Peter J. Jordan
Many research students and junior staff claim ‘they’re over it’. This is a common refrain and the author asks those who are ‘over it’ to think deeply about what it is that you are over. This is a career riddled with frustrations. If you are over it early, maybe research is not the career for you.
Ashlea C. Troth, Peter J. Jordan and Kristie M. Westerlaken
Edited by Dirk Lindebaum, Deanna Geddes and Peter J. Jordan
Dirk Lindebaum, Deanna Geddes and Peter J. Jordan
Our introduction explains the theme of this edited volume, namely, an exploration of workplace emotion from a social functional perspective in relation to societal ‘talk about emotion’. We examine conditions under which they can be at odds with, as well as reinforce each other in organizations, and occasions when both practices can occur simultaneously. Our hope is that this focus injects fresh theoretical and practical momentum into understanding how our talking about emotion can generate changes in emotion-eliciting events over time and place, which in turn can influence various causes, expressions, and consequences of emotions at work. This introductory chapter (and subsequent chapters) shed further light on the ramifications for social functional accounts of emotion, especially in the context of work environments. We also briefly foreshadow chapter contents in alphabetical order by emotion (i.e., awe, anger, boredom, envy, fear, happiness, pride, sadness, schadenfreude, and shame) and conclude with possible directions for future research.
Kathryn E. Moura, Peter J. Jordan and Ashlea C. Troth
Anger is a common emotion at work. Although the major focus of research on anger has been on individuals expressing anger, a new stream of research is emerging which examines the reactions of individuals targeted by anger. The aim of our study is to identify the attributions and emotion regulation strategies of receivers (targets and observers) of anger expressions in the workplace. A total of thirty participants from the medical, mining, banking, legal and manufacturing sectors in Australia were interviewed about their experiences of encountering anger expressed at work. The main attributions given for sender anger were associated with sender anger frequency and its appropriateness. The principal emotion regulation strategies reported for dealing with anger expressions by receivers were four: situation selection, cognitive reappraisal, suppression, and expression strategies. Implications for theory and practice are discussed.