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Outside of teaching, little knowledge exists about the emotion work of pedagogical professionals, i.e., the emotion work that is performed in kindergartens, residential homes or school counseling. This study addresses this shortcoming by answering the questions (1) how is emotion work experienced and coped with in pedagogical professions? and (2) how does pedagogical professionals’ emotion work relate to burnout?

An exploratory sequential mixed methods approach consisting of an interview and a questionnaire was applied. First, n = 10 interviews were conducted to investigate how emotion work is experienced and managed by pedagogical professionals. Second, hypotheses regarding the relationship between identified resources and burnout were derived and empirically tested in a questionnaire survey with n = 97 participants.

The interviews provided insight into various emotional job demands and resources. Emotion work has been shown to be a key aspect of pedagogical work. Detached concern was identified as an emotion-regulating resource in coping with the resulting emotional job demands. The results of the quantitative phase revealed that pedagogical professionals’ detached concern plays a vital role in preventing burnout.

This study adds new insights to the understanding of emotion work performed in care work professions outside of teaching. The acknowledgement of pedagogical work, as skilled (emotion) work, and the investigation of resources is an important step in improving the working conditions of pedagogical professionals and thus protecting their health and well-being.

Drawing on interviews with two types of essential workers – wound clinicians and care workers – the chapter examines stigma management in dirty care work through the lens of emotion management. The study combines two dimensions of dirty work: physical taint in relation to bodywork and social taint linked to working in close proximity to socially stigmatized clients. Hence, stigma management extends to dealing with the physically and socially dirty features of essential care work. In addition, the authors’ assessment of social stigma includes how essential care workers also sought to alleviate the social stigma encountered by their clients. In so doing, the authors extend the literature on dirty work to identify how emotion management skills are central to the stigma management strategies of the essential care workers in this study. The authors demonstrate how both groups deal with their stigma by emphasizing the emotion management skills in ‘doing’ dirty work and in the ‘purpose’ of this work, which includes acknowledging how the authors attempt to address the social taint encountered by their clients. Additionally, by comparing two occupations with different contexts and conditions of work, the authors show how complex emotion management skills are gendered in care work to expand the understanding of gender and stigma management. Furthermore, these emotion management skills emanate from the deep relational work with clients rather than through occupational communities. The authors argue that by focussing on emotion management, the hidden skills of dirty work in gendered care work are illuminated and contribute to contemporary debates about whether stigma can be overcome.

This chapter advances understandings of emotion work by examining how “doing gender” and “doing health” are implicated in the pursuit of emotional tranquility. The study examines the role of hair loss in women’s illness narratives of cancer using in-depth interviews with 16 white women in the US Northwest who vary in age, marital status, diagnoses, and treatments. The absence of women’s hair presents an appearance of illness that prevents them from doing femininity, which calls into question their health status because of Western beauty standards. To overcome this barrier, the women use emotion work to manage the effects of their appearance through necessarily co-occurring bodily, cognitive, and expressive strategies (Hochschild, 1979). The required emotion work during women’s hair loss makes explicit the symbolic linking of the healthy body with the feminine body through women’s head hair. Pursuing treatment for cancer is often seen as a “fight” or a “battle” against the disease and the bodily assaults of such treatments, including unwanted visible bodily changes. A substantial body of empirical work has established the complex web of social psychological problems associated with breasts and breast cancer, but less attention has been given to the side effect of hair loss that is common across cancer types and treatments.

Work and leisure, as important activity domains, play important roles in the lives of individuals. However, most previous studies focused on only the interference and negative effects of work on leisure, with little focus on the facilitation of work and the positive effects of work on leisure. In view of the shortcomings of previous studies, this study focuses on the facilitation effect of work on leisure and its impact on individual psychology. This study aims to explore the relationship between work–leisure facilitation (WLF) and turnover intention and the role of positive emotions and perceived supervisor support in this relationship.

In this study, the method of multipoint data collection was adopted to measure the subjects; 180 employees were sampled for 5 consecutive working days, and a multilevel structural equation model was established for analysis.

The results show that WLF is negatively related to turnover intention, and positive emotions play a mediating role in this relationship. Perceived supervisor support significantly positively moderates not only the relationship between WLF and positive emotions but also the indirect effect of WLF on turnover intention through positive emotions.

Based on affective events theory, this study explored the relationship between WLF and turnover intention and its mechanism by using the daily diary sampling method for the first time, to the best of the authors’ knowledge. The results not only deepen the understanding of affective events theory but also provide management suggestions for reducing employees’ turnover intentions.

Healthy and adaptive strategies for regulating emotions and coping with the demands of their jobs can help school-level leaders mitigate the factors and forces heightening the emotional aspects of their work, stave off the negative effects of work intensification and achieve wellness. As with most individuals in most professions, school-level leaders use several different strategies to manage their emotions and cope with the stresses associated with their work. Some of these coping strategies are associated with positive outcomes including situation selection and exercising autonomy over their workday, talking to colleagues, reappraisal, humour, controlled breathing, exercise and engaging in hobbies outside of work. However, even the most experienced and effective school-level leaders demonstrate a proclivity for engaging in coping strategies associated with maladaptive and negative outcomes. These maladaptive strategies include worrying about events over which they have little or no control, masking one's emotions using expressive suppression, using thought suppression to deal with symptoms of emotional exhaustion, distraction, manipulating the emotions of others as well as use of illegal or prescription drugs, alcohol and other forms of self-medication. This chapter concludes with a discussion of how there can be some overlap between these strategies in practice and how they are classified.

This paper aims to explore the role of the researcher’s emotions in ethnographic practice in accounting research. This paper focuses on shame as an emotion that lingers on, despite the efforts to work through those emotions.

The authors conducted a collective autoethnography to make sense of the fieldwork and after-fieldwork emotions and their consequences. This autoethnography began with the three authors discovering their shared feeling of shame.

Building on Hochschild’s theory (1979, 1983) on emotional labor, the authors demonstrate how shame emerged as a central and lingering emotion of the ethnographies beyond an emotional labor process. The authors show how a double shame appeared toward the field participants and the academic accounting community, affecting the writing and the work.

The authors demonstrate that the perception of the research community’s rules of feelings gives rise to emotions that ultimately change the work. The authors show how collective autoethnography can help accounting research to acknowledge and give room to emotions.

Despite being a seminal explanation of the workforce emotional experiences, capable of mapping the path from the antecedents to consequences, affective events theory (AET) only offers a “macrostructure” of a working environment. To date, little is known about the universal features of the work environment that may guide the understanding of imperative work aspects triggering employees’ emotions at work. Hence, the study proposes and validates that Stafford Beer’s viable system model (VSM) can provide a holistic view of the organizational work environment, enabling a comprehensive understanding of work events or factors triggering workforce emotions.

First, the VSM structural layout is used to fill in the “macrostructure” of the “working environment” in AET to diagnose the functional and relational aspects of the work and the related work events occurring within. Using a deductive approach, 31 work events were adopted to determine the impact of VSM-based work environment events on the employees’ emotional experiences and subsequent work attitudes (job satisfaction) and behaviors (citizenship behavior). To field test the proposed nexus of VSM and AET, the survey was conducted on two hundred and fifteen employees from 39 different organizations. PLS-SEM tested the explanatory power of the suggested VSM’s systemic approach for understanding the affective work environment in totality.

The findings confirmed that the VSM metalanguage provides a holistic view of the organizational functioning and social connectivity disposing of affective work events, helpful in assessing their aggregate influence on employees’ emotions and work-related outcomes.

The findings identify how employees' emotions can be triggered by everyday work operations and social relations at work, which can affect their extra-role behaviors and necessary work-related attitudes.

The study utilized Beer’s VSM framework based on the systemic principle of “holistic view” for ascertaining the affective work environment and its related features holistically, which filled in well the macrostructure of “work environment features” with micro-structures of organizational inter-related aspects which are yet to be known in AET – a seminal explanation for managing workforce emotions.

Several factors and forces in school-level leaders' work can heighten emotions and incite emotionally charged situations. Challenges that heighten school-level leaders' emotions are related to systemic factors, people factors and personal factors. The extent to which each of these different factors influence the emotional experiences of school-level leaders, and whether that influence ends up being positive, negative or neutral, is contextual in nature. The systemic factors include encountering barriers when advocating for students, managing an intensified and expanding workload, working within disorienting policy contexts, and receiving a lack of support from their employer. Changes in school-level leaders' work and workload due to the COVID-19 pandemic that heightened emotions and emotional labour are also considered when discussing the systemic factors. People factors evident in the literature include workplace conflict, gendered power relations and crises and tragedies in the school community. The emotional labour inherent in school-level leadership comes to the forefront when considering the impact of these people factors on emotions at work because school-level leaders are tasked with making decisions that can have an immense impact on peoples' lives. Personal factors discussed in this chapter surround a school-level leader's individual emotional intelligence abilities and media attention directed towards them.

The booming social media attracts construction professionals (CPs) to express emotions caused by work pressure (WP) through online behaviors. Previous works focus on the analysis of WP and emotions but do not adequately consider how WP can be reflected through online emotions. Thus, this study aims to attempt to explore the quantitative relationship between online emotional intensity and WP.

This study developed a linguistic-sticker (LS) model to quantitatively evaluate the sentiment intensity of posts published on social media. Moreover, the authors designed two econometric models of ordinary least squares regression and negative binomial regression to test the hypothesis.

The research found that posts with stronger negative sentiment (or positive sentiment) indicate that CPs face higher (or lower) WP. Besides, there is a negative bias between the sentiment intensity of posts and the comment quantity.

The positive correlation between sentiment intensity of posts and WP has been confirmed, which indicates that construction managers should pay more attention to CPs' behavior on social media, and take a more direct way to analyze work-related online behavior (e.g. posting, commenting). The dynamic monitoring of emotion-related posts also provides a direct basis for the management team to learn about CP's pressure status and propose measures to reduce their negative emotions. Furthermore, the emotional posts published by CPs on social media provide a direct basis for team managers to obtain their psychological state.

The research contributes to incorporating CPs' emotions into the LS model and to providing information systems artifacts and new findings on the analysis of WP and online emotions.

This study relied on the affective events theory to test the mediating role of the ratio of emotions in the relationship between employees' perceived leadership effectiveness and their well-being at work.

A quantitative methodology was used, based on a deductive approach of a transversal nature. Data were collected from a convenience sample consisting of 255 working adults.

Structural equation modeling results demonstrated that perceived leadership effectiveness positively influenced well-being and the ratio of emotions, showing that when employees perceived their leader as effective, they tended to experience more positive emotions and less negative ones (as indicated by a positive ratio). Furthermore, the results supported the hypothesis that perceived leadership effectiveness influenced well-being through increases in the ratio of emotions.

The nature of the sample makes it impossible to generalize the results. Also, the fact that the questionnaires were self-reported may have biased the results because only the employees' perception of the variables under study was known.

This study highlights the fact that perceived leadership effectiveness can be seen as an affective event that triggers positive and negative emotional responses at work, which, in turn, will have an impact on employee well-being.

An effective leadership style has been shown to be pivotal in reducing the prevalence of negative emotions within a team. When leaders foster a welcoming work environment where team members enjoy their roles, it often results in heightened positive emotions and overall well-being.