Research shows that there is an increasing number of international students studying in universities and colleges in Canada, with China a top source country of international students. However, Chinese students’ experience studying in Canada has been rarely researched. Taking University of Ottawa as a case, this study explores the experience of Chinese students in terms of their relationships with instructors through a relational communication lens. Semi-structured in-depth interviews were conducted with Chinese first year students studying at the University of Ottawa to explore their experience of student-instructor relationships, to understand their overall experience of the student-instructor relationship, to identify the contributors and hindrances to the development of positive student-instructor relationships, and to explore the impact of such relationship on the students. Findings indicate that Chinese students experience different education and acculturation which influences their overall experience of student-instructor relationships. Teacher immediacy, rapport and classroom justice are factors that affect the development of such relationships, whose impact include both academic and social outcomes.

Anger is considered a basic emotion, evoked typically by something that interferes with the person's execution of plans or attainment of goals, as well as the perception of harm and unfair circumstances or behavior (Shaver, Schwartz, Kirson, & O'Connor, 1987). Research examining anger is largely focused on negative individual and organizational outcomes, such as raised blood pressure and heart disease, decreased productivity, reduced job satisfaction and increased job stress, and aggressive responses (Geddes & Callister, 2007; Gibson, Schweitzer, Callister, & Gray, 2009). However, the paradoxical nature of anger--having the capacity of both negative and positive consequences--is increasingly acknowledged by influential scholars (Geddes & Callister, 2007; Gibson & Callister, 2010; Miron-Spektor & Rafaeli, 2009). For instance, both theory and data point out that anger expression can have important adaptive functions such as signaling that goals are blocked, communicating to others that their actions are viewed as threatening, and mobilizing protective actions when dealing with a perceived threat (Averill, 1983; Izard, 1993; Tafrate, Kassinove, & Dundin, 2002). In addition, most research on consequences of anger expression in the workplace focuses on individuals' characteristics and the intensity of the expression of anger. This focus, however, doesn't capture the significant social components of emotions including how their expression shapes the emotions, thoughts and behaviors of others (Hareli & Rafaeli, 2008; Parkinson, Fischer, & Manstead, 2005). The goal of this dissertation is to advance understanding of the complexity of workplace anger expression, focusing specifically on outcomes and social components of emotions. To do this, the dissertation proposes a Model of Workplace Anger Response Cycles (WARC). The model shows that the outcomes of anger expression are influenced by the interaction of the expresser and a social partner and the context where this interaction occurs--e.g. organizational culture, emotional climate, and anger expression tolerance. In addition, the model proposes that these interactions form emotional cycles and identifies factors that affect the association of anger expression and its positive or negative outcomes, namely, intensity of the message, characteristics of the individuals involved and their relationship. Given the complexity and number of variables included in the WARC model, only some were studied empirically for this dissertation. The empirical study reported here involved collection of data from full and part time employees (n=177) through on-line surveys, which were analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The results show the salience of relationship quality, observer response, power, and gender in the explanation of outcomes of anger expression in the workplace. In particular, results support existing evidence that female expressions of anger are negatively judged compared to those by male (e.g., Brescoll & Uhlmann, 2008; Gibson, Schweitzer, Callister, & Gray, 2009; Lewis, 2000). Furthermore, findings indicate that even in organizations where anger expressions are more accepted, in general, expressions of anger by females are less welcome than those from males. Additionally, this study provides further evidence that when anger is expressed to a lower power individual, results are more positive--i.e., anger feelings are reduced and problematic situations improve--than when anger is expressed to a higher power individual (Fitness, 2000; Kuppens, Van Mechelen, & Meulders, 2004; Van Kleef & Côté, 2007). Finally, findings of this study show that relationship quality among the interactants is critical to explain the outcomes of anger expression. Furthermore, results show that relationship quality effects are partially mediated by observer response, and moderated by zone of anger tolerance. Thus, results confirm the underlying general hypothesis of this work, that emotional experiences and consequent related interactions are strongly tied to context characteristics. Therefore, to truly understand this type of phenomena and be able to predict results, consideration of multi-level variables must be integrated to the analysis. / Business Administration/Human Resource Management

While a substantial body of research has documented how consumers' levels of progress, in general, influence their motivation in goal pursuit, the changes in the determinants of motivation in different stages of goal pursuit and their impact on consumers' self-regulation remain largely unexplored. Specifically, what are the factors consumers focus on when they first start to pursue a goal versus when they are approaching the end point of the pursuit? My dissertation explores this important question from three different angles: the perceived velocity, the mental representation of progress level, and the perceived closeness with others who are pursuing the same goal. Through three essays, we found that when people first begin to pursue a goal and the attainability of the goal is a concern, they are motivated by a fast speed of progressing, tend to exaggerate the progress they have made so far, and seek companionship from others who are pursuing the same goal, to enhance the belief that the goal is indeed attainable. However, once they reach the advanced stage of the pursuit and the attainability of the goal is relatively secured, they switch to focus on the remaining discrepancy and seek to reduce this gap in a timely manner; therefore, in this advanced stage of the pursuit they are conversely motivated by a slow speed of progressing, tend to downplay the progress they have made to exaggerate the remaining discrepancy that still needs to be completed, and such intense progress monitoring also leads to competitiveness against others who are pursuing the same goal as them. / text

Coordination is a vital component in health care provision and teamwork. The need for better coordination is particularly prominent in outpatient setting where patients assume the primary responsibility to follow-up on their own health care, especially when treatment is complex and lengthy in duration. Relational coordination represents a type of informal coordination process reinforced by communication and supportive relationships. This concept has been associated with enhanced interprofessional team performance, including patient care outcomes. This study aimed to examine the theoretical underpinnings of relational coordination in the outpatient setting using social capital theory. It was hypothesized that social capital, resources embedded within network of relationships, would predict relational coordination. Additionally, social capital was hypothesized to be predicted by team tenure; and relational coordination was hypothesized to be predicted by formal coordination mechanisms. A non-experimental, cross-sectional survey design was used to examine the relationship between social capital and relational coordination. Participants (N=342) were physicians and nurses recruited from outpatient clinics in two University affiliated hospitals. Study surveys were sent to 501 nurses and 187 physicians with follow-up reminders sent at three, five and seven weeks after the initial distribution of surveys. The overall response rate was 49.71%. Study variables were measured using previously validated instruments with acceptable levels of reliability and validity. Structural equation modeling (SEM) was used for hypothesis testing. Final analysis revealed good fit of data to the hypothesized model (Chi-square=383.38, df=177, p<0.001; CFI=0.966; RMSEA=0.060; SRMR=0.0316). SEM revealed that social capital predicted both factors of relational coordination [communication (β=0.70, p<0.001); supportive relationship (β=0.81, p<0.001)], and team tenure predicted social capital (β=0.13, p<0.05). In addition, the association between team tenure and relational coordination (β=0.09, p<0.05) was found to be partially mediated by social capital. Findings of this study suggested that characteristics within relational ties are predictive of informal coordination. Administrators may facilitate teamwork through team building initiatives that foster these relational qualities, such as trust and shared language. Future research can further investigate the association between social capital and relational coordination in other health care settings, as well, in larger teams involving health care professionals in addition to physicians and nurses.

This study examined associations between attachment styles, relational aggression and victimization, and sexual behavior in the context of romantic relationships during emerging adulthood. The sample included 306 college students attending an urban university in the southeastern United States. Multiple regression analyses indicated that individuals with dismissive and fearful attachment reported higher levels of relational aggression, and individuals with fearful and preoccupied attachment reported higher rates of relational victimization as compared to those with secure attachment. Neither relational aggression nor relational victimization accounted for a significant portion of the variance in sexual behaviors. However, significant three-way interactions were found that indicated dismissive and secure attachment style, as compared to other attachment styles, moderated associations between relational victimization and sexual behavior and that the strength of these relations differed by gender. These findings highlight the complexity of these interrelations and have important implications for prevention and intervention efforts.

Although the scientific study of forgiveness has flourished in recent years, the study of the effects of culture on forgiveness has been minimal. The present thesis reviews the literature examining the effects of individualism and collectivism on forgiveness. In Study 1, four scales are created that are hypothesized to relate to the study of culture and forgiveness. Evidence for the reliability and validity of these scales are presented. In Study 2, the effects of individualism and collectivism are empirically tested. Collectivistic forgivers understand forgiveness within the context of reconciliation, social harmony, and relational repair. Collectivistic forgiveness primarily involves a decision to forgive, but this decision often does not result in the reduction of negative emotions associated with unforgiveness.

This study examined emotional labor as a potential source of stress for nursing students, as nursing students' performance of emotional labor may impact their working lives in important ways. Participants were 107 undergraduate and graduate nursing students enrolled in a large southeastern university who completed the Discrete EmotionsEmotional Labor Scale (DEELS; Glomb & Tews, 20041, the Student Nurse Stress Index (SNSI; Jones & Johnston, 1999), the Job Descriptive Index (JDI; Balzer et al., 20001, and the Job in General (JIG; Balzer et al., 2000) scales. Two sub-samples of nursing students were identified, one of which held a registered nurse license (seasoned group; N = 54), and the other which had no previous clinical training in nursing (unseasoned group; N = 53). First, it was hypothesized that frequency of faking emotions and suppressingemotions would predict stress and satisfaction levels for the overall sample. A second hypothesis explored if seasoned nursing students engaged in higher frequencies of faking and suppression of emotion when performing clinical nursing work. Results indicated that frequency of faking emotion was negatively correlated with student nursing stress overall, and also nursing stress about interface worries. Hierarchical regression analyses revealed that faking emotion and suppression emotion while engaged in clinical nursing work were significant predictors of overall nursing student stress. In addition, faking and suppressing emotion were significant predictors of stress related to the balance of personal and professional life. However, use of emotional labor strategies did not predictstress related to personal problems, or satisfaction with either work or the job in general. Furthermore, no differences were found with regard to frequencies of faking and suppressing emotion when seasoned and unseasoned students were compared. Other findings included that clinical nursing experience was positively related to genuine expression of emotion. In addition, students reported both high levels of stress with school and high levels of satisfaction. Students suppressed emotion while engaged in clinical work more frequently than they faked emotion. Overall, results of the present study suggested a link between nursing student performance of emotional labor strategies and their stress levels.

Muito se fala sobre as mudanças ocorridas na forma de se enxergar a carreira dos indivíduos, nas últimas décadas. Enquanto a carreira no passado era caracterizada pela mobilidade linear e ascendente, dentro de uma ou poucas organizações, atualmente a carreira vem se tornando cada vez mais sem fronteiras, marcada por transições mais frequentes dentro e fora das organizações. Devido às mudanças surgem necessidades individuais pelo aprendizado contínuo, pela busca do autoconhecimento, pela obtenção de informações e pela gestão da própria carreira, sendo as redes sociais de desenvolvimento aceleradoras do desenvolvimento individual. As redes sociais de desenvolvimento podem ser entendidas como múltiplas relações de apoio ao desenvolvimento, em qualquer momento da carreira, de dentro ou fora das organizações, independentemente da hierarquia. Entre os vários tipos de redes está o mentoring, entendido como uma relação de desenvolvimento entre duas pessoas, na qual o mentor apoia o protegido em seu desenvolvimento. O mentor é aquele que conduz o protegido e é também conduzido na busca da realização total, por meio do provimento de altos apoios de carreira e psicossociais. Embora os estudos acadêmicos sobre mentoring tenham se iniciado há mais de três décadas, a maior parte das pesquisas ainda possui como foco o recebedor dos apoios, entendido como protegido. Todavia, sabe-se que a outra parte da relação, o mentor, é essencial para a existência e para a qualidade do processo de mentoring. Devido à importância do mentor para o desenvolvimento de carreira e à lacuna de estudos sobre esse desenvolvedor, procurou-se responder à seguinte questão: \"Qual é a percepção do mentor sobre a relação de mentoring?\". O público-alvo foram mentores apontados por indivíduos em posições de gestão de pessoas nas empresas, sendo 12 entrevistas realizadas. O estudo foi exploratório, qualitativo e as técnicas de investigação e de análise utilizadas foram a entrevista e a análise de conteúdo, respectivamente. Quanto aos resultados encontrados, observaram-se os apoios do mentor focados no bem-estar de outros, indicando a presença do valor cultural da autotranscendência nas razões para desenvolver do mentor e na percepção das recompensas recebidas por eles. Acredita-se, assim, em uma possível relação entre valores culturais e a percepção do mentor sobre a relação de mentoring. Além disso, foi verificada a preferência dos mentores por protegidos com altas capacidades, levando à reflexão questões sobre o processo de identificação e de similaridade entre as partes. Finalmente, ressalta-se a relação entre o conceito de mentor adotado neste trabalho e o valor da autotranscendência, uma vez que, ao oferecer apoios de carreira e psicossociais, o mentor estimula o outro e é também estimulado na busca do desenvolvimento total da personalidade, da auto-realização e do tornar-se si mesmo. / Many studies have addressed the different perceptions that career has gained over the last decades. While in the past, the career was characterized by the ascending linear mobility, within the organizations, nowadays it has progressively changed to a boundaryless career. As such, it is characterized by more frequent transitions inside and outside the organizations. Because of that, the need for continuous learning, self-assessment, information and career management arose. In this scenario, the developmental networks are promoters of the individual development. The developmental networks perspective can be understood as the relations that support the development of the person, emerging from within or without the organizations with the participation of several hierarchical levels and multiple relationships, at the same time and at any moment of the career. One particular type of developmental network is mentoring, which is a developmental relationship between two individuals, in which the mentor leads the protégé through his self-fullfiment process. Mentoring involves career and psychosocial supports, and the mentor is defined as the individual who has offered high amounts of both, as perceived by the protégé. The former helps the latter in the process of self-fulfillment. Although academic research on mentoring has begun few decades ago, the vast majority is focused on the receiver\'s perspective, i. e., the protégé. However, it is known that the mentor is an essential player for both the quality and even the existence of the mentoring relationship. Given its key role and the lack of studies addressing this developer, this work addresses the question: \"What is the mentor\'s perception in the mentoring relationship?\". The dataset was composed by 12 mentors appointed by individuals in management level inside organizations. This is a qualitative exploratory study, in which the technique used was interviews and content analysis. Results show (1) the prevalence of self-transcendence as driver of the mentors\' development actions and (2) preference by mentors for high qualified protegés. Thus, we could hypothesize the association between cultural values and mentor\'s perception about the mentoring relationship and the importance of similarity and identification process in protegé\'s selection. Finally, we could verify the association between the mentor\'s concept adopted for this study and the cultural value of self-transcendence.

FundaÃÃo de Amparo à Pesquisa do Estado do Cearà / FundaÃÃo Cearense de Apoio ao Desenvolvimento Cientifico e TecnolÃgico / O tema da pesquisa foi a avaliaÃÃo do ensino/aprendizagem das competÃncias interpessoais na formaÃÃo do psicÃlogo em cursos de graduaÃÃo de Fortaleza/CE. A histÃria da formaÃÃo do profissional de Psicologia no Brasil se desenvolveu em paralelo com a prÃpria consolidaÃÃo do ofÃcio em profissÃo. Com o tempo, aprofundou a transposiÃÃo didÃtica desde as prÃticas e inclu-iu as competÃncias como objetivo de formaÃÃo nos cursos de graduaÃÃo por meio das diretrizes curriculares nacionais para cursos de graduaÃÃo em Psicologia, ao lado dos tradicionais saberes e habilidades. Dentre elas, destacam-se as competÃncias interpessoais tanto por serem impres-cindÃveis para a maioria das formas de atuaÃÃo do psicÃlogo quanto porque elas produzem difi-culdades educacionais, uma vez que contrariam os objetivos tradicionais e as formas clÃssicas de conduzir o ensino-aprendizagem. Soma-se a isso a imprecisÃo das definiÃÃes de competÃncia pelas teorias educacionais, o desgaste em seu uso produzido pelas perspectivas divergentes e a profunda carÃncia de estudos acerca de como se deve avaliÃa-las, sobretudo no curso de Psico-logia, em que sÃo objetivo de formaÃÃo central. Diante desse contexto, delimitou-se como obje-tivo geral: esclarecer a forma como professores de cursos de Psicologia da cidade de Fortale-za/CE avaliam o desenvolvimento das competÃncias interpessoais dos estudantes de graduaÃÃo em Psicologia no contexto da transposiÃÃo didÃtica das diretrizes curriculares nacionais para os cursos de psicologia. Como objetivos especÃficos, pretendeu-se identificar as compreensÃes de competÃncias interpessoais e avaliaÃÃo que fundamentam o trabalho avaliativo dos professores, esclarecer as relaÃÃes entre as formas de avaliaÃÃo vividas no processo de ensino-aprendizagem nos cursos de graduaÃÃo em Psicologia e as concepÃÃes educacionais vinculadas aos objetivos contemporÃneos de formaÃÃo e identificar respostas inovadoras e dificuldades vividas pelos docentes em suas prÃticas. A fundamentaÃÃo teÃrica teve como cerne as produÃÃes de Philip-pe Perrenoud sobre avaliaÃÃo, competÃncias e pedagogia diferenciada, amparado pela epistemo-logia reflexiva de John Dewey e Donald SchÃn. O mÃtodo escolhido foi a entrevista compre-ensiva com professores, admitindo a intencionalidade como critÃrio de inclusÃo. Foram grava-das e transcritas dez entrevistas com professores psicÃlogos. Em seguida, as entrevistas foram interpretadas de acordo com o mÃtodo hermenÃutico-fenomenolÃgico derivado da filosofia de Paul Ricoeur. Esse mÃtodo exige uma compreensÃo inicial e mais espontÃnea seguida de uma explicaÃÃo, fundamentada em uma teoria genÃtica e/ou estrutural e concluÃda por meio de uma nova compreensÃo. Diante da falta de uma teoria educacional apropriada para a explicaÃÃo do desenvolvimento das competÃncias interpessoais, recorreu-se à Psicologia AnalÃtica de Jung para complementar o suporte teÃrico. Os resultados foram organizados em sete eixos significa-tivos relacionados Ãs concepÃÃes e prÃticas avaliativas de competÃncias interpessoais relatados pelos professores: avaliaÃÃo, avaliaÃÃo reguladora, competÃncias, prÃtica reflexiva, desenvol-vimento formal das competÃncias interpessoais, critÃrios para a avaliaÃÃo reguladora, praticum e ensejo de experiÃncias, desafios para a regulaÃÃo e diferenciaÃÃo das prÃticas e insatisfaÃÃo com as prÃticas atuais. A anÃlise permitiu compreender e demonstrar que os professores exercitam prÃticas bastante refinadas de avaliaÃÃo reguladora em seu ofÃcio. Tais prÃticas, todavia, se fun-dam sobretudo em concepÃÃes e metas traÃadas de modo individual e informadas pelos saberes e competÃncias de profissÃo. Hà uma distÃncia, pois, entre as prÃticas dos professores e o saber pedagÃgico, o que produz uma sÃrie de dificuldades como frustraÃÃes, cansaÃo, falta de oportu-nidades, inibiÃÃo das prÃticas reguladoras e um sentimento de insatisfaÃÃo com o trabalho cole-tivo da formaÃÃo. Foi apresentada como resultado a possibilidade de que as ferramentas referi-das pelos professores possam auxiliar em uma mudanÃa do planejamento pedagÃgico e, ao mesmo tempo, receber da ciÃncia da educaÃÃo um contributo para seu exercÃcio.

Samhället har höga förväntningar på både en god patientsäkerhet och vårdkvalitet. För att uppnå en god personcentrerad och patientsäker hälso- och sjukvård måste samverkan ske på ett interpersonellt plan. Icke-verbal kommunikation är viktig för att upprätthålla en säker vård eftersom den utgör mellan 55 och 97 procent av vår kommunikation, och anses vara mer inflytelserik än verbal kommunikation.Syftet med examensarbetet var att beskriva dels hur icke-verbal kommunikation ser ut dels undersöka effekten i en vårdkontext. En litteraturöversikt har genomförts där tretton artiklar med kvantitativ ansats har använts och analyserats enligt Polit och Becks niostegsmodell för att skapa en överblick av kunskapsläget.Resultatet visade flertalet effekter som bland annat ökad patientnöjdhet, empati, dämpad oro, subjektiv smärtupplevelse, omtänksamhet och förståelse. Bemötande kan tolkas på olika sätt och det är därför viktigt att som sjuksköterska förstå att även små icke-verbala uttryck, medvetna som omedvetna, kan leda till missförstånd. Det är viktigt att man som sjuksköterska informera sig om varje patient för att lättare förstå hur icke-verbal kommunikation kan förmedlas och tydas. / Society has high expectations for both good patient safety and quality of care. In order to achieve a good person-centered and patient-safe health care, collaboration must take place on an interpersonal level. Non-verbal communication is important for maintaining a safe care as it represents between 55 and 97 percent of our communication, which is considered more influential than verbal communication.The purpose of the thesis was to describe how non-verbal communication is performed and examine the effect in a care context. A literature review has been carried out where thirteen articles with a quantitative approach have been used and analyzed according to Polit and Beck's nine-step model to create an overview of the state of knowledge.The result showed several effects such as increased patient satisfaction, empathy, subdued anxiety, subjective pain experience, thoughtfulness and understanding. Treatment can be interpreted in different ways and it is therefore important that as a nurse understand that even small non-verbal expressions, conscious as unconscious, can lead to misunderstandings. It is important that nurses inform themselves about each patient in order to more easily understand how non-verbal communication can be conveyed and interpreted.