New Ways of Studying Emotions in Organizations

NEW WAYS OF STUDYING EMOTIONS IN ORGANIZATIONSTHE 2014 EMONET CONFERENCETHE CHAPTERSSECTION I: NOVEL METHODOLOGICAL APPROACHES TO STUDYING EMOTIONS IN ORGANIZATIONSSECTION II: CONTEXTUALIZATION DEVELOPMENTS IN STUDYING EMOTION IN ORGANIZATIONSSECTION III: NOVEL AREAS OF EMPIRICAL INVESTIGATION OF EMOTION IN ORGANIZATIONSREFERENCESSECTION I NOVEL METHODOLOGICAL APPROACHES TO STUDYING EMOTIONS IN ORGANIZATIONS USING PHYSIOLOGICAL METHODS TO STUDY EMOTIONS IN ORGANIZATIONSPSYCHOLOGICAL APPROACH TO THE STUDY AND MEASUREMENT OF EMOTIONSSelf-ReportObserver/BehaviorPhysiological Measures of EmotionEndocrinologyCardiovascularElectrodermalNeurological Measures of EmotionState versus TraitScanning TechnologiesCONNECTING THE PHYSIOLOGICAL AND NEUROLOGICAL MEASURESSpecific Applications of Physiological MeasurementEmotional RegulationEmotional ExpressionEmotional ContagionETHICAL AND PRACTICAL CONSIDERATIONSCONCLUSIONREFERENCESA PHENOMENOLOGY OF FEELING: EXAMINING THE EXPERIENCE OF EMOTION IN ORGANIZATIONSFOUNDATIONS OF INTERPRETATIVE PHENOMENOLOGICAL ANALYSISRECOMMENDATIONS FOR EMPLOYING IPA TO EXAMINE EMOTIONSIntentionality: Research Questions that Focus on ExperienceDasein: An Idiographic Approach to SamplingThe Life-World: Collecting Data that Reflects the Participant’s PerspectiveHermeneutic Cycle: Iterative Data AnalysisDouble Hermeneutic: Reflexively Evaluating the ResearchCOMPARISON WITH OTHER QUALITATIVE APPROACHESTHE UTILITY OF IPA STUDIES WITHIN ORGANIZATIONAL RESEARCHLIMITATIONSCONCLUSIONNOTESREFERENCESUNDERSTANDING LECTURERS’ PERCEPTIONS OF WORKPLACE FEAR: AN INTERPRETIVE STUDY IN THE CYPRIOT HIGHER EDUCATION CONTEXTLITERATURE REVIEWDefining and Distinguishing FearFear’s Eliciting Events in the WorkplaceCoping with Emotional DifficultiesFear in the Educational ContextFRAMING THE STUDYHIGHER EDUCATION IN CYPRUSAN INTERPRETIVE METHODOLOGYSAMPLEDATA COLLECTIONQUALITATIVE ANALYSISFINDINGSTheme 1: A Social Emotion with Physical and Psychological DisruptionTheme 2: Determinants of FearTheme 3: Coping with Fear using Appraisal-, Problem- and Emotion-Focused MechanismsDISCUSSIONIMPLICATIONSLIMITATIONS TO RESEARCHREFERENCESSHAME AND THE UNDOING OF LEADERSHIP - AN ANALYSIS OF SHAME IN ORGANIZATIONSMOVIES AS DATA SOURCE FOR EMOTIONAL AND ORGANIZATIONAL PHENOMENAReality TVANALYSIS OF EMOTIONS IN VISUAL MATERIALIndividual LevelSocial LevelA PRIMER ON SHAME, IDENTITY, AND RELATIONSHIPMETHOD OF ANALYSIS OF THE CASE STUDYHOW SHAME UNDERMINES LEADERSHIP - INSIGHTS FROM A CASE STUDYLeadership under Pressure — The Case of a Newly Acquired Lace-Dying FactoryShame as a Threat to Leadership — Case ReconstructionShame and Identity WorkPreemptive One-UpmanshipCollective Spiral of Unacknowledged ShameDISCUSSION AND CONCLUSIONACKNOWLEDGMENTREFERENCESA QUALITATIVE STUDY OF EMOTIONAL INTELLIGENCE AND ITS UNDERLYING PROCESSES AND OUTCOMES IN MANAGEMENT STUDIESEMOTIONAL INTELLIGENCEMETHODApproach to Data Collection and AnalysisDATA ANALYSISFactors Initiating Emotional ProcessesCourageHonestyProcesses in Terms of Format, Independence of Emotional Abilities, Mechanism, and ContentFormatIndependence of Emotional ProcessesMechanismsContentsWork and Health-Related Outcomes of Emotional ProcessesDISCUSSIONTheoretical ContributionsPractical ImplicationsLimitations and Future ResearchCONCLUSIONNOTESREFERENCESA RIDDLE, WRAPPED IN A MYSTERY, INSIDE AN ENIGMA ... OR JUST MULTIDIMENSIONAL? TESTING THE MULTIDIMENSIONAL STRUCTURE OF BOREDOMBOREDOM AS A MULTIDIMENSIONAL CONSTRUCTBoredom as a Superordinate ConstructBoredom as a Multivariate ConstructBoredom as a Unidimensional ConstructModel ComparisonsMULTIDIMENSIONAL STATE BOREDOM SCALE LENGTHItem Response TheoryGENERAL DISCUSSIONContributionsLimitations and Future ResearchCONCLUSIONREFERENCESSECTION II CONTEXTUALIZATION DEVELOPMENTS IN STUDYING EMOTION IN ORGANIZATIONSFAMILY FIRM LONGEVITY AND RESOURCE MANAGEMENT: FINANCIAL AND SOCIAL- EMOTIONAL WEALTH RATIONALITIESFRAME OF REFERENCEMETHODOperational MethodMoDo: 1873-1991MoDo 1917-1949MoDo 1949-1971initiative to build a writing paper machine in Husum therefore surfaces as the third strategic issue to be analyzed.MoDo 1973—1990MoDo in the Industrial ContextThe Investment in the Husum Pulp Mill in 1917The Start of the Paper Machine in Husum in 1972The Third Block Strategy in 1978Five Guiding ValuesAutocratic LeadershipFamily Ownership of the FirmEmphasis on R&DAn Entrepreneurial Management PerspectiveEmphasis on Economies of ScaleDISCUSSIONCONCLUSIONSNOTESREFERENCESA DYNAMIC MODEL OF ENTREPRENEURIAL IDENTIFICATION AND DIS-IDENTIFICATION: AN EMOTIONS PERSPECTIVEDEFINING ENTREPRENEURIAL IDENTITYDYNAMIC MODEL OF ENTREPRENEURIAL DIS/ IDENTIFICATIONStarting AssumptionsOverview of the ModelEntrepreneur’s Context CharacteristicsPush and Pull Motivation to Become an EntrepreneurContextual Embeddedness and Purposeful Crafting of Entrepreneurial IdentityEmotion and the Enactment of an Entrepreneurial IdentityDISCUSSIONTheoretical ImplicationsPractical ImplicationsFuture Research DirectionsConcluding RemarkREFERENCESSELF-REFERENTIAL EMOTION REGULATORY MODEL OF WORK DESIGNSELF-REFERENTIAL EMOTIONAL REGULATION MODELAET, Neuroscience, and Work DesignSelf-Referential Goals: Motivational Approaches to Work DesignAppraisal TheoryEmotion Regulation: Emotions as ‘‘Energizing” and ‘‘Exhausting”DISCUSSIONCONCLUSIONREFERENCESTHE CURRENT STATE OF THE STREAM ONE ABILITY MODEL (SOAM) OF EMOTIONAL INTELLIGENCE (EI) AND THE FUTURE OF EIHistory of Emotional IntelligenceThe Models and Classifications of EIMixed Models of EIEI and the Three StreamsRECENT LITERATURE IN THE SOAM OF EISOAM Test InstrumentsRecent Studies Utilizing the MSCEITCriticisms of the MSCEITAlternative Tests of the SOAMEmotion RecognitionSituational Judgment Tests (SJTs)RECOMMENDATIONS FOR THE FUTURE OF SOAM EIREFERENCESSECTION III NOVEL AREAS OF EMPIRICAL INVESTIGATION OF EMOTION IN ORGANIZATIONS EXPLORING THE RELATIONSHIP BETWEEN PERCEPTIONS OF ORGANIZATIONAL EMOTIONAL INTELLIGENCE AND TURNOVER INTENTIONS AMONGST EMPLOYEES: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTIONOrganizational Emotional Intelligence (OEI)Affective CommitmentIntention to LeaveTheoretical Development of the ModelOEI, Employee Attitudes, and Organizational PerformanceEmployee Attitudes and Withdrawal IntentionsMETHODOLOGYData CollectionResearch InstrumentStructural Equation Modeling: Partial Least Squares ApproachRESULTSData AnalysisDescriptive StatisticsConstruct CorrelationsHierarchical RegressionsEvaluation of the Measurement ModelIndicator ReliabilityConstruct ReliabilityConstruct ValidityConvergent ValidityDiscriminant ValidityEvaluation of the Structural ModelPath Coefficient EstimationAnalysis of Alternative Models — Testing MediatorsCommon Method Variance (CMV)DISCUSSIONPractical ImplicationsSelf-AwarenessEmotional ResilienceInterpersonal SensitivityLimitations of the ResearchRecommendations for Future ResearchCONCLUSIONLIST OF ABBREVIATIONSNOTESREFERENCESUSING EXPERTISE AS A FIREWALL: EXPLORING EMOTION WORK OF NOVICES AND EXPERTSDISPLAY RULES, EMOTION WORK, AND EXPERTISESocial Learning TheoryDisplay RulesEmotion WorkExpertiseMETHODResearch SitesData CollectionData CodingEMOTION WORK AT CITY AND RESORT HOTELSDisplay Rules at City and Resort HotelsEmotion Work of Novices and ExpertsPersonal View of Status and SkillsResponse to Emotion-Work LoadOverall ExperienceDISCUSSIONImplications for TheoryImplications for PracticeLimitations and Future ResearchNOTESREFERENCESCROSSING THE IMPROPRIETY THRESHOLD: A STUDY OF EXPERIENCES OF EXCESSIVE ANGERANGER AT WORKTHEORETICAL MODELS FOR EXAMINING ANGER AT WORKMETHODParticipantsInterview ProcedureRESULTS AND DISCUSSIONUnfair TreatmentPerceived Workplace IncompetenceDisregard by OthersConcern for the Bottom LineSummary of RQ1 — Triggers for AngerResearch Question 2 — Expressions of AngerAggressive ActsAnger Suppression/Anger-InResearch Question 3 — Strategies for Dealing with AngerNo Identifiable StrategyDistancingIMPLICATIONS FOR THEORY AND PRACTICE, LIMITATIONS, AND FUTURE RESEARCHCONCLUSIONACKNOWLEDGMENTSREFERENCESUNDERSTANDING FLOW AMONG ACADEMICIANSDefining and Understanding FlowFlow in the WorkplacePRESENT STUDYMETHODTranscription and CodingFINDINGSFlow InitiationCompartmentalization of WorkPersonality and FlowFlow DevelopmentInterest DevelopmentSpillover EffectTime OrientationInteraction and FlowPractical ImplicationsCONCLUSIONACKNOWLEDGMENTREFERENCESEYES ON THE PRIZE: A LONGITUDINAL STUDY OF ACTION-STATE ORIENTATION, AFFECT, AND ACADEMIC SELF-REGULATIONLITERATURE REVIEWThe Construct of Action—State OrientationAction Control in Personality Systems Interactions TheoryEmpirical Studies of Action—State OrientationTHE PRESENT STUDYMETHODParticipants and ProcedureMeasuresRESULTSPreliminary AnalysesTests of HypothesesDISCUSSIONFuture Research Directions and LimitationsCONCLUSIONREFERENCESTHE CRITICAL ROLE OF EMOTIONS IN THE RECRUITMENT, RETENTION, AND WELLBEING OF VOLUNTEERS - A REVIEW AND CALL FOR RESEARCHEMOTIONS AND VOLUNTEER ATTRACTION, RETENTION, AND OUTCOMESDesire to Gain Positive Emotions and Positive Emotional Motivations in Volunteer AttractionEmotional Connections, Affect Solidarity, and Embodied Experiences of Affective Engagement in Volunteer RetentionEmotional Violation and Negative Emotions in Volunteer Dis/Engagement and Retention/TurnoverNegative Emotional Aspects and Outcomes of VolunteeringNegative Outcomes of Volunteering Depend in Part on Emotional Dispositions and ExperiencesEmotions-Informed InterventionsCONCLUSIONREFERENCES
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