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Dr. Barry says playing hard to get can backfire if you like a person, but they don't appear that into you. "This can further decrease both attraction and liking of who you are as a person," Dr ...
Appraisal: the emotional situation is evaluated and interpreted. Response: an emotional response is generated, giving rise to loosely coordinated changes in experiential, behavioral, and physiological response systems. Because an emotional response (4.) can cause changes to a situation (1.), this model involves a feedback loop from (4.)
A slow-burn relationship “takes an extended period of time to develop emotionally, relationally, or sexually,” says Tara Suwinyattichaiporn, PhD, a professor of relational and sexual ...
An emotional hangover refers to the symptoms associated with a prolonged state of emotional exhaustion, which might occur following a highly emotional event, traumatic event or a stressful conversation. or situation due to cognitive dissonance and emotional processing, that may last for hours or days. They can also arise following intense ...
Hedonic adaptation is an event or mechanism that reduces the affective impact of substantial emotional events. Generally, hedonic adaptation involves a happiness "set point", whereby humans generally maintain a constant level of happiness throughout their lives, despite events that occur in their environment.
“We’re often optimal when we’re not trying to be optimal,” says Slingerland. “And trying too hard actually leads to poorer outcomes than just relaxing; there’s a lot of modern ...
Mental toughness is a measure of individual psychological resilience and confidence that may predict success in sport, education, and in the workplace. [1] The concept emerged in the context of sports training and sports psychology, as one of a set of attributes that allow a person to become a better athlete and able to cope with difficult training and difficult competitive situations and ...
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]