1,720,983 research outputs found
Interpersonal task- and relationship-focused conflicts. How they are dealt with, and the relationship of conflict management with empathy.
No full textThe study - partially supported by CARIPARO foundation - focuses on interpersonal conflicts - often distressing. People(N 492) narrated personal conflict events (E) following prompt questions - e.g., what happened, with whom, why, how E ended,whether protagonist P talked about E with others, reflected on E, and whether sharing or reflecting changed the appraisal of E.Participants also judged the adequacy of behavioral responses to work-setting events depicting interpersonal problematic situations -e.g., your boss tells you the work you did is bad and you need to redo it. The results obtained from content analysing the narratives showed that the majority of conflicts, both task- and relationship-focused, involving work-related and personal-life domains, were not solved when they happened, or ended with pseudo solutions - e.g., silence 27%, fictitious solution 41%); 12% led to a relationshipbreak. Although most people shared E, to vent emotions (67%) or get someone else's perspective (33%), only a minority changedtheir evalutation of E. Likewise, most people thought back on E after it ended (93%), but not all modified their evalutation - if they did, it was for a variety of reasons, such as, because P empathised with the opponent, or saw its own behaviour as inadequate. Finally, E was talked about later on mostly with one's own partner, with friends, and with family. Factor analyses of the behavioral responsesto the work scenarios showed that an empathy dimension characterized those responses that displayed emotional intelligence. The analysis of the relationship between conflict-variables and empathy-level showed that several aspects of how people deal with conflict events were significantly influenced by empathy-level. In sum, the study confirms the psychological complexity of conflict management, both at work and in personal lives, and shows that emotional competence is an important individual feature in howconflicts are handled. The study also shows that our understanding of causes and effects of emotion-loaded events, e.g. conflicts,might be crucially aided by employing a qualitative method -narrative production and analysis - which then can be used together withmore traditional assessment methods to arrive at a greater understanding of psychological issues
Il senso di solitudine negli anziani: Variabili psicologiche e oggettive.
No full textLo studio indaga il senso di solitudine negli anziani esaminandone alcuni correlati e predittori, nell'ipotesi che la solitudine sia connessa sia alla qualità del loro mondo sociale, sia allo stato di benessere psicofisico. Duecento persone (44,5% maschi) dai 60 agli 80 anni (M 71,55), senza problemi cognitivi invalidanti, residenti a casa propria (77,5%) o in residenze, risposero ad un questionario (somministrato in un'intervista) comprendente domande inerenti 1. dati sociodemografici (età, stato civile, convivenza, istruzione, ecc.), 2. ampiezza della rete sociale, frequenza e qualità dei rapporti con familiari e amici e supporto percepito, 3. stato di salute percepito e oggettivo (malattie croniche, assunzione quotidiana di farmaci, ecc.), 4. senso di solitudine (ILS, 3 subscale: sociale, emozionale, e generale), 5. livello di funzionalità percepito, nel complesso e nello svolgimento di attività personali e strumentali quotidiane (farsi il bagno, vestirsi, alimentazione, fare la spesa, uso dei farmaci, ecc.; scala ADL), 6. livello di depressione (Geriatric Depression Scale). Le analisi (in particolare, correlazioni, analisi della varianza e regressione gerarchica) delle risposte mostrarono che: (a) i migliori predittori di tutti e tre i costrutti di solitudine sono l’ampiezza della rete sociale e la sintomatologia depressiva, confermando i risultati di precedenti ricerche con anziani sia in Italia che altrove; (b) la solitudine è minore se i contatti con gli amici ma soprattutto i parenti sono frequenti e soddisfacenti, se si ha ancora un partner, e se l'età non è molto avanzata; il sesso e il tipo di residenza (casa propria o no), così come il livello di ADL, non differenziano invece il tipo e livello di solitudine. In sintesi, lo studio conferma che il senso e il tipo di solitudine nelle persone anziane sono associati a parecchie variabili, con una preminenza di quelle psicologiche piuttosto che il risultato di fattori 'oggettivi'
How emotions are represented in children's literature by wo/men writers: in emotion-specific somewhat-gendered profiles.
No full textTo test how emotions are represented in children's literature (CL), 60 top sellers books by 30 males and 30 females of various nationalities were selected, content-analysing 3 emotional episodes for each according to a detailed grid - eg., emotion Type (joy, etc.), Antecedent, Expressive-physiological reactions; role of episode characters (eg., A causes emotion X). Category analyses confirmed that CL is a powerful means of emotional literacy (descriptions are articulated, in emotion-specific profiles), but still somewhat gender stereotyped. For instance, results showed that CL characters are predominantly male (65%), mostly experiencing basic emotions (anger, sadness, etc.) rather than others (e.g., shame, surprise). Story antecedents (eg., loss) are mainly caused by others' actions. Story characters are partially gendered - eg., Joy, Fear, Anxiety, crying, vocal expressions, action tendency inhibition, and experience control characterize girls more more than boys. Men describe boys and some emotions (Anger, Fear, Disgust) more than women
Parents' strategies and expectations in their socialization of children's emotion expression: anger and sadness.
No full textThe relationship of emotional skills with coping, burnout, and life satisfaction in the work setting.
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Assessing and training leaders' emotional intelligence, and its influence on their employees.
No full textZammuner, V., Favaro, T., Gonella, F., & Prandi, K. (2016). Assessing and training leaders' emotional intelligence, and its influence on their employees. ICERI2016 Proceedings,.pp 5153-5162 (9th annual International Conference of Education, Research and Innovation, Siviglia (E), 14-16 November, 2016). The importance and role of emotions in the work setting have received in recent years an increasing attention, as regards emotions experienced both by individuals, such as employees at the various organizational levels, and as a function of job or role characteristics, and emotions that are related to work-setting structural and dynamic issues, such as those that employees feel towards their leaders, and vice versa, according to leaders' emotional capabilities, and to leadership style. The study tested whether Self-reported leaders' emotional intelligence (EI) capabilities (LEI), are congruent with Other-reported LEI, and whether a brief self-administered online training program (Tremints) affects Self- and Other-reported LEI assessments at post-training, as well as leaders' and employees' emotion-related aspects of work- and general-well being (e.g., Job involvement, Life satisfaction, Health level, and Positive and Negative felt affect), as well leaders' self-perception of their own emotional abilities, including preferred strategies of emotion regulation, level of adhesion to display rules of emotion, and own job-related and general well being (e.g., Job involvement and satisfaction, Health, Affect).
Study design. The study employed an experimental pre-post design, with Time (T1 pre-test, and T2 post-test) as the within-subject factor, and Condition (Experimental vs. Control) as the between-subject factor; 25 leaders and their 77 employees formed the experimental group, 4 leaders and 12 employees formed the control group. Most participants were hospital employees working in various sanitary units. At T1, leaders self-rated various EI measures (e.g., ECI scales of EI), whereas employees rated their leader. Employees and leaders also self-rated aspects of their work-related and general wellbeing. At T2, i.e., after Experimental leaders underwent an EI training, leaders and employees again rated LEI, and evaluated their own well-being. Data were analyzed in terms of response frequencies, mean ratings, t-tests, and by means of correlational and MANOVA analyses comparing Experimental and Control leaders and employees at T1 and T2. The results overall showed that at T1 leaders of both groups overall judged themselves as more emotionally competent than their employees did, and enjoyed somewhat greater work-related well being than employees; leaders' EI self-ratings in either group were unrelated to their employees' well being. At T2, Control leaders self-rated their EI as being higher that an T1, contrary to their employees who rated them less positively than at T1. Experimental employees rated instead their leaders similarly to how they had rated them at T1, but their evalutations of their leaders were at T2 reflected in employees' well being; experimental leaders' EI self-ratings did not generally increase from T1 to T2. In sum, the results showed that most Time 2 measures differed significantly from Time 1 measures, but effects were markedly differed in the experimental and the control group and not easy to interpret. The results led to the hypothesis, to be further tested in future studies, that employees' initial assessment of their leaders' EI skills increases their awareness of LEI, so that their T2 ratings of their leaders are based on a greater attention paid to their leaders' EI and are more accurate
Cambiamenti evolutivi in adolescenza. In P.Moderato e F. Rovetto, Psicologo: verso la professione. Milano: McGraw-Hill
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