Chapter 1 Affective events theory: a strategic perspective (original) (raw)

Emotion, Cognition, and Their Marvellous Interplay in Managerial Decision-Making

2021

How do affect, cognition, and their interplay influence managerial decision-making at the individual, group, and organizational levels? How can these influences be fostered or reduced? This book conceptually and empirically answers such questions, and considers important theoretical issues for future research about the complex functioning of the human mind in managerial decision-making.

Emotions and Strategic Decision-Making

2018

Organizations are open systems that interact and adapt to the external environment. The relationship between the organization and the environment is increasingly characterized by a high degree of uncertainty. Uncertainty means that managers do not have enough information to anticipate changes and make good decisions. The unpredictable environment increases the degree of complexity especially for the strategic decisions. Organizations that operate in a dynamic environment face rapid technological changes, short life cycles products, the entry of powerful new competitors, frequent maneuvering of competitors to consolidate their position, rapid evolution of demands and expectations of customers. It should be emphasized that the prediction of these changes is difficult as a result of the increased level of turbulence. Decisions made in the past will be encountered less in the future, so any previously procedures or rules used will lose value. Strategic decisions are new and unstructured, so they will be taken on the basis of emotions and intuition. The impact of emotions on the decision-making should not be underestimated. The fact that strategic decisions are long-term and the use of intuition make us believe that strategic managers are more affected by emotions. The main goal of the current research is to understand if there are differences in the emotions due to age or gender. The results obtained show that adults feel less strong and less concentrated when faced with a decision. On the other hand, women reveal that they have often felt nervous and less enthusiastic when they have to make a choice. But anyway, unlike men, they feel less guilty for a decision made.

Journal of Managerial Psychology Managerial decision making under specific emotions Article information

Purpose -The purpose of this paper is to investigate decision-processing effects of incidental emotions in managerial decision-making situations. Design/methodology/approach -A complex multi-attribute, multi-alternative decision task related to international human resources management is used as a research vehicle. The data are obtained by means of an electronic information board. Findings -Happiness and anger cause the decision maker to process less decision-relevant information, whereas fear activates more detail-oriented processing. The results are explained within the valence model and cognitive-appraisal framework.

Affective Influences on Judgments and Behavior in Organizations: An Information Processing Perspective

Organizational Behavior and Human Decision Processes, 2001

This article reviews and integrates recent research in experimental social psychology and organizational behavior demonstrating the pervasive influence that affective states or moods have on judgments, decision making, and behavior in organizations. An information processing theory, the Affect Infusion Model (AIM) is described that can account for many of the empirical findings and also provides a promising theoretical base for future research in this area. The article reviews a range of experimental and applied studies consistent with the predictions of this model, demonstrating the role of information processing strategies in moderating affective influences on organizational behavior. Specifically, we discuss the influence of affect on such work-related behaviors as worker motivation, creativity and performance, interpersonal judgments and communication, performance appraisal judgments and selection interviews, organizational spontaneity, employee flexibility and helpfulness, absenteeism, and bargaining and negotiation behaviors. The implications of the information processing approach for understanding the influence of affect on organizational behaviors are

Overview: The effect of affect in organizational settings

2005

Editors overview of the 1st volume of Research on Emotion in Organizations. The study of emotion and affect on Organizational settings has been steadily gaining momentum for much of the last decade. Important catalysts in this process have been the Emonet e-mail discussion group and teh biannual International conferences of Emotions and Organizational Life.

Integrating Emotions and Affect in Theories of Management

Academy of Management Review, 2016

Scholars have studied emotions and affect in organizational settings for over twenty years, providing numerous insights into understanding how organizations and the people who work in them behave. With such a rich accumulation of knowledge, the time seemed right to call for today's scholars of management to propose new and exciting theory. The eight articles in this Special Topic Forum address topics that cross multiple levels of analysis and include a range of different theories, explicating: how anger and fear can spark productivity, how employees respond to abusive supervision over time, how leader-member exchanges are shaped by affective events, the social functions of emotional complexity for leaders, team entrepreneurial passion, the effects of institutional beliefs on emotional displays, the nexus of affective climate and organizational effectiveness, and the role of gratitude in organizations. In this introduction, we briefly summarize the main points from each article, and discuss new research directions arising from the articles. To spur even deeper research into this important and still unfolding field of discovery, and stimulated by the articles in this STF, we conclude with additional thoughts and ideas on the role of emotions and affect in organizations,.

Current Emotion Research in Organizational Behavior

Emotion Review, 2011

Despite a long period of neglect, research on emotion in organizational behavior has developed into a major field over the past 15 years, and is now seen to be part of an affective revolution in the organization sciences. In this article, we review current research on emotion in the organizational behavior field based on five levels of analysis: within person, between persons, dyadic interactions, leadership and teams, and organization-wide. Specific topics we cover include affective events theory, state and trait affect and mood, emotional intelligence, emotional labor, emotional contagion, emotions and leadership, and building a healthy emotional climate. We conclude with suggestions for future research.

Understanding the Role of Emotions in Business Organizations

IUP Journal of Soft Skills, 2024

In organizational behaviour analysis, it is instructive to understand the emotions in the organization in order to be aware of the impact of the organization’s culture, policy, and leadership style on the emotional well-being of employees. This paper reviews relevant literature and identifies the role of emotions in retail businesses. It examines the impact of emotional labour in such business organizations, the place of emotional intelligence of employees, and strategies for emotional regulation. This paper offers useful recommendations toward ensuring emotional well-being of employees of retail businesses.