Job Insecurity, Emotional Skills, Workplace Emotional Reactions, and Decision-making Behaviors

2022 ◽  
pp. 87-112
Author(s):  
Peter J. Jordan ◽  
Neal M. Ashkanasy ◽  
Sandra A. Lawrence
Keyword(s):  
Decision Making ◽  
Job Insecurity ◽  
Emotional Reactions ◽  
Emotional Skills

Framing Morality: How Antecedent-Focused Strategies Can Shape Moral Judgments

2019 ◽  
Author(s):  
Andreas Kappes ◽  
Jay Joseph Van Bavel
Keyword(s):  
Decision Making ◽  
Moral Philosophy ◽  
Moral Dilemmas ◽  
Emotional Reactions ◽  
Moral Judgments ◽  
Moral Decision ◽  
Process Dissociation ◽  
Moral Decision Making ◽  
First Response ◽  
High Conflict

From moral philosophy to programming driverless cars, scholars have long been interested in how to shape moral decision-making. We examine how framing can impact moral judgments either by shaping which emotional reactions are evoked in a situation (antecedent-focused) or by changing how people respond to their emotional reactions (response-focused). In three experiments, we manipulated the framing of a moral decision-making task before participants judged a series of moral dilemmas. Participants encouraged to go “with their first” response beforehand favored emotion-driven judgments on high-conflict moral dilemmas. In contrast, participants who were instructed to give a “thoughtful” response beforehand or who did not receive instructions on how to approach the dilemmas favored reason-driven judgments. There was no difference in response-focused control during moral judgements. Process-dissociation confirmed that people instructed to go with their first response had stronger emotion-driven intuitions than other conditions. Our results suggest that task framing can alter moral intuitions.

scholarly journals Social Value Orientation Modulates Fairness Processing During Social Decision-Making: Evidence From Behavior and Brain Potentials

2021 ◽  
Author(s):  
Xinmu Hu ◽  
Xiaoqin Mai
Keyword(s):  
Decision Making ◽  
Ultimatum Game ◽  
Value Orientation ◽  
Emotional Reactions ◽  
Event Related Potential ◽  
Social Value ◽  
Social Value Orientation ◽  
Social Decision ◽  
Frontal Negativity ◽  
Social Decision Making

Abstract Social value orientation (SVO) characterizes stable individual differences by an inherent sense of fairness in outcome allocations. Using the event-related potential (ERP), this study investigated differences in fairness decision-making behavior and neural bases between individuals with prosocial and proself orientations using the Ultimatum Game (UG). Behavioral results indicated that prosocials were more prone to rejecting unfair offers with stronger negative emotional reactions compared with proselfs. ERP results revealed that prosocials showed a larger P2 when receiving fair offers than unfair ones in a very early processing stage, whereas such effect was absent in proselfs. In later processing stages, although both groups were sensitive to fairness as reflected by an enhanced medial frontal negativity (MFN) for unfair offers and a larger P3 for fair offers, prosocials exhibited a stronger fairness effect on these ERP components relative to proselfs. Furthermore, the fairness effect on the MFN mediated the SVO effect on rejecting unfair offers. Findings regarding emotional experiences, behavioral patterns, and ERPs provide compelling evidence that SVO modulates fairness processing in social decision-making, whereas differences in neural responses to unfair vs. fair offers as evidenced by the MFN appear to play important roles in the SVO effect on behavioral responses to unfairness.

scholarly journals Behind Dislike: Adaptive Purposes for Undergraduates’ Negative Emotions in the Career Decision-Making Process

2020 ◽  
Vol 12 (19) ◽  
pp. 8071
Author(s):  
Keith A. Puffer ◽  
Kris G. Pence
Keyword(s):  
College Students ◽  
Decision Making ◽  
Negative Affect ◽  
Negative Emotions ◽  
Career Decision ◽  
Emotional Reactions ◽  
Decision Makers ◽  
Decision Making Process ◽  
Career Decision Making ◽  
Response Options

The first career interest inventory emerged in the late 1920s. The response options for the questions in the Strong Vocational Interest Blank included ‘like’ and ‘dislike.’ Both answers are emotional reactions. Regrettably, clients within the context of vocational counseling often regard negative feelings (e.g., dislikes) as inconsequential. Yet, negative emotionality can be adaptive and feasibly assist career decision-makers. In the literature on college students’ career development and emotional functioning, there is a paucity of information about how negative emotions advance the career decision-making process and how career decision-makers apply such knowledge. Hence, a sample of undergraduates (n = 256) was recruited to ascertain imaginable adaptive career decision-making benefits from negative affect. Employing a Mixed Methods-Grounded Theory methodology, the present study tabulated the negative emotional reactions of college students to vocations that were self- or computer-reported. In addition, their answers to two investigative questions about the selection of their negative emotions were analyzed. From the data, three negative meta-emotions emerged as reactions to participants’ reported occupations; four adaptive purposes for their selected negative affect were also discovered. A theoretical framework and applicative suggestions from the findings are presented.

Confabulated Explanations

2020 ◽  
pp. 42-69
Author(s):  
Lisa Bortolotti
Keyword(s):  
Decision Making ◽  
Peer Feedback ◽  
Emotional Reactions ◽  
Decision Makers ◽  
Priming Effects ◽  
Self Reflection ◽  
Implicit Biases ◽  
Share Information ◽  
Epistemic Innocence

In this chapter, the author argues that the ill-grounded explanations agents sincerely offer for their choices have the potential for epistemic innocence. Such explanations are not based on evidence about the causes of the agents’ behaviour and typically turn out to be inaccurate. That is because agents tend to underestimate the role of priming effects, implicit biases, and basic emotional reactions in their decision making. However, offering explanations for their choices, even when the explanations are ill-grounded, enables them to share information about their choices with peers, facilitating peer feedback and self-reflection. Moreover, by providing plausible explanations for their behaviour—rather than acknowledging the influence of factors that cannot be easily controlled—agents preserve a sense of themselves as competent and largely coherent decision makers, which can improve their decision making.

scholarly journals Elite Football Coaches Experiences and Sensemaking about Being Fired: An Interpretative Phenomenological Analysis

2020 ◽  
Vol 17 (14) ◽  
pp. 5196 ◽  
Author(s):  
Marte Bentzen ◽  
Göran Kenttä ◽  
Pierre-Nicolas Lemyre
Keyword(s):  
Interpretative Phenomenological Analysis ◽  
Job Insecurity ◽  
Phenomenological Analysis ◽  
Emotional Reactions ◽  
Structured Interviews ◽  
Coach Education ◽  
Football Coaches ◽  
Sports Organizations ◽  
Organization And Management ◽  
Performance Expectation

Background: Chronic job insecurity seems to be a prominent feature within elite sport, where coaches work under pressure of dismissals if failing to meet performance expectations of stakeholders. The aim of the current study was to get a deeper understanding of elite football coaches’ experiences of getting fired and how they made sense of that process. Method: A qualitative design using semi-structured interviews was conducted with six elite football coaches who were fired within the same season. Interpretative phenomenological analysis was chosen as framework to analyze the data. Results: The results reflected five emerging themes: Acceptance of having an insecure job, working for an unprofessional organization and management, micro-politics in the organization, unrealistic and changing performance expectation, and emotional responses. Conclusion: All coaches expressed awareness and acceptance regarding the risk of being fired. However, they experienced a lack of transparency and clear feedback regarding the causes of dismissal. This led to negative emotional reactions as the coaches experienced being evaluated by poorly defined expectations and by anonymous stakeholders. Sports organizations as employers should strive to be transparent during dismissal. In addition, job insecurity is a permanent stressor for coaches and should be acknowledged and targeted within coach education.

scholarly journals Job insecurity and the emotional and behavioural consequences thereof

2013 ◽  
Vol 44 (1) ◽  
pp. 75-86 ◽  
Author(s):  
L. Van Zyl ◽  
C. Van Eeden ◽  
S. Rothmann
Keyword(s):  
Coping Strategies ◽  
Private Hospital ◽  
Job Insecurity ◽  
Emotional Reactions ◽  
Measuring Instruments ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Related Stress ◽  
Job Related Stress ◽  
Work And Life

The aim of this study was to investigate the relations among negative emotional reactions (reduced affective organisational commitment and higher job-related stress), and behavioural reactions to job insecurity (coping behaviour). A non-experimental correlation research design was used and the participants were a convenience sample of employees working for a private hospital in Gauteng, South Africa (N = 242). The measuring instruments included the Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work and Life Circumstances Questionnaire, and the COPE Questionnaire. The results showed that job insecurity was associated with job-related stress. Affective job insecurity was associated with detachment from the organisation, while cognitive job insecurity was associated with low identification with the organisation. Experiences of affective job insecurity, job-related stress, and low organisational commitment were associated with the use of avoidance coping strategies. Employees who experienced cognitive job insecurity (compared to those who experienced lower cognitive job insecurity) were less inclined to apply active coping strategies, even if their job-related stress was low.

The Concerns and Experience of Decision-Making Regarding Do-Not-Resuscitate Orders Among Caregivers in Hospice Palliative Care

2020 ◽  
Vol 38 (2) ◽  
pp. 123-129
Author(s):  
Ching-Chun Chiang ◽  
Shu-Chuan Chang ◽  
Sheng-Yu Fan
Keyword(s):  
Decision Making ◽  
Health Care Professionals ◽  
Medical Staff ◽  
Hospice Care ◽  
Family Members ◽  
Emotional Reactions ◽  
Do Not Resuscitate ◽  
Structured Interviews ◽  
End Of Life Decision ◽  
Hospice Palliative Care

A do-not-resuscitate (DNR) order is an important end-of-life decision. In Taiwan, family caregivers are also involved in this decision-making process. This study aimed to explore the concerns and experiences regarding DNR decisions among caregivers in Taiwan. Qualitative study was conducted. Convenience sampling was used, and 26 caregivers were recruited whose patients had a DNR order and had received hospice care or hospice home care. Semi-structured interviews were used for data collection, including the previous experiences of DNR discussions with the patients and medical staff and their concerns and difficulties in decision-making. The data analysis was based on the principle of thematic analysis. Four themes were identified: (1) Patients: The caregivers respected the patients’ willingness and did not want to make them feel like “giving up.” (2) Caregivers’ self: They did not want to intensify the patients’ suffering but sometimes found it emotionally difficult to accept death. (3) Other family members: They were concerned about the other family members’ opinions on DNR orders, their blame, and their views on filial impiety. (4) Medical staff: The information and suggestions from the medical staff were foundational to their decision-making. The caregivers needed the health care professionals’ supports to deal with the concerns from patients and other family members as well as their emotional reactions.

‘Now, the question here is who to believe’: criminalising HIV nondisclosure, emotions and determinations of credibility in R. v. T.S.

2020 ◽  
Author(s):  
Katarina Bogosavljevic ◽  
Jennifer M. Kilty
Keyword(s):  
Decision Making ◽  
Emotional Reactions ◽  
Moral Emotions ◽  
Sexual Partners ◽  
Hiv Stigma ◽  
Hiv Positive ◽  
People Living With Hiv ◽  
Criminal Trials ◽  
Defence Counsel ◽  
Living With Hiv

This article examines how the judge, defence counsel and Crown prosecution in R. v. T.S. mobilised feeling and framing rules to assess the credibility of the complainants and accused. T.S. is a former Canadian Football League linebacker who was convicted of aggravated sexual assault for failing to disclose to two women that he is HIV positive. Our analysis of the trial transcripts reveals how T.S.’s failure to disclose his HIV-positive status and his lack of an overtly emotional courtroom display led to his construction as callous towards the health of his sexual partners and subsequently to his characterisation as noncredible. Alternatively, the complainants had to authentically re-perform their original emotional reactions to learning that T.S. was HIV positive while testifying in court in order to be deemed credible. This signals the retroactive aspect of emotions in the context of a trial. Using Ahmed’s notion of the ‘stickiness of emotion’, our second finding reveals that while the type and intensity of emotional courtroom displays structure interpretations of credibility in criminal trials, moral emotions such as indignation, fear and disgust stick to HIV. This implies a connection between perceptions of morality and credibility where people living with HIV/AIDS who fail to disclose are assessed as always-already unremorseful and noncredible thereby showcasing the continuity of HIV stigma. We show how determinations of credibility in HIV nondisclosure cases can problematically devalue the emotions that structure disclosure decision making in favour of prioritising the feelings of anger, shock, fear, frustration and disgust felt by complainants.

The Role of Auditors' Emotions and Moods on Audit Judgment: A Research Summary with Suggested Practice Implications

2013 ◽  
Vol 7 (2) ◽  
pp. P1-P8 ◽  
Author(s):  
Sudip Bhattacharjee ◽  
Kimberly K. Moreno
Keyword(s):  
Decision Making ◽  
Emotional Reactions ◽  
Audit Process ◽  
Audit Judgment ◽  
The Impact

SUMMARY The reality for auditors is that, during the audit process, they will experience emotional reactions, such as liking or disliking toward client personnel, or anxiety about components of tasks. Auditors also may experience different moods while conducting audits. Research reveals that an important consequence of auditors experiencing emotions and moods is that these reactions can influence their decision making. We provide a summary of the results and practice implications associated with several studies in a stream of research that has examined the impact of auditors' emotions and moods on audit judgments.

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