Emotion Flashcards
What is the difference between mood, emotion, and affect?
Moods refer to generalized affective states that are temporary and fluctuating and do not have a clear target.
Emotions have a specific target, and moods do not; are relatively short lived, usually have a physiological reaction, and are more intense. Have come to be called “discrete” because they are focused on a specific target.
Affect is a general/umbrella term that typically includes both feeling states (moods and emotions) and feeling traits (dispositional affect).
(Zhou and Shalley, 2011)
In what way are emotions functional?
Emotions serve as a signaling mechanism for organisms to adapt behavior to meet environmental conditions. Positive emotions signal well being; negative emotions signal that a challenging situation exists that needs to be resolved. Emotions and cognition emerge to serve basic survival (Ashkanasy and Dorris, 2017)
Describe the 5-level model of emotion
Ashkanasy 2003
o Level 1: within-person – state affect, emotions, mood, behaviors
o Level 2: between-person – trait affectivity, affective commitment, job satisfaction, burnout, emotional intelligence
o Level 3: interpersonal interactions: emotional labor, emotional exchange, displayed vs felt emotion
o Level 4: Groups: affective composition, emotionally intelligent groups, emotional contagion, leader-member exchange
o Level 5: Org-Wide: policies, requirement for emotional labor, stress and well-being, emotional climate and culture
Who was the first scholar to define emotional labor?
Hochschild (1983) was a sociologist, who defined it as employees having to display emotions at odds with what they truly feel - the “right emotions”, and as a result they experience burnout and loss of productivity (e.g., flight attendants, debt collectors). Over the last 20 years it’s been a focus in OB literature, primarily focused on emotional regulation strategies.
What are the two key emotion regulation strategies?
Two key emotional regulation strategies:
-Surface acting: engaging in superficial display of emotions without genuinely feeling that emotion
-Deep acting: actors seeking to modify their felt emotions so as to align with expected displays of emotion. Antecedent focused in that it focuses on affecting the perception and processing of emotional cues at the onset of an emotion before they elicit behavioral or physiological response
(Grandey, 2000)
What is affective events theory?
Weiss and Cropanzano (1996)
AET provided a framework for studying emotions in the workplace as being dynamic. They argue that behavior and performance of employees are largely a function of how they feel in reaction to their environment at any given moment. Events, situations or others may be perceived as threats or opportunities in relation to attaining goals and emotions are responses to that. They impact attitudes. Research indicates that emotions tend to be tied to specific events.
Which came first, the cognitive revolution or affective revolution?
Cognitive revolution occurred in the 1990s, and the affective revolution is seen to have kicked off a decade later, in the aughts! 2000s
What are features of the within-person level (Level 1) of the 5-level model of emotions?
Level 1: Within Person
- best understood in terms of affective events theory; positive and negative mood effects
- positive affect catalyst of creativity and cog flexibility; negative affect can also help creativity but depends on situation and personality
- affective reactions are outside conscious control
- empirical procedures need to take account of real-time variations in affect and behavior (daily diary data or several times a day (ESM))
What are features of the between-person level (Level 2) of the 5-level model of emotions?
Refers specifically to personal individual differences - emotional intelligence being dominant.
Define emotional intelligence and the factors of its model.
Emotional intelligence is the ability to recognize and use emotional information to guide one’s thinking and actions (Mayer et al, 1997)
Mayer et al (1997) 4-factor model of ABILITIES:
a) Perceiving Emotions: recognition of emotions, both in self and others
b) Using Emotions: knowing which emotions facilitate cognition effectively and using them to do so
c) Understanding Emotions: understanding the effects of emotions and how they change (i.e. embarrassment can turn into anger rather than apology)
d) Managing Emotions: the knowledge of how to regulate
one’s own and others’ emotions to reach goals
What are outcomes associated with emotional intelligence?
Performance (+), especially in emotional skill recognition, but some task
Job satisfaction (+)
Trust (+)
OCBs (+)
Barsade and Gibson, 2007,
(Ashkanasy et al, 2017)
What are features of the interpersonal level (Level 3) of the 5-level model of emotions?
Level is focused on how emotions are perceived and communicated in dyadic interactions between org members.
Emotional labor is an example, but genuine emotions can also be displayed.
Emotional regulation also a level-2 phenomenon because it’s about interactions.
(Ashkanasy et al, 2017)
What are negative outcomes associated with emotional labor?
- Detrimental health effects, especially when felt and expressed emotions are dissonant
- Surface acting effects are more harmful than deep acting effects
- WTF conflict
- Depleted self-reg resources, leading to lack of control
-Surface-acting: negative mood, emotional exhaustion, decreased job satisfaction
-Deep acting: not related to job satisfaction
(Judge et al)
Harmful effects can be mitigated by having a climate of authenticity where org members are more accepting of displays of different emotions. (Grandey, 2012)
What are display rules and how effective are they when enacted?
Organizationally prescribed ways of displaying emotions, such as in service jobs.
Deep acting is better than surface acting in terms of effectiveness. But research shows that being genuine can be more effective than acting
(Ashkanasy et al, 2017).
What is emotional regulation?
The process by which individuals influence which emotions they have, when they have them and how they experience and express these emotions. (Ashkanasy et al, 2017)
Involves a conscious effort and controlled regulation of emotion as well as unconscious, effortless and automatic regulation.
Some parts deal with antecedents and others aimed at the emotions themselves (keeping or getting rid of it), depending on one’s goals
(Ashkanasy et al, 2017).
What are some examples of emotional regulation strategies?
cognitive reappraisal authentic expression expressive suppression emotional labor - surface and deep acting (Ashkanasy et al, 2017)
What are features of the team and leadership level (Level 4) of the 5-level model of emotions?
Mood management critical for team leadership: they engender enthusiasm, and leaders who deal with emotional issues well foster more team cohesion.
Emotional contagion is a team-level phenomenon.
Meso level of org functioning - represents the crossover from individual to org climate and effectiveness.
(Ashkanasy et al, 2017)
What is emotional contagion?
Emotional contagion is where members of a group come to be “infected” by others’ emotional states. (Hatfield, 1992; Barsade, 2002).
Because leaders act as models, contagion should be a major mechanism for leaders to transfer emotional states to team members.. Leader to member contagion has found lots of support. Contagion can also move from follower to leader.
(Ashkanasy et al, 2017)
What are features of the org level (Level 5) of the 5-level model of emotions?
Refers to affective context.
Organizational emotional climate: an objective group phenomenon that can be palpably sensed as one walks in the room. It’s a particular form of org climate.
Healthy emotional climate - characterized by positive emotions, created and then sustained across the whole organization
(Ashkanasy et al, 2017)
What is org climate?
Org climate deals specifically with collective mood of members. and their attitudes toward peers, leaders and the org. Although related to org culture, is different in that it is a function of org policies and procedures rather than org members’ beliefs, values and assumptions (which would be culture). (Schein 2004)
