Emotional labor threatens decent work: A proposal to eradicate emotional display rules

Emotional labor—the management of emotional displays as part of one's work role—has emerged as a growth area of study within organizational behavior and customer service research. In this article, we call attention to the human costs of “service with a smile” requirements with little benefits. We first review the evidence showing that requiring positive emotions from employees induces dissonance and depleted resources, which hinders task performance and threatens well‐being. We articulate how formalized emotion display requirements limit self‐determination by threatening the autonomy, competence, and belongingness needs of employees. Further, via an organizational justice lens, we argue that emotional labor is an unfair labor practice because employees in such circumstances are (1) undervalued by the organization (constituting distributive injustice); (2) disrespected by customers (constituting interactional injustice); and (3) self‐undermined by organizational policies (constituting procedural injustice). We then argue for bringing light to the dark side of emotional labor with a “modest proposal”: Organizations and customers should abandon formalized emotion display expectations and replace such efforts with more humanistic practices that support and value employees, engendering positive climates and an authentically positive workforce. Copyright © 2015 John Wiley & Sons, Ltd.     

混凝土结构使役环境中温度智能模拟LabVIEW软件设计

本项目结合湖北省科技计划自然科学基金项目“混凝土结构使役环境的智能模拟”，在WTST-150试验机硬件平台基础上，以LabVIEW8．5为开发平台，设计了一套混凝土结构使役环境中温度智能模拟LabVIEW软件，主要包括能初始化程序、温度采集与显示子程序、温度PID控制子程序、温度存储和查询子程序。经投入实验验证，该软件能实现实时曲线显示、温度控制、试验状态和保存试验数据、数据查询、手动加热、分配温度通道、PID控制参数整定、制冷、读入温度曲线等功能。具有实时在线循环检测、采集数据、响应快速等优点，并具有良好的故障诊断能力和可维护性以及超强的纠错能力。本软件完善了WTST-150试验机的温度控制系统，使其更加符合实际工况。     

How do leaders use emotional labor?

Leaders use emotional labor to regulate their own emotions and to manage the moods, job attitudes, and performance of their followers. Researchers need to examine how emotional labor is related to (i) leadership styles, (ii) leader and subordinate stress and well‐being, (iii) leader authenticity and character, and (iv) leader effectiveness. Copyright © 2012 John Wiley & Sons, Ltd.     

Intra‐individual variability in job complexity over time: Examining the effect of job complexity trajectory on employee job strain

Drawing on gestalt characteristics theory, we advance the literature on the effect of job complexity on employee well‐being by considering intra‐individual variability of job complexity over time. Specifically, we examine how the trend, or trajectory, of job complexity over time can explain unique variance of employee job strain. Across two longitudinal data sets, we consistently find that, with the average level of job complexity during a given period held constant, a positive job complexity trajectory (i.e., an increasing trend in complexity) is associated with higher employee job strain. Based on job‐demand‐control theory and the exposure‐reactivity model, we further establish that job autonomy and employee emotional stability jointly moderate the relationship between job complexity trajectory and employee job strain. Specifically, for employees with high emotional stability, job autonomy mitigates the job strain brought by positive job complexity trajectory, whereas for employees with low emotional stability, job autonomy does not help to reduce the adverse effect of the increasing trend. These findings not only contribute to extend the understanding of the job complexity – strain relationship, but also suggest a promising, dynamic avenue to study the effects of work characteristics on employee well‐being as well as other outcomes. Copyright © 2016 John Wiley & Sons, Ltd.     

A new intelligent electronic nose system for measuring and analysing livestock and poultry farm odours

This paper introduces a new portable intelligent electronic nose system developed especially for measuring and analysing livestock and poultry farm odours. It can be used in both laboratory and field. The sensor array of the proposed electronic nose consists of 14 gas sensors, a humidity sensor, and a temperature sensor. The gas sensors were especially selected for the main compounds from the livestock farm odours. An expert system called “Odour Expert” was developed to support researchers’ and farmers’ decision making on odour control strategies for livestock and poultry operations. “Odour Expert” utilises several advanced artificial intelligence technologies tailored to livestock and poultry farm odours. It can provide more advanced odour analysis than existing commercially available products. In addition, a rank of odour generation factors is provided, which refines the focus of odour control research. Field experiments were conducted downwind from the barns on 14 livestock and poultry farms. Experimental results show that the predicted odour strengths by the electronic nose yield higher consistency in comparison to the perceived odour intensity by human panel. The “Odour Expert” is a useful tool for assisting farmers’ odour management practises. Supported by Ontario Pork, Natural Sciences and Engineering Research Council (NSERC), and Ontario Ministry of Agriculture and Food (OMAF) of Canada.     

The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success

Exploring the role of both the employee and supervisor, we tested a model of how cognition‐based work‐to‐family conflict manifests itself in the workplace, impacting employee job success. Based on conservation of resources theory and the concept of loss spirals, we hypothesized that when an employee's work interferes with family demands, the resulting work‐to‐family conflict spills over to the work domain via employee emotional exhaustion. We further argued that the behavioral manifestation of employee emotional exhaustion in the workplace is low employee engagement, as assessed by the supervisor. Drawing on signaling theory, we proposed that supervisor assessments of employee engagement are related to promotability, performance ratings, and salary. Work scheduling autonomy, as a boundary condition, is examined as a resource that attenuates these relationships. Data collected from 192 employee–supervisor dyads of a Fortune 1000 company, as well as performance ratings and salary obtained from company records 9 months later, indicated support for our conceptual model. Future research examining employee work–family conflict and job outcomes is discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

面向国土空间规划实施监督的监测评估预警模型体系研究

国土空间规划监测评估预警是监督规划实施管理、保障规划实施成效的重要手段,也是实现“可感知、能学习、善治理、自适应”智慧规划转型的关键支撑。针对当前国土空间规划监测评估预警研究重机制、轻理论,以及缺乏一套科学可用的监测评估预警技术方法支撑的不足,在系统分析国土空间规划监测评估预警目标与内涵的基础上,构建以人工智能（Artificial Intelligence）、大数据（Big Data）、云计算（Cloud Computing）等新型信息技术(“ABC”技术）为支撑,覆盖国土空间规划“监测—评估—预警”业务全生命周期的应用模型体系,并结合信息系统建设案例,介绍了基于“ABC”技术的国土空间规划监测评估预警模型体系对实现各地国土空间规划“动态监测、精准评估、及时预警”的重要支撑作用。     

随机森林理论及其在水文地质领域的研究进展

随机森林理论是近年来快速发展的一种人工智能集成学习算法,由于其对数据系列中异常值的容忍度较高,且预测结果准确度显著高于其他常用算法,在以水文地质领域为代表的自然科学研究中的应用越来越广泛.本文在介绍随机森林算法理论和应用方法的基础上,结合国外内已有研究成果,分析其在地下水潜力评估、地表水-地下水转化、地下水水质评价和地下水污染预测等水文地质领域的应用效果,对随机森林理论在水文地质领域的应用前景和进一步发展的方向进行了讨论.结果表明,随机森林理论可以有效解决水文地质领域研究中的参数和过程不确定性问题,在水文地质结构精确刻画、水文地质参数准确反演、水文地质过程的描述均具有广阔的应用前景.     

基于数据挖掘法的矿井瓦斯联动监测

为解决传统矿井监测技术存在的监测效果差、数据利用率低、预警能力不足等问题,提出采用多点及多因素融合的联动监测方法。采用计算机数据挖掘、多级数据融合处理技术建立基于实际预警、规则评判、历史数据检测等方法的矿井故障分析及瓦斯浓度预警数据处理模型。该技术在临汾市尧都区5个煤矿的安全生产监控中试验应用,结果表明联动分析法有助于分析矿井故障原因、提高瓦斯浓度预警能力,且数据挖掘及多级数据融合技术的应用有助于规范样本,提高分析预警规则的稳定性、适应性。     

Emotional reactions in women in late pregnancy (24 weeks or longer) following the ultrasound diagnosis of a severe or lethal fetal malformation

We studied the emotional reactions of 41 women in late pregnancy shortly after they had been informed of the diagnosis of ‘severe or lethal fetal malformations’ and 3 months after delivery. In addition, situational variables were explored as determinants of grieving. While grief did not diminish during the study period, psychological instability was less pronounced at 3 months after delivery. More grief reactions were evoked by self-reported easily versus self-reported not easily initiated pregnancy, gestational age between 24 and 34 weeks versus beyond 34 weeks, multiparity versus primiparity, and viewing versus not viewing the baby.