International Journal of Work Organisation and Emotion (7 papers in press)
Emotional Labor in Non-Governmental Organizations: Narrative Analysis and Theory Expansion
by Sharon Mastracci, Ian Adams
Abstract: The purpose of this paper is to explore emotional labor in the context of non-governmental organizations (NGOs) using word data from interviews of five NGO directors on their recruitment criteria when hiring staff. We analyze interview transcripts using semiotic clustering. First-order concepts are organized into second-order themes which are summarized as aggregate dimensions to develop a proposition and expand emotional labor theory. We find evidence of emotional labor in NGOs: Modeling behavior for clients, serving as mentors to new staff members, maintaining boundaries between self and clients, suppressing panic in crisis, cognitive reframing, and compartmentalization. We provide evidence of emotional labor in NGOs, which contributes to emotional labor theory by focusing solely on this important sector of public service. Little research has been done on emotional labor in such organizations, and consistent with prior findings, we find aspects of emotional labor in NGOs can be rewarding and fulfilling as well.
Keywords: Emotional Labor; Nongovernmental Organizations; Human Resource Management.
Patient Emotional Support (PES) and Healthcare Organizational Performance and Effectiveness (HOPE)
by Mosad Zineldin, Valentina Vasicheva
Abstract: Patient satisfaction is a major indicator of healthcare originations
Keywords: Healthcare organization; Emotional support; emotion; performance; effectiveness; Healthcare Quality.
The emotion work of nurses in a person-centred care model
by Gunilla Albinsson, Kerstin Arnesson
Abstract: With the departure in emotion sociology and caring science the aim of this article is to elucidate the emotion work as experienced by a group of nurses who tried out a customised form of a person-centred care model. Ten semi-structured interviews with following go-alongs were conducted. The most important empirical finding is the identifying of emotional caring as a specific part of the nurses emotion management, comprising such knowledge that is specific to the competence of nurses. Emotional caring thus forms part of caring science, affected by the organisational structure, with bearing on the nurses room for caring actions, that is, how, when and in what way emotional caring can be carried out. Moreover, in practice, person-centredness was compatible with the commonly shared values in caring science. The empirical material also shows that emotion management can be tied to profession, positions, status and power. The article contributes with an understanding of how working in a person-centred care model made it possible for the nurses to come closer to the patients life world. Qualitative descriptions of the emotion management of a group of nurses in a certain caring context constitute another contribution, something that has not been investigated before.
Keywords: emotional labour; emotional caring; emotions in work; health care; organisation; person-centred care.
Analysis of the Relationship of Happiness to Economic Achievement and Other Factors in US States
by L. Murphy Smith, Kenneth Sutrick, Solomon Antony
Abstract: Overall emotional well-being, notably happiness, has been the subject of numerous studies in psychology, business, and other disciplines. In this study, happiness, aka life satisfaction, is measured by peoples own personal assessment of happiness, not measured by how happy people ought to be based on well-being measures such as income or community amenities. The top ten happiest states, in order, are Louisiana, Hawaii, Florida, Tennessee, Arizona, Mississippi, Montana, South Carolina, Alabama, and Maine. The ten unhappiest states are Rhode Island, Massachusetts, Ohio, Illinois, California, Indiana, Michigan, New Jersey, Connecticut, and New York. The findings indicate that happier states on average are significantly more religious and more politically conservative. Findings show that the happier states had a significantly lower per capita GDP; thus, money does not buy happiness. Businesses can facilitate happiness among employees, by supporting work-life balance of employees, being parent-friendly, being marriage-friendly, and enabling employees to integrate their spiritual values in their job roles.
Keywords: Happiness; subjective well-being; life satisfaction.
Special Issue on: ERPBSS-2018 Diversity and Inclusion in the Workplace
The Effect of Demographics on the Psychological Contract of Employees.
by Lawal Yesufu
Abstract: The psychological contract provides a framework for understanding employee-employer relationships within an organisation. This paper is based on research on Canadian academics and aims to determine the effect demographic characteristics, such as the age, gender and educational background, have on the psychological contract of academics working in higher education institutions. The research contributes to the literature by investigating the psychological contract from the perspectives of the relational, transactional and balanced contract types. The research also combines two existing tools - psychological contract inventory and the HR Practice Scale - to gather data on the types of psychological contract developed by academics and the perception academics have on the HR practices of their employers. The study was based on quantitative analysis of a cross-sectional survey in addition to a literature review. Overall the findings suggest that, while gender and age had a positive impact on the transactional psychological contract of academics, there was no predictive relationship between education and type of psychological contract.
Keywords: organisational psychology; psychological contract; higher education institutions; human resource management practices.
Exploring organization citizenship behavior in a Higher Education Institution in United Arab Emirates
by Shahira El Alfy
Abstract: This research examines organization citizenship behavior of instructors in one of the private higher education institutions in the UAE. Perceived citizenship behavior is measured from instructors and education managers perspectives. The primary contribution of the study is in investigating factors that are likely to influence organization citizenship behavior within the workplace. The relation between citizenship behavior and factors including personality traits, instructors demographics and job satisfaction are examined using regression analysis. Results show that agreeableness and conscientiousness have a significant positive effect on organization citizenship behavior. There is no significant evidence that instructors age, gender and tenure play a role in organization citizenship behavior. Both intrinsic and extrinsic job satisfaction affect organization citizenship behavior however, intrinsic satisfaction has a higher influence on instructors citizenship behavior.
Keywords: Organization; citizenship behavior; higher education; UAE; United Arab Emirates; personality traits; agreeableness; openness; extraversion; intrinsic satisfaction; extrinsic satisfaction; job satisfaction.
A relational approach to exploring inequalities within the Human Resource Management model in the Middle East
by Safiya Banu, Nicolina Kamenou-Aigbekaen, Laura Galloway
Abstract: This paper engages with the under-researched area of Human Resource Management (HRM) in the Middle East and it proposes a unique theoretical for the purpose of carrying out research on inequalities within the Middle East and North Africa (MENA) region. This model will contribute to the understanding of a Middle Eastern version of the Human Resource Value-Proposition Model (HR VPM). The theoretical underpinning of Social Capital Theory will assist in understanding the philosophical aspect of the studys research questions (relating to social norms and information channels, inequalities, nepotism, organisational and individual obligations as well as expectations) and conclusions drawn within a diversity management relational framework in order to understand the interaction between individual agency and social structures as well as the impact of culture and historical context of HRM in the Middle East. This paper hopes to contribute to existing literature on diversity management and inequalities in addressing its research questions within the HR Value-Proposition model.
Keywords: Diversity management; inequalities; wasta; nepotism; United Arab Emirates; Middle East; framework; international human resource management;.