An Introduction to Codes and Coding Chapter Summary Purposes of the Manual What Is a Code? Codifying and Categorizing What Gets Coded? The Mechanics of Coding The Numbers of Codes Manual and CAQDAS Coding Solo and Team Coding Necessary Personal Attributes for Coding On Method Writing Analytic Memos Chapter Summary The Purposes of Analytic Memo-Writing What Is an Analytic Memo? Examples of Analytic Memos Coding and Categorizing Analytic Memos Grounded Theory and Its Coding Canon Analytic Memos on Visual Data First-Cycle Coding Methods Chapter Summary The Coding Cycles Selecting the Appropriate Coding Method(s) Overview of First-Cycle Coding Methods The Coding Methods Profiles Grammatical Methods Elemental Methods Affective Methods Literary and Language Methods Exploratory Methods Forms for Additional First-Cycle Coding Methods Theming the Data Procedural Methods After First-Cycle Coding Chapter Summary Post-Coding Transitions Eclectic Coding Code Mapping and Landscaping Operational Model Diagramming Additional Transition Methods Transitioning to Second-Cycle Coding Methods Second-Cycle Coding Methods Chapter Summary The Goals of Second-Cycle Methods Overview of Second-Cycle Coding Methods Second-Cycle Coding Methods Forms for Additional Second-Cycle Coding Methods After Second-Cycle Coding Chapter Summary Post-Coding and Pre-Writing Transitions Focusing Strategies From Coding to Theorizing Formatting Matters Writing about Coding Ordering and Re-Ordering Assistance from Others Closure Appendix A: A Glossary of Coding Methods Appendix B: A Glossary of Analytic Recommendations Appendix C: Field Note, Interview Transcript and Document Samples for Coding Appendix D: Exercises and Activities for Coding and Qualitative Data Analytic Skill Development References Index

The Coding Manual for Qualitative Researchers

Purpose – The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) modelDesign/methodology/approach – The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.Findings – The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.Originality/value – This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to i...

The job demands-resources model : state of the art

This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their wor...

https://www.jstor.org/stable/pdfplus/256287.pdf

Psychological Conditions of Personal Engagement and Disengagement at Work

The concept of hegemonic masculinity has influenced gender studies across many academic fields but has also attracted serious criticism. The authors trace the origin of the concept in a convergence of ideas in the early 1980s and map the ways it was applied when research on men and masculinities expanded. Evaluating the principal criticisms, the authors defend the underlying concept of masculinity, which in most research use is neither reified nor essentialist. However, the criticism of trait models of gender and rigid typologies is sound. The treatment of the subject in research on hegemonic masculinity can be improved with the aid of recent psychological models, although limits to discursive flexibility must be recognized. The concept of hegemonic masculinity does not equate to a model of social reproduction; we need to recognize social struggles in which subordinated masculinities influence dominant forms. Finally, the authors review what has been confirmed from early formulations (the idea of multiple...

/pdf/hegemonic-masculinity-rethinking-the-concept-25fvqghcjy.pdf

Hegemonic Masculinity Rethinking the Concept

The emerging field of emotion regulation studies how individuals influence which emotions they have, when they have them, and how they experience and express them. This review takes an evolutionary perspective and characterizes emotion in terms of response tendencies. Emotion regulation is denned and distinguished from coping, mood regulation, defense, and affect regulation. In the increasingly specialized discipline of psychology, the field of emotion regulation cuts across traditional boundaries and provides common ground. According to a process model of emotion regulation, emotion may be regulated at five points in the emotion generative process: (a) selection of the situation, (b) modification of the situation, (c) deployment of attention, (d) change of cognitions, and (e) modulation of responses. The field of emotion regulation promises new insights into age-old questions about how people manage their emotions.

http://www.elaborer.org/cours/A13/lectures/Gross1998.pdf

The emerging field of emotion regulation: An integrative review.

The Managed Heart: Commercialization of Human Feeling

The Managed Heart: Commercialization of Human Feeling.

This essay proposes an emotion-management perspective as a lens through which to inspect the self, interaction, and structure. Emotion, it is argued, can be and ofter is subject to acts of management. The individual often works on inducing or inhibiting feelings so as to render them "appropriate" to a situation. The emotion-management perspective draws on an interactive account of emotion. It differs from the dramaturgical perspective on the one hand and the psychoanalytic perspective on the other. It allows us to inspect at closer range than either of those perspectives the relation among emotive experience, emotion management, feeling rules, and ideology. Feeling rules are seen as the side of ideology that deals with emotion and feeling. Emotion management is the type of work it takes to cope with feeling rules. Meaning-making jobs, more common in the middle class, put more premium on the individual's capacity to do emotion work. A reexamination of class differences in child rearing suggest that middle-...

Emotion Work, Feeling Rules, and Social Structure

In this landmark study, sociologist Arlie Hochschild takes us into the homes of two-career parents to observe what really goes on at the end of the "work day." Overwhelmingly, she discovers, it's the working mother who takes on the second shift. Hochschild finds that men share housework equally with their wives in only twenty percent of dual-career families. While many women accept this inequity in order to keep peace, they tend to suffer from chronic exhaustion, low sex drive, and more frequent illness as a result. The ultimate cost is the forfeited health and happiness of both partners, and often the survival of the marriage itself.

The Second Shift: Working Families and the Revolution at Home

In this landmark study, sociologist Arlie Hochschild takes us into the homes of two-career parents to observe what really goes on at the end of the "work day" Overwhelmingly, she discovers, it's the working mother who takes on the second shift Hochschild finds that men share housework equally with their wives in only twenty percent of dual-career families While many women accept this inequity in order to keep peace, they tend to suffer from chronic exhaustion, low sex drive, and more frequent illness as a result The ultimate cost is the forfeited health and happiness of both partners, and often the survival of the marriage itself

Arlie Russell Hochschild

Papers

The Managed Heart: Commercialization of Human Feeling

The Managed Heart: Commercialization of Human Feeling.

Emotion Work, Feeling Rules, and Social Structure

The Second Shift: Working Families and the Revolution at Home

The Second Shift