Beyond the cool pose: Black men and emotion management strategies

2018 ◽  
Vol 12 (4) ◽  
pp. e12569 ◽  
Author(s):  
Brandon A. Jackson
Keyword(s):  
Black Men ◽  
Management Strategies ◽  
Emotion Management ◽  
Cool Pose

Workplace Incivility and Job Satisfaction

2022 ◽  
pp. 1237-1254
Author(s):  
Rose Opengart ◽  
Thomas G. Reio Jr. ◽  
Wei Ding
Keyword(s):  
Job Satisfaction ◽  
Management Strategies ◽  
Organizational Outcomes ◽  
Workplace Incivility ◽  
Emotion Management ◽  
Multivariate Techniques ◽  
Negative Effects ◽  
Working Adults ◽  
Reported Study ◽  
Negative Effect

Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. These actions may help reduce the negative influences of incivility on important organizational outcomes like job satisfaction.

Emotional Defence Lawyers

2019 ◽  
Vol 3 (2) ◽  
pp. 282-299
Author(s):  
Lisa Flower
Keyword(s):  
Impression Management ◽  
Justice System ◽  
Management Strategies ◽  
Emotion Management ◽  
Legal Professional ◽  
Justice Systems ◽  
Duty Of Loyalty

Abstract The emotions of defence lawyers have garnered little sociological attention. This is surprising, as their role requires them to show loyalty to clients, representing them in court irrespective of the client or the crime. Theirs is thus an emotionally demanding role, requiring the management of inappropriate emotions. This essay explores this by showing that justice systems have structurally embedded emotional regimes guiding emotional performances. My study reveals these invisible rules, along with the ways in which one category of legal professional in particular – defence lawyers – performs its role in the Swedish justice system. The material considered includes fieldnotes gathered from an extensive courtroom ethnography and interviews with defence lawyers. The analysis looks at how defence lawyers perform their duty of loyalty, and finds it to be an interactional accomplishment demanding emotion management and impression management strategies ensuring conformity to the emotional regime of law.

Communication of Humor During Bereavement: Intrapersonal and Interpersonal Emotion Management Strategies

2014 ◽  
Vol 62 (4) ◽  
pp. 436-454 ◽  
Author(s):  
Melanie Booth-Butterfield ◽  
Melissa Bekelja Wanzer ◽  
Nancy Weil ◽  
Elyse Krezmien
Keyword(s):  
Management Strategies ◽  
Emotion Management

Workplace Incivility and Job Satisfaction

2019 ◽  
Vol 10 (2) ◽  
pp. 1-16
Author(s):  
Rose Opengart ◽  
Thomas G. Reio Jr. ◽  
Wei Ding
Keyword(s):  
Job Satisfaction ◽  
Management Strategies ◽  
Organizational Outcomes ◽  
Workplace Incivility ◽  
Emotion Management ◽  
Multivariate Techniques ◽  
Negative Effects ◽  
Working Adults ◽  
Reported Study ◽  
Negative Effect

Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. These actions may help reduce the negative influences of incivility on important organizational outcomes like job satisfaction.

Emotion management strategies in family businesses

2015 ◽  
Vol 2015 (1) ◽  
pp. 13269
Author(s):  
Shruti Sardeshmukh ◽  
Sanjeewa Samanmali Perera ◽  
Christina M Scott-Young
Keyword(s):  
Management Strategies ◽  
Family Businesses ◽  
Emotion Management

Understanding employees' adoption of the Bring-Your-Own-Device (BYOD): the roles of information security–related conflict and fatigue

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hao Chen ◽  
Ying Li ◽  
Lirong Chen ◽  
Jin Yin
Keyword(s):  
Information Security ◽  
Conflict Management ◽  
Management Strategies ◽  
Emotion Management ◽  
Mediation Effect ◽  
Bring Your Own Device ◽  
Equation Modeling ◽  
Content Type ◽  
Management Measures ◽  
Practical Implications

PurposeWhile the bring-your-own-device (BYOD) trend provides benefits for employees, it also poses security risks to organizations. This study explores whether and how employees decide to adopt BYOD practices when they encounter information security–related conflict.Design/methodology/approachUsing survey data from 235 employees of Chinese enterprises and applying partial least squares based structural equation modeling (PLS-SEM), we test a series of hypotheses.FindingsThe results suggest that information security–related conflict elicits information security fatigue among employees. As their information security fatigue increases, employees become less likely to adopt BYOD practices. In addition, information security–related conflict has an indirect effect on employee's BYOD adoption through the full mediation of information security fatigue.Practical implicationsThis study provides practical implications to adopt BYOD in the workplace through conflict management measures and emotion management strategies. Conflict management measures focused on the reducing of four facets of information security–related conflict, such as improve organization's privacy policies and help employees to build security habits. Emotion management strategies highlighted the solutions to reduce fatigue through easing conflict, such as involving employees in the development or update of information security policies to voice their demands of privacy and other rights.Originality/valueOur study extends knowledge by focusing on the barriers to employees' BYOD adoption when considering information security in the workplace. Specifically, this study takes a conflict perspective and builds a multi-faceted construct of information security–related conflict. Our study also extends information security behavior research by revealing an emotion-based mediation effect, that of information security fatigue, to explore the mechanism underlying the influence of information security–related conflict on employee behavior.

Successfully navigating the paradox of control and autonomy in succession: The role of managing ambivalent emotions

2020 ◽  
Vol 38 (3) ◽  
pp. 184-210
Author(s):  
Miruna Radu-Lefebvre ◽  
Kathleen Randerson
Keyword(s):  
Personal Autonomy ◽  
Management Strategies ◽  
Emotional Reactions ◽  
Family Businesses ◽  
Emotion Management ◽  
Defensive Strategies ◽  
Emotional Display ◽  
French Family ◽  
Self Protection

This article theorises how, why and with what outcomes successors manage the paradox of control and autonomy emerging as role conflict through emotion management strategies; thus, it contributes to theory building on paradox and emotion management in family business. Drawing on 20 interpretive case studies of French family businesses operating in wide-ranging industries, we highlight emotional ambivalence towards the father/incumbent, the mother, siblings and cousins, and leadership and document their prevalence in enmeshed family businesses. We show that when motivated by self-conformity and self-protection motives, successors accept the incumbent’s control and manage ambivalent emotions through defensive strategies, such as avoidance or compromise, which contributes to the pursuit of successor legitimacy. We reveal that during successor installation, successors might reject the incumbent’s control and instead promote personal autonomy by managing ambivalent emotions through confrontational strategies, such as hyperbolised emotional reactions, emotional display of negative emotions or holism, which contributes to successor emancipation.

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