Defining emotional levels and climate as context and events

Recent work by Fisher highlighted the importance of making distinctions in levels of measurement of affect. She argued that general measurement of an individual's emotions represents the emotional experience in a person as a single point, or as a summary score of the individual's emotional experience over a period of time. Within-level emotion comparisons, in contrast, are made by assessing the emotional state of an individual at several points in time and then making comparisons between those points, thus, keeping intact the individual's pattern of emotional experience over time. The present argument extends the within/between distinction raised by Fisher at the individual level of analysis to the group or organization level analysis. That is, although affective climate is typically considered as relatively stable or trait-like characteristics of an organization, it can also be thought of as the aggregate measure of people's experiences over time.

The need to keep vigilant against academic fundamentalism

In today's academic society, the likelihood of researchers succumbing to fundamentalism is a grave threat. In this paper, my main argument is that academics are often tempted to put their personal needs (i.e. recognition and opportunities for more money) ahead of their value for research. Consequently, it becomes easier for them to stray into a space where they are no longer being driven by scientific rigor and debate. Despite the internal and external pressures that we face, there is a need for vigilance to avoid this from occurring to ensure that the true notion of researching a science and our academic responsibility are fulfilled.

Anzac day in the new millennium: insights from New Zealand millennials

Since 1916, New Zealanders have honoured soldiers of war on the 25th of April at commemorative events. The day is now known as Anzac Day, and the acronym ‘Anzac’ stands for the Australian and New Zealand Army Corps, which was established in World War I. Anzac Day commemorative events are emerging a popular cultural activity in which New Zealanders, many of whom are young, are now participating. From an event management perspective, however, the increasing popularity of attendance at the commemorative events is problematic, with potential to negatively impact the experience of attendance and the sites at which they are held. There is a need to gain a greater understanding of the experience of attendance at the events so that strategies can be developed to maintain and enhance their authenticity and integrity, while optimising their sustainability in the New Millennium.

The aim of this study was to provide information about the experience of attendance from the attendee’s perspective for later use by managers of the events. The study employed the theory of emotions to examine the consumption experience, and used a qualitative approach for this purpose. Two focus groups were undertaken in New Zealand comprised members of the generational segment, the Millennials. The data were analysed considering the literature on emotions, special event tourism, as well as the literature on dark tourism. In some ways, the special event tourism and dark tourism literatures seem to be paradoxical, however, in this study they seemed to compliment each other. A complex set of motivations, emotions and resulting attitudes, behavioural intentions, and behaviours were revealed. With this information, event managers are better able to understand the experience of attendance and consider these issues when developing strategies to manage the events. The results presented here are part of a larger study, as further data is currently being collected on the topic in Australia. Hence, there are opportunities for cross-cultural analysis about this important aspect of New Zealand, and Australian, culture.

Working in teams: the influence of rhetoric-from sensemaking to sadness

The prevailing wisdom tells us that teams axiomatically bring increases and improvements in effectiveness, productivity and communication. There has been too little critical address of whether these benefits actually accrue, nor what the experience of team members actually is. This paper shares findings from a Heideggerian phenomenological study, where members of teams in organizations were interviewed and asked about their experiences of working in teams. Astonishingly, not only did team members not report these anticipated improvements, their stories tended to highlight the negative influence that the rhetoric surrounding teams might have on individuals. This paper shares the responses of team members to that rhetoric, revealing themes of "Teams, Rhetoric and Sensemaking", a challenge to the notion of "Teams as One Big Happy Family?", and "Teams as Crucibles of Resignation and Sadness". These findings indicate the need for future research into understanding the experience of individuals within various team and organizational structures.

Dealing constructively with negatively evaluated emotional situations: the key to understanding the different reactions of teachers with high and low levels of emotional intelligence

Recent work on the distinctive features of emotions appraised as either negative or positive has links to the investigation of differences in levels of emotional intelligence. In a study with experienced teachers as participants, it was found that emotional reactions to positive or negative situations was moderated by level of emotional intelligence. The reactions to positively charged emotional situations involving students and peers were similar for teachers with high and low levels of emotional intelligence, although the low level group showed somewhat lower likelihood of making an “emotionally intelligent” response compared to the high level group. A much sharper contrast in response likelihood was found for negatively charged emotional situations involving students and peers. Teachers with high levels of emotional intelligence responded quite differently to those with low levels of emotional intelligence. The results indicate the prospect of clarifying a neglected area of exploration of differences in the likely behaviour of teachers differing in levels of emotional intelligence.

Understanding women's breast screening behaviour: a study carried out in South East London, with women aged 50-64 years

Objective To understand low uptake of breast cancer screening through exploring the personal reasoning underlying women's attendance or non-attendance, and identifying differences between those who attend and those who decline.

Design Cross-sectional survey.

Setting Community and home environments of women eligible for breast screening aged 50—64 years, living in South East London. Method Structured, self-completed or assisted-completion questionnaires.

Results The decision to attend or decline screening is rational and personally justifiable, engaging factors linked to emotions and attitude. Attitudes about breast screening and perceived personal importance of breast screening are the strongest predictors of attendance and non-attendance. There are differences between ethnic groups in perceptions of breast screening. Regular attendance at screening is associated with ethnicity, although consistent avoidance of mammography is not. Inconvenience is an important factor in missing appointments, and tends to be prolonged rather than specific to the time or day of the pre-booked invitation. GP and health worker advice are good persuaders towards attendance. Pain and anxiety during mammography are notable dissuaders against re-attending.

Conclusion Appropriate service provision requires consideration of local factors, as well as the medical needs of the population eligible for breast screening. Lay perceptions of potential personal costs of attending or not attending breast screening are important for guiding health promotion. Information providers should consider the language needs of a culturally and educationally mixed community. Health care professionals are well placed to encourage uptake of breast screening through disseminating information that promotes attendance, both within and outside the breast screening service.

Shaming, shame and recidivism : a test of reintegrative shaming theory in the white-collar crime context

Despite the popularity of reintegrative shaming theory in the field of criminology, only a small number of studies purporting to test it have been published to date. The aim of the present study, therefore, is to provide an empirical test of Braithwaite's (1989; Braithwaite and Braithwaite 2001) theory of reintegrative shaming in the white-collar crime context. The data on which the study is based came from survey data collected from a group of 652 tax offenders. Consistent with predictions, it was found that feelings of reintegration/stigmatization experienced during an enforcement event were related to reoffending behaviour. Those taxpayers who felt that their enforcement experience had been reintegrative in nature were less likely to report having evaded their taxes two years later. Consistent with Braithwaite and Braithwaite's (2001) hypotheses, shame-related emotions were also found to partially mediate the effect of reintegration on subsequent offending behaviour. Implications for the effective regulation of white-collar offenders are discussed.

A model of superiors and subordinates' aggressive communication in the workplace

In the workplace, superiors and subordinates may engage in a spiral of aggressive communication and emotional reaction that can lead to negative attitudes and unproductive organisational outcomes and higher staff turnover. In the manuscript, we develop and propose a model of superiors' and subordinates' aggressive communication and emotional reactions. In our model we suggest that organisational context (culture) and individual personal characteristics (personality, trust, self-esteem) influence superiors' and subordinates' aggressive communication. We also suggest that individual emotional characteristics (positive/negative affect, emotional intelligence) influence the protagonists' emotional reactions. Finally, we propose that subordinates' emotional reactions and organisational culture influence their attitudes (organisational identity, perception of a masculine vs. feminine organisation) and their considered behaviours (performance, turnover). We conclude with a discussion of potential limitations, and implications for theory, research, and practice.

Gender, emotion and aggression in the workplace

This study explores emotion and aggressive behaviour in a male-dominated
organisation, an Australian police force. The study examines the extent to which men’s negative emotions are directly associated with their reported experience of aggressive behaviour. One hundred and fifty-nine male participants answered a questionnaire which measured: the intensity of negative feelings, whether or not the intensity of such negative feelings was directly associated with the experience of aggression, and the magnitude of the aggressive behaviour.

Terror Management Theory and Belief in an Afterlife

Research has shown that belief in an afterlife, a form of symbolic immortality, can alleviate the negative emotions associated with one’s mortality (Deschesne et. al, 2003). We found this aspect of TMT particularly interesting, but lacking any substantial research. Therefore, we set out to determine if belief in an afterlife could diminish the effects of mortality salience. As far as we know, our study is the first to use a pre-screening process to determine participants’ prior beliefs. One prediction might be that those who believe in an afterlife will be less affected by the effects of mortality salience.

Differences in the Effects of Social Context on Emotional Responding

This study compares the effects of social cues on emotional experiences of men and women. Literature suggests that emotional responses are influenced by the presence and expressiveness of other individuals (Hess, Banse, & Kappas, 1995; Jacobs, Manstead, & Fischer, 2001; Fridlund, 1991). We examined whether social cues influence the experience of emotions differently for men and women. Research on gender differences in self-construal (Cross & Madson, 1997) led us to expect that women’s own emotional reactions would be more sensitive to emotional cues from other individuals than men’s.

The expression of suppression: loss and emotional labour in narratives of organisation change

This paper focuses on themes of emotionality and emotional labour derived inductively from retrospective narratives constructed by employees who experienced rapid organisational change and specifically addresses the question: 'How do people talk about the need to "dull down" their emotions during situations of organisational change?' We highlight themes of loss associated with retrospective displays of emotion and argue that loss and emotion management are most typically associated with issues concerning transition from the past or resistance to the future. We show how emotional labour serves both to mute and, ironically, to heighten emotions in the talk of change and extend studies of emotional labour beyond the service encounter and into the realm of organisational change.

Overt and covert aggression and negative emotion in the workplace

This study explores indirect and direct aggression, emotion and aggressive behaviour in a male-dominated organisation, an Australian police force (APF). The study examines women’s experience of direct/overt and indirect/covert aggression in the workplace and whether their experience of aggression is higher in the presence of men than of other women; also, whether men’s experience of negative emotions is directly associated with their reported aggressive behaviour towards women. The study formed part of a larger project in which 144 women and 159 men employed in the APF completed a questionnaire. Results are discussed in terms of their theoretical and practical implications, and suggestions are made for future research into this important but difficult subject area.