Institutional apologies and socio‐emotional climate in the South American context

Bobowik, Magdalena; Páez, Darío; Arnoso, Maitane; Cárdenas, Manuel; Rimé, Bernard; Zubieta, Elena Mercedes; Muratori, Marcela

doi:10.1111/bjso.12200

Cited by 17 publications

(28 citation statements)

References 56 publications

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“…In this regard, the climate, although related to the culture of the organization, is different from it, since it is a function of the political organization and organizational procedures, as opposed to the beliefs, values and suppositions of its members" (Ashkanasy and Dorris, 2017, p. 79). The emotional culture of the group, organization or nation are the shared affective values, norms, mechanisms, scenarios and suppositions that govern the emotions that people must feel and express (Páez et al, 2013; Barsade and Knight, 2015;Bobowik et al, 2017). The positive climate is characterized by positive emotions, which are created and then fed by the organization's structure (Ashkanasy and Dorris, 2017).…”

Section: Well-being As An Explained Variable At the Individual And MImentioning

confidence: 99%

Belonging and Social Integration as Factors of Well-Being in Latin America and Latin Europe Organizations

et al. 2020

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BackgroundStudies and meta-analyses found individual, meso and micro-social factors that are associated with individual well-being, as well as a positive socio-emotional climate or collective well-being.AimThis article simultaneously studies and examines these factors of well-being.MethodWell-Being is measured as a dependent variable at the individual and collective level, as well as the predictors, in three cross-sectional and one longitudinal studies. Education and social intervention workers (N = 1300, K = 80) from Chile, Spain and Uruguay participate; a subsample of educators (k = 1, n = 37) from the south central Chile and from Chile, Uruguay and Spain (n = 1149); workers from organizations in Latin America and Southern Europe, military cadets from Argentina (N < 1000); and teams (K = 14) from Spanish companies.ResultsIndividual and collective well-being indicators were related, suggesting that the emotional climate as a context improves personal well-being. Individual factors (emotional creativity and openness and universalism values), psychosocial factors (low stress, control over work and social support supervisors and peers) were positively associated with personal well-being in education and social intervention context. Organizational dynamic or transformational culture is directly and indirectly associated with individual well-being through previously described psychosocial factors. Group processes such as internal communication and safe participation, task orientation or climate of excellence as well as leadership style that reinforces participation and belonging, were positively associated with collective well-being in labor and military context and predict team work socio-emotional climate in a longitudinal study- but were unrelated to individual well-being. Transformational leadership plays a mediating role between functional factors and social-emotional climate in work teams. Organizational role autonomy, functional organizational leadership, integration and resources were associated with collective well-being in organizations. Organizational leadership moderates the relationship between task orientation and collective well-being in military context.ConclusionIndividual and microsocial factors influence personal well-being. Meso level factors favorable to well-being through processes which reinforce social belonging, influence directly collective well-being and indirectly personal well-being. Leadership that reinforces participation and belonging play a central role for emotional climate. Stress and emotional climate playing an important pivotal role for psychological well-being.

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Section: Well-being As An Explained Variable At the Individual And MImentioning

confidence: 99%

Belonging and Social Integration as Factors of Well-Being in Latin America and Latin Europe Organizations

et al. 2020

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Section: El Perdón Y La Reconciliación En Casos De Conflicto Intratableunclassified

“…La reconciliación, en general, y el perdón, en particular, son procesos altamente dependientes del contexto en que ocurren (Bobowik et al, 2017;Gibson, 2004). Por ejemplo, Bobowik et al (2017) reportan que la presencia de liderazgos políticos hostiles ante medidas reconciliatorias como la disculpa pública, pueden disminuir su eficacia al promover el perdón (Bobowik et al, 2017). Igualmente, la continuación de estructuras propias de la época de conflicto violento durante la implementación de sistemas de justicia transicional, puede ser fuente de nuevos conflictos sociales (Backer, 2010;Gibson, 2004).…”

Section: El Perdón Y La Reconciliación En Casos De Conflicto Intratableunclassified

Encuadres mediáticos del Perdón y Reconciliación en el contexto del conflicto armado colombiano

Rincón-Unigarro

Correa-Chica

López

et al. 2020

Rev. colomb. psicol.

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Debido a su duración e intensidad, el conflicto armado colombiano puede ser analizado como un conflicto intratable. La intratabilidad involucra el desarrollo del ethos del conflicto (EDC), un conjunto de creencias sociales compartidas por la mayoría de los miembros de la sociedad, de manera que es usualmente exhibido en el discurso mediático. Este estudio describe, a través de la lexicometría unidimensional y multidimensional, cómo el edc permeó el discurso de cuatro de los principales medios de comunicación en Colombia (El Tiempo, El Espectador, Noticias Caracol, Noticias RCN); específicamente, cómo el EDC caracterizó el encuadre del perdón y la reconciliación durante el proceso de paz entre el Gobierno colombiano y las FARC-EP (2012-2017). Los resultados sugieren que el edc en Colombia se transformó con los diálogos de paz, probablemente promoviendo una orientación hacia la paz. Sin embargo, simultáneamente, algunas de las creencias del edc que contribuyen a la intratabilidad también fueron presentadas en el discurso mediático.

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“…According to the author, sometimes work control in public sector organizations is executed according to hypothetical consistency, which provides an administrative unit (a controlling person) with a positive and the employee with a negative enthusiasm in regard to working activity, which negatively affects employees' emotional climate (Papsiene, 2017). As M. Bobowik et al (2017) noted, social and emotional climate means prevailing, relatively stable collective emotions. In the map of emotions created by V. Tran (1998), it is reflected that fear and joy are in a contraposition, but both have an impact during formation of the emotional climate.…”

Section: Theoretical Modeling Of Emotional Climate In Hrmmentioning

confidence: 99%

Formation of Emotional Climate in Human Resource Management

Vaitkevičius

Papšienė

2020

SCEE

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Research is concentrated on efficient human resource management while pursuing organizational goals and benefits for every employee and organization as a whole. Under the requirements of global market, managers expect their subordinates to be effortlessly managed, confident, dynamic in completion of assigned tasks, and ensuring maximum work efficiency. Such a possibility is theoretically analysed in this article by employing deductive thinking in interdisciplinary integration. The article describes the formation of employee emotional climate, which has impact on employee behaviour in individual as well as in team work, based on application of human resource evaluation factor with contribution of manipulations. Hypothetical presumptions resulted in assumptions that have shown dominance of disjunction (or); it means that interaction between alternatives is impossible. Therefore, logical interactions were prepared on the basis of deductive thinking by usage of Law (or principle) of the Excluded Third. These logical interactions resulted in models of emotional climate formation.

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Institutional apologies and socio‐emotional climate in the South American context

Cited by 17 publications

References 56 publications

Belonging and Social Integration as Factors of Well-Being in Latin America and Latin Europe Organizations

Belonging and Social Integration as Factors of Well-Being in Latin America and Latin Europe Organizations

Encuadres mediáticos del Perdón y Reconciliación en el contexto del conflicto armado colombiano

Formation of Emotional Climate in Human Resource Management

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