What is the meaning of emotions in organizational behavior?
|
Show
LoginEmotions in Organizational BehaviorNeal M. AshkanasyLAST REVIEWED: 29 March 2019LAST MODIFIED: 23 August 2017DOI: 10.1093/obo/9780199846740-0041IntroductionThe study of emotions in organizational settings is a subfield within the discipline of organizational behavior (OB), which Ricky W. Griffin defines as “the study of human behavior in organizational settings, of the interface between human behavior and the organization, and of the organization itself” (see the Oxford Bibliographies in Management article Organizational Behavior). As is the case with OB, emotion research is multidisciplinary, including influences from psychology, sociology, anthropology, political science, economics, industrial engineering, and philosophy. In this article the term “emotion” is used as a catch-all, covering discrete emotion (visceral reaction to environmental events), mood (longer-term visceral states, not necessarily related to environmental events), affect (positive or negative emotions or moods, varying on dimensions of valence and intensity), and feelings (subjective experience of emotions or moods). History and TrendsThe study of the role and effect of emotions at work was a topic of interest for scholars of OB in the years before World War II (Weiss and Brief 2001). Emotions also feature prominently in Terkel 2004, an acclaimed book, in which the author reports the results of interviewing hundreds of US workers about their jobs. Nonetheless, modern scholarly research into emotion in work settings began with the publication of Hochschild 2003. This book introduced to the English lexicon the term “emotional labor,” which was taken up shortly after by Anat Rafaeli and Robert I. Sutton in their seminal Academy of Management Review piece (see Rafaeli and Sutton 1987, cited under Early Period, 1987–2002). At the same time, social and organizational psychologists were beginning to take the study of emotion more seriously, and organizational psychologists began to study the affective underpinnings of motivation and job satisfaction. The first article to integrate research in these fields was written by the German psychologists Reinhard Pekrun and Michael Frese (see Pekrun and Frese 1992, cited under Early Period, 1987–2002). Ashforth and Humphrey 1995 (cited under Early Period, 1987–2002) asks why organizational researchers had, up to that time, not taken emotions seriously. The latter half of the 1990s saw an increasing stream of research on emotion and its effects in work settings, culminating in the review article Brief and Weiss 2002 (cited under Early Period, 1987–2002). The authors describe how research into emotion in organizations was initiated in the 1930s but then dropped from view with the rise of modernism in the postwar years, only to see a renaissance in the “hot 1990s.” The e-mail discussion group Emonet has played an influential role in developing the field though its biannual conferences and edited volumes, now the annual book series Research on Emotion in Organizations. The authors of Barsade, et al. 2003 (cited under Later Period, 2003–) announced that an “affective revolution” had taken place, marking the dawn of renewed interest in the field. Mastenbroek 2000 provides a history of emotion in organizational management.
back to top Users without a subscription are not able to see the full content on this page. Please subscribe or login. How to SubscribeOxford Bibliographies Online is available by subscription and perpetual access to institutions. For more information or to contact an Oxford Sales Representative click here. ArticleUp
Down How does emotions relate to organizational behavior?Emotions Affect Attitudes and Behaviors at Work
Emotions shape an individual's belief about the value of a job, a company, or a team. Emotions also affect behaviors at work. Research shows that individuals within your own inner circle are better able to recognize and understand your emotions (Elfenbein & Ambady, 2002).
What is the role of emotion in an organization?The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". "Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context".
What are the types of emotions in Organisational Behaviour?Researchers Howard Weiss and Russell Cropanzano studied the effect of six major kinds of emotions in the workplace: anger, fear, joy, love, sadness, and surprise (Weiss & Cropanzano, 1996). Their theory argues that specific events on the job cause different kinds of people to feel different emotions.
What are emotions in management?Emotion management is the ability to be aware of and constructively handle both positive and challenging emotions. Through out-of-school programs, youth learn how to process and manage the emotions they develop during group activities and projects, and those they experience through other events in their lives.
|
