Search results

Guided by Ericson’s counter-law analytic, the focus of this paper is how peace bonds erode traditional criminal law principles to govern uncertainty and provide applicants with a “freedom from fear” (Ericson, 2007a). Peace bonds permit the courts to impose a recognizance on anyone likely to cause harm or “personal injury” to a complainant. This paper conducts a critical discourse analysis to answer the question: how and to what extent are peace bonds a form of counter-law? Facilitated by the erosion of traditional criminal law principles and rationalized under a precautionary logic, proving that a complainant is fearful through a peace bond can result in the expansion of the state’s capacity to criminalize and conduct surveillance.

This chapter explores military women’s fear of sexual assault, especially while deployed overseas, the strategies they use to manage those fears, and the health consequences of both their fears and their strategies for reducing them.

Data come from 25 in-depth, semi-structured qualitative interviews conducted in 2012 and 2013 with women veterans and military members. All participants were under age 45 and had deployed to Iraq or Afghanistan at some point.

Surprisingly, 44% reported neither concern about sexual assault nor any special strategies taken to prevent it. In contrast, another 44% reported both concern about sexual assault and special strategies taken to prevent it. Finally, 12% reported no special concerns about sexual assault due to the strategies they took to prevent it. For these latter two groups, rape-preventions strategies and the fears that led to them could contribute to lack of exercise, sleep difficulties, anxiety, depression, or post-traumatic stress disorder.

This research is based on a small and non-random sample which over-represents southwestern residents, whites, Army members, and commissioned officers, and under-represents African Americans, Navy members, noncommissioned officers, and enlisted personnel. As a result, it cannot be used to extrapolate to the population more generally. It also focuses solely on women’s experiences, due to their greater risk of assault, although men’s experiences with sexual trauma certainly deserve further study. Finally, the research relied on only one coder, which may have reduced reliability. However, it is less likely to have reduced validity compared to studies utilizing multiple coders, since such studies typically use coders who either share or have been trained to use the main authors’ intellectual perspectives.

Previous research has looked at the effect of sexual assault on female military members. This chapter extends that research by exploring how fear of rape can affect female military members even if they are not themselves assaulted, with a special focus on its health effects. In addition, previous research on fear of rape in the general population has focused on its social effects. This chapter suggests the need for further research on potential health effects of fear of rape in the general population.

This chapter explores how Cypriot lecturers perceive and experience fear while being at work. Drawing on the lens of interpretive inquiry, data were collected through interviews with 19 lecturers. Analysis focused on experiences of workplace fear offering rich insights into characteristics of fear, eliciting events, and coping ways. Findings help to unveil the specific events that lead to fear in the Cypriot universities, and the ways lecturers manage their fearful experiences. The study contributes to the study of discrete emotions, by empirically examining fear’s own storyline through the workers’ own perspectives, within a specific context.

Fear appeals are persuasive messages that attempt to arouse fear to motivate or influence behaviour change and are widely used in health promotion. This chapter analyses how fear appeal messaging was used by the Namibian and South African mainstream print media to communicate COVID-19 during the two countries’ main waves of the pandemic. Specifically, we examine the framing strategies that the media used to persuade behaviour change. Mainstream media has enormous potential to influence health-related behaviour and perceptions. Therefore, it is compelling to examine the mainstream media’s framing of COVID-19. This study draws on framing theory to examine media frames and the use of fear appeal in the coverage of COVID-19 in the top English-language newspapers in the two countries. We argue in this chapter that using fear appeals in public health communication by the media may be counterproductive as a tool of persuasion.

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

This chapter explores theory and local context of socially constructed pandemic fears during COVID-19; how material and non-material fear objects are construed, interpreted and understood by communities, and how fears disrupt social norms and influence pandemic behavioural responses. We aimed to understand the lived experiences of pandemic-induced fears in socioculturally diverse communities in eastern Indonesia in the context of onto-epistemological disjunctures between biomedically derived public health interventions, local world views and causal-remedial explanations for the crisis. Ethnographic research conducted among several communities in East Nusa Tenggara province in Indonesia provided the data and analyses presented in this chapter, delineating the extent to which fear played a decisive role in both internal, felt experience and social relations. Results illustrate how fear emotions are constructed and acted upon during times of crisis, arising from misinformation, rumour, socioreligious influence, long-standing tradition and community understandings of modernity, power and biomedicine. The chapter outlines several sociological theories on fear and emotion and interrogates a post-pandemic future.

This chapter looks into unpleasant affective states, or rather “dreaded emotions,” in leadership. Specifically, the adaptive roles and functions of fear, anger, and sadness are reviewed and discussed in a leadership context.

The social functions of fear, anger, and sadness are first presented. Following each emotion, the target of emotional expression – both other-directed (i.e., targeting followers and/or emotion-eliciting events) and self-directed (i.e., targeting leader) – is further discussed.

A symmetrical assumption has emerged over recent years that positive emotions result in positive outcomes and negative emotions lead to negative outcomes. In practice, the realities of organizational life and leader–follower interactions do not reflect such a neat juxtaposition. Positively valenced emotions can yield negative outcomes, and negatively valenced emotions can bring about positive outcomes.

Unpleasant emotions – fear and sadness, in particular – remain understudied in organizational and leadership literature, even though leaders experience these emotions just like the rest of us. This review offers ideas, through the combination of psychological and leadership research, on how social functions of dreaded emotions, including fear, anger, and sadness, can yield desirable leadership outcomes.

This chapter provides a review on unpleasant emotions (i.e., fear, anger, and sadness) that are rarely discussed and underresearched in leadership literature.

This chapter focuses on whether perceived emotional intensity and help need is possible to discriminate in expressions of fear and neutrality in brief authentic emergency calls. Extraction of acoustic parameters of fear and neutrality was done prior to letting participants listen to a low-pass-filtered stimuli set. Participants discriminated fear and neutrality in both the intensity and help need condition. In turn, judged intensity and judged help need correlated strongly, with partial correlations indicating that participants use acoustically measured intensity (mean dB) as information to infer the intensity/help need relationship. We also discuss the implications of emotional expression in the call centre domain.