Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.

Frontline client service workers are central to the service elements of any small and medium enterprise. People who have much customer or client contact are seen to be subject to stronger emotional display rules. These display rules may result in compromising the psychological and/or physical health of workers, because they often lead to a disturbing dissonance between felt emotions and the emotions one must exhibit. It is, therefore, of vital importance for service workers to exhibit Emotional Intelligence, which will enable them to manage both their own emotions and their interactions with other people. Their inability to do so may result in stress as well as physical and emotional exhaustion, also known as Burnout. The objective of this research was to determine the relationship between Emotion Work, Emotional Intelligence, Well-being and Social Support of client service workers within small and medium enterprises, A cross-sectional survey design was used. An availability sample was taken from small and medium enterprises employing client service workers in the Mpumalanga Province (N = 145). The Greek Emotional Intelligence Scale (GEIS), Frankfurt Emotion Work Scales (FEWS), Utrecht Work Engagement Scale (UWES), Oldenburg Burnout Inventory (OLBI) and Social Support Scale, as well as a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, inter-item correlation coefficients, Pearson product moment correlation coefficients, stepwise multiple regression analysis, and Multivariate analysis of variance (MANOVA) were used to analyse the data. Principal component analysis resulted in a one-factor solution for Engagement labelled Work Engagement, and a two factor solution for Burnout namely: Disengagement and Emotional Exhaustion. Regarding Social Support, a three factor model was extracted namely; Social Support - Co-worker, Social Support -Supervisor and Social Support - Family. A three factor model was extracted for Emotion Work namely: Emotional Dissonance, Display of Client Care and Extent of Client Interaction. A four-factor solution was extracted for Emotional Intelligence namely: Emotional Expression/Recognition, Use of Emotions to Facilitate Thinking, Control of Emotion as well as Caring and Empathy. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant, Disengagement was positively related to Emotional Exhaustion and negatively related to Emotional Expression/Recognition, Emotion Use to Facilitate Thinking and Work Engagement. Emotional Exhaustion was positively related to Emotional Dissonance and negatively related to Emotional Expression/Recognition. Emotional Dissonance was positively related to Display of Client Care, while Display of Client Care was positively related to Extent of Client Interaction, as well as Caring and Empathy. Emotional Expression/Recognition was positively related to both Emotion Use to Facilitate Thinking and Work Engagement. Emotion Control was positively related to Emotion Use to Facilitate Thinking, while it in turn was positively related to Work Engagement. Finally, Social Support from Co-workers was positively related to Social Support from Supervisors and Family, and Social Support from Supervisors was positively related to Social Support from Family. A multiple regression analysis indicated that Emotion Work, Social Support and Emotional Intelligence predicted 29% of the variance in Work Engagement, 30% of the variance explained in Disengagement and 37% of the variance in Emotional Exhaustion. A multivariate analysis of variance (MANOVA) which was used to determine differences between the departmental, age, race, qualification, language and gender groups with regard to Emotion Work, Emotional Intelligence, Well-being and Burnout, indicated no statistical significant differences (p < 0,05). The results indicated a correlation between Emotional Intelligence, Emotion Work and Well-being factors. Emotional Intelligence factors predicted Work Engagement and Emotion Work predicted Emotional Exhaustion. Recommendations were made for the profession of client service work in small and medium enterprises, as well as for future research purposes. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Things develop quickly in today's internet-linked global economy and competition is intense. Speed, cost, and quality are no longer the trade-offs they once were. Today's consumers demand immediate access to high-quality products and services at a reasonable price. Thus, Managers are challenged to speed up the product creation and delivery cycle, while cutting costs and improving quality. Regardless of the size and purpose of the organisation and the technology involved, people are the common denominator when facing this immense challenge. Success or failure depends on the ability to attract, develop, retain, and motivate the employees. The human-resource employee is the drive behind all these voice-to-voice and face-to-face interactions, attempting to represent the emotions, attitudes, and behaviours required by the organisation. The objective of this research study was to determine the relationship between Emotion Work and Well-being among human-resource employees in the chrome industry. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A non-probability convenience sample was taken from human-resource employees in the chrome industry. The Utrecht Work Engagement Scale, Oldenburg Burnout Inventory, the Frankfurt Emotion Work Scales, Greek Emotional Intelligence Scale, Emotional Labour Scale, and Social Support Scale were used as measuring instruments. The data was analysed by making use of descriptive statistics, Cronbach alpha coefficients, factor-analysis, Pearson product-moment correlation coefficients, and multiple regression analyses of variance (multivariate analysis of variance and ANOVA), calculated using SPSS. Compared to the the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), all of the scales of the measuring instruments have normal distributions except for Engagement where the kurtosis was positively skewed. Compared to the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), the Cronbach alpha coefficient of all the constructs is considered to be acceptable. A factor analysis confirmed four factors of Emotion Work, consisting of Emotional Dissonance, the Display of Positive/Pleasant Emotions, the Display of Empathy, and the Display of Negative/Unpleasant Emotions. Emotional Intelligence also consists of four factors namely the Use of Emotion, Caring Empathy, the Control of Emotions, and Expression Recognition. Well- being consists of two factors namely Exhaustion and Engagement. Finally, Social Support consists of three factors Co-worker Support, Supervisor Support, and Family Support. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant. The Display of Positive/Pleasant Emotions and the Display of Empathy is positively related to Emotional Dissonance. The Display of Empathy is positively related to Emotional Dissonance as well as to the Display of Positive/Pleasant Emotions. The Display of Negative/Unpleasant Emotions is negatively related to the Display of Positive/Pleasant Emotions and the Display of Empathy. Exhaustion is negatively related to Engagement, the Use of Emotions, and the Control of Emotions. Engagement is positively related to Co-worker Support, the Use of Emotion as well as to the Control of Emotions. Family Support is positively related to both Supervisor Support and Co-worker Support. Supervisor Support is positively related to Co-worker Support. The Use of Emotion is positively related to Caring Empathy and the Control of Emotions. Caring Empathy is positively related to the Control of Emotions, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while it in turn is negatively correlated to the Display of Negative/Unpleasant Emotions. The Control of Emotions is negatively related to the Display of Negative/Unpleasant Emotions. Emotional Dissonance is positively related to both the Display of Positive/Pleasant Emotions and the Display of Empathy. Finally, the Display of Positive/Pleasant Emotions is positively related to the Display of Empathy. In a multiple regression analysis with Emotional Dissonance as dependant variable and with demographic variables, as independent variable a statistically significant model was produced. More specifically, 11% of the variance predicted in Emotional Dissonance was explained by gender, age and ethnicity. In a multiple regression analysis indicated that Emotional Intelligence (specifically the Use of Emotion), Emotion Work (specifically Emotional Dissonance), and Social Support (specifically Co-worker Support) predicted 31% of the total variance in Engagement. Emotional Intelligence (specifically the Use of Emotion and the Control of Emotions), Emotion Work (specifically Emotional Dissonance and the Display of Negative/Unpleasant Emotions), and Social Support (specifically Co-worker Support) predicted 43% of the total variance in Exhaustion A multivariate analysis of variance, which was used to determine differences between ethnic, age, and gender groups with regard to Emotion Work, indicated that participants in the African ethnic group experienced higher levels of Emotional Dissonance than participants in the White ethnic group. Female participants display higher levels of Emotional Dissonance, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while male participants experienced higher levels of the Display of Negative/Unpleasant Emotions. The age group of 42 to 51 experienced lower levels of Emotion Work owing to the experience of Emotional Dissonance, than participants in the age groups of 21 to 31, 32 to 41, and 52 to 66. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.

Blood glucose management in Type 1 diabetes is crucial in preventing several diabetic complications. Blood glucose management is a complex task requiring diabetics too carefully administer the correct dosages of insulin by taking their blood glucose levels, food consumption, exercise, stress, illnesses and several other factors into account. Improved bolus calculation greatly aids in controlling blood glucose levels within a tight range. This study investigates how the ets-concept (Equivalent Teaspoons Sugar-concept) can be used to develop products to calculate insulin boluses. A cellular phone based software application was developed to calculate insulin boluses using the ets-concept. This product was tested in a clinical trial. A blood glucose characterization procedure was also developed to characterize the blood glucose response of a Type 1 diabetic to carbohydrate ingestion and insulin administration. The characterization procedure was used during the clinical trial to characterize patients in order to customize the bolus calculation products for the specific diabetic user. / Thesis (Ph.D. (Mechanical Engineering)--North-West University, Potchefstroom Campus, 2006

Frontline client service workers are central to the service elements of any small and medium enterprise. People who have much customer or client contact are seen to be subject to stronger emotional display rules. These display rules may result in compromising the psychological and/or physical health of workers, because they often lead to a disturbing dissonance between felt emotions and the emotions one must exhibit. It is, therefore, of vital importance for service workers to exhibit Emotional Intelligence, which will enable them to manage both their own emotions and their interactions with other people. Their inability to do so may result in stress as well as physical and emotional exhaustion, also known as Burnout. The objective of this research was to determine the relationship between Emotion Work, Emotional Intelligence, Well-being and Social Support of client service workers within small and medium enterprises, A cross-sectional survey design was used. An availability sample was taken from small and medium enterprises employing client service workers in the Mpumalanga Province (N = 145). The Greek Emotional Intelligence Scale (GEIS), Frankfurt Emotion Work Scales (FEWS), Utrecht Work Engagement Scale (UWES), Oldenburg Burnout Inventory (OLBI) and Social Support Scale, as well as a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, inter-item correlation coefficients, Pearson product moment correlation coefficients, stepwise multiple regression analysis, and Multivariate analysis of variance (MANOVA) were used to analyse the data. Principal component analysis resulted in a one-factor solution for Engagement labelled Work Engagement, and a two factor solution for Burnout namely: Disengagement and Emotional Exhaustion. Regarding Social Support, a three factor model was extracted namely; Social Support - Co-worker, Social Support -Supervisor and Social Support - Family. A three factor model was extracted for Emotion Work namely: Emotional Dissonance, Display of Client Care and Extent of Client Interaction. A four-factor solution was extracted for Emotional Intelligence namely: Emotional Expression/Recognition, Use of Emotions to Facilitate Thinking, Control of Emotion as well as Caring and Empathy. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant, Disengagement was positively related to Emotional Exhaustion and negatively related to Emotional Expression/Recognition, Emotion Use to Facilitate Thinking and Work Engagement. Emotional Exhaustion was positively related to Emotional Dissonance and negatively related to Emotional Expression/Recognition. Emotional Dissonance was positively related to Display of Client Care, while Display of Client Care was positively related to Extent of Client Interaction, as well as Caring and Empathy. Emotional Expression/Recognition was positively related to both Emotion Use to Facilitate Thinking and Work Engagement. Emotion Control was positively related to Emotion Use to Facilitate Thinking, while it in turn was positively related to Work Engagement. Finally, Social Support from Co-workers was positively related to Social Support from Supervisors and Family, and Social Support from Supervisors was positively related to Social Support from Family. A multiple regression analysis indicated that Emotion Work, Social Support and Emotional Intelligence predicted 29% of the variance in Work Engagement, 30% of the variance explained in Disengagement and 37% of the variance in Emotional Exhaustion. A multivariate analysis of variance (MANOVA) which was used to determine differences between the departmental, age, race, qualification, language and gender groups with regard to Emotion Work, Emotional Intelligence, Well-being and Burnout, indicated no statistical significant differences (p < 0,05). The results indicated a correlation between Emotional Intelligence, Emotion Work and Well-being factors. Emotional Intelligence factors predicted Work Engagement and Emotion Work predicted Emotional Exhaustion. Recommendations were made for the profession of client service work in small and medium enterprises, as well as for future research purposes. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Things develop quickly in today's internet-linked global economy and competition is intense. Speed, cost, and quality are no longer the trade-offs they once were. Today's consumers demand immediate access to high-quality products and services at a reasonable price. Thus, Managers are challenged to speed up the product creation and delivery cycle, while cutting costs and improving quality. Regardless of the size and purpose of the organisation and the technology involved, people are the common denominator when facing this immense challenge. Success or failure depends on the ability to attract, develop, retain, and motivate the employees. The human-resource employee is the drive behind all these voice-to-voice and face-to-face interactions, attempting to represent the emotions, attitudes, and behaviours required by the organisation. The objective of this research study was to determine the relationship between Emotion Work and Well-being among human-resource employees in the chrome industry. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A non-probability convenience sample was taken from human-resource employees in the chrome industry. The Utrecht Work Engagement Scale, Oldenburg Burnout Inventory, the Frankfurt Emotion Work Scales, Greek Emotional Intelligence Scale, Emotional Labour Scale, and Social Support Scale were used as measuring instruments. The data was analysed by making use of descriptive statistics, Cronbach alpha coefficients, factor-analysis, Pearson product-moment correlation coefficients, and multiple regression analyses of variance (multivariate analysis of variance and ANOVA), calculated using SPSS. Compared to the the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), all of the scales of the measuring instruments have normal distributions except for Engagement where the kurtosis was positively skewed. Compared to the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), the Cronbach alpha coefficient of all the constructs is considered to be acceptable. A factor analysis confirmed four factors of Emotion Work, consisting of Emotional Dissonance, the Display of Positive/Pleasant Emotions, the Display of Empathy, and the Display of Negative/Unpleasant Emotions. Emotional Intelligence also consists of four factors namely the Use of Emotion, Caring Empathy, the Control of Emotions, and Expression Recognition. Well- being consists of two factors namely Exhaustion and Engagement. Finally, Social Support consists of three factors Co-worker Support, Supervisor Support, and Family Support. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant. The Display of Positive/Pleasant Emotions and the Display of Empathy is positively related to Emotional Dissonance. The Display of Empathy is positively related to Emotional Dissonance as well as to the Display of Positive/Pleasant Emotions. The Display of Negative/Unpleasant Emotions is negatively related to the Display of Positive/Pleasant Emotions and the Display of Empathy. Exhaustion is negatively related to Engagement, the Use of Emotions, and the Control of Emotions. Engagement is positively related to Co-worker Support, the Use of Emotion as well as to the Control of Emotions. Family Support is positively related to both Supervisor Support and Co-worker Support. Supervisor Support is positively related to Co-worker Support. The Use of Emotion is positively related to Caring Empathy and the Control of Emotions. Caring Empathy is positively related to the Control of Emotions, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while it in turn is negatively correlated to the Display of Negative/Unpleasant Emotions. The Control of Emotions is negatively related to the Display of Negative/Unpleasant Emotions. Emotional Dissonance is positively related to both the Display of Positive/Pleasant Emotions and the Display of Empathy. Finally, the Display of Positive/Pleasant Emotions is positively related to the Display of Empathy. In a multiple regression analysis with Emotional Dissonance as dependant variable and with demographic variables, as independent variable a statistically significant model was produced. More specifically, 11% of the variance predicted in Emotional Dissonance was explained by gender, age and ethnicity. In a multiple regression analysis indicated that Emotional Intelligence (specifically the Use of Emotion), Emotion Work (specifically Emotional Dissonance), and Social Support (specifically Co-worker Support) predicted 31% of the total variance in Engagement. Emotional Intelligence (specifically the Use of Emotion and the Control of Emotions), Emotion Work (specifically Emotional Dissonance and the Display of Negative/Unpleasant Emotions), and Social Support (specifically Co-worker Support) predicted 43% of the total variance in Exhaustion A multivariate analysis of variance, which was used to determine differences between ethnic, age, and gender groups with regard to Emotion Work, indicated that participants in the African ethnic group experienced higher levels of Emotional Dissonance than participants in the White ethnic group. Female participants display higher levels of Emotional Dissonance, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while male participants experienced higher levels of the Display of Negative/Unpleasant Emotions. The age group of 42 to 51 experienced lower levels of Emotion Work owing to the experience of Emotional Dissonance, than participants in the age groups of 21 to 31, 32 to 41, and 52 to 66. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.

Blood glucose management in Type 1 diabetes is crucial in preventing several diabetic complications. Blood glucose management is a complex task requiring diabetics too carefully administer the correct dosages of insulin by taking their blood glucose levels, food consumption, exercise, stress, illnesses and several other factors into account. Improved bolus calculation greatly aids in controlling blood glucose levels within a tight range. This study investigates how the ets-concept (Equivalent Teaspoons Sugar-concept) can be used to develop products to calculate insulin boluses. A cellular phone based software application was developed to calculate insulin boluses using the ets-concept. This product was tested in a clinical trial. A blood glucose characterization procedure was also developed to characterize the blood glucose response of a Type 1 diabetic to carbohydrate ingestion and insulin administration. The characterization procedure was used during the clinical trial to characterize patients in order to customize the bolus calculation products for the specific diabetic user. / Thesis (Ph.D. (Mechanical Engineering)--North-West University, Potchefstroom Campus, 2006

Nous souhaitons penser l’improvisation théâtrale « libre » dans une continuité de nature avec le théâtre à deux temps. L’improvisation théâtrale s’est en effet déterminée au cours des quarante dernières années comme un champ à part, avec son histoire et ses règles propres. En nous consacrant à l’improvisation « libre », nous considérons une improvisation qui ne fait pas intervenir a priori de structure d’ensemble, de règles formelles ou stylistiques, qui laisse aux improvisateurs la responsabilité de les déterminer eux-mêmes. Si ce type d’improvisation est courant en musique ou en danse, il reste rare ou ponctuel au théâtre. C’est à travers la notion d’acteur-créateur, telle que l’ont définie Alain Knapp et le Théâtre-Création, que nous la retrouvons. Ce groupe (Lausanne, 1968–1975) a été l’un des premiers en Europe à produire des spectacles improvisés sur des thèmes proposés parle public. Alain Knapp, en héritier de Brecht, nous aide à penser un acteur-créateur qui se distingue de l’improvisateur contemporain par son autonomie créatrice, et par l’attention qu’il porte à l’inscription de ses actes artistiques dans un contexte et une histoire. Revenant à aujourd’hui, nous réinvestissons cette notion d’acteur-créateur à travers celle de performativité. Un ensemble d’expériences et un laboratoire de recherche-action centré sur les perspectives (viewpoints) nous permettent de développer une conception pratique de l’improvisation comme étude d’un contexte par un répertoire. Enfin, ayant explicité quelle liberté est à l’oeuvre dans l’improvisation « libre »et comment la reconnaître, nous décrivons le continuum qui relie cette dernière à la représentation verrouillée. / We want to think of free-improvisation in theater in a continuity with traditional theatre. Theatrical improvisation has indeed grown over the last forty years as a separate field, with its ownrules and history. By dedicating ourselves to free-improvisation, we concentrate on an improvisation that does not involve a preconceived overall structure, or formal or stylistic rules, which leaves improvisers with the responsibility to decide them on the spot. Whereas common in music and dance, free-improvisation is rare or occasional in theatre. It is approached through the notion of actor-creator, as it was defined by Alain Knapp and the Théâtre-Création. This group (Lausanne,1968-1975 ) was one of the first in Europe to perform improvised plays on themes proposed by the audience. Drawing a lot from Brecht, Alain Knapp’s actor-creator has a creative autonomy and pay great detail to the way his artistic acts are inscribed in a given background and history.This distinguishes him from contemporary improvisers. Back to the present, we renew the notion of actor-creator through performativity. A set of experiments and a laboratory focused on Mary Overlie’s Viewpoints allow us to develop a practical approach to improvisation as a study of a context through a repertoire. Finally, having explained which idea of liberty is at work in free-improvisationand how to recognize it, we describe a continuum that connects it to set performances.

When portraying a character in a fictional world the actor is faced with many challenges. To circumvent these challenges, he must become congruent with the reality of the fictional world. In order to do so, the actor has to ‘believe’ in the circumstances of the unfolding scene and live ‘in the moment’. These external circumstances act as stimuli which the actor uses to create and consequently ‘believe’ in the environment that the character inhabits. However, the use of green screen technology in special effects limits or eliminates these stimuli and the external circumstances. Green screen is a technique used in film and television that allows the filmmaker to film an actor in combination with a green screen and then replace the ‘green’ with anything the filmmaker requires. This allows for compositing to occur and the filmed reality to be manipulated. However, this technology challenges the actor’s ‘belief’ and behaviour, thus affecting congruence with and the (photo)realism of the created fictional world. In a green screen environment the actor is challenged to imagine, experience and act in line with the circumstances of the fictional world that will replace the green screen, instead of the green environment in which he finds himself. One acting strategy that elicits imagination, action and feeling is Stanislavsky’s notion of the magic if. Accordingly, this dissertation proposes that this strategy can assist the actor in circumventing the challenges that arise when working with green screen technology. Stanislavsky developed his acting principles by observing human behaviour in an attempt to use the mind–body paradigm in circumnavigating the acting moment. The field of cognitive neuroscience has also investigated human behaviour and the mind–body paradigm and recent discoveries have increased understanding of the fields. These discoveries have validated the notion of the magic if and the components it incorporates. Yet, the discoveries surrounding the notion of the magic if and, subsequently, the increased understanding of the concept have not to date been applied to acting with green screen technology. It is therefore hypothesised that, by triangulating the challenges of ‘green screen acting’, the principles of the magic if and the knowledge gained from cognitive neuroscience, an acting strategy can be developed that will assist the actor in the green screen environment and thus create verisimilitude with the fictional world. This hypothesis has led to the theoretical development of explorations that will strengthen the skills the actor needs in order to apply the notion of the magic if; as well as an acting strategy to assist the actor when entering the green screen environment. / Dissertation (MA)--University of Pretoria, 2013. / gm2014 / Drama / Unrestricted

L’approche de la problématique des agirs via les tests projectifs en se penchant sur l’expression des défaillances narcissiques du sujet, propose, le plus souvent, une vision unitaire basée sur le mécanisme du recours à l’acte tel que définit par Balier. Nous proposerons de traiter cette question à partir d’une dimension plurielle différenciant deux types d’agirs : le recours à l’acte (Balier) et l’acting-out (Lacan). Nous présenterons une étude mixte, quantitative et qualitative, à partir de la comparaison de Rorschach et TAT administrés à 24 sujets. Notre analyse de ces deux formes d’agir portera principalement sur la capacité du sujet à pouvoir ou non se différencier de l’environnement. Le groupe recours à l’acte se caractérise par une continuité intérieur / extérieur et un transitivisme morbide expression d’une absence de constitution d’un soi différencié. Le groupe acting-out présente une problématique narcissique spécifique dans la validation du spéculaire par le symbolique. Les prises en charges thérapeutiques peuvent ainsi s’aider de ces résultats pour proposer des approches différentielles au sein desquelles les tests projectifs pourraient avoir une fonction pré-thérapeutique. / In the modern societies, the answer to the criminal act is a prison sentence. Due to the nature of certain acts, with this prison sentence, some court-ordered treatments (COT) (obligations and injunctions of treatments) have been added. Ethically, this law request and its social asking don’t exempt to think about the prisoner ‘asking, which is the trigger of psychotherapies. There is any retroactivity of the law and of pronounced sentence. For this research, the prisoners were selected on their own asking of care (the court-ordered treatments couldn’t applicate). The asking of the prisoners is therefore a criterion common to them (these prisoners). In this context, the acts have distinguished according to the mechanisms which have governed the nature of the act: recourse of act or acting out. Many experts agree on the existence of premature narcissistic failures. However, discussions persist on the nature of the act and on its aspect, either single dimension or multiple and complex dimensions (objective behavior, social consequences and underlying mechanisms ...). Yet all these theoretical models on narcissistic failures lean on the “recourse to act” as if there was only a simple nature to act.