synchronous
发表于 2025-3-25 05:48:36
Emotionalizing Organizations and Organizing Emotions — Our Research AgendaOrganizations and organizing constitute a field of research where sociologists and social scientists from business and management schools typically meet for a fruitful exchange (e.g. Clegg et al. 2006; Adler 2009). This observation may be echoed for the study of emotion in organizations, and has inspired the conception of this volume.
独特性
发表于 2025-3-25 10:39:16
http://reply.papertrans.cn/31/3088/308724/308724_22.png
折磨
发表于 2025-3-25 14:49:13
http://reply.papertrans.cn/31/3088/308724/308724_23.png
夜晚
发表于 2025-3-25 16:10:08
from organization and management research and sociology, it conveys trans-disciplinary insights into the multidimensional ‘nature‘ of emotion and its appearance in organizational structures and processes.978-1-349-32107-0978-0-230-28989-5
infantile
发表于 2025-3-25 23:06:05
http://reply.papertrans.cn/31/3088/308724/308724_25.png
传授知识
发表于 2025-3-26 02:52:05
http://reply.papertrans.cn/31/3088/308724/308724_26.png
原告
发表于 2025-3-26 04:24:20
https://doi.org/10.1007/978-1-4684-7553-1at which concentrates on the strains tied to emotional labour, my focus lies on positive emotions, which are assumed to contribute to employees’ health and well-being. My question is how and why positive emotions emerge in the workplace. Rather than treating emotion as an individual given and positi
Harness
发表于 2025-3-26 11:17:49
http://reply.papertrans.cn/31/3088/308724/308724_28.png
温顺
发表于 2025-3-26 13:26:31
Exchange Bosons of the Weak Interactionendently and creatively, is a strong and widespread ideal. Many employees in contemporary work organizations are involved in empowerment programmes (Dahl 1999: 51; Jacobsen/Thorsvik 2007: 188). However, such programmes are often unsuccessful (Wilson 2004; Edwards/Wajcman 2005), and the processes tha
最低点
发表于 2025-3-26 19:57:24
Interaction of Photons with Matter, we stand in relation to others and encourage individualized jockeying for position. In the last decades increased attention has been given to the question of bullying at the workplace (Adams 1992; Keashly 1998; Rainer 1998). So-called ‘negative acts’ constitute a central concept in this research. I