data were transcribed verbatim and analysed using conventional qualitative content analysis.ResultsFive main categories were drawn from the data including informed concentration, task‐centred/patient‐centred relationship, clarification of meanings, compre...

This paper examines women's movement between sex work and intimate economies, with a specific focus on how non-Chinese women in Hong Kong leverage intimacy as a means of managing legal and socio-economic precarity within various institutional and individual constraints. To capture the diversity of women's experiences, we use the term 'intimate-material exchanges' to broadly refer to compensation or material support provided in exchange for sexually intimate relations. We ground our analysis of the interactional processes involved in intimate-material exchanges in 39 interviews with ethnically non-Chinese women and men in Hong Kong. For the women in this study, intimatematerial exchanges were shaped by migration and distinguished by pragmatism, strategy and intentionality that involved adapting, improvising and experimenting with sexual scripts in an ambiguous legal space in order to derive maximum material benefit. We conclude with a discussion of the implications of migration and intimate-material exchanges for sex worker rights.

Theorized as objective or constructed, risk is recognized as unequally distributed across social hierarchies. Yet the process by which social forces shape risk and risk emotions remains unknown. The pharmaceutical industry depends on healthy individuals to voluntarily test early-stage, investigational drugs in exchange for financial compensation. Emblematic of risk in late modernity, Phase I testing is a rich site for examining how class and race shape configurations of emotion and risk. Using interview data from 178 healthy trial participants, this article examines emotion and risk as mutually constituting processes linked to biographical context and social structure. Biographical events like economic insecurity and incarceration influence how risk is felt by providing comparative experiences of felt risk and felt benefits. Such events, in turn, are structured by class-based and racial inequalities, linking class and race positions to primary emotional experiences of risk.

The level of occupational burnout (OB) and job satisfaction (JS) was investigated in primary school teachers (n = 125) in the region of Epirus in Northwestern Greece. Teachers exhibited a high level of emotional exhaustion (EE), a medium level of depersonalization (DP), and a lack of personal accomplishment (PA). In our study, EE, which is a significant component of OB, varied according to intrinsic and extrinsic JS parameters. Teachers were less satisfied and more stressed with extrinsic job characteristics of their job, such as working conditions and working hours. Female teachers were more likely to exhibit increased satisfaction from intrinsic job characteristics, whereas male teachers were more likely to exhibit increased emotional exhaustion and lack of personal accomplishment. Job satisfaction had a significant negative impact on emotional exhaustion. Job satisfaction accounted (EE = 47.173 − 3.527*JS) for 35.1% of the total variation in the dependent variation of EE (F(1124)...

Technocratic accountability, which is impacting on ECEC practices in England, is where the government favours evidence-based knowledge to work with children. As a result, the emotional aspect of ECEC work and emotional labour have become increasingly complex and are sometimes unrecognised. In this paper we the importance of more relational, connected and embodied ways to work with young children. Analysing qualitative semi-structured interview data from two projects, we focus on emotional labour which is interpreted with poststructuralist and posthuman affect theory. The resultant analysis allows us to reconsider knowledge-making practices in ECEC and challenge existing Cartesian dualistic thinking which separates ‘care’ and ‘education’. Data from the first project sees us analyse narratives from ECEC practitioners highlighting the relationship between government policies and dominant discourses. The second project notes entanglements with human and other-than-human bodies enacted w...

Leanne -this isn't in the original title as it was for the GWO conference and therefore assumed it was about gender, but it might make the focus clearer for the journal -what do you think? brought to you by CORE View metadata, citation and similar papers at core.ac.uk

There is increasing recognition regarding the role of emotions in predicting the performance of workers. In particular, there has been extensive interest regarding the constructs of Emotional Intelligence and Emotional Labour in the promotion of more productive worker behaviour. Research focusing on emotions in the workplace has typically been conducted within western settings. In this study, we examine the impact of Emotional Intelligence (EI) on Emotional Labour (EL) and Organisational Citizenship Behaviour (OCB) in the Malaysian service industry. Data were collected from 131 front desk employees across four resorts within a Malaysian hotel chain. In line with expectations, analyses revealed that EL partially mediated the relationship between EI and OCB. Implications for theory and practice in non-western settings are discussed.

This paper examines the emotional landscape of early years classrooms in the aftermath of the COVID-19 pandemic, with a specific focus on emotional dysregulation among children born between 2019 and 2021, referred to as the 'COVID generation'. Employing a hybrid methodology combining autoethnography and ethnographic practices-including reflective journaling, professional dialogue, and analysis of institutional documents-the study is situated within a Reception classroom in the Northwest of England. It interrogates how emotional outbursts during routine transitions reveal broader developmental, relational, and systemic disruptions. The three themes that emerged from the study were the following: the volatility of transitions for pandemic-born children, the underrecognised emotional labour undertaken by practitioners during co-regulation, and the importance of reframing 'challenging behaviour' as effective communication. The findings emphasise the necessity of greater institutional support and recognition of teachers and EY practitioners' emotional labour. By foregrounding my lived experience as a sole practitioner-researcher, this study offers a timely, practice-based contribution to post-pandemic early years research, advocating for more relational, reflective, and ethically grounded approaches to supporting emotional regulation in early years education in England.

The research team would like to thank: • the Scottish Government for funding the project • staff and young people from local authorities and school clusters in North Ayrshire, North Lanarkshire, West Dunbartonshire and the Western Isles who contributed so much to this project • staff from Scottish Government, Learning and Teaching Scotland , HMIE, (from August, 2012, Education Scotland), ADES, Local Authorities, School Leaders Scotland, EIS and the University of Aberdeen who contributed to the project's thinking through participation in seminars • Professor Wynne Harlen and Professor Mary James who offered such interesting insights from international research, policy and practice at the research seminar • Professor Paul Black and Professor Graham Donaldson who read drafts of the report and offered perceptive comments to help develop and refine it. • Colleagues attending two invited international assessment seminars in the University of Bergen and in the University of Oxford who offered insights into how some of the more intransigent assessment issues being faced by the project might begin to be addressed • and Jenni Thomson and Rachel Thomas for their invaluable administrative support.

Since the world of aviation is highly competitive, technical knowledge is merely half the picture of succeeding as a cabin crew member. The cabin crew skills that separate superb professionals from others are more than the memorization of safety procedures and service standards. These critical soft skills deliver unforgettable customer experiences and establish careers in the aviation industry.

The aim of this study is to examine the effect of the behaviours exhibited by managers working in health institutions on employee job satisfaction. In this descriptive study, quantitative research design was used. In data collection, Minnesota Satisfaction Questionnaire, developed by Weiss et al. (1967) and adapted to Turkish by Baycan (1985) and Management Behaviors Scale of Managers scales developed by Terzi and Kurt (2005) were employed. The study was carried out by using face-to-face survey technique on 261 staff working in Kırşehir Training and Research Hospital and agreeing to participate in the research. The data were analyzed using SPSS 22 program. Descriptive statistics, independent t-test, one-way analysis of variance, correlation and regression analysis were performed on the collected data. It was observed that there is a significant relationship between democratic manager behaviours and employee job satisfaction r=0.73: p<0.05, and indifferent manager behaviours negatively affect employee job satisfaction. It is considered that managerial behaviours are an important factor affecting employee job satisfaction, and the development of managerial behaviours will positively affect employee job satisfaction and motivation, and as a result, the quality of healthcare provided will increase.

In today's workplaces, employees' use of emotional labour often has a significant impact on job performance. However, the extent to which employee energy mediates the relationship between emotional labour and task performance remains unclear. In this context, the fundamental question that this study focuses on is whether employee energy mediates the relationship between employees' levels of emotional labour and their task performance, and if so, how strong this effect is. The main aim of the study is to examine in depth the relationships between emotional labour, task performance and employee energy in the workplace. Specifically, it aims to assess the presence and strength of the mediating effect of employee energy in the relationship between employees' emotional labour expenditure and their task performance. A relational research model was used in this explanatory study. Confirmatory and exploratory factor analyses were first applied to the research data, followed by exploratory and descriptive statistical analyses. One-way analysis of variance was used to understand the relationships between variables, while simple and multiple regression analyses were used to examine the relationship between dependent and independent variables, and finally the Hayes process was used to test mediation. The analyses showed that the variables differed in terms of some human characteristics, the significant effect of emotional labour on task performance disappeared when employee energy was included in the model, and the entire effect was transferred to task performance through employee energy. This indicates that employee energy plays a full mediating role in the established model.

Purpose-This study explores the role of high-performance work systems (HPWS) and ethical leadership in influencing employee affective commitment (AC) and organisational citizenship behaviours (OCB) in two large tertiary public hospitals in Pakistan. Design/methodology/approach-Employing a case study approach, survey data were gathered from 814 frontline doctors and nurses. SPSS and AMOS were used for data cleaning and analysis, and structural equation modelling was deployed for hypothesis testing. Findings-Our findings suggest that in both hospitals, affective commitment significantly and positively mediated the relationship between (1) HPWS and OCB and (2) ethical leadership and OCB. However, the role of ethical leadership as a boundary variable was significant in one hospital but insignificant in the other hospital. Research limitations/implications-The research was cross-sectional, and data were collected from a convenient sample from two public hospitals in Pakistan, which affects our ability to generalise the findings to different contexts too broadly. Originality/value-This study presents a unique and important contribution by highlighting a probable psychological mechanism through which ethical leaders implementing HPWS influence employee attitudes and behaviours (AC and OCB) within the Pakistani public health sector. By examining the leadership-HPWS relationship in this sector, our study tests the applicability of Western concepts (HPWS) in a developing country and the public health sector context, with some of the findings being inconsistent with extant evidence as it pertains to the outcomes of the leadership-HPWS relationship. Further, our study demonstrates the value of case study research in examining complex phenomena.

This paper suggests that the sociological theory of emotional labour is a useful way to interpret how teaching practices in Higher Education often involve the simultaneous management of both staff and student wellbeing. This paper applies Berry and Cassidy’s Higher Education Emotional Labour model (2013) to the management of extension requests. We put forward a case study of processing a significant number of extension requests in a short space of time in a large, first year Health Sciences topic. We consider the responsibilities and risks for staff and students in this scenario, and ponder the implications for future practice and pedagogy. We argue that student and staff wellbeing must always be considered as interrelated, and that academic administrative procedures need to be developed with this mind. 

Le travail d'enquête a dû s'adapter aux différentes mesures sanitaires, liées à la pandémie de la Covid-19. ** Notamment pour des questions de coûts et de disponibilité des locaux et de soutien à la création de places d'accueil. *** Désormais Relais petite enfance (RPE).