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1 – 10 of over 10000Suparak Janjarasjit and Siew H. Chan
The purpose of this study is to examine whether users’ perceived moral affect explains the effect of perceived intensity of emotional distress on responsibility judgment of a…
Abstract
Purpose
The purpose of this study is to examine whether users’ perceived moral affect explains the effect of perceived intensity of emotional distress on responsibility judgment of a perpetrator and company, respectively, in an ill and good intention breach.
Design/methodology/approach
Participants completed a questionnaire containing items measuring their perceived intensity of emotional distress, perceived moral affect and responsibility judgment of a perpetrator and company, respectively.
Findings
The results support the mediating hypothesis on responsibility judgment of a perpetrator regardless of intention. The mediating hypothesis is also supported in an ill intention breach in responsibility judgment of a company. However, the mediating effect is not observed in a good intention breach when users assess a company’s responsibility.
Originality/value
The findings support the notion that users use the consequentialism approach when assessing a perpetrator’s responsibility because they focus on the victims’ emotional distress and discount a perpetrator’s intent, resulting in similar mediating effect of perceived moral affect in an ill and good intention breach. The results also indicate that perceived moral affect increases the negative effect of perceived intensity of emotional distress on responsibility judgment of a company, suggesting that users may exhibit empathetic feelings toward a company and perceive it as a victim of an ill intention breach. The lack of mediating effect in responsibility judgment of a company in a good intention breach may be attributed to the diminished effect of a perpetrator’s feelings of regret, sorrow, guilt and shame for causing emotional distress to the victims.
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Tasneem Fatima and Mehwish Majeed
This study aims to investigate the indirect relationship between exploitative leadership (EL) and psychological distress through emotional complexity. This study also predicted…
Abstract
Purpose
This study aims to investigate the indirect relationship between exploitative leadership (EL) and psychological distress through emotional complexity. This study also predicted that belief in organizational conspiracy theories moderates the association between EL and emotional complexity. Furthermore, forgiveness climate acts as a boundary condition between emotional complexity and psychological distress.
Design/methodology/approach
The respondents of this time-lagged study (N = 325) were working in five-star and four-star hotels in three cities located in Pakistan, namely, Rawalpindi, Islamabad and Lahore. Data were collected through the questionnaire.
Findings
Results revealed that exploitative leaders cause emotional complexity among hotel employees, enhancing their psychological distress. The study further showed that hotel employees who believe in organizational conspiracy theories are more likely to experience emotional complexity under an exploitative leader. Additionally, the perceived forgiveness climate moderates the relationship between emotional complexity and psychological distress.
Practical implications
Hotel managers should avoid hiring those candidates for leadership positions who have a tendency to engage in exploitative behavior. Managers should maintain regular communication with hotel workers to minimize beliefs in organizational conspiracy theories. Managers should also develop a forgiveness climate to minimize psychological distress among hotel employees.
Originality/value
It is one of the few studies investigating the negative consequences of EL, particularly in the hospitality industry. This study has also identified the underlying causes of psychological distress among hotel workers.
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Mahsa Amirzadeh, Neal M. Ashkanasy, Hamidreza Harati, Justin P. Brienza and Roy F. Baumeister
Purpose: Social rejection is a negative interpersonal experience that leads to emotional, cognitive, and physiological outcomes. We develop a theoretical model arguing that social…
Abstract
Purpose: Social rejection is a negative interpersonal experience that leads to emotional, cognitive, and physiological outcomes. We develop a theoretical model arguing that social rejection in workplace settings can alter employees' personal values in either the short- or the long term. Methodology: This is a theoretical essay based on three theories: (1) human values; (2) affective events; and (3) shattered assumptions. Findings: In the proposed model, an employee's emotional reactions to social rejection in the workplace (emotional distress or emotional numbness) partially mediate the relationship between the experience of social rejection and short- or long-term development of self-protective (rather than self-expansive) personal values. Originality: The processes whereby social rejection at work leads to personal value change remain largely unexplored to date. The proposed model represents an initial attempt to understand this process, including the effects of emotional distress (long term) and emotional numbness (short term). Research Implications: The model introduces the mechanisms whereby social rejection in the workplace leads to short-term and long-term changes in individual values and has potential to serve as a launchpad for future research interest in this phenomenon. Practical Implications: The framework proposed in this chapter should help scholars to understand better the dynamics of social rejection in the workplace and how this phenomenon affects employees' values in work settings, both in the short- and long term.
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Adebayo Rasheed Erinfolami, Andrew Toyin Olagunju, Yewande Olufunmilayo Oshodi, Abiola Adelphine Akinbode, Babatunde Fadipe and Wasiu Lanre Adeyemo
We set out to carry out a case-control evaluation of psychological distress and emotional pain among adult attendees of a Nigerian dental clinic. A total of 201 subjects, made up…
Abstract
We set out to carry out a case-control evaluation of psychological distress and emotional pain among adult attendees of a Nigerian dental clinic. A total of 201 subjects, made up of 101 dental patients (test group) matched with age and sex with 100 normal subjects (controls), was recruited into the study. All participants completed a designed socio-demographic questionnaire. General Health Question naire and Psyche ache Assessment Schedule were also administered to assess psychological distress based on cut-off scores ?3 and emotional pain based on cut-off scores ?28 respectively. The mean ages of study and control group were 33 (±12) and 36 (±13) years respectively, and both study and control groups were not significantly different in all the assessed socio-demographic parameters. Overall, 21.8% (n=22) of the subjects had psychological distress, while only 7% of the control group had psychological distress. This difference was statistically significant (P=0.003). Similarly, there was significant difference in the experience of psyche ache (unbearable psychological pain) as over a third of the dental patients (37.6%, n=38) had emotional pain, while only 13% of the controls experienced psych ache (P<0.001). In this study, the burden of psychological distress and emotional pain was many-fold in dental patients when compared with the controls.
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Torunn Höjdahl, Jeanette H. Magnus, Ibrahimu Mdala, Roger Hagen and Eva Langeland
The purpose of this paper is to investigate changes in, and associations between, sense of coherence (SOC) and emotional distress in women who participated in an accredited…
Abstract
Purpose
The purpose of this paper is to investigate changes in, and associations between, sense of coherence (SOC) and emotional distress in women who participated in an accredited motivational program (VINN) in correctional institutions in five countries.
Design/methodology/approach
A prospective study with a pre- and post-test design included 316 participants from Sweden, Estonia, Denmark, Russia and Norway. Global emotional distress was measured by the Hospital Anxiety and Depression Scale. SOC was measured using the 13-item Orientation to Life Questionnaire. One-way analysis of variance and multilevel regression models were used in the statistical analyses.
Findings
An increase in SOC was associated with a decrease in emotional distress. Emotional distress decreased significantly −3.80 points (95 percent CI (−4.61, −2.97)), and SOC significantly improved from pre- to post-measurement by 1.82 points (95 percent CI (0.72, 2.92)), regardless of country and correctional institution.
Practical implications
The results add new knowledge regarding a coherent theoretical foundation of a motivational program for women. The ability of a program promoting health is important for researchers, health-care workers and facilitators delivering programs for women in correctional facilities. An increase in SOC can act as a protective factor in order to manage stressors and risk factors among women serving in correctional facilities.
Originality/value
The present study indicates that enhancing women’s coping resources and providing income alternatives to crime is fundamental to their capacity to desist from criminal behavior.
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Farhina Hameed, Ghazala Ambreen and Younus Awan
Bullying is an uncontrolled incident in today's global workplace and widely recognized as a major issue that has to be explained, addressed and resolved, both from a research and…
Abstract
Purpose
Bullying is an uncontrolled incident in today's global workplace and widely recognized as a major issue that has to be explained, addressed and resolved, both from a research and management aspect. However, it has a devastating impact on teacher performance thus a need to study its impact is crucial and integral. The study's purpose is to look into the impact of workplace bullying (WB) on work engagement (WE), as well as the influence of emotional exhaustion (EE) and psychological distress (PD) as mediators. Further, the study analyzed the role of emotional intelligence (EI) as a moderator for teacher's psychological distress and work engagement.
Design/methodology/approach
A quantitative approach was employed using 63 items and a 7-point Likert scale questionnaire administered to 366 teachers working in schools located in Islamabad. Data has been collected with the time lag method. Confirmatory Factor Analysis is employed to estimate factors whereas Structural Equation Modeling is executed to test hypotheses by using AMOS-23.
Findings
Results suggest that workplace bullying is significantly related to work engagement and this relationship is partially mediated by emotional exhaustion and psychological distress. Further, it confirmed the role of emotional intelligence as a moderator between psychological distress and work engagement.
Research limitations/implications
First of all, single-source data has been used (responses collected from teachers) which may raise issues regarding CMB thus, future studies might collect data at different levels for better generalizability. Secondly, the study is based on a convenience sampling technique thus the hypothesized model may not be generalized to the entire population. Thirdly, the study found four variables in total to measure the effect on work engagement, therefore, individual characteristics or personality traits can better capture the notion.
Practical implications
The finding of the study would be helpful for the educational sector as they are playing an integral part in our society and such dilemmas need to be addressed with possible solutions.
Originality/value
This is one of the few studies which measure the mediator and moderator both consecutively in measuring workplace bullying and work engagement in the educational sector of Pakistan.
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Eileen O'Donnell, Paul D'Alton, Conor O'Malley, Finola Gill and Áine Canny
The psycho-oncology and social work services recognised that a cancer diagnosis and treatment can result in considerable emotional consequences for patients, yet the referral rate…
Abstract
Purpose
The psycho-oncology and social work services recognised that a cancer diagnosis and treatment can result in considerable emotional consequences for patients, yet the referral rate to both services was extremely low. Only very visibly distressed patients were being referred to the service. The “Distress Thermometer” (DT), a distress screening tool, was introduced as a pilot project with day care and inpatient oncology patients of St Vincent ' s University Hospital, Dublin, in an effort to improve the identification, management and treatment of psychological distress in oncology patients. The purpose of this paper is to evaluate the effectiveness of this new intervention.
Design/methodology/approach
The Psycho-oncology service in conjunction with the Medical Social Work Department and Nursing Management at St Vincent ' s University Hospital, Dublin, initiated a Distress Education Management and Training Programme (DEMP). The initiative involved providing a training programme for oncology nursing staff and the introduction of a distress-screening tool for patients. In 1998, the DT was developed and validated for evaluation of distress (and depression) in cancer. It was adopted into recommendations made by the US National Comprehensive Cancer Network. The DT is a simple, self-report, pencil and paper measure consisting of a line with a 0-10 scale anchored at the zero point with “No distress” and at scale point ten with “Extreme distress”. Patients are given the instruction, “How distressed have you been during the past week on a scale of 0-10”? Patients indicated their level of distress with a mark on the scale. Patients scoring 4 or above were regarded as requiring intervention. The DT includes a problem checklist. The patient is asked to identify those problems from the checklist which are contributing to their score. The use of the DT was evaluated through interviews with patients and professionals.
Findings
Patients who scored four or above (38 per cent of patients), were seen by the Oncology Social Worker for psychosocial assessment and mental health triage. Patients who scored above a certain level (usually above 12/20) in the clinical range on the Hospital Anxiety and Depression scale (3 per cent) were referred to Psycho-oncology. That 38 per cent of oncology patients required intervention from a specialist service accurately reflects international findings on the rate of distress among cancer patients.
Practical implications
Assessment of cancer patients ' distress levels in a structured and planned manner with a Distress Thermometer, as recommended by best international practice, works very effectively and should be considered for all cancer out-patients This will have implications in terms of staff that will be required to manage such a service.
Originality/value
This was the first time that this internationally recognised tool was used to such an extent and to positive effect in an Irish context.
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Yara Levtova, Irma Melunovic, Caroline Louise Mead and Jane L. Ireland
This preliminary investigation aims to examine the psychological impact of the COVID-19 pandemic on patients and staff within a high secure service.
Abstract
Purpose
This preliminary investigation aims to examine the psychological impact of the COVID-19 pandemic on patients and staff within a high secure service.
Design/methodology/approach
To discern the connection between COVID-19-related distress and multiple factors, the study involved 31 patients and 34 staff who completed assessments evaluating coping strategies, resilience, emotional reactivity, ward atmosphere and work-related aspects.
Findings
Results demonstrated that around a third of staff (31.2%) experienced COVID-19-related distress levels that met the clinical cut-off for possible post-traumatic stress disorder. Emotional reactivity, staff shortages, secondary traumatic stress and coping strategies were all positively correlated with COVID-19-related-distress. Resilience was negatively associated with distress, thus acting as a potential mitigating factor. In comparison, the prevalence of distress among patients was low (3.2%).
Practical implications
The authors postulate that increased staff burdens during the pandemic may have led to long-term distress, while their efforts to maintain minimal service disruption potentially shielded patients from psychological impacts, possibly lead to staff “problem-focused coping burnout”. This highlights the need for in-depth research on the enduring impacts of pandemics, focusing on mechanisms that intensify or alleviate distress. Future studies should focus on identifying effective coping strategies for crisis situations, such as staff shortages, and strategies for post-crisis staff support.
Originality/value
The authors postulate that the added burdens on staff during the pandemic might have contributed to their distress. Nonetheless, staff might have inadvertently safeguarded patients from the pandemic’s psychological ramifications by providing a “service of little disruption”, potentially leading to “problem-focused coping burnout”. These findings underscore the imperative for further research capturing the enduring impacts of pandemics, particularly scrutinising factors that illuminate the mechanisms through which distress is either intensified or alleviated across different groups. An avenue worth exploring is identifying effective coping styles for pandemics.
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Sharon Doherty, Anna MacIntyre and Tara Wyne
Approximately 42 million people worldwide are displaced due to persecution, war or natural disaster (UNHCR, 2008). Many seek refuge in countries far from their own. Where host…
Abstract
Approximately 42 million people worldwide are displaced due to persecution, war or natural disaster (UNHCR, 2008). Many seek refuge in countries far from their own. Where host countries supply refugee mental health services, these services rely heavily on the work of interpreters. Despite interpreters being exposed to significant client distress, little attention has been paid to the impact of mental health interpreting on the well‐being of interpreters themselves. This study set out to build on limited previous work in this area.A total of 157 interpreters contracted by Glasgow Translating and Interpreting Service, UK, were surveyed in April 2007. Responses were analysed using grounded theory analyses. Of the 18 interpreters who responded, 56% reported having been emotionally affected by mental health interpreting, 67% reported that they sometimes found it hard to put clients out of their minds and 33% reported that interpreting for clients with mental health difficulties had had an impact on their personal life. Respondents experienced a range of emotions in relation to their work, including anger, sadness, hopelessness and powerlessness, and 28% reported sometimes having difficulty moving onto their next job due to distress associated with a previous client. These findings are discussed in relation to good practice guidelines.
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Kathryn Ostermeier, Peter Anzollitto, Danielle Cooper and Julie Hancock
While many workers have both professional and organizational identities, which can have conflicting expectations, little is known about this specific and common form of identity…
Abstract
Purpose
While many workers have both professional and organizational identities, which can have conflicting expectations, little is known about this specific and common form of identity conflict. The purpose of this research is to develop and test a measure of organizational and professional identity conflict (OPIC), which the authors define as a psychological conflict that individuals experience between who they feel they are supposed to be in their organization and who they feel they are supposed to be in their profession. The authors theorize that this identity conflict will lead to emotional exhaustion and psychological distress, further leading to turnover intentions.
Design/methodology/approach
To test the hypothesized model, the authors utilized a two-study constructive replication design (Study 1, n = 225; Study 2, n = 176) and tested the model amongst both academics and health care professionals using structural equation modeling.
Findings
The authors find that identity conflict is associated with both increased levels of emotional exhaustion and psychological distress and, consequently, increased turnover intentions.
Practical implications
Practically, organizations must understand and align themselves with the wider professional expectations, as well as communicate this alignment, in order to avoid OPIC and improve employee well-being.
Originality/value
The authors create and validate a measure to assess and show its detrimental effects on workplace outcomes.
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