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New Ways of Studying Emotions in Organizations

NEW WAYS OF STUDYING EMOTIONS IN ORGANIZATIONS THE 2014 EMONET CONFERENCE THE CHAPTERS SECTION I: NOVEL METHODOLOGICAL APPROACHES TO STUDYING EMOTIONS IN ORGANIZATIONS SECTION II: CONTEXTUALIZATION DEVELOPMENTS IN STUDYING EMOTION IN ORGANIZATIONS SECTION III: NOVEL AREAS OF EMPIRICAL INVESTIGATION OF EMOTION IN ORGANIZATIONS REFERENCES SECTION I NOVEL METHODOLOGICAL APPROACHES TO STUDYING EMOTIONS IN ORGANIZATIONS USING PHYSIOLOGICAL METHODS TO STUDY EMOTIONS IN ORGANIZATIONS PSYCHOLOGICAL APPROACH TO THE STUDY AND MEASUREMENT OF EMOTIONS Self-Report Observer/Behavior Physiological Measures of Emotion Endocrinology Cardiovascular Electrodermal Neurological Measures of Emotion State versus Trait Scanning Technologies CONNECTING THE PHYSIOLOGICAL AND NEUROLOGICAL MEASURES Specific Applications of Physiological Measurement Emotional Regulation Emotional Expression Emotional Contagion ETHICAL AND PRACTICAL CONSIDERATIONS CONCLUSION REFERENCES A PHENOMENOLOGY OF FEELING: EXAMINING THE EXPERIENCE OF EMOTION IN ORGANIZATIONS FOUNDATIONS OF INTERPRETATIVE PHENOMENOLOGICAL ANALYSIS RECOMMENDATIONS FOR EMPLOYING IPA TO EXAMINE EMOTIONS Intentionality: Research Questions that Focus on Experience Dasein: An Idiographic Approach to Sampling The Life-World: Collecting Data that Reflects the Participant’s Perspective Hermeneutic Cycle: Iterative Data Analysis Double Hermeneutic: Reflexively Evaluating the Research COMPARISON WITH OTHER QUALITATIVE APPROACHES THE UTILITY OF IPA STUDIES WITHIN ORGANIZATIONAL RESEARCH LIMITATIONS CONCLUSION NOTES REFERENCES UNDERSTANDING LECTURERS’ PERCEPTIONS OF WORKPLACE FEAR: AN INTERPRETIVE STUDY IN THE CYPRIOT HIGHER EDUCATION CONTEXT LITERATURE REVIEW Defining and Distinguishing Fear Fear’s Eliciting Events in the Workplace Coping with Emotional Difficulties Fear in the Educational Context FRAMING THE STUDY HIGHER EDUCATION IN CYPRUS AN INTERPRETIVE METHODOLOGY SAMPLE DATA COLLECTION QUALITATIVE ANALYSIS FINDINGS Theme 1: A Social Emotion with Physical and Psychological Disruption Theme 2: Determinants of Fear Theme 3: Coping with Fear using Appraisal-, Problem- and Emotion-Focused Mechanisms DISCUSSION IMPLICATIONS LIMITATIONS TO RESEARCH REFERENCES SHAME AND THE UNDOING OF LEADERSHIP - AN ANALYSIS OF SHAME IN ORGANIZATIONS MOVIES AS DATA SOURCE FOR EMOTIONAL AND ORGANIZATIONAL PHENOMENA Reality TV ANALYSIS OF EMOTIONS IN VISUAL MATERIAL Individual Level Social Level A PRIMER ON SHAME, IDENTITY, AND RELATIONSHIP METHOD OF ANALYSIS OF THE CASE STUDY HOW SHAME UNDERMINES LEADERSHIP - INSIGHTS FROM A CASE STUDY Leadership under Pressure — The Case of a Newly Acquired Lace-Dying Factory Shame as a Threat to Leadership — Case Reconstruction Shame and Identity Work Preemptive One-Upmanship Collective Spiral of Unacknowledged Shame DISCUSSION AND CONCLUSION ACKNOWLEDGMENT REFERENCES A QUALITATIVE STUDY OF EMOTIONAL INTELLIGENCE AND ITS UNDERLYING PROCESSES AND OUTCOMES IN MANAGEMENT STUDIES EMOTIONAL INTELLIGENCE METHOD Approach to Data Collection and Analysis DATA ANALYSIS Factors Initiating Emotional Processes Courage Honesty Processes in Terms of Format, Independence of Emotional Abilities, Mechanism, and Content Format Independence of Emotional Processes Mechanisms Contents Work and Health-Related Outcomes of Emotional Processes DISCUSSION Theoretical Contributions Practical Implications Limitations and Future Research CONCLUSION NOTES REFERENCES A RIDDLE, WRAPPED IN A MYSTERY, INSIDE AN ENIGMA ... OR JUST MULTIDIMENSIONAL? TESTING THE MULTIDIMENSIONAL STRUCTURE OF BOREDOM BOREDOM AS A MULTIDIMENSIONAL CONSTRUCT Boredom as a Superordinate Construct Boredom as a Multivariate Construct Boredom as a Unidimensional Construct Model Comparisons MULTIDIMENSIONAL STATE BOREDOM SCALE LENGTH Item Response Theory GENERAL DISCUSSION Contributions Limitations and Future Research CONCLUSION REFERENCES SECTION II CONTEXTUALIZATION DEVELOPMENTS IN STUDYING EMOTION IN ORGANIZATIONS FAMILY FIRM LONGEVITY AND RESOURCE MANAGEMENT: FINANCIAL AND SOCIAL- EMOTIONAL WEALTH RATIONALITIES FRAME OF REFERENCE METHOD Operational Method MoDo: 1873-1991 MoDo 1917-1949 MoDo 1949-1971 initiative to build a writing paper machine in Husum therefore surfaces as the third strategic issue to be analyzed.MoDo 1973—1990 MoDo in the Industrial Context The Investment in the Husum Pulp Mill in 1917 The Start of the Paper Machine in Husum in 1972 The Third Block Strategy in 1978 Five Guiding Values Autocratic Leadership Family Ownership of the Firm Emphasis on R&D An Entrepreneurial Management Perspective Emphasis on Economies of Scale DISCUSSION CONCLUSIONS NOTES REFERENCES A DYNAMIC MODEL OF ENTREPRENEURIAL IDENTIFICATION AND DIS-IDENTIFICATION: AN EMOTIONS PERSPECTIVE DEFINING ENTREPRENEURIAL IDENTITY DYNAMIC MODEL OF ENTREPRENEURIAL DIS/ IDENTIFICATION Starting Assumptions Overview of the Model Entrepreneur’s Context Characteristics Push and Pull Motivation to Become an Entrepreneur Contextual Embeddedness and Purposeful Crafting of Entrepreneurial Identity Emotion and the Enactment of an Entrepreneurial Identity DISCUSSION Theoretical Implications Practical Implications Future Research Directions Concluding Remark REFERENCES SELF-REFERENTIAL EMOTION REGULATORY MODEL OF WORK DESIGN SELF-REFERENTIAL EMOTIONAL REGULATION MODEL AET, Neuroscience, and Work Design Self-Referential Goals: Motivational Approaches to Work Design Appraisal Theory Emotion Regulation: Emotions as ‘‘Energizing” and ‘‘Exhausting”DISCUSSION CONCLUSION REFERENCES THE CURRENT STATE OF THE STREAM ONE ABILITY MODEL (SOAM) OF EMOTIONAL INTELLIGENCE (EI) AND THE FUTURE OF EI History of Emotional Intelligence The Models and Classifications of EI Mixed Models of EI EI and the Three Streams RECENT LITERATURE IN THE SOAM OF EI SOAM Test Instruments Recent Studies Utilizing the MSCEIT Criticisms of the MSCEIT Alternative Tests of the SOAM Emotion Recognition Situational Judgment Tests (SJTs)RECOMMENDATIONS FOR THE FUTURE OF SOAM EI REFERENCES SECTION 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 SATISFACTION Organizational Emotional Intelligence (OEI)Affective Commitment Intention to Leave Theoretical Development of the Model OEI, Employee Attitudes, and Organizational Performance Employee Attitudes and Withdrawal Intentions METHODOLOGY Data Collection Research Instrument Structural Equation Modeling: Partial Least Squares Approach RESULTS Data Analysis Descriptive Statistics Construct Correlations Hierarchical Regressions Evaluation of the Measurement Model Indicator Reliability Construct Reliability Construct Validity Convergent Validity Discriminant Validity Evaluation of the Structural Model Path Coefficient Estimation Analysis of Alternative Models — Testing Mediators Common Method Variance (CMV)DISCUSSION Practical Implications Self-Awareness Emotional Resilience Interpersonal Sensitivity Limitations of the Research Recommendations for Future Research CONCLUSION LIST OF ABBREVIATIONS NOTES REFERENCES USING EXPERTISE AS A FIREWALL: EXPLORING EMOTION WORK OF NOVICES AND EXPERTS DISPLAY RULES, EMOTION WORK, AND EXPERTISE Social Learning Theory Display Rules Emotion Work Expertise METHOD Research Sites Data Collection Data Coding EMOTION WORK AT CITY AND RESORT HOTELS Display Rules at City and Resort Hotels Emotion Work of Novices and Experts Personal View of Status and Skills Response to Emotion-Work Load Overall Experience DISCUSSION Implications for Theory Implications for Practice Limitations and Future Research NOTES REFERENCES CROSSING THE IMPROPRIETY THRESHOLD: A STUDY OF EXPERIENCES OF EXCESSIVE ANGER ANGER AT WORK THEORETICAL MODELS FOR EXAMINING ANGER AT WORK METHOD Participants Interview Procedure RESULTS AND DISCUSSION Unfair Treatment Perceived Workplace Incompetence Disregard by Others Concern for the Bottom Line Summary of RQ1 — Triggers for Anger Research Question 2 — Expressions of Anger Aggressive Acts Anger Suppression/Anger-In Research Question 3 — Strategies for Dealing with Anger No Identifiable Strategy Distancing IMPLICATIONS FOR THEORY AND PRACTICE, LIMITATIONS, AND FUTURE RESEARCH CONCLUSION ACKNOWLEDGMENTS REFERENCES UNDERSTANDING FLOW AMONG ACADEMICIANS Defining and Understanding Flow Flow in the Workplace PRESENT STUDY METHOD Transcription and Coding FINDINGS Flow Initiation Compartmentalization of Work Personality and Flow Flow Development Interest Development Spillover Effect Time Orientation Interaction and Flow Practical Implications CONCLUSION ACKNOWLEDGMENT REFERENCES EYES ON THE PRIZE: A LONGITUDINAL STUDY OF ACTION-STATE ORIENTATION, AFFECT, AND ACADEMIC SELF-REGULATION LITERATURE REVIEW The Construct of Action—State Orientation Action Control in Personality Systems Interactions Theory Empirical Studies of Action—State Orientation THE PRESENT STUDY METHOD Participants and Procedure Measures RESULTS Preliminary Analyses Tests of Hypotheses DISCUSSION Future Research Directions and Limitations CONCLUSION REFERENCES THE CRITICAL ROLE OF EMOTIONS IN THE RECRUITMENT, RETENTION, AND WELLBEING OF VOLUNTEERS - A REVIEW AND CALL FOR RESEARCH EMOTIONS AND VOLUNTEER ATTRACTION, RETENTION, AND OUTCOMES Desire to Gain Positive Emotions and Positive Emotional Motivations in Volunteer Attraction Emotional Connections, Affect Solidarity, and Embodied Experiences of Affective Engagement in Volunteer Retention Emotional Violation and Negative Emotions in Volunteer Dis/Engagement and Retention/Turnover Negative Emotional Aspects and Outcomes of Volunteering Negative Outcomes of Volunteering Depend in Part on Emotional Dispositions and Experiences Emotions-Informed Interventions CONCLUSION REFERENCES

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