Emotions and Organizational Governance by Härtel, Charmine E. J. -- Read -- Imperial Library of Trantor

Index

Cover Title Copyright Contents List of Contributors About the Editors Introduction

The 2014 Emonet Conference Chapters

Section I. Governance at the Micro-Level: How Supervisors Treat Their Subordinates Section II. Governance at the Macro-Level: Change and Sustainability Section III. When Governance Goes Wrong: Fear and Bullying at Work

Note References

Section I: Governance at the Micro-Level: How Supervisors Treat Their Subordinates

Chapter 1 Abusive Supervision, Employee Well-Being and Ill-Being: The Moderating Role of Core Self-Evaluations

Abstract Introduction Theoretical Background and Hypotheses

Employee Well-Being and Ill-Being: A Taxonomy Abusive Leadership and Well-Being: A Follower Perspective Abusive Supervision and Well-Being: The Role of Job Demands and Resources

Abusive Supervision and Well-Being Abusive Supervision and Ill-Being

Leadership and Follower Well-Being: The Moderating Role of Employee Core Self-Evaluations

Method

Participants and Procedure Measures

Job Satisfaction Engagement Workaholism Burnout Abusive Supervision Core Self-Evaluations

Analyses and Results

Analysis Strategy

Results Discussion Practical Implications Limitations and Future Research Directions Conclusion Acknowledgments References

Chapter 2 The Role of Attachment and Leader Caregiving in Followers’ Negative Affective Experiences

Abstract Theoretical Background Leader-Specific Attachment and Leader Caregiving Leadership and Negative Affective Events Attachment Responses to Negative Affective Events Method

Context and Participants Procedure Coding and Analysis

Findings

Caregiving Relationship Characteristics

Secure Relationships: Warm-Sensitive-Responsive Avoidant Relationships: Rejecting-Insensitive-Controlling Anxious Relationships: Mixed/Inconsistent

Negative Affective Events

Negative Affective Events in Secure Relationships Negative Affective Events in Avoidant Relationships Negative Affective Events in Anxious Relationships

Discussion

Caveats and Directions for Future Research Practical Implications

Conclusion References

Chapter 3 Exploring Negative Affect in Entrepreneurial Activity: Effects on Emotional Stress and Contribution to Burnout

Abstract Theories of Remembered Negative Events: From Psychiatry to Management

Major Life Events Minor Events in Daily Life Affective Events in Organizations

Emotional Responses to Events: The Case of the Entrepreneur

Experiencing an Event: An Eminently Emotional Process Entrepreneurial Emotions

Emotional Stress of Entrepreneurs and a Key Outcome: Burnout

The Emotional Component of Stress Measures of Entrepreneurial Stress Burnout: Conception and Measurement Burnout: The Case of Entrepreneurs

Method

Participants Procedure Longitudinal Data Coding and Analysis Cross-Sectional Data Analysis

Results

Longitudinal Data: Categories of Events and Valence Cross-Sectional Measurements: Annual Occurrence, Emotional Intensity, and Burnout

Occurrence and Intensity of Categorized Events Contribution of the Lived Negative Events to Burnout Risk

Discussion

Focus on the Extreme Values Ambiguity of Valence for Certain Events Contribution

Extension of AET to Entrepreneurship Creation of an Inventory for Future Surveys A Benchmark for Practitioners

Limitations and Future Research Opportunities

Notes Acknowledgment References

Chapter 4 Will an Increase in the Emotional and Social Competence (ESC) Scores of Leaders Directly Correlate to Higher Engagement of Their Direct Reports?

Abstract Background: ESC Correlation to Employee Engagement

ESC Impact on Business Results Employee Engagement

PDT: The ESC Habit Maker

PDT Embraces Failure Driven Habits Communication Habits

Study Collaboration and Research Measures

Doctoral Research and Grant Process

PDT Program Moderators and Corporate Partners

Corporate Moderators Corporate Study Partners

PDT Training Commitment Data Analysis and Findings

Data Cleaning and Study Attrition Final Findings

Summation and Further Research References

Chapter 5 Supervisor Empathy Moderates the Negative Effects of Customer Injustice

Abstract Theory and Hypotheses

Customer Injustice Display Rule Deviance Supervisor’s Role in Managing Employee Emotion

Method

Participants and Procedure Measures

Customer Injustice Display Rule Deviance Supervisor Support Supervisor Empathy Anger Trait Anger

Results Discussion Limitations and Future Research Directions Conclusions References Appendix

Empathy Items

Section II: Governance at the Macro-Level: Change and Sustainability

Chapter 6 The InBoard Emotional Contagion Model

Abstract The CEO’s and Board Members’ Emotion The Emotional Abilities of the CEO The InBoard Emotional Contagion Model

Phase 1: The Influence of Strategic Events on the Board Emotional State Phase 2: CEO’s Emotional Intelligence Phase 3: The Emotionally Intelligent CEO’s Verbal Communication in the Boardroom Phase 4: CEO Verbal Communication’s Homogenization Effect on Board Members

InBECM’s Contribution to Emotion Theory Practical Implications References

Chapter 7 Unraveling the Complexities of Empathy Research: A Multi-Level Model of Empathy in Organizations

Abstract Multi-Level Model of Empathy in Organizations Level 1: Within-Person

Automatic Empathic Response Cognitive Empathy Behavioral Empathy Self-Regulation

Level 2: Between Persons

Individual Differences Dispositional Tendencies

Level 3: Interpersonal

Situation Empathic Behavior

Level 4: Groups and Teams Level 5: Organization-Wide Discussion and Future Research Conclusion References

Chapter 8 Emotional Thresholds and Change Agent Success in Corporate Sustainability

Abstract Introduction Emotional Thresholds, Perceptions, and Change Agent Success

Organizational Support for Sustainability and Emotional Display Rules Expressed Emotions of Change Agents Perceiving Emotions at the Interpersonal Level and Change Agent Success

Passionate Champion Rational Conformist Crazy Greenie Insincere Imposter

The Model Applied to Hope and Fear

Fear Hope

Implications and Future Directions Conclusion References

Chapter 9 Social Desirability and Cynicism: Bridging the Attitude-Behavior Gap in CSR Surveys

Abstract Social Desirability and Cynicism as Sources for Bias

Scales for Measuring Social Desirability Bias Cynicism Scales for Measuring Cynicism

CSR and Consumer Choices

Social Desirability and Cynicism Biases in CSR Research Effect of Biases on Research Findings

Modeling Consumer Choices

Perceptions and Attitudes in Choice Modeling

Hybrid Choice Models

Modeling Ethical Choices

Quantifying Attitudinal Biases in CSR Research

Attitudinal Biases in a Choice Model Framework Limitations of the Framework

Conclusions References

Chapter 10 A Multilevel Model of Managing Emotions in Transformational Organizational Identity Change

Abstract Introduction Transformational Leadership in Times of Changing Identities

Ethics, Social Responsibility, and Leadership Behavior Transformational Leadership and Ethical Organizational Identity Transformational Leaders and Interpersonal Emotion Management

Follower Self-Evaluations during Identity Change

Follower Self-Concept and Social Identity Self-Evaluation and Changing Social Identities

Intrapersonal Evaluation and Interpersonal Emotion Management

Pride and Empowering Leadership Behavior Guilt and Supportive Leadership Behavior Shame and Developing Leadership Behavior

Implications for Future Research Conclusion References

Section III: When Governance Goes Wrong: Fear and Bullying at Work

Chapter 11 Supervisory Level and the Impulse to Harm a Coworker: Advancing a Bourdieusian Perspective

Abstract The Notion of Impulse and Self-Control in the Workplace Impulse and Supervisory Position The Independence of Maliciousness from Anger about Work Theorizing the Hierarchical Structuring of Maliciousness: Some Insights from Bourdieu Data and Method

Sample Measures

The Impulse to Harm a Coworker Supervisory Level Anger about Work Perceived Job Stress and Job-Related Factors Associated with Stress Baseline Demographic Controls Additional Job-Related Controls

Results

Descriptive Statistics and Correlations Baseline Effects of Supervisory Level on Impulse to Harm a Coworker Adding Controls for Anger about Work and Job Stress Adding Controls for Job Characteristics

Discussion

Ethical Implications of the Results Bourdieusian Theory: Directions for Future Research Limitations and Directions for Future Research

References

Chapter 12 An Initial Framework for the Role of Leader Fear in the Knowing-Doing Gap of Leadership

Abstract Theoretical Background

Leadership and the Knowing-Doing Gap of Leadership Emotions and Leadership

Leader Fear and the Knowing-Doing Gap of Leadership

Development of Leader Fear Responses to Leader Fear

Impact of Leader Fear and the Knowing-Doing Gap of Leadership Discussion

Theoretical Contributions Limitations and Future Research Directions

Conclusion References

Chapter 13 How Perceptions and Emotions Shaped Employee Silence in the Case of “Dr. Death” at Bundaberg Hospital

Abstract Organizational Context Research Questions Case Summary Method

Participants Procedure and Analysis

Results

Research Question 1 Research Question 2 Major Themes Research Questions 3

Organizational Factors Contextual Factors

Discussion Theoretical Implications Practical Implications Limitations Future Research Conclusion Notes References

Chapter 14 Silences and Voices of Fear, Anger, and Rationality: Emotionologies in an Information Systems Project

Abstract Theoretical Background: Definitions of Feeling, Emotion, and Emotionology Research Case Method

Data Analysis

Findings

Patterns in Feelings and Emotions among Project Sub-Groups Attitudes toward Emotions in the Project Allocative and Authoritative Emotion Regulation in the Project Emotionologies in the Project: Rules and Regulation

Discussion Acknowledgment References

Chapter 15 Organizational Governance: A Promising Solution for Varieties of Workplace Bullying

Abstract Introduction Varieties of Workplace Bullying The Relevance of Organizational Governance The Causes of Workplace Bullying The Consequences of Workplace Bullying Organizational Governance as an Institutional Framework Organizational Governance as a Firm Initiative Conclusion References

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