Emotions During Times of Disruption:
Volume 18 of Research on Emotion in Organizationsfollows the theme of Emotions during Times of Disruption, contending that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Bingley
Emerald Publishing Limited
2023
|
| Ausgabe: | 1st ed |
| Schriftenreihe: | Research on Emotion in Organizations Series
v.18 |
| Schlagworte: | |
| Online-Zugang: | DE-2070s |
| Zusammenfassung: | Volume 18 of Research on Emotion in Organizationsfollows the theme of Emotions during Times of Disruption, contending that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (329 Seiten) |
| ISBN: | 9781803828398 |
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| 245 | 1 | 0 | |a Emotions During Times of Disruption |
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| 490 | 0 | |a Research on Emotion in Organizations Series |v v.18 | |
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| 505 | 8 | |a Cover -- EMOTIONS DURING TIMES OF DISRUPTION -- RESEARCH ON EMOTION IN ORGANIZATIONS -- EMOTIONS DURING TIMES OF DISRUPTION -- Copyright -- CONTENTS -- ABOUT THE AUTHORS -- ABOUT THE EDITORS -- EmotionsMOTIONS andAND DisruptionISRUPTION -- Abstract -- Part I: Emotions in Ddisruptive Ccontexts -- Part II: Emotions and Pperformance-Rrelated Ooutcomes During Ddisruption -- PartART III: Thethe RoleOLE ofOF SupervisorsUPERVISORS andAND LeadersEADERS inIN DisruptionISRUPTION -- Part IV: ConclusionsONCLUSIONS: Learnings andAND SolutionsOLUTIONS Aabout Eemotions During Disruption -- Acknowledgments -- Note -- References -- I. Emotions in Ddisruptive Ccontexts -- Emotional Socialization in Times of Disruption: A Mixed-Methods Case Study of Emotional Labor Among Nonprofit Employees Dur ... -- Abstract -- IntroductionNTRODUCTION -- SocializingOCIALIZING EmotionalMOTIONAL LaborABOR inIN OrganizationsRGANIZATIONS -- Origins of Emotional Labor -- Climate of Authenticity and Psychological Safety -- Gendered Emotional Labor -- Socialization and& -- Partial Group Membership -- MethodologyETHODOLOGY -- Research Design and& -- Data -- Organization-Wide Panel Data. -- Diary and Semi-sStructured Interview Data. -- ResultsESULTS -- Emotional Expectations -- Emotional Experiences -- DiscussionISCUSSION -- Socialized Emotional Expectations -- Effortful Emotional Labor -- Genuine Emotional Expression -- Complicating the Climate, Motivation, and Work--Life Boundaries -- ConclusionONCLUSION -- Notes -- References -- Ambivalent Feeling About Organizational Change Under NPM -- Abstract -- Attitudinal Ambivalence and Organizational Change -- Emotional Ambivalence in Organizations -- Emotional Ambivalence During Organizational Change -- Method -- Research Design -- Data Ccollection -- Data Aanalysis Aapproach -- Results -- Coping Sstrategies for Eemotional Aambivalence | |
| 505 | 8 | |a Disengagement -- Compromise -- Discussion -- Limitations and Ffuture Ddirections -- Note -- References -- Releasing the Ppressure Vvalve: Workplace Rrelationships and Eengagement in a Ccontext of Ddisruption -- Abstract -- Relevant Lliterature -- Personal Eengagement and Ddisengagement. -- Relational Ccontexts, Hholding Eenvironments, and Wworkplace Rrelationships -- Relationships and Friends at Work -- Method -- Research Sstrategy -- Collaborating to Mmake Iit Hhappen -- Into the Ffield -- Analysis and Findings -- Colleague Rrelationships -- Engagement and Rrelational Ccontext -- Mapping Close Colleague Relationships -- Discussion and Conclusions -- Limitations, Ffurther Rresearch, and Iimplications -- Acknowledgements -- References -- Emotional Labor in Interaction with Patients, Companions, and Cow-Workers: A Multilevel Approach in a Hospital Context -- Abstract -- Theoretical Framework. -- Hypotheses Development -- Method -- Participants -- Instruments -- Emotional Display Rules -- Emotional Labor Strategies -- Dispositional Affective Traits (Affectivity) -- Emotional Performance -- Procedure -- Data Analysis -- Results -- Discussion -- Implications for Theory and Research -- Implications for Practice -- Limitations and Future Directions -- Conclusion -- FUNDING -- Note -- References -- II. Emotions and Pperformance-Related Ooutcomes During Ddisruption -- Workplace Iinterruptions and Eemotional Rregulation -- Abstract -- IntroductionNTRODUCTION -- DefiningEFINING InterruptionsNTERRUPTIONS -- Outcomes Aassociated with Iinterruptions at Wwork. -- Discrete Eemotions and Wwork Iinterruptions -- A FrameworkRAMEWORK forFOR DefiningEFINING WorkORK InterruptionsNTERRUPTIONS -- Intervention -- Disturbance -- Recovery -- Mind-Wwandering -- A ModelODEL ofOF EmotionMOTION RegulationEGULATION andAND InterruptionsNTERRUPTIONS -- Emotion Rregulation at Wwork | |
| 505 | 8 | |a Work-Eenhancing Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- Work-Hhindering Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- FutureUTURE ResearchESEARCH DirectionsIRECTIONS -- ConclusionONCLUSION -- References -- Pulled in Two Directions: How Affect Activation Predicts Resource Allocation Among Multiple Goals -- Abstract -- Multiple-Goal Pursuit. -- Resource Allocation Aamong Multiple Goals -- Previous Research on Affect and Multiple Goals -- Affect and Task- Attentional Pull -- Valence and Task- Attentional Pull -- Activation and Task- Attentional Pull -- Current Study -- Method -- Participants -- Procedure and Materials -- Results -- Discussion -- Implications for Theory and Practice -- Limitations and Future Research -- Conclusion -- Notes -- References -- Team Decision- Making in Crisis: How Affect Asymmetry and Team Process Norms Affect Decision-Making -- Abstract -- Conceptual Fframework -- Team Ddecision-Making -- Affect -- Affect Aasymmetry: AA Ddispersive Approach -- Theory -- Cognitive Resources Theory -- Affect Infusion Model (AIM) -- Positive Affect Aasymmetry and Team Decision Pperformance -- Negative Affect Aasymmetry and Team Decision Pperformance -- Team Pprocess Nnorms, Affect Iinfusion, and Ddecision-Effectiveness -- Method -- Sample and Pprocedure -- Measures -- Results -- Post -hoc Aanalyses. -- Discussion -- Strengths and Llimitations -- Future Research Ddirections -- Conclusion -- References -- Effect of Emotional Intelligence and Strategic Management of Technology on Organizational Performance -- Abstract -- Literature Review and Research Hypotheses -- Strategic Management of Technology and Organizational Performance -- Emotional Intelligence and Organizational Performance -- Relationship Between Strategic Management of Technology, Emotional Intelligence, and Organizational Performance | |
| 505 | 8 | |a Control Variables - The Level of Management and Size of the Organization -- Research Method -- Population, Sample, and Data Collection -- Measures -- Methods of Data Analysis -- Results -- Measurement Model Assessment -- Discriminant Validity -- Assessment of Model Fit -- Assessment of Structural Model -- Control Variable Analysis -- DISCUSSION OF THE FINDINGS AND THE IMPLICATIONS -- Limitations of the Study and Areas for Future Research -- References -- Strategic Management of Technology -- Technology Strategy: -- Technological Capability: -- Knowledge Management: -- Emotional Intelligence -- Organizational Performance -- Learning andand& -- Growth: -- Internal Business Processes: -- Stakeholder Satisfaction: -- Financial Performance: -- III. The Role of Ssupervisors and Lleaders in Ddisruption -- Supervisory Gaslighting and Iits Effects on Employee Affective Commitment -- Abstract -- Gaslighting -- Gaslighting in the Workplace -- Affective Organizational Commitment (AOC) -- Leader-Member Exchange (LMX) Quality -- Emotional Intelligence (EI) -- Method -- Participants -- Materials -- Gaslighting Scenarios -- Measures -- Affective Organizational Commitment (AOC) -- Perceptions of Leader-Mmember Exchange (LMX) -- Emotional Intelligence -- Manipulation Check -- Procedure -- Statistical Analysis -- Results -- Manipulation Check -- Descriptive Statistics -- Mediation Tests -- Moderated Mediation Tests -- Discussion -- Implications for Research and Practice -- Limitations and Directions for Future Research -- Conclusion -- Notes -- References -- How Lleaders Rregulate Eemotions Eexperienced During Oorganization Cchange Eevents -- Abstract -- IntroductionNTRODUCTION -- Emotion and the Workplace During Organizational Change -- Leaders'' Mmanagement of Eemotion During Oorganizational Cchange -- TheHE StudyTUDY -- Method -- Participants -- Procedure | |
| 505 | 8 | |a Coding and Analytic Approach -- ResultsESULTS -- Common Organizational Change Events in Summary -- Emotions Eexperienced in Oorganizational Cchange -- Managing Eemotions During Oorganizational Cchange -- Specific Sstrategies to Rregulate Eexperienced Eemotions -- Response- Ffocussed Sstrategies -- Antecedent- Ffocussed Sstrategies -- Seeking Ssocial Ssupport -- Outcomes of the Eexperience. -- What Wwould Yyou Do Ddifferently? -- More Open Conversations - Aauthentic Eexpression -- Being Vulnerable -- Monitoring Eemotional Sself-Aawareness -- Coaching in Eemotions -- DiscussionISCUSSION -- LimitationsIMITATIONS andAND ImplicationsMPLICATIONS forFOR FutureUTURE PracticeRACTICE -- ConclusionONCLUSION -- References -- Leading Through Dreaded Emotions: A Review on the Adaptive Roles and Functions of Fear, Anger, and Sadness in Leadership -- Abstract -- Emotions and Leadership -- Functionality of Emotions -- Fear in Leadership -- Target of Leader Fear Expression -- Anger in Leadership -- Target of Leader Anger Expression -- Fear Versus Anger in Risk Perception -- Sadness in Leadership -- Target of Leader Sadness Expression -- Practical Implications -- Conclusion -- References -- IV. Conclusions -- LearningsEARNINGS andAND SolutionsOLUTIONS AboutABOUT EmotionsMOTIONS DuringDURING DisruptionISRUPTION -- Abstract -- The Hheightened Ssalience and Ccomplexity of Eemotions and Eemotional Pprocesses During Ddisruption -- The Uupside of Ddisruption if Eemotions Aare Mmanaged Eeffectively: Pperformance and Oother Ooutcomes -- The Iimportance of Wworking Rrelationships for Eemotions During Ddisruption -- The Ccritical Rrole of Lleader Eemotional Ccompetencies and Rresponses During Ddisruption -- References -- INDEX. | |
| 520 | |a Volume 18 of Research on Emotion in Organizationsfollows the theme of Emotions during Times of Disruption, contending that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully | ||
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| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Troth, Ashlea C. |t Emotions During Times of Disruption |d Bingley : Emerald Publishing Limited,c2023 |z 9781803828381 |
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Datensatz im Suchindex
| _version_ | 1820889824419119104 |
|---|---|
| adam_text | |
| any_adam_object | |
| author | Troth, Ashlea C. |
| author_facet | Troth, Ashlea C. |
| author_role | aut |
| author_sort | Troth, Ashlea C. |
| author_variant | a c t ac act |
| building | Verbundindex |
| bvnumber | BV049874463 |
| collection | ZDB-30-PQE |
| contents | Cover -- EMOTIONS DURING TIMES OF DISRUPTION -- RESEARCH ON EMOTION IN ORGANIZATIONS -- EMOTIONS DURING TIMES OF DISRUPTION -- Copyright -- CONTENTS -- ABOUT THE AUTHORS -- ABOUT THE EDITORS -- EmotionsMOTIONS andAND DisruptionISRUPTION -- Abstract -- Part I: Emotions in Ddisruptive Ccontexts -- Part II: Emotions and Pperformance-Rrelated Ooutcomes During Ddisruption -- PartART III: Thethe RoleOLE ofOF SupervisorsUPERVISORS andAND LeadersEADERS inIN DisruptionISRUPTION -- Part IV: ConclusionsONCLUSIONS: Learnings andAND SolutionsOLUTIONS Aabout Eemotions During Disruption -- Acknowledgments -- Note -- References -- I. Emotions in Ddisruptive Ccontexts -- Emotional Socialization in Times of Disruption: A Mixed-Methods Case Study of Emotional Labor Among Nonprofit Employees Dur ... -- Abstract -- IntroductionNTRODUCTION -- SocializingOCIALIZING EmotionalMOTIONAL LaborABOR inIN OrganizationsRGANIZATIONS -- Origins of Emotional Labor -- Climate of Authenticity and Psychological Safety -- Gendered Emotional Labor -- Socialization and& -- Partial Group Membership -- MethodologyETHODOLOGY -- Research Design and& -- Data -- Organization-Wide Panel Data. -- Diary and Semi-sStructured Interview Data. -- ResultsESULTS -- Emotional Expectations -- Emotional Experiences -- DiscussionISCUSSION -- Socialized Emotional Expectations -- Effortful Emotional Labor -- Genuine Emotional Expression -- Complicating the Climate, Motivation, and Work--Life Boundaries -- ConclusionONCLUSION -- Notes -- References -- Ambivalent Feeling About Organizational Change Under NPM -- Abstract -- Attitudinal Ambivalence and Organizational Change -- Emotional Ambivalence in Organizations -- Emotional Ambivalence During Organizational Change -- Method -- Research Design -- Data Ccollection -- Data Aanalysis Aapproach -- Results -- Coping Sstrategies for Eemotional Aambivalence Disengagement -- Compromise -- Discussion -- Limitations and Ffuture Ddirections -- Note -- References -- Releasing the Ppressure Vvalve: Workplace Rrelationships and Eengagement in a Ccontext of Ddisruption -- Abstract -- Relevant Lliterature -- Personal Eengagement and Ddisengagement. -- Relational Ccontexts, Hholding Eenvironments, and Wworkplace Rrelationships -- Relationships and Friends at Work -- Method -- Research Sstrategy -- Collaborating to Mmake Iit Hhappen -- Into the Ffield -- Analysis and Findings -- Colleague Rrelationships -- Engagement and Rrelational Ccontext -- Mapping Close Colleague Relationships -- Discussion and Conclusions -- Limitations, Ffurther Rresearch, and Iimplications -- Acknowledgements -- References -- Emotional Labor in Interaction with Patients, Companions, and Cow-Workers: A Multilevel Approach in a Hospital Context -- Abstract -- Theoretical Framework. -- Hypotheses Development -- Method -- Participants -- Instruments -- Emotional Display Rules -- Emotional Labor Strategies -- Dispositional Affective Traits (Affectivity) -- Emotional Performance -- Procedure -- Data Analysis -- Results -- Discussion -- Implications for Theory and Research -- Implications for Practice -- Limitations and Future Directions -- Conclusion -- FUNDING -- Note -- References -- II. Emotions and Pperformance-Related Ooutcomes During Ddisruption -- Workplace Iinterruptions and Eemotional Rregulation -- Abstract -- IntroductionNTRODUCTION -- DefiningEFINING InterruptionsNTERRUPTIONS -- Outcomes Aassociated with Iinterruptions at Wwork. -- Discrete Eemotions and Wwork Iinterruptions -- A FrameworkRAMEWORK forFOR DefiningEFINING WorkORK InterruptionsNTERRUPTIONS -- Intervention -- Disturbance -- Recovery -- Mind-Wwandering -- A ModelODEL ofOF EmotionMOTION RegulationEGULATION andAND InterruptionsNTERRUPTIONS -- Emotion Rregulation at Wwork Work-Eenhancing Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- Work-Hhindering Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- FutureUTURE ResearchESEARCH DirectionsIRECTIONS -- ConclusionONCLUSION -- References -- Pulled in Two Directions: How Affect Activation Predicts Resource Allocation Among Multiple Goals -- Abstract -- Multiple-Goal Pursuit. -- Resource Allocation Aamong Multiple Goals -- Previous Research on Affect and Multiple Goals -- Affect and Task- Attentional Pull -- Valence and Task- Attentional Pull -- Activation and Task- Attentional Pull -- Current Study -- Method -- Participants -- Procedure and Materials -- Results -- Discussion -- Implications for Theory and Practice -- Limitations and Future Research -- Conclusion -- Notes -- References -- Team Decision- Making in Crisis: How Affect Asymmetry and Team Process Norms Affect Decision-Making -- Abstract -- Conceptual Fframework -- Team Ddecision-Making -- Affect -- Affect Aasymmetry: AA Ddispersive Approach -- Theory -- Cognitive Resources Theory -- Affect Infusion Model (AIM) -- Positive Affect Aasymmetry and Team Decision Pperformance -- Negative Affect Aasymmetry and Team Decision Pperformance -- Team Pprocess Nnorms, Affect Iinfusion, and Ddecision-Effectiveness -- Method -- Sample and Pprocedure -- Measures -- Results -- Post -hoc Aanalyses. -- Discussion -- Strengths and Llimitations -- Future Research Ddirections -- Conclusion -- References -- Effect of Emotional Intelligence and Strategic Management of Technology on Organizational Performance -- Abstract -- Literature Review and Research Hypotheses -- Strategic Management of Technology and Organizational Performance -- Emotional Intelligence and Organizational Performance -- Relationship Between Strategic Management of Technology, Emotional Intelligence, and Organizational Performance Control Variables - The Level of Management and Size of the Organization -- Research Method -- Population, Sample, and Data Collection -- Measures -- Methods of Data Analysis -- Results -- Measurement Model Assessment -- Discriminant Validity -- Assessment of Model Fit -- Assessment of Structural Model -- Control Variable Analysis -- DISCUSSION OF THE FINDINGS AND THE IMPLICATIONS -- Limitations of the Study and Areas for Future Research -- References -- Strategic Management of Technology -- Technology Strategy: -- Technological Capability: -- Knowledge Management: -- Emotional Intelligence -- Organizational Performance -- Learning andand& -- Growth: -- Internal Business Processes: -- Stakeholder Satisfaction: -- Financial Performance: -- III. The Role of Ssupervisors and Lleaders in Ddisruption -- Supervisory Gaslighting and Iits Effects on Employee Affective Commitment -- Abstract -- Gaslighting -- Gaslighting in the Workplace -- Affective Organizational Commitment (AOC) -- Leader-Member Exchange (LMX) Quality -- Emotional Intelligence (EI) -- Method -- Participants -- Materials -- Gaslighting Scenarios -- Measures -- Affective Organizational Commitment (AOC) -- Perceptions of Leader-Mmember Exchange (LMX) -- Emotional Intelligence -- Manipulation Check -- Procedure -- Statistical Analysis -- Results -- Manipulation Check -- Descriptive Statistics -- Mediation Tests -- Moderated Mediation Tests -- Discussion -- Implications for Research and Practice -- Limitations and Directions for Future Research -- Conclusion -- Notes -- References -- How Lleaders Rregulate Eemotions Eexperienced During Oorganization Cchange Eevents -- Abstract -- IntroductionNTRODUCTION -- Emotion and the Workplace During Organizational Change -- Leaders'' Mmanagement of Eemotion During Oorganizational Cchange -- TheHE StudyTUDY -- Method -- Participants -- Procedure Coding and Analytic Approach -- ResultsESULTS -- Common Organizational Change Events in Summary -- Emotions Eexperienced in Oorganizational Cchange -- Managing Eemotions During Oorganizational Cchange -- Specific Sstrategies to Rregulate Eexperienced Eemotions -- Response- Ffocussed Sstrategies -- Antecedent- Ffocussed Sstrategies -- Seeking Ssocial Ssupport -- Outcomes of the Eexperience. -- What Wwould Yyou Do Ddifferently? -- More Open Conversations - Aauthentic Eexpression -- Being Vulnerable -- Monitoring Eemotional Sself-Aawareness -- Coaching in Eemotions -- DiscussionISCUSSION -- LimitationsIMITATIONS andAND ImplicationsMPLICATIONS forFOR FutureUTURE PracticeRACTICE -- ConclusionONCLUSION -- References -- Leading Through Dreaded Emotions: A Review on the Adaptive Roles and Functions of Fear, Anger, and Sadness in Leadership -- Abstract -- Emotions and Leadership -- Functionality of Emotions -- Fear in Leadership -- Target of Leader Fear Expression -- Anger in Leadership -- Target of Leader Anger Expression -- Fear Versus Anger in Risk Perception -- Sadness in Leadership -- Target of Leader Sadness Expression -- Practical Implications -- Conclusion -- References -- IV. Conclusions -- LearningsEARNINGS andAND SolutionsOLUTIONS AboutABOUT EmotionsMOTIONS DuringDURING DisruptionISRUPTION -- Abstract -- The Hheightened Ssalience and Ccomplexity of Eemotions and Eemotional Pprocesses During Ddisruption -- The Uupside of Ddisruption if Eemotions Aare Mmanaged Eeffectively: Pperformance and Oother Ooutcomes -- The Iimportance of Wworking Rrelationships for Eemotions During Ddisruption -- The Ccritical Rrole of Lleader Eemotional Ccompetencies and Rresponses During Ddisruption -- References -- INDEX. |
| ctrlnum | (ZDB-30-PQE)EBC7174801 (ZDB-30-PAD)EBC7174801 (ZDB-89-EBL)EBL7174801 (OCoLC)1369654390 (DE-599)BVBBV049874463 |
| dewey-full | 606 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 606 - Organizations |
| dewey-raw | 606 |
| dewey-search | 606 |
| dewey-sort | 3606 |
| dewey-tens | 600 - Technology (Applied sciences) |
| discipline | Technik allgemein |
| edition | 1st ed |
| format | Electronic eBook |
| fullrecord | <?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>00000nam a2200000zcb4500</leader><controlfield tag="001">BV049874463</controlfield><controlfield tag="003">DE-604</controlfield><controlfield tag="007">cr|uuu---uuuuu</controlfield><controlfield tag="008">240919s2023 xx o|||| 00||| eng d</controlfield><datafield tag="020" ind1=" " ind2=" "><subfield code="a">9781803828398</subfield><subfield code="9">978-1-80382-839-8</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(ZDB-30-PQE)EBC7174801</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(ZDB-30-PAD)EBC7174801</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(ZDB-89-EBL)EBL7174801</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(OCoLC)1369654390</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-599)BVBBV049874463</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-604</subfield><subfield code="b">ger</subfield><subfield code="e">rda</subfield></datafield><datafield tag="041" ind1="0" ind2=" "><subfield code="a">eng</subfield></datafield><datafield tag="049" ind1=" " ind2=" "><subfield code="a">DE-2070s</subfield></datafield><datafield tag="082" ind1="0" ind2=" "><subfield code="a">606</subfield></datafield><datafield tag="100" ind1="1" ind2=" "><subfield code="a">Troth, Ashlea C.</subfield><subfield code="e">Verfasser</subfield><subfield code="4">aut</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">Emotions During Times of Disruption</subfield></datafield><datafield tag="250" ind1=" " ind2=" "><subfield code="a">1st ed</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="a">Bingley</subfield><subfield code="b">Emerald Publishing Limited</subfield><subfield code="c">2023</subfield></datafield><datafield tag="264" ind1=" " ind2="4"><subfield code="c">©2023</subfield></datafield><datafield tag="300" ind1=" " ind2=" "><subfield code="a">1 Online-Ressource (329 Seiten)</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="b">txt</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="b">c</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="b">cr</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="490" ind1="0" ind2=" "><subfield code="a">Research on Emotion in Organizations Series</subfield><subfield code="v">v.18</subfield></datafield><datafield tag="500" ind1=" " ind2=" "><subfield code="a">Description based on publisher supplied metadata and other sources</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Cover -- EMOTIONS DURING TIMES OF DISRUPTION -- RESEARCH ON EMOTION IN ORGANIZATIONS -- EMOTIONS DURING TIMES OF DISRUPTION -- Copyright -- CONTENTS -- ABOUT THE AUTHORS -- ABOUT THE EDITORS -- EmotionsMOTIONS andAND DisruptionISRUPTION -- Abstract -- Part I: Emotions in Ddisruptive Ccontexts -- Part II: Emotions and Pperformance-Rrelated Ooutcomes During Ddisruption -- PartART III: Thethe RoleOLE ofOF SupervisorsUPERVISORS andAND LeadersEADERS inIN DisruptionISRUPTION -- Part IV: ConclusionsONCLUSIONS: Learnings andAND SolutionsOLUTIONS Aabout Eemotions During Disruption -- Acknowledgments -- Note -- References -- I. Emotions in Ddisruptive Ccontexts -- Emotional Socialization in Times of Disruption: A Mixed-Methods Case Study of Emotional Labor Among Nonprofit Employees Dur ... -- Abstract -- IntroductionNTRODUCTION -- SocializingOCIALIZING EmotionalMOTIONAL LaborABOR inIN OrganizationsRGANIZATIONS -- Origins of Emotional Labor -- Climate of Authenticity and Psychological Safety -- Gendered Emotional Labor -- Socialization and&amp -- Partial Group Membership -- MethodologyETHODOLOGY -- Research Design and&amp -- Data -- Organization-Wide Panel Data. -- Diary and Semi-sStructured Interview Data. -- ResultsESULTS -- Emotional Expectations -- Emotional Experiences -- DiscussionISCUSSION -- Socialized Emotional Expectations -- Effortful Emotional Labor -- Genuine Emotional Expression -- Complicating the Climate, Motivation, and Work--Life Boundaries -- ConclusionONCLUSION -- Notes -- References -- Ambivalent Feeling About Organizational Change Under NPM -- Abstract -- Attitudinal Ambivalence and Organizational Change -- Emotional Ambivalence in Organizations -- Emotional Ambivalence During Organizational Change -- Method -- Research Design -- Data Ccollection -- Data Aanalysis Aapproach -- Results -- Coping Sstrategies for Eemotional Aambivalence</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Disengagement -- Compromise -- Discussion -- Limitations and Ffuture Ddirections -- Note -- References -- Releasing the Ppressure Vvalve: Workplace Rrelationships and Eengagement in a Ccontext of Ddisruption -- Abstract -- Relevant Lliterature -- Personal Eengagement and Ddisengagement. -- Relational Ccontexts, Hholding Eenvironments, and Wworkplace Rrelationships -- Relationships and Friends at Work -- Method -- Research Sstrategy -- Collaborating to Mmake Iit Hhappen -- Into the Ffield -- Analysis and Findings -- Colleague Rrelationships -- Engagement and Rrelational Ccontext -- Mapping Close Colleague Relationships -- Discussion and Conclusions -- Limitations, Ffurther Rresearch, and Iimplications -- Acknowledgements -- References -- Emotional Labor in Interaction with Patients, Companions, and Cow-Workers: A Multilevel Approach in a Hospital Context -- Abstract -- Theoretical Framework. -- Hypotheses Development -- Method -- Participants -- Instruments -- Emotional Display Rules -- Emotional Labor Strategies -- Dispositional Affective Traits (Affectivity) -- Emotional Performance -- Procedure -- Data Analysis -- Results -- Discussion -- Implications for Theory and Research -- Implications for Practice -- Limitations and Future Directions -- Conclusion -- FUNDING -- Note -- References -- II. Emotions and Pperformance-Related Ooutcomes During Ddisruption -- Workplace Iinterruptions and Eemotional Rregulation -- Abstract -- IntroductionNTRODUCTION -- DefiningEFINING InterruptionsNTERRUPTIONS -- Outcomes Aassociated with Iinterruptions at Wwork. -- Discrete Eemotions and Wwork Iinterruptions -- A FrameworkRAMEWORK forFOR DefiningEFINING WorkORK InterruptionsNTERRUPTIONS -- Intervention -- Disturbance -- Recovery -- Mind-Wwandering -- A ModelODEL ofOF EmotionMOTION RegulationEGULATION andAND InterruptionsNTERRUPTIONS -- Emotion Rregulation at Wwork</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Work-Eenhancing Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- Work-Hhindering Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- FutureUTURE ResearchESEARCH DirectionsIRECTIONS -- ConclusionONCLUSION -- References -- Pulled in Two Directions: How Affect Activation Predicts Resource Allocation Among Multiple Goals -- Abstract -- Multiple-Goal Pursuit. -- Resource Allocation Aamong Multiple Goals -- Previous Research on Affect and Multiple Goals -- Affect and Task- Attentional Pull -- Valence and Task- Attentional Pull -- Activation and Task- Attentional Pull -- Current Study -- Method -- Participants -- Procedure and Materials -- Results -- Discussion -- Implications for Theory and Practice -- Limitations and Future Research -- Conclusion -- Notes -- References -- Team Decision- Making in Crisis: How Affect Asymmetry and Team Process Norms Affect Decision-Making -- Abstract -- Conceptual Fframework -- Team Ddecision-Making -- Affect -- Affect Aasymmetry: AA Ddispersive Approach -- Theory -- Cognitive Resources Theory -- Affect Infusion Model (AIM) -- Positive Affect Aasymmetry and Team Decision Pperformance -- Negative Affect Aasymmetry and Team Decision Pperformance -- Team Pprocess Nnorms, Affect Iinfusion, and Ddecision-Effectiveness -- Method -- Sample and Pprocedure -- Measures -- Results -- Post -hoc Aanalyses. -- Discussion -- Strengths and Llimitations -- Future Research Ddirections -- Conclusion -- References -- Effect of Emotional Intelligence and Strategic Management of Technology on Organizational Performance -- Abstract -- Literature Review and Research Hypotheses -- Strategic Management of Technology and Organizational Performance -- Emotional Intelligence and Organizational Performance -- Relationship Between Strategic Management of Technology, Emotional Intelligence, and Organizational Performance</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Control Variables - The Level of Management and Size of the Organization -- Research Method -- Population, Sample, and Data Collection -- Measures -- Methods of Data Analysis -- Results -- Measurement Model Assessment -- Discriminant Validity -- Assessment of Model Fit -- Assessment of Structural Model -- Control Variable Analysis -- DISCUSSION OF THE FINDINGS AND THE IMPLICATIONS -- Limitations of the Study and Areas for Future Research -- References -- Strategic Management of Technology -- Technology Strategy: -- Technological Capability: -- Knowledge Management: -- Emotional Intelligence -- Organizational Performance -- Learning andand&amp -- Growth: -- Internal Business Processes: -- Stakeholder Satisfaction: -- Financial Performance: -- III. The Role of Ssupervisors and Lleaders in Ddisruption -- Supervisory Gaslighting and Iits Effects on Employee Affective Commitment -- Abstract -- Gaslighting -- Gaslighting in the Workplace -- Affective Organizational Commitment (AOC) -- Leader-Member Exchange (LMX) Quality -- Emotional Intelligence (EI) -- Method -- Participants -- Materials -- Gaslighting Scenarios -- Measures -- Affective Organizational Commitment (AOC) -- Perceptions of Leader-Mmember Exchange (LMX) -- Emotional Intelligence -- Manipulation Check -- Procedure -- Statistical Analysis -- Results -- Manipulation Check -- Descriptive Statistics -- Mediation Tests -- Moderated Mediation Tests -- Discussion -- Implications for Research and Practice -- Limitations and Directions for Future Research -- Conclusion -- Notes -- References -- How Lleaders Rregulate Eemotions Eexperienced During Oorganization Cchange Eevents -- Abstract -- IntroductionNTRODUCTION -- Emotion and the Workplace During Organizational Change -- Leaders'' Mmanagement of Eemotion During Oorganizational Cchange -- TheHE StudyTUDY -- Method -- Participants -- Procedure</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Coding and Analytic Approach -- ResultsESULTS -- Common Organizational Change Events in Summary -- Emotions Eexperienced in Oorganizational Cchange -- Managing Eemotions During Oorganizational Cchange -- Specific Sstrategies to Rregulate Eexperienced Eemotions -- Response- Ffocussed Sstrategies -- Antecedent- Ffocussed Sstrategies -- Seeking Ssocial Ssupport -- Outcomes of the Eexperience. -- What Wwould Yyou Do Ddifferently? -- More Open Conversations - Aauthentic Eexpression -- Being Vulnerable -- Monitoring Eemotional Sself-Aawareness -- Coaching in Eemotions -- DiscussionISCUSSION -- LimitationsIMITATIONS andAND ImplicationsMPLICATIONS forFOR FutureUTURE PracticeRACTICE -- ConclusionONCLUSION -- References -- Leading Through Dreaded Emotions: A Review on the Adaptive Roles and Functions of Fear, Anger, and Sadness in Leadership -- Abstract -- Emotions and Leadership -- Functionality of Emotions -- Fear in Leadership -- Target of Leader Fear Expression -- Anger in Leadership -- Target of Leader Anger Expression -- Fear Versus Anger in Risk Perception -- Sadness in Leadership -- Target of Leader Sadness Expression -- Practical Implications -- Conclusion -- References -- IV. Conclusions -- LearningsEARNINGS andAND SolutionsOLUTIONS AboutABOUT EmotionsMOTIONS DuringDURING DisruptionISRUPTION -- Abstract -- The Hheightened Ssalience and Ccomplexity of Eemotions and Eemotional Pprocesses During Ddisruption -- The Uupside of Ddisruption if Eemotions Aare Mmanaged Eeffectively: Pperformance and Oother Ooutcomes -- The Iimportance of Wworking Rrelationships for Eemotions During Ddisruption -- The Ccritical Rrole of Lleader Eemotional Ccompetencies and Rresponses During Ddisruption -- References -- INDEX.</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">Volume 18 of Research on Emotion in Organizationsfollows the theme of Emotions during Times of Disruption, contending that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Corporate culture</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Organizational behavior</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">COVID-19 Pandemic, 2020-</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Gefühl</subfield><subfield code="0">(DE-588)4019702-5</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Arbeitsorganisation</subfield><subfield code="0">(DE-588)4002752-1</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Unternehmensleitung</subfield><subfield code="0">(DE-588)4233771-9</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Kommunikation</subfield><subfield code="0">(DE-588)4031883-7</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="655" ind1=" " ind2="7"><subfield code="0">(DE-588)4143413-4</subfield><subfield code="a">Aufsatzsammlung</subfield><subfield code="2">gnd-content</subfield></datafield><datafield tag="689" ind1="0" ind2="0"><subfield code="a">Unternehmensleitung</subfield><subfield code="0">(DE-588)4233771-9</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="1"><subfield code="a">Arbeitsorganisation</subfield><subfield code="0">(DE-588)4002752-1</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="2"><subfield code="a">Gefühl</subfield><subfield code="0">(DE-588)4019702-5</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="3"><subfield code="a">Kommunikation</subfield><subfield code="0">(DE-588)4031883-7</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2=" "><subfield code="5">DE-604</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Ashkanasy, Neal M.</subfield><subfield code="e">Sonstige</subfield><subfield code="4">oth</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Humphrey, Ronald H.</subfield><subfield code="e">Sonstige</subfield><subfield code="4">oth</subfield></datafield><datafield tag="776" ind1="0" ind2="8"><subfield code="i">Erscheint auch als</subfield><subfield code="n">Druck-Ausgabe</subfield><subfield code="a">Troth, Ashlea C.</subfield><subfield code="t">Emotions During Times of Disruption</subfield><subfield code="d">Bingley : Emerald Publishing Limited,c2023</subfield><subfield code="z">9781803828381</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">ZDB-30-PQE</subfield></datafield><datafield tag="943" ind1="1" ind2=" "><subfield code="a">oai:aleph.bib-bvb.de:BVB01-035213921</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://ebookcentral.proquest.com/lib/hwr/detail.action?docID=7174801</subfield><subfield code="l">DE-2070s</subfield><subfield code="p">ZDB-30-PQE</subfield><subfield code="q">HWR_PDA_PQE</subfield><subfield code="x">Aggregator</subfield><subfield code="3">Volltext</subfield></datafield></record></collection> |
| genre | (DE-588)4143413-4 Aufsatzsammlung gnd-content |
| genre_facet | Aufsatzsammlung |
| id | DE-604.BV049874463 |
| illustrated | Not Illustrated |
| indexdate | 2025-01-10T19:04:18Z |
| institution | BVB |
| isbn | 9781803828398 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035213921 |
| oclc_num | 1369654390 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 Online-Ressource (329 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2023 |
| publishDateSearch | 2023 |
| publishDateSort | 2023 |
| publisher | Emerald Publishing Limited |
| record_format | marc |
| series2 | Research on Emotion in Organizations Series |
| spelling | Troth, Ashlea C. Verfasser aut Emotions During Times of Disruption 1st ed Bingley Emerald Publishing Limited 2023 ©2023 1 Online-Ressource (329 Seiten) txt rdacontent c rdamedia cr rdacarrier Research on Emotion in Organizations Series v.18 Description based on publisher supplied metadata and other sources Cover -- EMOTIONS DURING TIMES OF DISRUPTION -- RESEARCH ON EMOTION IN ORGANIZATIONS -- EMOTIONS DURING TIMES OF DISRUPTION -- Copyright -- CONTENTS -- ABOUT THE AUTHORS -- ABOUT THE EDITORS -- EmotionsMOTIONS andAND DisruptionISRUPTION -- Abstract -- Part I: Emotions in Ddisruptive Ccontexts -- Part II: Emotions and Pperformance-Rrelated Ooutcomes During Ddisruption -- PartART III: Thethe RoleOLE ofOF SupervisorsUPERVISORS andAND LeadersEADERS inIN DisruptionISRUPTION -- Part IV: ConclusionsONCLUSIONS: Learnings andAND SolutionsOLUTIONS Aabout Eemotions During Disruption -- Acknowledgments -- Note -- References -- I. Emotions in Ddisruptive Ccontexts -- Emotional Socialization in Times of Disruption: A Mixed-Methods Case Study of Emotional Labor Among Nonprofit Employees Dur ... -- Abstract -- IntroductionNTRODUCTION -- SocializingOCIALIZING EmotionalMOTIONAL LaborABOR inIN OrganizationsRGANIZATIONS -- Origins of Emotional Labor -- Climate of Authenticity and Psychological Safety -- Gendered Emotional Labor -- Socialization and& -- Partial Group Membership -- MethodologyETHODOLOGY -- Research Design and& -- Data -- Organization-Wide Panel Data. -- Diary and Semi-sStructured Interview Data. -- ResultsESULTS -- Emotional Expectations -- Emotional Experiences -- DiscussionISCUSSION -- Socialized Emotional Expectations -- Effortful Emotional Labor -- Genuine Emotional Expression -- Complicating the Climate, Motivation, and Work--Life Boundaries -- ConclusionONCLUSION -- Notes -- References -- Ambivalent Feeling About Organizational Change Under NPM -- Abstract -- Attitudinal Ambivalence and Organizational Change -- Emotional Ambivalence in Organizations -- Emotional Ambivalence During Organizational Change -- Method -- Research Design -- Data Ccollection -- Data Aanalysis Aapproach -- Results -- Coping Sstrategies for Eemotional Aambivalence Disengagement -- Compromise -- Discussion -- Limitations and Ffuture Ddirections -- Note -- References -- Releasing the Ppressure Vvalve: Workplace Rrelationships and Eengagement in a Ccontext of Ddisruption -- Abstract -- Relevant Lliterature -- Personal Eengagement and Ddisengagement. -- Relational Ccontexts, Hholding Eenvironments, and Wworkplace Rrelationships -- Relationships and Friends at Work -- Method -- Research Sstrategy -- Collaborating to Mmake Iit Hhappen -- Into the Ffield -- Analysis and Findings -- Colleague Rrelationships -- Engagement and Rrelational Ccontext -- Mapping Close Colleague Relationships -- Discussion and Conclusions -- Limitations, Ffurther Rresearch, and Iimplications -- Acknowledgements -- References -- Emotional Labor in Interaction with Patients, Companions, and Cow-Workers: A Multilevel Approach in a Hospital Context -- Abstract -- Theoretical Framework. -- Hypotheses Development -- Method -- Participants -- Instruments -- Emotional Display Rules -- Emotional Labor Strategies -- Dispositional Affective Traits (Affectivity) -- Emotional Performance -- Procedure -- Data Analysis -- Results -- Discussion -- Implications for Theory and Research -- Implications for Practice -- Limitations and Future Directions -- Conclusion -- FUNDING -- Note -- References -- II. Emotions and Pperformance-Related Ooutcomes During Ddisruption -- Workplace Iinterruptions and Eemotional Rregulation -- Abstract -- IntroductionNTRODUCTION -- DefiningEFINING InterruptionsNTERRUPTIONS -- Outcomes Aassociated with Iinterruptions at Wwork. -- Discrete Eemotions and Wwork Iinterruptions -- A FrameworkRAMEWORK forFOR DefiningEFINING WorkORK InterruptionsNTERRUPTIONS -- Intervention -- Disturbance -- Recovery -- Mind-Wwandering -- A ModelODEL ofOF EmotionMOTION RegulationEGULATION andAND InterruptionsNTERRUPTIONS -- Emotion Rregulation at Wwork Work-Eenhancing Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- Work-Hhindering Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- FutureUTURE ResearchESEARCH DirectionsIRECTIONS -- ConclusionONCLUSION -- References -- Pulled in Two Directions: How Affect Activation Predicts Resource Allocation Among Multiple Goals -- Abstract -- Multiple-Goal Pursuit. -- Resource Allocation Aamong Multiple Goals -- Previous Research on Affect and Multiple Goals -- Affect and Task- Attentional Pull -- Valence and Task- Attentional Pull -- Activation and Task- Attentional Pull -- Current Study -- Method -- Participants -- Procedure and Materials -- Results -- Discussion -- Implications for Theory and Practice -- Limitations and Future Research -- Conclusion -- Notes -- References -- Team Decision- Making in Crisis: How Affect Asymmetry and Team Process Norms Affect Decision-Making -- Abstract -- Conceptual Fframework -- Team Ddecision-Making -- Affect -- Affect Aasymmetry: AA Ddispersive Approach -- Theory -- Cognitive Resources Theory -- Affect Infusion Model (AIM) -- Positive Affect Aasymmetry and Team Decision Pperformance -- Negative Affect Aasymmetry and Team Decision Pperformance -- Team Pprocess Nnorms, Affect Iinfusion, and Ddecision-Effectiveness -- Method -- Sample and Pprocedure -- Measures -- Results -- Post -hoc Aanalyses. -- Discussion -- Strengths and Llimitations -- Future Research Ddirections -- Conclusion -- References -- Effect of Emotional Intelligence and Strategic Management of Technology on Organizational Performance -- Abstract -- Literature Review and Research Hypotheses -- Strategic Management of Technology and Organizational Performance -- Emotional Intelligence and Organizational Performance -- Relationship Between Strategic Management of Technology, Emotional Intelligence, and Organizational Performance Control Variables - The Level of Management and Size of the Organization -- Research Method -- Population, Sample, and Data Collection -- Measures -- Methods of Data Analysis -- Results -- Measurement Model Assessment -- Discriminant Validity -- Assessment of Model Fit -- Assessment of Structural Model -- Control Variable Analysis -- DISCUSSION OF THE FINDINGS AND THE IMPLICATIONS -- Limitations of the Study and Areas for Future Research -- References -- Strategic Management of Technology -- Technology Strategy: -- Technological Capability: -- Knowledge Management: -- Emotional Intelligence -- Organizational Performance -- Learning andand& -- Growth: -- Internal Business Processes: -- Stakeholder Satisfaction: -- Financial Performance: -- III. The Role of Ssupervisors and Lleaders in Ddisruption -- Supervisory Gaslighting and Iits Effects on Employee Affective Commitment -- Abstract -- Gaslighting -- Gaslighting in the Workplace -- Affective Organizational Commitment (AOC) -- Leader-Member Exchange (LMX) Quality -- Emotional Intelligence (EI) -- Method -- Participants -- Materials -- Gaslighting Scenarios -- Measures -- Affective Organizational Commitment (AOC) -- Perceptions of Leader-Mmember Exchange (LMX) -- Emotional Intelligence -- Manipulation Check -- Procedure -- Statistical Analysis -- Results -- Manipulation Check -- Descriptive Statistics -- Mediation Tests -- Moderated Mediation Tests -- Discussion -- Implications for Research and Practice -- Limitations and Directions for Future Research -- Conclusion -- Notes -- References -- How Lleaders Rregulate Eemotions Eexperienced During Oorganization Cchange Eevents -- Abstract -- IntroductionNTRODUCTION -- Emotion and the Workplace During Organizational Change -- Leaders'' Mmanagement of Eemotion During Oorganizational Cchange -- TheHE StudyTUDY -- Method -- Participants -- Procedure Coding and Analytic Approach -- ResultsESULTS -- Common Organizational Change Events in Summary -- Emotions Eexperienced in Oorganizational Cchange -- Managing Eemotions During Oorganizational Cchange -- Specific Sstrategies to Rregulate Eexperienced Eemotions -- Response- Ffocussed Sstrategies -- Antecedent- Ffocussed Sstrategies -- Seeking Ssocial Ssupport -- Outcomes of the Eexperience. -- What Wwould Yyou Do Ddifferently? -- More Open Conversations - Aauthentic Eexpression -- Being Vulnerable -- Monitoring Eemotional Sself-Aawareness -- Coaching in Eemotions -- DiscussionISCUSSION -- LimitationsIMITATIONS andAND ImplicationsMPLICATIONS forFOR FutureUTURE PracticeRACTICE -- ConclusionONCLUSION -- References -- Leading Through Dreaded Emotions: A Review on the Adaptive Roles and Functions of Fear, Anger, and Sadness in Leadership -- Abstract -- Emotions and Leadership -- Functionality of Emotions -- Fear in Leadership -- Target of Leader Fear Expression -- Anger in Leadership -- Target of Leader Anger Expression -- Fear Versus Anger in Risk Perception -- Sadness in Leadership -- Target of Leader Sadness Expression -- Practical Implications -- Conclusion -- References -- IV. Conclusions -- LearningsEARNINGS andAND SolutionsOLUTIONS AboutABOUT EmotionsMOTIONS DuringDURING DisruptionISRUPTION -- Abstract -- The Hheightened Ssalience and Ccomplexity of Eemotions and Eemotional Pprocesses During Ddisruption -- The Uupside of Ddisruption if Eemotions Aare Mmanaged Eeffectively: Pperformance and Oother Ooutcomes -- The Iimportance of Wworking Rrelationships for Eemotions During Ddisruption -- The Ccritical Rrole of Lleader Eemotional Ccompetencies and Rresponses During Ddisruption -- References -- INDEX. Volume 18 of Research on Emotion in Organizationsfollows the theme of Emotions during Times of Disruption, contending that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully Corporate culture Organizational behavior COVID-19 Pandemic, 2020- Gefühl (DE-588)4019702-5 gnd rswk-swf Arbeitsorganisation (DE-588)4002752-1 gnd rswk-swf Unternehmensleitung (DE-588)4233771-9 gnd rswk-swf Kommunikation (DE-588)4031883-7 gnd rswk-swf (DE-588)4143413-4 Aufsatzsammlung gnd-content Unternehmensleitung (DE-588)4233771-9 s Arbeitsorganisation (DE-588)4002752-1 s Gefühl (DE-588)4019702-5 s Kommunikation (DE-588)4031883-7 s DE-604 Ashkanasy, Neal M. Sonstige oth Humphrey, Ronald H. Sonstige oth Erscheint auch als Druck-Ausgabe Troth, Ashlea C. Emotions During Times of Disruption Bingley : Emerald Publishing Limited,c2023 9781803828381 |
| spellingShingle | Troth, Ashlea C. Emotions During Times of Disruption Cover -- EMOTIONS DURING TIMES OF DISRUPTION -- RESEARCH ON EMOTION IN ORGANIZATIONS -- EMOTIONS DURING TIMES OF DISRUPTION -- Copyright -- CONTENTS -- ABOUT THE AUTHORS -- ABOUT THE EDITORS -- EmotionsMOTIONS andAND DisruptionISRUPTION -- Abstract -- Part I: Emotions in Ddisruptive Ccontexts -- Part II: Emotions and Pperformance-Rrelated Ooutcomes During Ddisruption -- PartART III: Thethe RoleOLE ofOF SupervisorsUPERVISORS andAND LeadersEADERS inIN DisruptionISRUPTION -- Part IV: ConclusionsONCLUSIONS: Learnings andAND SolutionsOLUTIONS Aabout Eemotions During Disruption -- Acknowledgments -- Note -- References -- I. Emotions in Ddisruptive Ccontexts -- Emotional Socialization in Times of Disruption: A Mixed-Methods Case Study of Emotional Labor Among Nonprofit Employees Dur ... -- Abstract -- IntroductionNTRODUCTION -- SocializingOCIALIZING EmotionalMOTIONAL LaborABOR inIN OrganizationsRGANIZATIONS -- Origins of Emotional Labor -- Climate of Authenticity and Psychological Safety -- Gendered Emotional Labor -- Socialization and& -- Partial Group Membership -- MethodologyETHODOLOGY -- Research Design and& -- Data -- Organization-Wide Panel Data. -- Diary and Semi-sStructured Interview Data. -- ResultsESULTS -- Emotional Expectations -- Emotional Experiences -- DiscussionISCUSSION -- Socialized Emotional Expectations -- Effortful Emotional Labor -- Genuine Emotional Expression -- Complicating the Climate, Motivation, and Work--Life Boundaries -- ConclusionONCLUSION -- Notes -- References -- Ambivalent Feeling About Organizational Change Under NPM -- Abstract -- Attitudinal Ambivalence and Organizational Change -- Emotional Ambivalence in Organizations -- Emotional Ambivalence During Organizational Change -- Method -- Research Design -- Data Ccollection -- Data Aanalysis Aapproach -- Results -- Coping Sstrategies for Eemotional Aambivalence Disengagement -- Compromise -- Discussion -- Limitations and Ffuture Ddirections -- Note -- References -- Releasing the Ppressure Vvalve: Workplace Rrelationships and Eengagement in a Ccontext of Ddisruption -- Abstract -- Relevant Lliterature -- Personal Eengagement and Ddisengagement. -- Relational Ccontexts, Hholding Eenvironments, and Wworkplace Rrelationships -- Relationships and Friends at Work -- Method -- Research Sstrategy -- Collaborating to Mmake Iit Hhappen -- Into the Ffield -- Analysis and Findings -- Colleague Rrelationships -- Engagement and Rrelational Ccontext -- Mapping Close Colleague Relationships -- Discussion and Conclusions -- Limitations, Ffurther Rresearch, and Iimplications -- Acknowledgements -- References -- Emotional Labor in Interaction with Patients, Companions, and Cow-Workers: A Multilevel Approach in a Hospital Context -- Abstract -- Theoretical Framework. -- Hypotheses Development -- Method -- Participants -- Instruments -- Emotional Display Rules -- Emotional Labor Strategies -- Dispositional Affective Traits (Affectivity) -- Emotional Performance -- Procedure -- Data Analysis -- Results -- Discussion -- Implications for Theory and Research -- Implications for Practice -- Limitations and Future Directions -- Conclusion -- FUNDING -- Note -- References -- II. Emotions and Pperformance-Related Ooutcomes During Ddisruption -- Workplace Iinterruptions and Eemotional Rregulation -- Abstract -- IntroductionNTRODUCTION -- DefiningEFINING InterruptionsNTERRUPTIONS -- Outcomes Aassociated with Iinterruptions at Wwork. -- Discrete Eemotions and Wwork Iinterruptions -- A FrameworkRAMEWORK forFOR DefiningEFINING WorkORK InterruptionsNTERRUPTIONS -- Intervention -- Disturbance -- Recovery -- Mind-Wwandering -- A ModelODEL ofOF EmotionMOTION RegulationEGULATION andAND InterruptionsNTERRUPTIONS -- Emotion Rregulation at Wwork Work-Eenhancing Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- Work-Hhindering Iinterruptions, Eemotion Rregulation, and Iindividual Ooutcomes -- FutureUTURE ResearchESEARCH DirectionsIRECTIONS -- ConclusionONCLUSION -- References -- Pulled in Two Directions: How Affect Activation Predicts Resource Allocation Among Multiple Goals -- Abstract -- Multiple-Goal Pursuit. -- Resource Allocation Aamong Multiple Goals -- Previous Research on Affect and Multiple Goals -- Affect and Task- Attentional Pull -- Valence and Task- Attentional Pull -- Activation and Task- Attentional Pull -- Current Study -- Method -- Participants -- Procedure and Materials -- Results -- Discussion -- Implications for Theory and Practice -- Limitations and Future Research -- Conclusion -- Notes -- References -- Team Decision- Making in Crisis: How Affect Asymmetry and Team Process Norms Affect Decision-Making -- Abstract -- Conceptual Fframework -- Team Ddecision-Making -- Affect -- Affect Aasymmetry: AA Ddispersive Approach -- Theory -- Cognitive Resources Theory -- Affect Infusion Model (AIM) -- Positive Affect Aasymmetry and Team Decision Pperformance -- Negative Affect Aasymmetry and Team Decision Pperformance -- Team Pprocess Nnorms, Affect Iinfusion, and Ddecision-Effectiveness -- Method -- Sample and Pprocedure -- Measures -- Results -- Post -hoc Aanalyses. -- Discussion -- Strengths and Llimitations -- Future Research Ddirections -- Conclusion -- References -- Effect of Emotional Intelligence and Strategic Management of Technology on Organizational Performance -- Abstract -- Literature Review and Research Hypotheses -- Strategic Management of Technology and Organizational Performance -- Emotional Intelligence and Organizational Performance -- Relationship Between Strategic Management of Technology, Emotional Intelligence, and Organizational Performance Control Variables - The Level of Management and Size of the Organization -- Research Method -- Population, Sample, and Data Collection -- Measures -- Methods of Data Analysis -- Results -- Measurement Model Assessment -- Discriminant Validity -- Assessment of Model Fit -- Assessment of Structural Model -- Control Variable Analysis -- DISCUSSION OF THE FINDINGS AND THE IMPLICATIONS -- Limitations of the Study and Areas for Future Research -- References -- Strategic Management of Technology -- Technology Strategy: -- Technological Capability: -- Knowledge Management: -- Emotional Intelligence -- Organizational Performance -- Learning andand& -- Growth: -- Internal Business Processes: -- Stakeholder Satisfaction: -- Financial Performance: -- III. The Role of Ssupervisors and Lleaders in Ddisruption -- Supervisory Gaslighting and Iits Effects on Employee Affective Commitment -- Abstract -- Gaslighting -- Gaslighting in the Workplace -- Affective Organizational Commitment (AOC) -- Leader-Member Exchange (LMX) Quality -- Emotional Intelligence (EI) -- Method -- Participants -- Materials -- Gaslighting Scenarios -- Measures -- Affective Organizational Commitment (AOC) -- Perceptions of Leader-Mmember Exchange (LMX) -- Emotional Intelligence -- Manipulation Check -- Procedure -- Statistical Analysis -- Results -- Manipulation Check -- Descriptive Statistics -- Mediation Tests -- Moderated Mediation Tests -- Discussion -- Implications for Research and Practice -- Limitations and Directions for Future Research -- Conclusion -- Notes -- References -- How Lleaders Rregulate Eemotions Eexperienced During Oorganization Cchange Eevents -- Abstract -- IntroductionNTRODUCTION -- Emotion and the Workplace During Organizational Change -- Leaders'' Mmanagement of Eemotion During Oorganizational Cchange -- TheHE StudyTUDY -- Method -- Participants -- Procedure Coding and Analytic Approach -- ResultsESULTS -- Common Organizational Change Events in Summary -- Emotions Eexperienced in Oorganizational Cchange -- Managing Eemotions During Oorganizational Cchange -- Specific Sstrategies to Rregulate Eexperienced Eemotions -- Response- Ffocussed Sstrategies -- Antecedent- Ffocussed Sstrategies -- Seeking Ssocial Ssupport -- Outcomes of the Eexperience. -- What Wwould Yyou Do Ddifferently? -- More Open Conversations - Aauthentic Eexpression -- Being Vulnerable -- Monitoring Eemotional Sself-Aawareness -- Coaching in Eemotions -- DiscussionISCUSSION -- LimitationsIMITATIONS andAND ImplicationsMPLICATIONS forFOR FutureUTURE PracticeRACTICE -- ConclusionONCLUSION -- References -- Leading Through Dreaded Emotions: A Review on the Adaptive Roles and Functions of Fear, Anger, and Sadness in Leadership -- Abstract -- Emotions and Leadership -- Functionality of Emotions -- Fear in Leadership -- Target of Leader Fear Expression -- Anger in Leadership -- Target of Leader Anger Expression -- Fear Versus Anger in Risk Perception -- Sadness in Leadership -- Target of Leader Sadness Expression -- Practical Implications -- Conclusion -- References -- IV. Conclusions -- LearningsEARNINGS andAND SolutionsOLUTIONS AboutABOUT EmotionsMOTIONS DuringDURING DisruptionISRUPTION -- Abstract -- The Hheightened Ssalience and Ccomplexity of Eemotions and Eemotional Pprocesses During Ddisruption -- The Uupside of Ddisruption if Eemotions Aare Mmanaged Eeffectively: Pperformance and Oother Ooutcomes -- The Iimportance of Wworking Rrelationships for Eemotions During Ddisruption -- The Ccritical Rrole of Lleader Eemotional Ccompetencies and Rresponses During Ddisruption -- References -- INDEX. Corporate culture Organizational behavior COVID-19 Pandemic, 2020- Gefühl (DE-588)4019702-5 gnd Arbeitsorganisation (DE-588)4002752-1 gnd Unternehmensleitung (DE-588)4233771-9 gnd Kommunikation (DE-588)4031883-7 gnd |
| subject_GND | (DE-588)4019702-5 (DE-588)4002752-1 (DE-588)4233771-9 (DE-588)4031883-7 (DE-588)4143413-4 |
| title | Emotions During Times of Disruption |
| title_auth | Emotions During Times of Disruption |
| title_exact_search | Emotions During Times of Disruption |
| title_full | Emotions During Times of Disruption |
| title_fullStr | Emotions During Times of Disruption |
| title_full_unstemmed | Emotions During Times of Disruption |
| title_short | Emotions During Times of Disruption |
| title_sort | emotions during times of disruption |
| topic | Corporate culture Organizational behavior COVID-19 Pandemic, 2020- Gefühl (DE-588)4019702-5 gnd Arbeitsorganisation (DE-588)4002752-1 gnd Unternehmensleitung (DE-588)4233771-9 gnd Kommunikation (DE-588)4031883-7 gnd |
| topic_facet | Corporate culture Organizational behavior COVID-19 Pandemic, 2020- Gefühl Arbeitsorganisation Unternehmensleitung Kommunikation Aufsatzsammlung |
| work_keys_str_mv | AT trothashleac emotionsduringtimesofdisruption AT ashkanasynealm emotionsduringtimesofdisruption AT humphreyronaldh emotionsduringtimesofdisruption |