Psychology Commons^™

The Interpersonal Effects Of Emotional Expressions With Both And Single Valences On Work-Related Satisfaction: An Examination Of Emotions And Perceived Openness As Mediators, Ming-Hong Tsai

Research Collection School of Social Sciences

Work-related satisfaction has critical benefits. To predict work-related satisfaction, we investigated how a counterpart’s expressions of emotional complexity (both positive and negative emotions), positive emotions, and negative emotions influenced a perceiver’s work-related satisfaction during discussions over different work-relevant ideas. We conducted a three-wave coworker survey (N = 529) and an experiment with a confederate as a task partner (N = 378). The results consistently showed significant positive impacts of a counterpart’s emotional complexity and positive emotion expressions on a perceiver’s work-related satisfaction by enhancing the perceiver’s positive emotions and evaluation of the counterpart’s openness. Conversely, a counterpart’s negative emotion expression …

Fuelling Effects Of Unique Opinion Holder’S Emotions On Team Creativity: A Collective Information Processing Perspective, Hui Si Oh

Dissertations and Theses Collection (Open Access)

Building on past studies that have found positive influence of minority member on team creativity, this research examined an underexplored yet crucial topic of a unique opinion holder’s happy and anger emotions on team creativity. Using a collective information processing perspective, this study examined whether the expression of anger and happiness would be beneficial for team creativity by spurring team members to respond qualitatively differently to each other’s ideas during the discussion. Additionally, this study examined whether the influence of a unique opinion holder’s emotions on team creativity through information-processing pathways would depend on individual members’ working memory capacities. Three …

Understanding Emotions In The Workplace: A Critical Examination Of The Role Of Emotions In Justice And Negotiation, Annika Hillebrandt

Theses and Dissertations (Comprehensive)

The central role of emotions in organizations, once underrecognized and underappreciated by organizational scholars, has attracted a great amount of research interest in recent years. Despite this important development, I argue that a number of critical questions have remained unaddressed, which limits our ability to predict the outcomes of emotions for individuals and organizations as well as describe employees’ subjective experiences at work. In this dissertation, I contribute to the understanding of the role of emotions in the workplace by identifying critical gaps in the emotions literature, integrating theories from different literatures to address these gaps, empirically comparing the interpersonal …

Getting Old At The Top: The Role Of Affective Abilities And Leadership Role Characteristics In The Relationship Between Age And Leadership Behaviors, Greg Thrasher

Wayne State University Dissertations

Leadership behaviors and the outcomes they foster have historically been a central issue to organizational researchers and practitioners alike. Interestingly, though, as the workforce continues to age, research on leadership from a lifespan perspective has been surprisingly rare. The current dissertation aims to address this gap in the literature through two main contributions. First, the main effect of age on the dimensions of task, relational, and change-oriented leadership behaviors is examined. Second, I examine how characteristics of leadership roles interact with of age-related changes in affective abilities in the relationship between age and leadership behaviors. Results suggest that there is …

Guilt By Design: Structuring Organizations To Elicit Guilt As An Affective Reaction To Failure, Vanessa K. Bohns, Francis K. Flynn

Vanessa K. Bohns

In this article, we outline a model of how organizations can effectively shape employees’ affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect following performance failures—instead, we propose that they encourage a more constructive form of negative affect (guilt) instead of a destructive one (shame). We argue that guilt responses prompt employees to take corrective action in response to mistakes, while shame responses are likely to elicit more detrimental effects of negative affect. Further, we suggest that organizations can play a role in influencing employees’ discrete emotional reactions to the benefit of both …

Anticipated Regret In Time-Based Work-Family Conflict, Jessica Bagger, Jochen Reb, Andrew Li

Research Collection Lee Kong Chian School Of Business

The primary purpose of this research was to investigate the role of anticipated regret in time-based work-family conflict decisions.

A total of 90 working parents responded to a decision making problem describing a time-based conflict between a work event and a family event. Participants' preference for which event to attend constituted the dependent variable. Independent variables were participants' work and family centralities. Anticipated regret for choosing the work option and anticipated regret for choosing the family option were measured as hypothesized mediators.

Structural equation modeling revealed that anticipated regret for choosing the family option mediated the relationship between work centrality …

Professional Hurt: The Untold Stories, Ruby Macksine Brown

Antioch University Dissertations & Theses

The purpose of this study is to examine professional hurt across the public services of the Commonwealth Caribbean with a view toward creating what could probably be the first body of knowledge that will offer insights into its nature and relationship with the practice of leadership. The study also sought to explore an understanding of professional hurt that could inform the design of leadership development programs to help develop leaders who can navigate or avoid hurt. I utilized the biographical research approach to access the lived experiences of 20 public sector leaders across 9 independent Commonwealth Caribbean islands. Narrative thematic …

Emotion Regulation In Workgroups: The Roles Of Demographic Diversity And Relational Work Context, Eugene Kim, Devasheesh P. Bhave, Theresa M. Glomb

Research Collection Lee Kong Chian School Of Business

Drawing on the social identity perspective, we investigate the cross-level relationship between demographic diversity in workgroups and emotion regulation. We propose that age, racial, and gender diversity in workgroups relate positively to emotion regulation because of demography-related in-group/out-group dynamics. We also examine the moderating role of the relational work context, specifically task interdependence and social interaction, on the relationship between demographic diversity and emotion regulation. Results from a sample of 2,072 employees in 274 workgroups indicate that working in a group with greater age diversity is positively related to an employee's emotion regulation. Results suggest the operation of the age …

Envy As Pain: Rethinking The Nature Of Envy And Its Implications For Employees And Organizations, Kenneth Tai, Jayanth Narayanan, Daniel J. Mcallister

Research Collection Lee Kong Chian School Of Business

Although envy has been characterized by resentment, hostility, and ill will, researchers have begun to investigate envy's benign manifestations. We contend that the substance of envy has been confounded with its consequences. We conceptualize envy as pain at another's good fortune. This reconceptualization allows envy to result in both positive and negative consequences. We then examine how envy affects interpersonal behaviors and job performance, contingent on core self-evaluation, referent cognitions, and perceived organizational support.

Anticipating Happiness In A Future Negotiation: Anticipated Happiness, Propensity To Initiate A Negotiation, And Individual Outcomes, Dejun Tony Kong, Ece Tuncel, Judi Mclean Parks

Jepson School of Leadership Studies articles, book chapters and other publications

We examined the role of anticipated happiness in negotiation settings. Anticipated happiness is the happiness that individuals expect to experience in the future if certain events do or do not occur. In two studies, we tested the argument that anticipated happiness initiates an approach goal, leading individuals to promote economic interests. Study 1 revealed that anticipated happiness was positively related to the propensity to initiate a negotiation, mediated by an approach goal. In Study 2, we found that anticipated happiness about reaching the target value increased the individual negotiation outcome, mediated by actual target value. Our studies provide insight into …