10,829 research outputs found
Correspondence: Laura Kephart and Arthur Stupka
No full textThis 1936 correspondence, between Laura Kephart (Mrs. Horace Kephart) and Arthur Stupka, concerns a possible Kephart Memorial. Horace Kephart (1862-1931) was a noted naturalist, woodsman, journalist, and author and promoter of the Great Smoky Mountains National Park. Arthur Stupka (1905-1999) was the first park naturalist to work at the Great Smoky Mountains National Park
Mindscapes: Laura Riding's poetry and poetics /
No full textTese (doutorado) - Universidade Federal de Santa Catarina, Centro de Comunicação e Expressão.Esta tese propõe uma leitura revisionista da poesia contemporânea através do exame do caso de um dos mais esquecidos escritores norte-americanos do século XX: Laura (Riding) Jackson (1901-1991). O objetivo é demonstrar que Riding não apenas possuía uma poética definida e singular, mas que ela permanece uma das instâncias mais extremas e paradoxais do modernismo anglo-americano, a ponto de Riding abandonar a escrita da poesia em 1938. Recorrendo a conceitos de "formação do cânone" bem como às noções de "discurso" e "função do autor", em Foucault, investigo a construção do cânone da poesia moderna anglo-americana, recuperando o contexto e as circunstâncias da ocultação de Riding. Enquanto cubro os "discursos" poéticos em circulação na primeira metade do século XX-o "imagismo" de Pound, a "dissociação da sensibilidade", "impersonalidade" e "tradição" de Eliot, a "unidade orgância" e "ambigüidade" da Nova Crítica-ofereço um panorama crítico de modernismos alternativos sendo articulados à época. Minha intenção é demonstrar que os poemas de Riding são expressões vigorosas de um escritor para quem "a mente pensando se torna a força ativa do poema", para usar a apta formulação de Charles Bernstein. Entre minhas descobertas sobre as várias e complexas razões que levaram à não-canonização de Riding estão a hegemonia da Nova Crítica, o exílio voluntário de Riding da cena literária (onde são feitas ou desfeitas as reputações), sua recusa em ser antologiada, bem como em ser explicada em termos críticos que não os dela. Todos esses fatores, mais a "dificuldade" de sua poesia, contribuíram para fazer de Riding "a maior poeta esquecida da poesia norte-americana", como escreveu Kenneth Rexroth. Ajudado pelos insights de dois importantes críticos de poesia norte-americana, Charles Bernstein e Marjorie Perloff, defendo que a "poesia da mente" de Riding-onde o que está em jogo é que o que pensamos ser a nossa realidade-representa uma mudança radical no paradigma da poética modernista: de uma poesia centrada na imagem para uma poesia centrada na linguagem. Focalizando a experiência consciente e o tempo duracional do pensamento presente em seus poemas, concluo que as "pensagens" de Riding têm o objetivo preciso de constatar um fato universal: enquanto seres humanos e pensantes, estamos numa condição permanente chamada linguagem
Organizational culture and emotional contagion as predictors of job competencies
No full textIn organizational settings, performing a task refers to the conscious mode through which people develop and process their own working activities inside organizational contexts. However, some scholars (Bion, 1952; Jacques, 2003) also suggest that emotional dynamics at work are key factors in disturbing, or conversely maintaining, employees’ task execution.
To our knowledge, no study has yet explored the role of organizational culture and emotional contagion (Hatfield & Rapson, 1998) as predictors of employees’ abilities to perform their job, namely job competencies.
The present paper aims at a) proposing an expanded approach to emotional contagion at work by simultaneously considering how people can capture the emotions of others, namely the receiver perspective, as well as, how people are also able to draw others into their emotional orbits and infect them with the emotions they express, namely the sender perspective (Petitta & Di Cave, 2011); b) proposing a conceptualization of organizational culture grounded in emotionally ways to socially interact in organizations; c) introducing a model of job competencies which encompasses five main domains of skills required to performs a task, respectively entrepreneurship, social, work handling, emotion management, and change management competencies (Borgogni, Petitta, Consiglio, Barbaranelli, 2012); d) studying the role of emotion-related organizational culture and emotional contagion in predicting job competencies. Toward this end, we tested a structural model positing organizational culture as predictor of the two facets of emotional contagion (i.e., receiver, sender), which in turn were expected to differentially predict the five domains of job competencies.
Organizational culture, emotional contagion, and competencies. The emotional life of an organization refers to the fact that people who make up the organization tend to share a specific way of emotionally symbolizing the reality in which they work and coexist. Emotional symbolization reflects the process a human being engages in to associate their experiences with the external environment (context) with an inevitable emotional reaction (Carli & Paniccia, 2003). Organizations, therefore, are a reality in which individuals share a way of emotionally representing the context which organizes and regulates interpersonal relationships and coexistence. According to the TAD, “the local culture of an organization refers to the way in which, in a particular moment in its history, members emotionally characterize functions, integrative instruments, products, clients, and users; in other words, every aspect that contributes to defining the contextual reality” (Carli & Paniccia, 1999, p. 148). As such, organizational culture grounded in emotionally ways to socially interact in organizations is a predictor of emotional exchanges among members (i.e., emotional contagion; Petitta, 2012) and task behaviors associated to competencies required to carry out the job.
Method. Participants (N=157) were recruited from eleven Italian organizations from different occupational settings; 54.8% were men. The average organizational tenure was 8.6 years (SD=9.3). Each participant completed an anonymous self-report questionnaire and was guaranteed confidentiality.
Emotional contagion. The twenty-six items Emotional Contagion at Work Scale, previously validated in Italy (Petitta, 2012), measured emotional contagion in work settings with regard to joy, sadness, fear and anger, both absorbed from others (i.e., contagion received) as well as infected to others (i.e., contagion sent). Respondents were asked to indicate how frequently they experienced the described emotional situations using a 5-point Likert response scale, ranging from 1=“Never” to 5=“Always”.
Organizational culture. The Local Culture Scale, previously validated in Italy (Petitta, 2012), measured emotion-related culture as a way of emotionally symbolizing the person-environment relationship proposed by the TAD. The scale was unidimensional and included eight ways to emotionally symbolizing the organizational context: a) to exchange; b) to claim; c) to control; d) to distrust; e) to provoke; f) to oblige; g) to complain; h) to worry. The scale’s thirty-three statements required respondents to evaluate the frequency with which the proposed situations occurred in their organizations, using a 5-point Likert scale ranging from 1=”Never” to 5=”Always”.
Competencies. The Big Five Competencies Map, previously validated in Italy (Borgogni, Petitta, Consiglio, Barbaranelli, 2012), measured five main domains of competencies at work: Entrepreneurship, social, work handling, emotion management, and change management. The scale’s one hundred and five statements required respondents to evaluate the frequency with which they enacted the proposed behaviors in order to perform their job, using a 7-point Likert scale ranging from 1=”Never” to 7=”Always”.
Results and discussion. A Structural Equation Model was performed using Mplus. It showed an adequate fit to the data: 2 (5, N=157)=6.103, p=296, RMSEA = .037 (.000; .122), CFI=.99, TLI=.98. Together, the results indicate that emotionally rooted organizational culture enhances contagion of emotions among members, which in turn predicts competencies at work. Furthermore, our findings contribute to disentangle the differential role played by contagion received from and sent towards others in fostering behaviors that enhance employees’ competencies at work and their abilities to perform the job task. This counterintuitive finding may facilitate managerial preventive initiatives by including a more agentic perspective aimed at increasing people’s awareness of their emotional contribution to shape relationships at work, and use the emotions experienced to effectively manage relationships and develop job competencies.In organizational settings, performing a task refers to the conscious mode through which people develop and process their own working activities inside organizational contexts. However, some scholars (Bion, 1952; Jacques, 2003) also suggest that emotional dynamics at work are key factors in disturbing, or conversely maintaining, employees’ task execution.
To our knowledge, no study has yet explored the role of organizational culture and emotional contagion (Hatfield & Rapson, 1998) as predictors of employees’ abilities to perform their job, namely job competencies.
The present paper aims at a) proposing an expanded approach to emotional contagion at work by simultaneously considering how people can capture the emotions of others, namely the receiver perspective, as well as, how people are also able to draw others into their emotional orbits and infect them with the emotions they express, namely the sender perspective (Petitta & Di Cave, 2011); b) proposing a conceptualization of or
L'antitrust ai tempi del coronavirus: riflessioni sulle esperienze internazionali e sulle iniziative italiane
No full textDisentangling the Pros and Cons of Flexible Work Arrangements: Curvilinear Effects on Individual and Organizational Outcomes
No full textThe use of flexible work arrangements (e.g., remote, hybrid) has spread during the pandemic and cumulative studies provide mixed findings on the positive vs. negative consequences of these working methods for employees and organizations. The present study examined the potentially curvilinear effects of employees’ attitude towards flexible
work options (i.e., flexible work orientation; FWO) on individual- (i.e., performance, job satisfaction, stress, work-to-family conflict, family-to-work conflict) and organization-related outcomes (i.e., organizational social support, organizational justice, affective organizational
commitment). Anonymous survey data were collected in 2021 from 1061 in-person and flexible workers nested within 100 Italian organizations. Measurement invariance across the two subsamples was supported and subsequent structural model analyses suggested
a differential pattern of results for in-person and flexible workers. Results indicated a curvilinear U-shaped relationship between FWO and organizational support, justice, commitment and job satisfaction for the in-person subsample as compared to a positive linear relationship for flexible workers. Moreover, in both samples of flexible and in-presence
workers, FWO exerted a positive linear effect on performance and a mainly negative linear effect on stress, WFC and FWC. Overall, flexible workers displayed linear relationships among all the study variables, whereas in-person workers showed the curvilinear effects of
FWO on support, justice, commitment and satisfaction, all of which increased at high levels of employees’ positive attitude towards FWO. Results are discussed in light of the globally elevated rates of flexible work arrangements and mixed findings on their implementation
Remote, Disconnected, or Detached? Examining the Effects of Psychological Disconnectedness and Cynicism on Employee Performance, Wellbeing, andWork–Family Interface
No full textOwing to the COVID-19 pandemic, organizations worldwide have implemented remote working arrangements that have blurred the work–family boundaries and brought to the forefront
employees’ sense of disconnectedness from their workplace (i.e., organizational disconnectedness) as a concern for multiple organizational outcomes. Cynicism, a job burnout subdimension, refers to a negative and excessively detached response to relational overload at work. While both workplace
disconnectedness and cynicism involve a toxic sense of detachment, they refer to different psychological
mechanisms. The present study aims to examine how employee workplace disconnectedness differs from their cynicism, and how both constructs differentially exert their detrimental effects
on employee performance, work–family interface, and wellbeing. Using anonymous survey data collected online in 2021 and 2022 from a sample of in-person and flexible workers nested within organizations, conceptual distinctiveness between workplace disconnectedness and cynicism was supported. Measurement invariance across the two groups was supported, and subsequent structural invariance analyses suggested a similar pattern of results for flexible and in-person workers.
Specifically, compared to disconnectedness, cynicism exerted higher negative effects on mental health and higher positive effects on cognitive failures and family-to-work conflict. Conversely, compared to cynicism, disconnectedness exerted higher negative effects on performance and work-to-family
conflict. That is, feeling indifferent toward others particularly affects mental health and errors, while feeling excluded especially hampers productivity and family life. Theoretical and practical (e.g., inclusive leadership, support groups) implications of these results are discussed in light of the globally rising rates of hybrid work arrangements and related costs for employee wellbeing and productivity
La valutazione degli investimenti finanziati tramite equity crowdfunding
No full textEvoluzione e dimensione del crowdfunding, La valutazione e strutturazione dell’investimento tramite equity crowdfunding, Valutazioni implicite nelle raccolte fondi in equity crowdfunding, Peculiarità specifiche dell’equity crowdfunding, Un confronto con la bolla valutativa delle aziende internet degli anni 200
Letter, Julia Gardiner Tyler to Mrs. Laura Holloway, author of First Ladies, dated September 20, 1869
No full textALS of Julia Gardiner Tyler to Mrs. Laura Holloway, author of First Ladies, dated September 20, 1869, about interviewing other first ladies. ALS.Found in:Mss. 65 T97 Additions, Series 1: Mss. Acc. 1993.19 Addition, 186
Heritage tourism: a case study of the Laura Ingalls Wilder Heritage Site at Pepin, Wisconsin
No full textPlan BMany things must be taken into consideration when developing a heritage tourism site. It can be a wonderful opportunity for the community involved to benefit economically and historically. Heritage tourism can keep alive the heritage and traditions of the communities past. When it is discovered that a heritage site exists, the first step is to consult with the community. A site will not succeed without the acceptance and assistance from the community involved. Once the interest is known, the development process can proceed. After determining that there is a heritage tourism site possibility in their area, a commumity must do research to determine the feasibility of the site, what will make it a success, and how to obtain that success. This study will examine a community with a heritage tourism site that has been successful in developing and maintaining it's site. By conducting this study, other communities seeking information for developing their site will have an example and tool to work with. The site chosen for this study is the Laura Ingalls Wilder site in Pepin, Wisconsin. The town is rich with it's heritage associated with Laura Ingalls Wilder. The development and success for this town will be documented through this study. Laura Ingails Wilder is a perfect choice for examining heritage tourism. The author of many American Pioneer books, she has become famous all over the world. In turn all places that she or her family members lived are or are becoming heritage tourism sites. There are older ones that have been in progress for some years, such as the one in Pepin, and there are ones that are being discovered through the popularity of new books written about Laura's family. These communities would benefi greatly from the information this study will produce. Without the bene-fit of this knowledge communities who are unaccustomed to tourism or the way the other Laura Ingalls Wilder sites operate, may make terrible errors in development, tarnishing the site. This may also reflect badly on the other Laura Ingalls Wilder sites. It is important for new Wilder sites to examine all information and know exactly what they are doing when developing the site. If all the Laura Ingalls Wilder sites can benefit from each other's knowledge and experience it will greatly increase the market for all sites. The more detailed and expansive the sites are about their knowledge and sites to see, the more people are going to want to travel to as many sites as possible, learning all they can about the life of Laura Ingalls Wilder and her family. These sites not only attract Laura Ingalls Wilder fans but all people that are interested in the American Pioneer period of the United States history. This study will provide the knowledge for communities who are developing heritage tourism sites, especially those focusing on Laura Ingalls Wilder. This is a very important study for tourism and especially heritage tourism. When a heritage site is discovered communities run into the barrier of not having the experience and knowledge to develop the site properly. This study will analyze tourism in Pepin, Wisconsin to determine it's successfulness due to the fact that it is a Laura Ingalls Wilder heritage tourism site, and Wfit was developed in a way to provide tourists with a view of Laura Ingalls Wilder's past and the past of many Pioneer Americans. By studying this subject it will allow for many people to benefit. Tourist who are seeking the pleasure of the knowledge of the past, and communities who want to preserve their past and profit from tourism
- …
