SELF-REFERENTIAL EMOTIONAL REGULATION MODEL

The Self-Referential Emotion Regulatory Model (SERM) of work design I propose is presented in Fig. 1. I initially discuss how AET and neuroscience provide an overarching framework from which we can understand how cognitions and emotions interact to influence important work design outcomes. I then elaborate on each of the main components of

Self-Referential Emotion Regulatory Model of Work Design

Fig. 1. Self-Referential Emotion Regulatory Model of Work Design.

Fig. 1, beginning with a review of the major motivational approaches to work design to establish the self-referential nature of work goals as critically important. Next, I consider the cognitive—emotional interaction involved in the event—appraisal relationship. Finally, I explore the role of emotion regulation in managing intrapersonal fluctuations in emotions together with emergent perspectives of work design that establish the person’s emotional state can be an “energizing” or “exhausting” pathway through which motivation and key individual outcomes are affected. Throughout this chapter, I draw on research in neuroscience to inform my arguments and to demonstrate how such studies complement our current methods of studying emotions in organizations, with a particular focus on work design.

 
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