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Emotions in Organizations:A Multilevel Perspective
Neal M. Ashkanasy, PhD
Eighteenth Annual Meeting of ANZAM
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Emotion at five levels of organization
5. Organization-wideOrganizational policies; requirement for emotional labor;
stress and wellbeing; emotional climate and culture
4. GroupsAffective composition; emotionally intelligent groups;
emotional contagion; leader-member exchange
3. Interpersonal InteractionsEmotional labor; emotional exchange;
displayed vs. felt emotion
2. Between personsTrait affectivity, affective commitment; job
satisfaction; burnout; emotional intelligence
1. Within-personState affect; affective events;
discrete emotions; mood; behaviors
5. Organization-wideOrganizational policies; requirement for emotional labor;
stress and wellbeing; emotional climate and culture
4. GroupsAffective composition; emotionally intelligent groups;
emotional contagion; leader-member exchange
3. Interpersonal InteractionsEmotional labor; emotional exchange;
displayed vs. felt emotion
2. Between personsTrait affectivity, affective commitment; job
satisfaction; burnout; emotional intelligence
1. Within-personState affect; affective events;
discrete emotions; mood; behaviors
Ashkanasy, N. Ashkanasy, N. M. (2003). M. (2003). Emotions in Emotions in organizations: organizations: A multilevel A multilevel perspective. perspective. In F. In F. Dansereau Dansereau and F. J. and F. J. Yammarino Yammarino (Eds.),(Eds.), Research in Research in multi-level multi-level issues, vol. 2: issues, vol. 2: Multi-level Multi-level issues in issues in organizational organizational behavior and behavior and strategystrategy (pp. (pp. 9-54)9-54).. Oxford, Oxford, UK: Elsevier UK: Elsevier Science Science
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Level 1: Within-person variation in emotionAffective Events theory(Weiss & Cropanzano, 1996)
Work Events
• Daily hassles• Daily uplifts
Work Events
• Daily hassles• Daily uplifts
Experienced Emotions• Positive emotions• Negative emotions
Experienced Emotions• Positive emotions• Negative emotions
Work Attitudes• Job satisfaction• Loyalty• Commitment
Work Attitudes• Job satisfaction• Loyalty• Commitment
Affect-driven Behaviors• Impulsive acts• Spontaneous helping• Transient effort
Affect-driven Behaviors• Impulsive acts• Spontaneous helping• Transient effort
Personal Dispositions
• Trait affect• Emotional intelligence
Personal Dispositions
• Trait affect• Emotional intelligence
Judgment-driven Behaviors• Quitting• Anti- or pro-social behaviors• Productive work
Judgment-driven Behaviors• Quitting• Anti- or pro-social behaviors• Productive work
Work Environment• Nature of the job• Requirement for
emotional labor
Work Environment• Nature of the job• Requirement for
emotional labor
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Neuropsychological Basis of Emotion
Sensory cortex(Primary)
Sensory cortex(Association)
Perirhinal cortex
HippocampalFormation
Sensory Thalamus
LEM EX 1
2 3
4
Central Gray
Emotional behavior
Sensory stimulusLH
RVL
AutonomicNervoussystem
BNST
PVN
Hypothalamic-Pituitary axis
AMYGDALA
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Exulted, enthusiastic, excited
Drowsy, sluggish
High positiveaffect
Low positiveaffect
Lownegative
affect
Highnegative
affectCalm
Fearful,nervous,hostile
Happy Aroused
Quiet Sad
Disengagement
Pleasantness
Unpleasantness
Engagement
Level 2: State and trait mood
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Level 2: Emotional Intelligence
The ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual growth
(Mayer & Salovey, 1997)
Differentiated from personality measureson theoretical basis
Differentiated from impression managementby emotion focus
Capable of being changed
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Level 3: Communicating emotion
Zygomatic Major
Obicularis Oculi
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Level 3: Emotional labor
The “work” of emotion Ref. Hochschild: The Managed Heart
Effects on wellbeing Effects on performance
Within the organization At the customer interface
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Some Recent research
1. A study of emotionin the board room
… with Jean Altohoff
2. Follower perceptionsof their leader
… with Marie Dasborough
3. Emotional intelligence and follower perceptions
… with Marie Dasborough
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Level 3, 4: Emotion in the Boardroom
Jean Althoff
Participants answer to anewspaper ad, andcomplete the MSCEIT( an ability-based test ofemotional intelligence)
Participants view a realistic movie of a boardroom meeting (“About face”)
… then rate still frames of the board members’ emotional expressions …
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What Emotion is this?
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Results of boardroom study
Females more accurate then males … but it’s all explained in terms of emotional
intelligence – females are more emotionally intelligent than men
Males and females base their recognition on different mechanisms Females base recognition on
perception Males base recognition on
understanding
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Level 4: Emotion in Leadership
Marie Dasborough
Participants: 147 Australian undergraduates Step 1: Mood manipulation (movies) Step 2: View “charismatic” leader’s speech Step 3: Receive “I” or “we” e-mail from the
leader (in the video) Step 4: Measure attribution to
manipulativeor sincere intentions.
Step 5: Measure emotionalreaction
Step 5: Labeling of the leaderand willingnessto comply with theleader’s request
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Follower Perceptions of Leader Influence
Negative emotional reaction
Leader Influencebehavior
Follower’sIntention to comply
with the request
Follower attribution of manipulative
intent
Positive emotional reaction
Labeling of the leader as
“authentic” andtrustworthy
-
-
The “dark side” of charismatic leadership?
CFI = .91, RMSEA = .06
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Emotional intelligence and follower perceptions
High emotional intelligence More accurate perception of emotion More understanding of emotion Better control of emotional reactions
Low emotional intelligence Less accurate perception of emotion Less understanding of emotion Worse control of emotional reactions
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Level 5: Culture and climate
“Emotional Climate” (De Reviera)
“Climate of Fear”(Ashkanasy & Nicholson, 2003)
Emotional antecedentsofculture
The “emotionallyhealthy” organization(Ashkanasy & Daus,2002)
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On-going Research
2003-5 Grant, Sponsored by the Australian Research Council (in conjunction with the Military Family Research Institute, Purdue University).
Projects: Affective events and leadership Group-Level effects and affective
climate AET and employee performance
in the organizational and socialcontext
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Related activities
“Emonet” Active e-mail discussion group Affiliated with the Academy of Management Web page http://www.uq.edu.au/emonet/ E-mail n.ashkanasy@uq.edu.au to join
Conferences First conference in San Diego, 1998 Second Conference in Toronto, 2000 Third Conference at the Gold Coast, Australia, 2002 Fourth Conference in London, June 2004 Fifth Conference in Atlanta, August 2006 “Caucuses” at Academy of Management meetings in
odd-numbered years
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Key Publications
Journal of Organizational Behavior Special Edition (March, 2000, with C. Fisher)
Human Performance Special Issue(June, 2004)
Edited Books (with C. Härtel and W. Zerbe, based on – but not limited to - the best conference papers).
Emotions in the Workplace,Quorum, 2000
Managing Emotions in theWorkplace, ME Sharpe, 2002
Emotion in OrganizationalBehavior, Erlbaum, 2004
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New Elsevier Book Series
Research on Emotion in Organizations Publisher: Elsevier Science, Oxford Based on conference papers + invited papers Volume 1
Editors: Ashkanasy, Zerbe, Härtel “Affect and its effects in organizational
settings” Publication in June/July, 2005
Volume 2 Editors: Zerbe, Ashkanasy, Härtel “Displaying and managing emotions in
organizations” Publication in April, 2006
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Conclusions
Extension of Ashforth and Humphrey’s call for more focus on emotion in organizations.
Emotion is emerging as a key management and leadership skill.
Understanding of emotion isbased on knowledge of basicprocesses.
Emotion as a source of futureresearch opportunity.
New Elsevier Book Series