Emotions are a part of everyday working life. In a single day, employees can be excited, afraid, concerned, happy, mad, sad, glad and bad.
In the workplace, emotions are highly varied. Emotions affect actions and thoughts, emotions require management, emotions are contagious and often employees hide emotions to get along with others. Confirming our personal experience, extensive research shows links between:
- emotions and change
- emotions and leadership
- emotions and how teams and individuals perform.
Emotions affect workplace relationships and our thoughts, attitudes and behaviour at work.
While some researchers have focused on negative moods and emotions, there is an increasing interest on positive moods and emotions and the impact these can have on employees at work. Still other researchers focus on discrete emotion with increasing work done on specific emotions such as anger, fear, pride, guilt and frustration. Emotion is researched across disciplines such as psychology, sociology, anthropology and history.
- Role of emotions in organisations
- Workplace emotions
- Emotional regulation at multi-levels
- Emotions in teams
- Emotions and relationships
- Emotions and conflict resolution
- Stress and emotion
- Toxic emotions at work
- Emotions and workplace deviance
- Leadership and emotions
- Emotions and performance
- Emotional intelligence
- Emotional labour
- Resilience at work
- Advancing Occupational Stress Research: A Comprehensive Trail of the Healthy Workplaces Program
- Managing Anger Responses to Perceptions of Unfair Managerial Treatment
Other research activities
Our emotion researchers are involved in a number of disciplinary research collaborations, including:
Recent research outputs
- Collins, A.L., Lawrence, S.A., Troth, A.C. and Jordan, P.J. 2013, ‘Group affective tone: A review and future research directions’, Journal of Organizational Behavior, 34(S1), pp. S43-S62.
- Kent, S., Troth, A.C. and Jordan, P.J. 2014, ‘Mapping the terrain of aggression within the workplace context’, Emotions and the Organizational Fabric (Research on Emotion in Organizations), 10, pp. 111-136.
- Jordan, P.J. and Lindebaum, D. 2015, ‘A model of within person variation in leadership: Emotional regulation and scripts as predictors of situationally appropriate leadership’, The Leadership Quarterly, 26(4), pp. 594–605.
- Jordan, P.J., Ramsay, S. and Westerlaken, K.M. 2016, ‘A review of entitlement implications for workplace research’, Organizational Psychology Review, 7(2), pp. 122-142.
- Lawrence S.A., Jordan, P.J. and Callan, V J. 2014, ‘Initial validation of the support mobilization for work stressors inventory’, Australian Journal of Management, 40(4), pp. 1-26.
- Lindebaum, D., Jordan, P.J. and Morris, L. 2015, ‘Symmetrical and asymmetrical outcomes of leader anger expression: A qualitative study of army personnel’, Human Relations, 69(2), pp. 277-300.
- Moura, K., Troth, A. C. and Jordan, P.J. 2015, ‘Crossing the impropriety threshold: A study of experiences of excessive anger’, in C.E.J. Härtel, W.J. Zerbe and N.M. Ashkanasy (eds) Research on Emotion in Organizations, West Yorkshire, UK: Emerald Publishing, pp. 369–395.
- Tse, H.M., Lam, C.K., Lawrence, S.A. and Huang, X. 2013, ‘When my supervisor dislikes you more than me: The effect of dissimilarity in leader–member exchange on coworkers’ interpersonal emotion and perceived help’, Journal of Applied Psychology, 98(6), pp. 974 - 988.