The Antecedents And Consequences Of Emotion Regulation At Work

Integrating previous research, the dissertation presents a comprehensive model of the antecedents, mediators, moderators, and consequences of emotion regulation. Both situational and individual differences factors that influence individuals' tendency to regulate their own emotions are considered. Further, emotion regulatory strategies and political skill are argued to play important roles in determining the effectiveness of emotion regulation. Both intrapersonal mechanisms (i.e., emotional dissonance) and interpersonal mechanisms (i.e., peer perceived authenticity, liking, trust, and social support) are proposed to mediate the influences emotion regulation has on such work related outcomes as affective well being, job satisfaction and job performance.

Integrating previous research, the dissertation presents a comprehensive model of the antecedents, mediators, moderators, and consequences of emotion regulation. Both situational and individual differences factors that influence individuals' tendency to regulate their own emotions are considered. Further, emotion regulatory strategies and political skill are argued to play important roles in determining the effectiveness of emotion regulation. Both intrapersonal mechanisms (i.e., emotional dissonance) and interpersonal mechanisms (i.e., peer perceived authenticity, liking, trust, and social support) are proposed to mediate the influences emotion regulation has on such work related outcomes as affective well being, job satisfaction and job performance.

Emotion is often used by organisations to manipulate and repress workers. However, this repression can have adverse psychological and social consequences for them. This book articulates the pathways through which this repression occurs, and offers emotion regulation as a tool for workers to emancipate themselves from this repression and social control.

This volume focuses on the role of emotion and emotion regulation in job stress and well-being featuring a number of high-calibre scholars. It provides both an academic and a military perspective on this topic.

The chapters in this volume of Research on Emotion in Organizations book show how negative emotions at work can be intense, and can be due to feelings of failure, rejection, job insecurity, negative feedback, stressful work demands, role conflict, unethical supervisor behaviours, and poor coping strategies.

You experience it daily: You restrain yourself from crying when sad, from having a tantrum when furious, remain calm in the face of danger. In everyday life, people frequently encounter situations in which they control their experience and expression of emotion, especially negative ones, in order to respond appropriately to situational affordances. Thus, regulation of emotion is an important factor of everyday functioning. Still, we do not know precisely how people regulate their emotions. The present book answers questions about what cognitive processes possibly operate in emotion regulation and how they work.

[Truncated abstract] The workplace emotion regulation literature has, for the most part, been concerned with emotional labour, which focuses on the employee's regulation of emotional displays during client interactions. It has recently been suggested that emotion work, which arises when employees regulate emotional displays with organisational insiders, such as co-workers, should also be considered. Early empirical research suggests that emotion work may have negative effects including increased job stress, reduced job satisfaction, higher psychological distress and emotional exhaustion. The main aim of the present project is to expand the workplace emotion regulation research beyond the customer interface to include other types of interactions, such as between employees, and in doing so explore this more complete view of workplace emotion regulation. The current research project has four main research objectives: 1) to consolidate the emotional labour literature in order to identify an appropriate conceptualisation and operationalisation of emotional labour, 2) to include emotion work alongside emotional labour within workplace emotion regulation research, 3) to determine the most appropriate way to conceptualise and operationalise emotion work, and 4) to understand the antecedents and consequences of emotion work and emotional labour. Despite considerable research in the area of 'emotional labour' since Hochschild (1983) first coined the term, the area of emotion work has largely been neglected. This thesis provides a case for emotion work to be included in workplace emotion regulation research and for it to be differentiated from related constructs, such as emotional labour. It is argued emotion work is most appropriately conceptualised as emotion regulation and, hence, should also be operationalised as a set of emotion regulation The workplace emotion regulation literature has, for the most part, been concerned with emotional labour, which focuses on the employee's regulation of emotional displays during client interactions. It has recently been suggested that emotion work, which arises when employees regulate emotional displays with organisational insiders, such as co-workers, should also be considered. Early empirical research suggests that emotion work may have negative effects including increased job stress, reduced job satisfaction, higher psychological distress and emotional exhaustion. The main aim of the present project is to expand the workplace emotion regulation research beyond the customer interface to include other types of interactions, such as between employees, and in doing so explore this more complete view of workplace emotion regulation...

Are you struggling to improve a hostile or uncomfortable environment at work, or interested in how such tension can arise? Experts in organizational psychology, management science, social psychology, and communication science show you how to implement interventions and programs to manage workplace emotion. The connection between workplace affect and relevant challenges in our society, such as diversity and technological changes, is undeniable; thus learning to harness that knowledge can revolutionize your performance in tackling workday issues. Applying major theoretical perspectives and research methodologies, this book outlines the concepts of display rules, emotional labor, work motivation, well-being, and discrete emotions. Understanding these ideas will show you how affect can promote team effectiveness, leadership, and conflict resolution. If you require a foundation for understanding workplace affect or a springboard into deeper, more interdisciplinary research, this book presents an integrative approach that is indispensable.

'The timely emergence of the book Research Companion to Emotions in Organizations is most welcome and highly valued. . . [it] has successfully brought together prominent researchers and authors who are actively involved in emotion research across the globe. . . the existence of this book brings a great help to facilitate research on the field. . . This book is highly recommended for postgraduate students and scholars who are interested in pursuing their quest for answers and solutions pertaining to emotion-related workplace problems. Consistent with its title, this book is a great companion to those embarking on this sort of scholarly journey.' - Abdul Kadir Othman, VISION - the Journal of Business Perspective

This book reviews, integrates, and synthesizes research on emotional labor and emotion regulation conducted over the past 30 years. The concept of emotional labor was first proposed by Dr. Arlie Russell Hochschild (1983), who defined it as "the management of feeling to create a publicly observable facial and bodily display" (p. 7) for a wage. A basic assumption of emotional labor theory is that many jobs (e.g., customer service, healthcare, team-based work, management) have interpersonal, and thus emotional, requirements and that well-being and effectiveness in these jobs is determined, in part, by a person’s ability to meet these requirements. Since Hochschild’s initial work, psychologists, sociologists, and management scholars have developed distinct theoretical approaches aimed at expanding and elaborating upon Hochschild’s core ideas. Broadly speaking, emotional labor is the study of how emotion regulation of oneself and others influences social dynamics at work, which has implications for performance and well being in a wide range of occupations and organizational contexts. This book offers researchers and practitioners a review of emotional labor theory and research that integrates the various perspectives into a coherent framework, and proposes an agenda for future research on this increasingly relevant and important topic. The book is divided into 5 main sections, with the first section introducing and defining emotional labor as well as creating a framework for the rest of the book to follow. The second section consists of chapters describing emotional labor theory at different levels of analysis, including the event, person, dyad, and group. The third section illustrates the diversity of emotional labor in distinct occupational contexts: customer service (e.g. restaurant, retail), call centers, and caring work. The fourth section considers broader contextual influences – organizational-, societal-, and cultural-level factors – that modify how and when emotional labor is done. The final section presents a series of ‘reflective essays’ from eminent scholars in the area of emotion and emotion regulation, where they reflect upon the past, present and future of emotion regulation at work.