Conflict at Work, Negative Emotions, and Performance: A Diary Study (original) (raw)
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Third Brisbane Symposium on Emotions and Worklife: Program and book of abstracts
2005
Third Brisbane Symposium on Emotions and Worklife Welcome from the Chair Welcome to the Third Brisbane Symposium on Emotions and Worklife. This is the third in the Symposium Series that began in 2003, following informal meetings of the UQ Business School "Emotions reading group", established in 2002 by PhD students Marie Dasborough and Michael O'Shea. It is the first time the symposium has been held away from the University of Queensland and I would like to thank Professor Neal Ashkanasy for his support in achieving this. The aim of the symposium is to provide an opportunity for interested academics and students to come together to present and to discuss topics in this exciting and developing field. Over the years this has expanded to include the participation of practitioners in the symposium. This year the Symposium has been generously sponsored by elements within the Griffith Business School, including the provision of two travel scholarships to permit interstate or international PhD students to attend. This was a very competitive field with 6 excellent applications for the scholarship received, including 2 from outside Australia. Let me offer congratulations to this year's scholarship winners: Ruby Ma (Deakin University) and Liam Page (Monash University). The future of emotions research looks secure based on the applications we received. This year, we have a varied program that includes a keynote address by Professor Cynthia D. Fisher (Bond University), presentations by the scholarship winners, poster displays, and roundtable discussion of posters. This year we will also be conducting a debate looking at the merits of utilizing qualitative and quantitative research methodologies when researching emotions. This carries on from a recent and very active discussion of a similar topic on Emonet this year. In total for this year's Symposium, we have 21 presentations, covering a wide gamut of research into emotion across the disciplines of organisational behaviour, management, marketing, and industrial organisational psychology. The topics are just as widely varied ranging from theoretical models looking at the impact of emotions on trust, ethics, cross cultural communication to empirical papers looking at the experience of emotions in the workplace and dysfunctional service encounters. At the time of printing, the Symposium registration total was 42.
2008
Welcome to the Third Asia Pacific Symposium on Emotions in Worklife. This is the sixth in a series, which began as the Brisbane Symposium on Emotions and Worklife in 2003. The aim of the Symposium is to bring together postgraduate students and academics who are working in the exciting new area of emotions at work. We are pleased to welcome delegates from Australia, USA and Brazil. The Symposium is being hosted this year by the University of Newcastle's Faculty of Business and Law, Newcastle Graduate School of Business. Thanks to their generous sponsorship and support, we have been able to offer four travel scholarships to assist doctoral students to attend and present their research. Competition for these awards was intense, and we offer congratulations to our winners, Alberto Melgoza (U of Queensland), Donna Wheatley (U of Sydney), Nilupama Wijewardena (Monash U) and Shameem Farouk (Indiana U). The winners will present their work in plenary sessions. We are very pleased to have Dr. Markus Groth as our keynote speaker this year. Markus is a Senior Lecturer in the School of Organization and Management at the Australian School of Business, University of New South Wales. He will guide us to analyse the current issues of Emotional Labour and identify new directions for future research. There are four poster sessions relating to different themes and two special discussion forums facilitated by Prof. Cynthia Fisher and Prof. Aron O'Cass. We will be concluding the first day by holding our Post-Symposium Functions 1 & 2 at the Terminal One Restaurant. On Saturday morning, Prof.
Feeling, Expressing, and Managing Emotions in Work-Family Conflict
Journal of Business and Psychology, 2019
The current paper examines the nuanced emotional experience of work-family conflict (WFC) events. We integrate theories of attributions and emotion management to investigate both felt and expressed emotions when work interferes with family and vice versa. We propose that, in addition to task goals, individuals seek to accomplish relational goals which influence the feeling and expression of emotions. To capture these experiences, we use an interpretive lens to conduct qualitative content and constant comparative analyses on narratives of WFC events. Our findings highlight the difference in emotional responses (including both negative and positive emotions) depending on whether conflict originates from work or family. Specifically, we find more emotions reported when work interferes with family than when family interferes with work. Moreover, different emotions are most frequently expressed depending on the originating domain of conflict. We also find evidence of emotion management in which suppression of negative emotions is used to preserve relationships with family member and supervisors. Research to date does not address differentiated emotional experiences of WFC depending on the originating domain of conflict. This study demonstrates that the social contexts of work and family domains influence emotional experiences and that the active process of managing emotions is not wholly negative and accomplishes social goals of relationship maintenance. Keywords Work-family conflict. Emotions. Qualitative content analysis. Qualitative When work and family conflict, it is emotional. Missed birthdays and weddings, lagging work projects, disappointing colleagues, and family members all take an emotional toll. Failing to meet goals and expectations in one domain may result in negative emotions, such as guilt and hostility, that spill over to (Judge, Ilies, & Scott, 2006; Livingston & Judge, 2008) or influence behaviors in the other domain (Morgan & King, 2012). Scholars have given increased attention to the role of emotion in work-family conflict (WFC; Eby, Maher, & Butts, 2010), yet less is known about both
A Diary Study on Organizational Conflict: Augmenters of the Negative Effects of Conflict
Turkish Journal of Psychology, 2019
The aim of this study was to examine the relationships between daily workplace conflict, negative affect and job satisfaction and the potential moderators of this process via a diary study. For that purpose data were collected from 140 academic and administrative employees of a public university in Turkey on task conflict, relationship conflict, negative emotion, and job satisfaction across 15 work days. Rumination about the conflict episode and taking conflict personally were also assessed daily (if any conflict occurred on that particular day) as potential within-person moderators of the conflict – negative emotion relationship. Problem-focused coping and emotion-focused coping were assessed as trait-like measures and were tested as potential cross-level moderators. The regression analysis using Hierarchical Linear Modeling revealed that workplace conflict was related with decreased levels of daily job satisfaction, and this relationship was fully mediated by the daily negative emotions individuals experienced. Rumination about the conflict episode and taking conflict personally were found to moderate the relationship between daily task conflict and daily negative emotion. Theoretical and practical implications of the findings are discussed and a call is made for designing creative conflict management intervention programs and conducting empirical studies to test the effectiveness of such interventions.
The Experience, Expression and Management of Emotion at Work
Psychology at Work Edited by P. Warr, 2002
Emotions are intrinsic to everyday experience inside and outside work, both colouring experience and shaping behaviour. Three key aspects of emotion that influence well-being and behaviour at work will be considered here: emotional experiences (such as feeling angry, embarrassed, excited or proud), the ways in which people express their emotions, and the ways in which they manage their own and other people's emotions.
Types of intragroup conflict and affective reactions
Journal of Managerial Psychology, 2005
Purpose -Seeks to evaluate the link between task and relationship conflict, and their influence on some employees' affective reactions such as satisfaction, wellbeing, and propensity to leave a job; and to analyse the mediated and moderated role of relationship conflict. Design/methodology/approach -The study involved 169 employees from six service organizations (hotels) in Andalusia (Spain). A questionnaire was used containing different measures: task and relationship conflict, wellbeing, job satisfaction, and propensity to leave the job. Findings -The two types of conflict have different consequences. Data show that relationship conflict is negatively associated with affective reactions, while task conflict does not relate directly to affective reactions in a predictable way; relationship conflict has a positive influence on the desire to leave the current job, while task conflict does not affect it negatively; the interactive effect of relationships and task conflict shows that this interaction contributes substantially to predict the propensity to leave the current job; and relationship conflict mediates in the link between task conflict and affective reactions. Research limitations/implications -A high level of task conflict may backfire by boosting relationship conflict as well, thus having a negative effect on affective reactions. Thus some conclusions can be drawn with a view to improving conflict management in teams. First an attempt must be made to understand the type of conflict that is taking place. Second, managers should encourage open discussion of task-related issues. Third, special attention should be paid to the level of each conflict because of its interactive effects on some affective outcomes. Thus, in spite of the generally beneficial effects associated with task conflict, the intensification of task-related conflict may backfire when interacting with dysfunctional affective-dissent. Originality/value -Serves too analyze the mediated and moderated role of relationship conflict and to test the role of types of conflict on affective reactions such as wellbeing and propensity to leave the job.
Work?Family Conflict and Emotions: Effects at Work and at Home
Personnel Psychology, 2006
This study investigated the effect of work-family conflict on the emotions of guilt and hostility, and the implications of work-family conflict and these emotions for job satisfaction and marital satisfaction. Using experience-sampling methodology, data were collected from a sample of 75 individuals over a period of 2 weeks (producing 625 data points). Results revealed that within individuals, family-to-work conflict experienced at work, and work-to-family conflict experienced at home, were positively associated with guilt and hostility at work and at home, respectively. In addition, state hostility mediated the negative effect of work-tofamily conflict at home on daily marital satisfaction. Finally, cross-level interaction effects were observed such that work-family conflict more strongly affected the emotions of those scoring high on trait guilt and trait hostility. Though the literature on work and family has made considerable progress over the past quarter-century (e.g., Kossek & Ozeki, 1998), and much is now known about the antecedents and consequences of workfamily conflict (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005), until recently, relatively little research has focused on the role of traits, moods, and emotions in work-family conflict (Friede & Ryan, 2005; Wharton & Erickson, 1993). Friede and Ryan (2005, p. 204) noted "The individual is a key influence on his or her experience of role conflict or enrichment" (p. 204), and Wharton and Erickson (1993) commented, "Even though studies of work-family relations acknowledge multiple roles, these accounts overlook their emotional components" (p. 458). A growing body of research suggests that an affective trait-negative affectivity-is