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Background: The introduction of antiviral agents, most particularly ‘highly active antiretroviral therapy’ (HAART), has changed the very nature of the care for persons with HIV and/or AIDS, from preparing patients to die to assisting patients with living with a chronic illness. Despite this dramatic turnaround in prognosis, the limited literature available indicates that these individuals often do not have a high degree of hope for the future. Accordingly, this study seeks to explain how hope might be inspired and maintained in people living long‐term with HIV/AIDS (the so‐called ‘Lazarus Syndrome’). Design: The study used a modified Glaserian grounded theory method and was conducted in the United States of America. A total of 10 participants were selected by means of theoretical sampling. Methods: The study adhered to the principal features of Glaserian Grounded Theory, namely: (a) theory generation, not theory verification; (b) theoretical sampling; (c) the constant comparative method of data analysis; and (d) theoretical sensitivity (searching for/discovering the core variable, one which identifies the key psychosocial process and contains temporal dimensions or stages). Further, the authors ensured that the study was concerned with generating conceptual theory, not conceptual description. Findings/conclusion: The findings indicate that the key psychosocial problem (i.e. the maintenance of hope) is addressed through the core variable, ‘Turning from death to life: finding new meaning’. This parsimonious theory describes and explains a four‐stage process of hope maintenance consisting of the subcore variables: ‘Losing the Ontological Self’, ‘Turning from Death to Life’, ‘Finding Acceptance and Reconciliation’, and ‘Finding New Meaning’.

Develops an understanding of the complex interface between emotion and learning and highlights the special contribution of psychoanalytic insights in understanding individuals’ reactions to organizational changes. Explores the extent to which emotions are products of learning, the ways in which emotions facilitate or inhibit learning, and the ways in which learning redefines and re‐organizes emotions at both an individual and an organizational level. The analysis shows the interdependence between emotion and learning and highlights many of the subtleties of individuals’ reactions to change that current research into individuals’ adaptability to organizational change tends to neglect. Reviews some of the implications of the psychodynamic explication of emotion and learning to our understanding of individuals’ reactions to organizational change.

RECENTLY we were at a garage. A customer had, during the night, left his car for repair. The instructions were stuck on the windscreen and repeated on the wing: REPLACE NEARSIDE WING ONLY.

AT this time of the year it is customary to look back over past achievements. We are in no mood to do this. 1976 is no year to remember with any kind of nostalgia. In many industries it had a history of almost never‐ending strife. No sooner was one dispute ended than another began. So often, too, a small handful of men have rendered a whole workforce — or a proportion of it far larger than their own numbers would seem possible — out of action.

The sequence of stress, distress and somatization has occupied much of the late twentieth-century psychological research. The anatomy of stress can be viewed from interactional and hybrid theories that suggest that the individual relates with the surroundings by buffering the harmful effects of stressors. These acts or reactions are called coping strategies and are designed as protection from the stressors and adaptation to them. Failure to successfully adapt to stressors results in psychological distress. In some individuals, elevated levels of distress and failed coping are expressed in physical symptoms, rather than through feelings, words, or actions. Such “somatization” defends against the awareness of the psychological distress, as demonstrated in the psychosocial literature. The progression of behavior resulting from somatic distress moves from a private domain into the public arena, involving an elaborate medicalization process, is however less clear in sociological discourse. The invocation of a medical diagnosis to communicate physical discomfort by way of repeated use of health care services poses a major medical, social and economic problem. The goal of this paper is to clarify this connection by investigating the relevant literature in the area of women with breast cancer. This manuscript focuses on the relationship of psychological stress, the stress response of distress, and the preoccupation with one’s body, and proposes a new theoretical construct.

We review the literature on stress in organizational settings and, based on a model of job insecurity and emotional intelligence by Jordan, Ashkanasy and Härtel (2002), present a new model where affective responses associated with stress mediate the impact of workplace stressors on individual and organizational performance outcomes. Consistent with Jordan et al., emotional intelligence is a key moderating variable. In our model, however, the components of emotional intelligence are incorporated into the process of stress appraisal and coping. The chapter concludes with a discussion of the implications of these theoretical developments for understanding emotional and behavioral responses to workplace.

The relationships between support variables (work significance, collegial support and chairperson′s support) and indicators of faculty burn‐out (emotional exhaustion and feeling of personal accomplishment) are examined. In addition, the relationships between the syndrome of faculty burnout and its potential consequences (organisational commitment and recent research performance) are explored. The study is conducted using a sample of faculty members from 40 research university departments, ten each in physics, sociology, electrical engineering, and education. The major findings are: support indicators are the most influential determinants of emotional exhaustion in physics and the least influential in sociology and education; the same support indicators have the maximal explanatory power with regard to personal accomplishment in physics, and the minimal explanatory power in education; emotional exhaustion is related strongly to commitment and recent published articles in hard sciences, whereas the same relationships are quite weak for the soft sciences; and personal accomplishment is positively related to commitment in all fields while it is related strongly to recent published articles in hard sciences. The implications of this study are discussed.

The effects of stigmatisation regarding sex abuse and rape crimes have rarely been studied. This present study explores the effects of social stigma by examining coping style, thought suppression, depression and anxiety in those falsely accused of sex crimes compared with those convicted of sex crimes. A total of 60 males volunteered to complete a questionnaire. The questionnaires were given to participants from organisations that support people falsely accused and people who have been found guilty of sexual offending. The findings indicate that falsely accused individuals employ an emotion‐focused coping strategy significantly more than convicted sex offenders.

This chapter aims to (1) examine the effect of full-time employees’ STARA awareness on innovative work behavioural intentions in US casual dining restaurants; (2) investigate the mediating roles of employees’ challenge–hindrance appraisals of STARA awareness on the relationship between their STARA awareness and innovative work behavioural intentions; (3) compare the group differences between management employees and non-management employees; and (4) provide recommendations for the casual dining restaurants.

This chapter employed an online survey to collect data from 609 full-time employees in US casual dining restaurants, including 306 management employees and 303 non-management employees. Partial least squares–structural equation modelling was applied for data analysis. The results reveal that the high levels of employees’ STARA awareness raise innovative work behavioural intentions through the mediations of challenge appraisal of STARA awareness.

The proposed conceptual framework and empirical findings in this chapter enrich the literature of cognitive appraisal theory, transactional model and stress, two-dimensional stressor framework, and person-environment fit theory. Employees’ challenge appraisal of STARA awareness makes the job insecurity stressor to drive innovative work behavioural intentions. As STARA adoption deepens in casual dining restaurants, managers need to be aware of full-time employees’ stress and psychological responses towards STARA adoption. Restaurants are suggested to provide employees with adequate resources and support to help employees’ professional competency growth. The capable employees will appraise the job insecurity stressor induced by STARA adoption as an opportunity and be motivated to perform innovatively in the workplace. The casual dining restaurants may enjoy a competitive advantage in the market through value-added innovative activities.