The FACCTs of (Work) Life: How Relationships (and Returns) Are Linked to the Emotional Culture of Companionate Love

O’Neill, Olivia

doi:10.1177/0890117118776735b

Cited by 5 publications

(4 citation statements)

References 4 publications

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“…Apart from the individual bringing love into an organization, the norms, artifacts, values, and assumptions of an organization can signal the appropriateness of expressing certain emotions (O'Neill, 2018). When feeling rules allow for "affection, compassion, caring, and tenderness for others", a strong culture emerges because employees within the dyadic and group interactions frequently show this care and affection towards each other (Barsade and O'Neill, 2014, p. 552).…”

Section: Love and Organizationsmentioning

confidence: 99%

The Manager and Love: Evoking a Loving Inquiry in a Group Setting

Chen,

Nigri,

Culham

et al. 2024

Humanist Manag J

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Neuroscientists, psychologists, educators, and management scholars propose that the current emphasis on intellect and reason in education and business over values such as love, connectedness, and compassion are at the root of many business ethical failures and societal problems. They argue not that reason should be abandoned in education and business management but rather that it needs to be balanced with values such as love because these attributes are innately human, enabling wise decision-making. This is a difficult task in the context of the current ethos of intellect and reason that dominates education and management. To correct the imbalance, we must explore ways of preparing future managers to accept the relevance and importance of learning to develop and embody love. Through our research, we provide an experience of community love by creating a caring, receptive, personal container. We engaged in the practice of Collaborative Autoethnography, integrating the Nguni South African concept of Ubuntu, to explore, research, and demonstrate the experience of love in a community setting. To support this practice, we framed it against the background of integrative justice, focusing on authentic engagement without exploitative intent as per Santos and Laczniak’s (2015) Integrative Justice Model (IJM) and built upon some common contexts from which love is considered such as Catholic Social Thought (CST) and indigenous cultures. We analyzed why and how love might be implemented in education and management and how Collaborative Autoethnography can be applied in connecting with others to research, learn from, and build upon the experience of love and connectedness.

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Section: Love and Organizationsmentioning

confidence: 99%

The Manager and Love: Evoking a Loving Inquiry in a Group Setting

Chen,

Nigri,

Culham

et al. 2024

Humanist Manag J

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show abstract

“…Kroth and Keeler (2009) also highlighted a gap of prevalence of the concept of care in management research. Barsade and O'Neill (2014) revealed the fact that emotions have not been effectively integrated into collective phenomenon of organizational culture (O'Neill, 2018; Parke and Seo, 2017). O'Neill and Rothbard (2017) also noticed that affective mechanisms underlying culture are largely ignored in current conceptualization of culture within an organization.…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Meaningful group culture: development of a multidimensional measure using multilevel assessment

Fatima

Hassan²

2022

JAMR

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PurposeThere is a growing array of literature that supports various implications of positive organizational psychology on workplace outcomes such as the positive work cultures. However, lack of appropriate measuring instruments is halting the progress in this field. Laid down in this article are the conceptual and empirical perspective regarding a positive group culture, i.e. meaningful group culture (MGC) and elaboration of what MGC is and how to measure it. For this study, the MGC is defined as a culture of humane orientation and explained through five dimensions: ideology infused, caring for employees, pro diversity, helping and employee-centric organization identification. The purpose of this paper is to address this issue.Design/methodology/approachTo further elucidate, development and validation of the MGC instrument was carried out in three phases. In the very first phase, content and face validity was assessed by experts. Following it, the second phase construct validity was undertaken through exploratory factor analysis of the results from the use of the instrument on a sample of 540 professionals. To end with, in the third phase, multilevel confirmatory analysis was conducted on an organizational sample of 397 individuals and 106 groups.FindingsThe results of the Multilevel Confirmatory Factor Analysis (MCFA) provided further evidence of confirmation that the extraction of five factors was appropriate, and reliability analysis showed the MGC to be both valid and reliable. Consequently, the applications of the tool to Human Resource Development (HRD) professionals are suggested.Research limitations/implicationsTo broaden the coverage and enhance generalizability, the study focused on multi-sector convenient based sample.Practical implicationsHRD professionals can use it as a diagnostic tool for deeper exploration into systematic and organizational issues. The use of it can provide a window for addressing the developmental needs within the organizations.Originality/valueThis study is possibly one of the first to develop a psychometrically valid scale to measure higher order measure of a work group culture through multilevel assessment of the model.

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“…Other researchers counter-argue that social relationships at work transfer in-depth emotive encounters and are full of meaning [67]. Savickas [68] suggests that CL at work can significantly affect careers and happiness at work, while O'Neill [69] suggests that CL is a critical factor in employment relationships, which include caring, compassion and gentleness. Emotions perform an exceptional role at work [66] and CL shields negative emotions, such as fear [70].…”

Section: Coping and Compassionate Love In Leadersmentioning

confidence: 99%

Sense of Coherence, Compassionate Love and Coping in International Leaders during the Transition into the Fourth Industrial Revolution

Mayer

Oosthuizen

2020

IJERPH

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Contemporary workplaces are influenced by rapid changes, high levels of competition, increasing complexities and internationalisation processes. At the edge of the Fourth Industrial Revolution (4IR), insecurities and anxieties are high, and leaders are encouraged more than ever to lead employees with meaningful vision and prudence in order to make use of employees’ strengths, and ensure mental health and well-being. The aim of this article is to present new insights into salutogenesis, particularly sense of coherence (SOC), compassionate love (CL), and coping (C) in leaders with different cultural backgrounds. This study strengthens the idea that CL is a coping mechanism. This coping mechanism can be used by leaders to establish a resilient and salutogenic organisations. This article explores the subjective perspectives of 22 international leaders from five different countries and their views regarding SOC, CL and C through a qualitative research approach, using a qualitative online questionnaire for data collection and content analysis for data analysis. The findings on the perspectives of leaders provide new and original insights into how SOC, CL and C are connected, and how these concepts contribute to healthy organisations which are on their way to the transition into the 4IR. Conclusions are drawn. Recommendations for future research and practice are given.

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The FACCTs of (Work) Life: How Relationships (and Returns) Are Linked to the Emotional Culture of Companionate Love

Abstract: 38. Shakya HB, Christakis NA. Association of Facebook use with compromised well-being: a longitudinal study.

Cited by 5 publications

References 4 publications

The Manager and Love: Evoking a Loving Inquiry in a Group Setting

The Manager and Love: Evoking a Loving Inquiry in a Group Setting

Meaningful group culture: development of a multidimensional measure using multilevel assessment

Sense of Coherence, Compassionate Love and Coping in International Leaders during the Transition into the Fourth Industrial Revolution

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