J Health Organ Manag. 2014;28(4):548-61. doi: 10.1108/jhom-11-2012-0220.
Drawing on a previous study of organising processes and the construction of identity in a Swedish geriatric clinic, the impact of emotions is brought to the fore in the interpretation of power relations among professional groups. The purpose of this paper is to find a way to interpret emotions as discursively constructed in organising processes.
DESIGN/METHODOLOGY/APPROACH: A sequence of critical events is described where leading positions were negotiated at the clinic. Senior physicians and head nurses are highlighted as opposing forces in a struggle where envious emotions seemed to be a driving force in the political interplay. The empirical material in this paper comes from the previous study. It is a set of participant observations and parts of interviews that took place before and after the implementation of a new organisational plan for the clinic.
The envious and regressive undertone in the relationships between the actors made them act for egocentric reasons instead of creating new ways of collaborating and learning new leading roles. The power relations of the medical hierarchy were reproduced, which made new ways of relating threatening and difficult to achieve.
ORIGINALITY/VALUE: The results of the study confirm that people involved and perhaps in conflict with each other have to be able to, or get help to, make sense of their emotional experiences to employ them constructively. Otherwise they fall back into well-known patterns in order to feel secure. A vital part of learning in change processes is the support to individuals and groups in gaining emotional understanding of themselves and others. Leaders and managers who often are initiators of change ought to be aware of the importance of emotional support in change processes. If they are not, they are destined to be a part of the confusion and unable to lead or support their staff in change processes.
借鉴先前对瑞典老年病诊所组织过程和身份建构的研究，本文将重点探讨情感在解读专业群体之间权力关系中的作用。本文旨在找到一种方法，以便从组织过程的角度解读情感的话语建构。
设计/方法/途径：描述了一系列关键事件，在这些事件中，诊所对领导职位进行了协商。高级医师和护士长被突出为对立的力量，在这场斗争中，嫉妒情绪似乎是政治博弈的驱动力。本文的实证材料来自之前的研究。它是一组参与者观察和部分访谈的集合，这些观察和访谈发生在诊所实施新的组织计划之前和之后。
参与者之间的嫉妒和倒退的关系使他们出于自我中心的原因而行动，而不是创造新的合作方式和学习新的领导角色。医疗层级的权力关系被复制，这使得建立新的关系方式具有威胁性，难以实现。
原创性/价值：研究结果证实，参与其中的人，也许是相互冲突的人，必须能够或获得帮助，理解他们的情感体验，以便建设性地利用它们。否则，他们会退回到熟悉的模式中，以获得安全感。变革过程中学习的一个重要部分是为个人和团体提供支持，以帮助他们理解自己和他人的情感。变革的发起者——领导者和管理者，应该意识到情感支持在变革过程中的重要性。如果他们没有意识到这一点，他们注定会陷入混乱之中，无法领导或支持他们的员工进行变革。
