Research Companion to Emotion in Organizations
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Research Companion to Emotion in Organizations

Edited by Neal M. Ashkanasy and Cary L. Cooper

This Companion brings together many leading scholars to address a wide range of topics in 38 chapters, across five levels of organizational analysis – including within-person, between-person (individual differences), relationships, groups, and the organization as a whole. Chapters tackle structure and measurement of emotion, antecedents and consequences of positive and negative emotions, including effects on work satisfaction and performance. The expression, recognition, and regulation of emotion and the propagation of mood and emotion in groups are also dealt with. The Companion explores contemporary issues including leadership, organizational climate and culture, as well as organizational change.
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Chapter 21: Emotions as Social Entities: Interpersonal Functions and Effects of Emotion in Organizations

Shlomo Hareli, Anat Rafaeli and Brian Parkinson


21 Emotions as social entities: interpersonal functions and effects of emotion in organizations Shlomo Hareli, Anat Rafaeli and Brian Parkinson Introduction The field of organizational behavior has undergone an ‘affective revolution’ (Barsade et al., 2003), with growing interest in the functions and influence of emotions in different organizational contexts (Ashkanasy et al., 2000; Fineman, 2000; Brief & Weiss, 2002; Lord et al., 2002). More and more, emotions are recognized as relevant to organizational life on multiple levels and in different contexts, including interactions between individuals (Rafaeli & Worline, 2001) and between or within groups (Kelly & Barsade, 2001; Bartel & Saavedra, 2000) and organizations (Huy, 1999). Studies of emotion in organizations have focused primarily on the antecedents and consequences of affective reactions. A notable example of this trend is the idea of ‘affective events theory’ (AET) suggested by Weiss and Cropanzano (1996) and followed up in subsequent research (e.g., Fisher, 2002; Grandey et al., 2002). The underlying logic of AET is that emotions influence behavior, so that the emotions experienced by an individual while performing a particular task influence that individual’s performance in subsequent tasks. In line with AET, scholars have considered the influence of individual affect on different aspects such as behavior, motivation, creativity, and interpersonal judgments (Forgas & George, 2001). Work on group emotion similarly suggests that the emotional tone within a group is critical to the performance of individual group members and of the group as a whole (Bartel & Saavedra,...

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