International Journal of Work Organisation and Emotion (13 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.
Human Emotion Detection based on Questionnaire and Text Analysis
by Rajib Ghosh, Ditipriya Sinha
Abstract: Human emotions have been described by some theorists as discrete and consistent responses to internal or external events which have a particular significance for the organism. Emotions are the topic of extensive research in the recent times. State of the art describes that most of the approaches on emotion detection have been designed on the basis of complex and costly approaches like facial recognition, brain signals, physiological signals etc. The proposed method considers reliability and simplicity as a motivation for the design of the human emotion recognition system. This article designs an emotion detection model by combining questionnaire and text analysis based approaches and then combining the probability scores of two different classifiers (Support Vector Machine and Artificial Neural Network) using Dempster-Shafer theory (DST) to determine the emotional state of the subject. In this proposed work, DST has been developed effectively in combining multiple information sources which provides incomplete, imprecise, and biased knowledge. Research community is still working to enhance the accuracies of human emotion recognition systems. However, most of them are based on text recognition approaches. The proposed approach is cost-effective and novel due to introduction of questionnaire based approach along with the text analysis and combining the probability scores of two different classifiers - SVM and ANN applying DST. Experimental results show that the proposed system outperforms all existing emotion detection systems available in the literature.
Keywords: Human Emotion Detection; Questionnaire; Text Analysis; SVM; ANN; Dempster-Shafer Theory.
Employee Retention: A Turnover Analysis of Boomerang Employees
by Suzanne Booth-LeDoux, Jared LeDoux, Louis Champagne
Abstract: Turnover in organisations can cost upwards of 93%-200% of an employees salary (Griffeth and Hom, 2001). As such, organisations are opting to utilize and take advantage of boomerang employees (i.e., employees who turned over and came back to an organisation). Despite apparent benefits, employers may be concerned that an employee who has already quit once would be more likely to quit again. The present study is an investigation of the turnover behaviours of boomerang employees. Results show that boomerang employees turned over at a lower rate than first-time hires. Implications and recommendations for employers are offered.
Keywords: commitment; retention; selection; turnover; boomerang employees.
Impact of Personality Variables on Employee Engagement-Turnover Intentions Relationship: A study on Indian Managers
by Shalini Srivastava, Vartika Kapoor, Jaya Yadav
Abstract: The present study intends to study the relationship between Employee Engagement and Turnover intentions of Managers. It further attempts to study the moderating impact of Resilience and Organization Identification on Employee Engagement and Turnover intentions relationship. The study consisted of 275 middle level managers belonging to public and private sector organizations of Delhi/NCR region. Statistical tools like descriptive statistics, correlation and regression were used to test the hypothesized model. A negative and significant association was found between Employee Engagement and Turnover intentions. Resilience and Organization Identification significantly moderated the Employee Engagement and Turnover intentions relationship. Its high time for the management to realize the importance of the pillars of the organizations and give them the culture that keeps them more engaged and thereby, reducing the chance of turnover intentions.
Keywords: Employee Engagement; Resilience. Turnover Intentions; Organisational Identification; Indian Managers.
Psychological vulnerability as an integral component of comprehensive vulnerability assessment: informing policy and practice in disaster risk reduction.
by Jigar Jogia, Gayan Wedawatta
Abstract: Science can be utilized to mitigate risk and vulnerability throughout the disaster management cycle. The risk of a disaster depends not only on the hazard but also on the psychological, social and environmental vulnerability of exposed communities. Through a review of existing knowledge on evidence-based methods for assessing vulnerability in communities, it was found that psychological vulnerability is seldom considered in such assessments. We argue that psychological aspects play a key role in how people and communities perceive and respond to disaster events. Building infrastructure to assess vulnerability in a comprehensive manner is essential to inform policy and practice in disaster risk reduction. Better understanding of these complex relationships and the role of psychological vulnerability in reducing risk and building the resilience of nations and communities to disasters requires interdisciplinary approaches cutting across fields such as science, psychology, health, environment, economics, engineering and technology.
Keywords: risk reduction; resilience; disaster management; engineering and environment; psychological impacts; disaster management mental health; vulnerability; assessment; socio-economic.
Possible effects of Emoticon and Emoji on Sentiment Analysis Web Services of Work Organizations
by Habib Ullah Khan, Duncan Peacock
Abstract: Purpose: Work Organisations are increasingly interested in using sentiment analysis algorithms to get rapid feedback from microblogging platforms such as Twitter. However, real-life posts can differ from the training data. The subject domain (and hence language) may vary or and emojis and emoticons used to clarify, enhance or even reverse the sentiment of a post. This paper studies the effect of emojis, emoticons and subject on polarity classification using nine tweet-related sentiment analysis web services.
Design/methodology/approach: A web application was developed to extract from the live Twitter stream, and twelve specific research test sets were created. These were labelled by volunteers, uploaded back into the application and then compared against nine different sentiment analysis web services using two- and three-class accuracy measures.
Findings: Distinct differences were found in the performance of the sentiment analysis web services of organizations. Some web services seemed to ignore the presence of emoticons and emojis. For the three that noticeably rated emojis, one became the highest ranked of all tools, but the others did not outperform the group. The presence of emojis had a positive effect on performance whether the web services rated emojis or not, but web services classified tweets where the polarity of the emoji/emoticon did not support the polarity of the text significantly less accurately. Finally, significant differences were found in classification performance of some web services across subject groups.
Originality/value: Sentiment analysis web services can vary significantly in classification performance depending and the effect of emoticons and emojis on sentiment polarity needs more attention.
Paper Type: Research paper.
Keywords: Twitter; Sentiment analysis; polarity classification; web services; emoticons; emojis; comparison; benchmark.
ORGANIZATIONAL OBSCURANTISM: SYNTHESIZING PROSOCIAL LIES WITH INTERPERSONAL RELATIONSHIP AT WORKPLACE
by Rashid Baloch, Ramsha Baloch, Asfandyar Ali Baloch
Abstract: It is always an arduous task to prevail upon employees to talk about lying, subterfuge, ingratiation and deceptive attitudes at the workplace. To find out deceptive attitude is existing, is difficult but to make people understood is more difficult. People lie for different causes, that can be determined and may be driven by greed, undue favors & advantages, promotions, fear, or even an organizational culture that encourages it. However, employees
Keywords: Obscurantism; Deceptive attitude; Lying; Interpersonal relationship; Ingratiation; Subterfuge.
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;.