Editor – I am moved by Professor Allan's elegy to bygone NHS virtues of ‘calm caring and gentle pace of clinical life… and all the time in the world to deliver compassionate care' ( Clin Med October 2009 p 407). One's immediate instinct would be to say ‘Ah, but times have changed' – only

Quality of care.

We find that only 17% of FTSE 100 company websites refer directly to transgender (‘trans’) individuals, illustrating the extent to which trans voices are unheard in the workplace. We propose that these voices are missing for a number of reasons: voluntary silence to protect oneself from adverse circumstances; the subsumption of trans voices within the larger ‘LGBT’ community; assimilation, wherein many trans voices become affiliated with those of their post-transition gender; multiple trans voices arising from diversity within the transgender community; and limited access to voice mechanisms for transgender employees. We identify the negative implications of being unheard for individual trans employees, for organizational outcomes, and for business and management scholarship, and propose ways in which organizations can listen more carefully to trans voices. Finally, we introduce an agenda for future research that tests the applicability of the theoretical framework of invisible stigma disclosure to transgender individuals, and calls for new theoretical and empirical developments to identify HRM challenges and best practices for respecting trans employees and their choices to remain silent or be heard.

/pdf/listen-carefully-transgender-voices-in-the-workplace-162ut1s1r0.pdf

Listen carefully: transgender voices in the workplace

A closer merging of the literature on emotions with the research on leadership may prove advantageous to both fields. Leadership researchers will benefit by incorporating the research on emotional labor, emotional regulation, and happiness. Emotions researchers will be able to more fully consider how leadership demands influence emotional processes. In particular, researchers can better understand how the workplace context and leadership demands influence affective events. The leadership literature on charisma, transformational leadership, leader-member exchange, and other theories have the potential to shed light on how rhetorical techniques and other leadership techniques influence emotional labor, emotional contagion, moods, and overall morale. Conversely, the literature on emotional labor and emotional contagion stands to provide insights into what makes leaders charismatic, transformational, or capable of developing high quality leader-follower relationships. This review examines emotions and leadership at five levels: within person, between persons, interpersonal, groups and teams, and organizational wide and integrates research on emotions, emotional contagion, and leadership to identify opportunities for future research for both emotions researchers and leadership researchers.

/pdf/the-benefits-of-merging-leadership-research-and-emotions-chq0b8xmzq.pdf

The Benefits of Merging Leadership Research and Emotions Research.

The present study aimed to extend research that has focused on the identification of stressors associated with coaching practice by systematically evaluating how such stressors effect athletes, and more broadly, the coach–athlete relationship. A total of 13 professional- and national-level athletes were interviewed to address the three study aims: how they detect when a coach is encountering stressors, how coach experiences of stress effects them as an athlete, and how effective the coach is when experiencing stress. Following content analysis, the data suggested athletes were able to detect when a coach was experiencing stress and this was typically via a variety of verbal and behavioural cues. Despite some positive effects of the coach experiencing stress, the majority were negative and varied across a range of personal influences on the athlete, and effects on the general coaching environment. It was also the broad view of the athletes that coaches were less effective when stressed, and this wa...

/pdf/exploring-athletes-perceptions-of-coach-stress-in-elite-3a8n6gpby2.pdf

Exploring athletes’ perceptions of coach stress in elite sport environments

This study extends recent coach stress research by evaluating how coaches perceive their stress experiences to affect athletes, and the broader coach–athlete relationship. A total of 12 coaches working across a range of team sports at the elite level took part in semi-structured interviews to investigate the 3 study aims: how they perceive athletes to detect signals of coach stress; how they perceive their stress experiences to affect athletes; and, how effective they perceive themselves to be when experiencing stress. Following content analysis, data suggested that coaches perceived athletes able to detect when they were experiencing stress typically via communication, behavioural, and stylistic cues. Although coaches perceived their stress to have some positive effects on athletes, the overwhelming effects were negative and affected “performance and development”, “psychological and emotional”, and “behavioural and interaction” factors. Coaches also perceived themselves to be less effective when ...

/pdf/examining-coaches-perceptions-of-how-their-stress-influences-syg0t8u976.pdf

Examining coaches’ perceptions of how their stress influences the coach–athlete relationship

Emotions and emotional contagion are being increasingly recognized as crucial variables influencing individual behavior and organizational functioning. This position paper serves the function as a ready reckoner by reviewing and consolidating existing literature in the field of emotional contagion. The review is categorized into three broad headings: (a) individual, (b) interpersonal, and (c) contextual factors, based on their relationship with emotional contagion. The article focuses on analyzing and critiquing studies of emotional contagion conducted in several streams such as psychological processes, personality, organizational behavior, marketing, and consumer behavior. A conceptual framework of emotional contagion is presented, supplemented with research propositions. The phenomenon of emotional contagion in workplace and its effects on personal and group outcomes has emerged as a critical area of research. It has been firmly established in literature that spread of emotions, if not properly managed, is bound to influence work effectiveness. Importance of understanding the effects of transfer of emotions, for both academicians and practicing managers is one of the critical take-aways of this article. Suitable interventions are the need of the hour in order to ensure proper management of emotions. The contribution of the article is expected to be fourfold, in terms of: (a) presenting a structured and comprehensive review of literature on emotional contagion, (b) identifying gaps in the existing literature, (c) proposing a conceptual framework, and (d) developing propositions for future research.

Emotional Contagion and its Relevance to Individual Behavior and Organizational Processes: A Position Paper

Introduction of Enterprise Social Media (ESM) in organizations is driven by a need to improve communication and knowledge sharing within the enterprise. Studies show that soon after ESM adoption, t...

A morphological review of enterprise social media literature

World famous actor-comedian Charlie Chaplin once said that “A day without laughter is a day wasted”. But try applying the same quote in our work place, with fluctuating markets, unending competition and impossible deadlines; we may find more wasted days than the rest. All of us know what it feels to experience humour, but most of us think twice before having a hearty laugh at our workplace. What is the barrier which stops us from sharing humour at work? This paper attempts to answer this question and aims to understand the concept of humour at workplace and its importance in today’s context. It aims to review existing literature in this field and present the application of Workplace humour in an organizational context to achieve favourable work-related outcomes. In addition to this, the paper also enumerates the different workplace practices that are directly or indirectly related to humour and provide suggestions to organizations on how to use this powerful tool to bring about organizational effectiveness.

Changing Definitions of Work and Play: Importance of Workplace Humour

Primary Caregivers are the fulcrum in the physician-caregiver-child triad. Existing literature discusses static multi-component interventions in detail. In long-term treatments, dynamic interventio...

Designing Dynamic Interventions to Improve Adherence in Pediatric Long-term Treatment - The Role of Perceived Value of the Physician by Primary Caregivers

V. Vijayalakshmi

Papers

Emotional Contagion and its Relevance to Individual Behavior and Organizational Processes: A Position Paper

A morphological review of enterprise social media literature

Changing Definitions of Work and Play: Importance of Workplace Humour

Designing Dynamic Interventions to Improve Adherence in Pediatric Long-term Treatment - The Role of Perceived Value of the Physician by Primary Caregivers

Revisiting Knowledge Management System Use: Unravelling Interventions that Nurture Knowledge Seeking