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Konsultchefer har en komplex arbetssituation på många sätt. De agerar både som chefer till sina konsulter och som en form av servicepersonal gentemot kundföretag. Just relationen mellan konsultchefer och kundföretag är ett relativt outforskat ämne och det är därför relevant att utforska vidare. Syftet med studien är därför att analysera och beskriva relationen mellan konsultchefer och kundföretag under rekryteringsprocessen, med fokus på kravprofilsarbetet och kandidatpresentationen. Vidare syftar studien till att beskriva vilka eventuella utmaningar som finns i relationen med fokus på kravprofilsarbetet och kandidatpresentationen och hur dessa eventuella utmaningar hanteras, samt få en djupare förståelse för konsultchefernas erfarenheter från samarbetet. Studien har en kvalitativ ansats, och metoden som använts är semistrukturerade intervjuer med sex konsultchefer som är verksamma inom Göteborgsområdet. De teoretiska utgångspunkterna i studien är huvudsakligen Karaseks och Theorells krav-kontroll-socialt stöd modell och Hochschilds teori om emotionellt arbete. Studiens huvudresultat visar att konsultcheferna i hög grad måste anpassa sig efter kundföretagens olika krav. Deras arbete kan i mångt och mycket liknas med andra serviceyrken. Samtidigt som det krävs en anpassning efter kundens förväntningar krävs det att konsultchefen står på sig i vissa frågor. Diskussionen visade flera intressanta aspekter; konsultcheferna utför dagligen emotionellt arbete på grund av organisatorisk press. Detta eftersom företagen behöver visa sig konkurrenskraftiga och vill göra kunderna nöjda. Konsultcheferna använde sig av både ytagerande och djupagerande som strategi för att upprätthålla en kundnöjdhet. Utifrån krav-kontroll-socialt stöd modellen visade det sig att konsultcheferna har ett flertal krav i arbetet. Kundföretagen styr i stor utsträckning över graden av kontroll konsultchefen har i utförandet av arbetet. Konsultcheferna nyttjar i relativt hög grad socialt stöd från omgivande kollegor för att enklare hantera kraven. / Consultancy managers have a complex work situation in many ways. They act both as managers to their consultants and as a form of service personnel towards client companies. The relationship between consultancy managers and client companies is a relatively unexplored subject, making it relevant to further investigate. The purpose of the study is therefore to analyze and describe the relationship between consultancy managers and client companies during the recruitment process, with a focus on the requirement profile and candidate presentation. Furthermore, the study aims to describe any potential challenges in the relationship, with a focus on requirement profile and candidate presentation, and how these challenges are addressed. Additionally, the study seeks to gain a deeper understanding of the consultancy managers' experiences from the collaboration. The study has a qualitative approach, and the method used is semi-structured interviews with six consultancy managers working in the Gothenburg area. The theoretical framework of the study is primarily based on Karasek and Theorell's demand-control-support model and Hochschild's theory of emotional labor. The main findings of the study show that consultancy managers have to adapt to the various demands of client companies to a high extent. Their work can be compared to other service professions in many ways. While there is a need to conform to customer expectations, consultancy managers also need to assert themselves in certain matters. The discussion revealed several interesting aspects; consultancy managers perform emotional labor on a daily basis due to organizational pressure. This is because companies need to demonstrate competitiveness and strive to satisfy customers. Consultancy managers employ both surface acting and deep acting as strategies to maintain customer satisfaction. Based on the demand-control-support model, it was found that consultancy managers face multiple demands in their work. Client companies have significant control over the level of control consultancy managers have in performing their work. Consultancy managers rely relatively heavily on social support from colleagues in order to better manage the demands.

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Title: The men we don’t see, and the women we can’t hear: A qualitative interview study about prostitution and human trafficking in hotel environment. This qualitative interview study aims to put a light on hotel staff’s experiences of how prostitution and human trafficking exist within their workplaces. We examine this on the basis of the Swedish policy ‘Hotellkurage’ as a crime prevention method in the hotel environment in Northern Sweden. The policy is built on the idea of civil courage and aims to include both hotel staff and hotel guests. Thematic analysis was used to collect data and code it to themes describing similarities, differences and patterns in the data. The theoretical framework for this thesis is based on the routine activity theory, the bystander effect, the emotional labor theory, and the halo effect within stereotypes. By interviewing six informants with different work positions we discovered that it seems to be hard for the hotel staff to intervene based on their gut feeling in situations involving violence. We also found that there is an underlying expectation on hotel staff to have knowledge about handling situations of prostitution and/or human trafficking, and cope with their personal emotions through out emotional labor. The role conflict of being service-minded and intervene in situations involving prostitution or human trafficking are severe. The organizational conditions, response from the management and the cooperation with local police seem to be crucial in order to use methods based on civil courage in hotel staff’s working environment. Hotel staff should be more educated and encouraged to act upon their gut feeling in situations involving prostitution and human trafficking. Finally, the study finds that stereotypes of perpetrators in prostitution and human trafficking usually don’t add up to the stereotypical view of a perpetrator due to their often common apperance. Also, the victims of prostitution and human trafficking are viewed in a stereotypical way, which leads to a higher risk of other vulnerable social groups not to be discovered in the hotel environment.

對服務業而言，服務人員的情感傳遞 (employee affective delivery, EAD)影響顧客觀感甚鉅，因此，如何提升員工情感傳遞，為學術界與企業界皆關切的議題。然而，過去研究雖認為知覺展示規則應能提昇員工情感傳遞，但其結果並不一致；此外，如何降低來自顧客的負面事件對員工情感傳遞的影響，在過去研究亦未深入探討。再者，過去探討員工情感傳遞的研究大多著重在個人層次，但服務人員實務上常以團隊的方式進行運作 (如：分店)，因此，本研究試圖以多層次研究的角度加以切入，探討團隊情感氛圍 (group affective tone)在其中扮演的角色。最後，本研究亦探究，團隊情感氛圍是否會干擾知覺展示規則與顧客負面事件與員工情感傳遞的關係、以及此干擾效果是否透過情緒勞動 (emotional labor)的中介而產生。 本研究樣本收集自美髮業58個設計師團隊，共計254個團隊成員 (含58位店長)。本研究以階層線性模式(hierarchical linear modeling)進行統計分析，結果發現，正、負向情感氛圍皆會干擾知覺展示規則與顧客負面事件對員工情感傳遞的關係，且上述干擾效果皆會透過深層演出的策略進而影響員工情感傳遞。另外，正向團隊情感氛圍亦能提升員工情感傳遞。 / Employee affective delivery (EAD) plays a vital role in enhancing customer satisfaction and retention. Although “how to increase EAD” has been a critical issue for both academic and practical fields, several research gaps remained in the EAD and emotional labor literature: (1) Although researchers have suggested that perceived display rules could enhance EAD, past empirical findings did not emerge a consistent pattern on this relationship; (2) Furthermore, past studies have rarely examined how to reduce the negative impacts of customer negative events on EAD; (3) Past studies in the EAD and emotional labor fields have mainly conducted at the individual level; whether the team context influences service workers’ EAD has been neglected. In order to fill these research gaps, this study intended to examine the role of group affective tone (GAT) on EAD using a multilevel perspective. In addition, this study also explored whether GAT moderated the relationships between perceived display rules/negative events and EAD, and whether these moderating effects were mediated by emotional labor. The sample is composed of 58 hair stylist teams and 254 team members (including 58 store managers). The hierarchical linear modeling analyses were conducted to test the hypotheses. The results showed that both positive group affective tone (PGAT) and negative group affective tone (NGAT) moderated the relationships between perceived display rules/negative events and EAD. Moreover, the above moderating effects were mediated by service employees’ deep acting. Finally, PGAT was positively related to EAD.

Tant au niveau de la littérature que des pratiques, ce n’est que récemment que la GRH considère la composante émotionnelle au travail (Allouche, 2012). Pourtant, le courant des Relations Humaines, et diverses disciplines distinctes de la GRH, ont intégré cette dimension depuis les années 1930. À partir des travaux de Weiss et Cropanzano (1996) en comportements organisationnels, de Salovey et Mayer (1990 et 1997) et de Gross (Gross 1998 et 2014 ; Gross & John, 2003) en psychologie, d’Hochschild (1998, 2003a et 2003b) et de Goffman (1959, 1969 et 1973) en sociologie, de recherches en GRH et sociologie du travail à propos du soutien social et des régulations sociales (Reynaud, 1988, 1997 et 2003 ; Ruiller, 2010), notre thèse exploite et combine une diversité de cadres théoriques, afin d’explorer les fonctions et les régulations des émotions au travail dans quatre métiers sujets à incidents émotionnels : policiers, urgentistes, enseignants en REP+ et téléconseillers en centre d’appels. À travers une étude de cas multiple au sein de ces secteurs, nous avons triangulé les données issues d’ethnographies, de 107 entretiens, et de documentations, afin d’analyser les cas de ces professionnels en primo contact avec un public, dans une optique comparative. D’une part, nous faisons émerger un modèle d’application managériale revisitant l’analyse des facteurs de RPS, et des préconisations managériales opérationnelles, ces apports intéressant la préservation de la santé de l’individu, et la qualité de service. D’autre part, nous introduisons un modèle théorique général de structuration du processus émotionnel au travail, intégrant le concept de « régulation émotionnelle collective ». Cet apport principal de la thèse, à la GRH, envisage les émotions à la fois comme des objets, des outils et des effets du travail, retentissant sur la santé de l’individu et sur la qualité du service. / At a theoretical as well as practical level, it is only recently that the emotional component of work has been taken into account by the HRM (Allouche, 2012). However, since the 1930s, the Human Relations movement and various disciplines distinct from HRM, have included this dimension. In order to examine the emotional functions and regulations of work through four different lines of work most prone to emotional incidents, such as police officers, emergency room staff, teachers in priority education zone, and call center operators, this PhD dissertation exploits and combines various theoretical frameworks. The latter are based on the research conducted by Weiss and Cropanzano (1996) in organizational behaviors, by Salovey and Mayer (1990, 1997) and Gross (Gross, 1998, 2014 ; Gross & John 2003) in psychology, by Hochschild (1998, 2003a, 2003b) and Goffman (1959, 1969, 1973) in sociology, and on studies about social support and social regulations in HRM and sociology of work (Reynaud, 1988, 1997, 2003 ; Ruiller, 2010).To analyze the cases of these professions that involve direct contact with the public from a comparative perspective, we have triangulated data from ethnographies, 107 interviews, and documentation, through a multiple case study within these sectors. On the one hand, we offer a managerial application model revisiting the analysis of the psychosocial factors, as well as operational managerial recommendations, as they help preserve both the professional’s health, and quality of service. On the other hand, we introduce a general theoretical model structuring the emotional process at work, that integrates the concept of "collective emotional regulation". This main contribution of the PhD dissertation to HRM, is that it views emotions as objects, tools and effects of work, which impact the individual’s health and the quality of service.

Denna intervjubaserade studie om emotionellt lönearbete hos skolkuratorer i Sverige visar att det emotionella lönearbetet präglas av olika normer för framträdanden och uttryck av känslor. Det emotionella arbetet är ett för skolkuratorn centralt verktyg för att upprätthålla känsloregler och sociala normer. Det emotionella lönearbetet används på olika sätt, genom ytagerande och djupagerande. Emotionellt lönearbete betraktas som en färdighet som kan förändras över tid, och som kan innebära en separation mellan privatperson och yrkesroll.  Hanteringen av andras känslor verkar som ett emotionellt lönearbete riktat mot den som bemöts. Auktoriteten som kurator ger möjligheter att agera som påminnare om känsloregler för andra. Arbetet innefattar bearbetningar av känslor personligen och med andra. Studien bygger på interaktionistiska och emotionssociologiska perspektiv från Arlie Russell Hochchild och Erving Goffman. Tillvägagångssättet baseras på fenomenologiska perspektiv. Med hjälp av ett målstyrt urval och semistrukturerade intervjuer har information inhämtats från fem skolkuratorer på svenska gymnasieskolor.

Syftet med studien är att undersöka hur förändringar inom kriminalvården påverkar kriminalvårdares arbetsvillkor och förutsättningarna för det emotionella arbetet.  Därför har vi lagt fokus på kriminalvårdens arbete som präglats av de förändringar som skett, både på arbetstid och privat. Därför har vi gjort en tydlig avgränsning gällande just kriminalvårdare, för att det är de som utför emotionellt arbete.  Vi har använt oss av en kvalitativ studie där vi har intervjuat åtta kriminalvårdare. För att hitta de respondenterna har vi kombinerat ett bekvämlighetsurval med ett målstyrt urval. Vi har använt oss av ett emotionssociologiskt perspektiv där vi utgår ifrån Arlie Hochschilds teori om emotionellt arbete. Vi har också använt oss av Lean production, just in time för att förstå förändringarna i organisationen samt Thomas J. Scheffs teori om sociala band och känslorna skam och stolthet som påverkar det sociala samspelet.  Arbetet som kriminalvårdare är en emotionellt krävande uppgift. Förändringarna inom organisationen har lett till en mer pressad arbetsmiljö som har påverkat arbetsvillkoren. Kriminalvårdare uppmärksammar de långa och intensiva arbetsdagarna som leder till trötthet och utmattning. Det har även märkt av en högre arbetsbelastning på sig själva och deras kollegor som har resulterat till flera sjukskrivningar och uppsägningar. / The purpose of this studie is to investigate how changes in prison affect the prison guards' conditions and the conditions for the emotional labor. Therefore have we focused on the prison guards' work, which is characterized by changes that have taken place that affects both working hours and privately. Therefore have we made clear demarcation regarding just prison guards, because it is them who performs emotional labor. We have used a qualitative study where we have interviewed eight prison guards. To find the respondents, we have combined a convenience selection with a goal-oriented selection. We have used an emotional sociological perspective where we start from Arlie Hochschild's theory of emotional labor. We have also used Lean production, just in time to understand the changes in the organization and Thomas J. Scheff's theory of social ties and feelings of shame and pride that affects social interactions. Working in a prison as a prison guard is a difficult emotional request. The changes within the organization have led to a more pressured work environment that has affected working conditions. Prison guards pay attention to the long and intense working days that lead to fatigue and exhaustion. It has also been noticed by a higher workload on themselves and their colleagues which has led to more sick leave and dismissals.