Emotions in the Workplace: Research, Theory, and Practice

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Greenwood Publishing Group, 2000 - Business & Economics - 313 pages

Spanning a variety of disciplines, theories, and methods, the editors and the contributors to this uniquely cross- and interdisciplinary volume explore the factors that provoke emotions in the workplace, their effects, and how they should be managed. Among the propositions they examine are: emotions are not just effects in organizations but contribute to their structure; by examining emotions we learn more about certain organizational dynamics that may seem unemotional; the display of emotions may not be harmful; and leadership is actually about emotion management. An important, far-reaching exploration for specialists and academics in organizational behavior, psychology, and other fields in the social and behavioral sciences and for their executive counterparts in management.

The editors and their contributors start from the premise that organizations are emotional places, that they use emotions to motivate employees to perform and customers to buy. Using quantitative as well as qualitative methods, and theoretical as well as methodological approaches, they show how events in organizations create emotions--how it is that we come to experience a sense of satisfaction or outrage. They explore how our sense of organizational identity is connected to how we feel; how rules about the display of emotions act as organizing forces within organizations, creating organizational structure and shaping behavior; how emotions can harm employees, how they react to pressures to feel, and how emotions are essential to inspirational leadership. Not just for theoreticians and academicians, the volume is also a rich source of advice for organizational management and for those who wish to influence how management is practiced.

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Contents

Emotions in the Workplace Research Theory and Practice Zerbe
3
Organizational Behavior As Emotion Management
19
Affective EventsEmotions Matrix A Classification of Work Events and Associated Emotions
36
Doing Justice to Workplace Emotion
49
Commentary The Nature of Emotions in Organizations
63
EMOTIONS AS STRUCTURING FORCES IN ORGANIZATIONS
69
Powerful Emotions The Vicious Cycle of Social Status Positions and Emotions
71
Gendering Emotions Gendering Teams Construction of Emotions in Selfmanaging Teamwork
82
OUTCOMES OF EMOTIONS IN THE WORKPLACE
163
The Organizational Culture of a Street Kid Agency Understanding Employee Reactions to Pressures to Feel
165
Catching Fire Without Burning Out Is There an Ideal Way to Perform Emotion Labor?
177
Emotional Dissonance and Employee Wellbeing
189
Commentary Reconciling Research Findings
215
PARTY EMERGING RESEARCH AGENDAS
219
Transformational Leadership as Management of Emotion A Conceptual Review
221
The Importance of Job Characteristics to Emotional Displays
236

Commentary Emotions as an Organizing Principle
97
THE ROLE OF EMOTIONS IN HELPING TO UNDERSTAND ORGANIZATIONAL DYNAMICS
101
Owning Up or Opting Out The Role of Emotions and Identities in Issue Ownership
103
Affective Behavioral and Cognitive Acceptance of Feedback Individual Difference Moderators
130
Affective Reactions to Physical Appearance
141
Commentary Emotions as Mediators and Moderators
156
Shame and Work
250
Commentary Emerging Research Agendas
272
References
275
Index
305
About the Editors and Contributors
310
Copyright

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Page 6 - ... and these emotions themselves, being so strongly characterised both from within and without, may be called the standard emotions. Our natural way of thinking about these standard emotions is that the mental perception of some fact excites the mental affection called the emotion, and that this latter state of mind gives rise to the bodily expression. My...
Page 6 - Our natural way of thinking about these coarser emotions is that the mental perception of some fact excites the mental affection called the emotion, and that this latter state of mind gives rise to the bodily expression.
Page 22 - ... this is contemporary history nearly reduced in the eyes of the people. The" feeling of general insecurity which was caused by the chronic form wars were apt to take, by the constant menace of the dangerous classes, by the mistrust of justice, was further aggravated by the obsession of the coming end of the world, and by the fear of hell, of sorcerers and of devils. The background of all life in the world seems black. Everywhere the flames of hatred arise and injustice reigns. Satan covers a gloomy...
Page 27 - If the writer had been one of the workmen, and had lived where they lived, they would have brought such social pressure to bear upon him that it would have been impossible to have stood out against them. He would have been called "scab...
Page 277 - Greenwich, CT: JAI Press. Bies, RJ, & Shapiro, DL (1987). Interactional fairness judgments: The influence of causal accounts. Social Justice Research. 1, 199-218. Bies, RJ, & Shapiro, DL (1988).
Page 21 - Bad government, exactions, the cupidity and violence of the great, wars and brigandage, scarcity, misery and pestilence — to this is contemporary history nearly reduced in the eyes of the people. The feeling of general insecurity which was caused by the chronic form wars were apt to take, by the constant menace of the dangerous classes, by the mistrust of justice, was further aggravated by the obsession of the coming end of the world, and by the fear of hell, of sorcerers and of devils.

About the author (2000)

NEAL M. ASHKANASY is Professor of Management, Graduate School of Management, The University of Queensland, Australia. He has published widely in academic journals and is well known as the administrator of e-mail discussion groups in his various specialties, including leadership and organizational behavior. He is a corecipient, with Charmine Härtel, of an Australian Research Council grant for research into the role of emotions in the workplace.

CHARMINE E. J. HÄRTEL is Senior Lecturer in HRM and Organizational Behavior and Development, The University of Queensland. With more than 20 years' industry experience, her research and consultancies in the U.S. and Australia extend into the areas of emotions and cognition, intercultural relations, and the design, analysis, and implementation of human resource management activities. She is corecipient with Dr. Ashkanasy of an Australian Research Council grant and was a co-organizer of the first international conference on emotions in organizations.

WILFRED J. ZERBE is Associate Dean for planning and development, University of Calgary, Canada, and a professor of human resource management and organizational dynamics. He is active in executive development, serves on the faculty of Banff School of Advanced Management, and is a prominent contributor to the Management Leadership Program at Calgary. His research focuses on emotions in organizations and employee motivation and satisfaction.

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