People  have  different  strategies  to  regulate  and  control  their  own emotions.  For  short-term  emotion  regulation  of  visual  stimuli, cognitive reappraisal and attentional deployment are of relevance. The present  study  used  self-ratings  and  eye-tracking  data  to  replicate previous  findings  that  eye  movements  are  effective  in  emotion regulation.  25  participants  (6  males)  watched  positive  and  negative pictures in an attend condition and a decrease emotion condition. They rated  their  emotional  experience  and  their  eye  movements  were followed  with  an  eye-tracker.  Ratings  showed  that  they  perceived pictures as less emotional in the decrease condition as compared to the attend condition both for positive and negative pictures. This decrease in  ratings  of  emotional  response  was  larger  for  positive  than  for negative  pictures.  Eye-tracking  data  showed  no  significant  effect  of emotion  regulation condition. Further  research  is proposed  to  include self-ratings  in  studies  of  physiological  changes  due  to  emotion regulation,  to  differentiate  between  strategies  of  emotion  regulation potentially used by participants.

Forskning inom området efterlyser nya sätt att möta anställdas behov av kompetensutveckling på en mer föränderlig arbetsmarknad. Rapporten syftar till att undersöka chefers erfarenhet av och syn på utvecklingssamtal som de håller med anställda. Detta för att studera utvecklingssamtalets koppling till kompetensutveckling av personal. I studien har fem chefer med ansvar för utvecklingssamtal intervjuats. Studien är genomförd med kvalitativ metod i form av semistrukturerade intervjuer. I studien framkommer att syftet med utvecklingssamtal i första hand är att få en effektivare verksamhet. Utvecklingssamtalet antas leda till det genom att medarbetarna får en chans att samtala med chefen i lugn och ro. Kompetensutveckling uppfattas som viktigt och något som skall diskuteras i utvecklingssamtalet men svårt att verkligen genomföra i det dagliga arbetet. Utvecklingssamtalet ses inte som rätt arena för att tillgodose individens behov av samtal kring sin egen karriärutveckling. / Research in this area calls for new ways to meet employees' needs in competence development in a more changeable labour market. The report aims to examine manager's experiences with, and view on the performance appraisal dialogues held with employees. This is done to study the performance appraisal in connection to competence development of employees. Five managers with performance appraisal responsibilities have been interviewed. The study is done with a qualitative method by semi-structured interviews. The study shows that the main purpose with performance appraisals is to achieve a more efficient work place. It is assumed to lead to this by giving the employee a chance to talk to the manager under calm and private circumstances. The competence development is seen as important and as something that should be discussed in the performance appraisal, though difficult to accomplish in the daily work. The performance appraisal is not perceived as the right arena to meet the individuals need for dialogue regarding their own career developments.

The present review focuses on understanding the explanatory mechanisms behind the use of violence within intimate relationships, highlighting the consequences of adolescents’ exposure to Inter-parental violence and gauging the role of their (adolescents) appraisal and coping strategies. The theories reviewed stress the significant impact of close figures’ behaviors on the developing child and adolescent trough observational and imitational processes, secure and insecure attachment patterns and related internal working models as well as trough building own understanding of the world and human interrelations. The review revealed also that adolescents’ exposure to Inter-parental violence constituted an unequivocal risk factor leading to a range of consequences categorized as internalizing and externalizing problems. It however indicates that the outcome behaviors are not a result of a linear process because there is range of mediating factors that explain the association between adolescents’ exposure to Inter-parental violence and outcome behaviors. Finally, appraisal of Inter-parental violence was identified as a central mechanism that impacts both the magnitude of the consequences of exposure and the adolescents’ conception and execution of coping strategies.

The goal of this project is to apply system identification techniques to model people's perception of emotion in music as a function of time. Emotional appraisals of six selections of classical music are measured from volunteers who continuously quantify emotion using the dimensions valence and arousal. Also, features that communicate emotion are extracted from the music as a function of time. By treating the features as inputs to a system and the emotional appraisals as outputs of that system, linear models of the emotional appraisals are created. The models are validated by predicting a listener's emotional appraisals of a musical selection (song) unfamiliar to the system. The results of this project show that system identification provides a means to improve previous models for individual songs by allowing them to generalize emotional appraisals for a genre of music. The average <i>R</i>² statistic of the best model structure in this project is 7. 7% for valence and 75. 1% for arousal, which is comparable to the <i>R</i>² statistics for models of individual songs.

Forskning har visat att vår primära tolkning samt graden av self-efficacy påverkar hur vi hanterar nya situationer och relaterar även till vårt psykiska välmående. Genom vår primära tolkning utvärderar vi en ny situation som hotfull, utmanade eller som en förlust.  I föreliggande studie var syftet att undersöka hur studenter från det beteendevetenskapliga programmet samt socionomprogrammet ser på sina möjligheter att få arbete efter avslutade studier kopplat till self-efficacy och deras primära tolkning av situationen som framtida arbetssökande. En enkätstudie genomfördes och det var 122 deltagare varav 57 socionomer. Resultatet visade att det inte fanns någon skillnad mellan programmen i den primära tolkningen som var relaterat till studenternas grad av self-efficacy. Däremot fanns signifikanta huvudskillnader mellan de två programmen i den primära tolkningen, beteendevetarna kände sig mer hotade inför sin situation som framtida arbetssökande. Slutsatsen blev att inga större skillnader visades mellan programmen i den primära tolkningen och graden av self-efficacy.

The goal of this project is to apply system identification techniques to model people's perception of emotion in music as a function of time. Emotional appraisals of six selections of classical music are measured from volunteers who continuously quantify emotion using the dimensions valence and arousal. Also, features that communicate emotion are extracted from the music as a function of time. By treating the features as inputs to a system and the emotional appraisals as outputs of that system, linear models of the emotional appraisals are created. The models are validated by predicting a listener's emotional appraisals of a musical selection (song) unfamiliar to the system. The results of this project show that system identification provides a means to improve previous models for individual songs by allowing them to generalize emotional appraisals for a genre of music. The average <i>R</i>² statistic of the best model structure in this project is 7. 7% for valence and 75. 1% for arousal, which is comparable to the <i>R</i>² statistics for models of individual songs.

This thesis illustrates the complexity of emotions in the entrepreneurial context. By using vignettes and in-depth interviews conducted among nine employees from entrepreneurial firms in Lithuania and nine employees from entrepreneurial firms in the Netherlands, this study offers a perspective on how emotional display of the entrepreneur influence employee’s behavior. The display of two negative (anger and fear), two positive (joy and confidence) emotions, and entrepreneurial passion are studied and the findings show that there is (a) a significant relationship between entrepreneur’s display of positive and negative emotions and employee’s behavior (e.g., motivation and decision-making); (b) the entrepreneur’s emotions have potentially positive and negative effect on the employee’s behavior and this is largely influenced by the relationship and dynamics between the employee and entrepreneur defined by the duration and intensity of the relationship, the formal/informal distance between the entrepreneur and employee, past experiences with the entrepreneur, the degree of honesty and sincerity expressed, and the level of mutual trust; (c) the reaction of the employees is partly based on the characteristics above as well as on sensitivity towards the emotions to whom they are displayed. In terms of reactions, the employees have a certain emotional balance based on the past situation, current situation, and the personal preference towards the degree and frequency of positive versus negative emotions. Each emotional display is weighed on this balance and inflicts a feeling, which results in a certain behavior. Finally, studying (d) the patterns between Dutch and Lithuanian employees in their perception of the entrepreneurs’ emotions, the results show that Dutch employees, in general, are more direct and assertive. They indicate that they greatly enjoy displays of positive emotions, passion and a degree of informalities when the relationship with the entrepreneur develops, but in negative situations they have the tendency to direct their irritation-adjusting behavior directly towards the entrepreneur. Lithuanian employees are more focused on finding solutions to negative situations together with colleagues rather than confronting the entrepreneur, and to balance on so called “blinding” effect they greatly value rationality and reason from the entrepreneur. To interpret and fully understand the specifics of the findings we use valence, appraisal, and expectancy theories. Based on this analytical approach, we provide two tentative models that, we think, both well summarize the results of this research and call for a need for a further research suggesting that there might be much more hidden behind the curtains of the emotional scene introduced by this thesis.

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The civil servant are those who work for government by laws and get official salary. To improve the efficiency and honesty of the civil servant, the government should evaluate their performances and results, and conduct the following personnel affairs according to that. In order to improve the effect of the performance appraisal system, the Examination Yuan tried to revise the Law of Performance Appraisal of Civil Servant based on the modern management system. However, this caused dissenting view and objection from most of the civil servant. As a matter of fact, we already had the system of performance appraisal on officials since Tang-Yu dynasty and it kept changing and revising through dynasties. In spite the republic government closed the agelong emperor reigning system, the management of the huge bureaucrat body still inherit the way used before, not breaking down from this changing. Therefore, when the Examination Yuan, just considering the effect of performance appraisal, changed the performance appraisal system directly without thinking about the historical and cultural nature of existing way, it can¡¦t avoid the questioning and opposing from the civil servant. Therefore, this study, from the viewpoint of the historical and cultural nature, researches the sameness and differences of performance appraisal system between current and ancient times, with which it further compares the outlook and method of performance management. In the final part, it discusses the meaning of the existence of performance appraisal system of the civil servant.

The introduction of a new appraisal system has been seen as a common practice for firms to map its strategic goals and organizational objectives. Such a practice can be seen as a kind of organizational change. Previous studies on the introduction of new appraisal system tend to adopt a cross-sectional approach to examine the effect of the new appraisal system from various dimensions. In the mean time, how the new appraisal system is forming and how the member of organizations affect the shaping of the appraisal system are basically neglected. In order to fill this gap, this research adopted a longitudinal perspective to examine how a sub-business unit (SBU) of L Company introduced a new appraisal system. We particularly concerns how this new appraisal system is shaping, why the leader of this SBU introduced a new appraisal system, how employees react to the introduction of this new system, how leaders and employees perceive the change of the appraisal system. A grounded approach was implemented to explore the introduction process of this new appraisal system. Action research was used as the main research method. Information was collected from the participation of the introduction of the new appraisal system based on interview, observation, field log, and internal data of the firm. In this study, we find that the introduction of new appraisal system was driven by the change of external environment and the motivation of the leader of the SBU. Additionally, employees would resist the change of the new appraisal system. Such a resistance was caused by the change of routine, the perception of the reasonability and the sense of equities. The new appraisal system, in essence, was the outcome of the communication between the leader and the employees of this SBU. At last, leader and employees viewed appraisal system differently. The leader saw the new appraisal system as a means to realize strategies, while employees tended to perceive the change of appraisal system as a punishment.