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Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "
The relationship between agreeableness and job satisfaction is most apparent in exchange-oriented or transactional work environments. [48] When workers who are low in agreeableness are satisfied with their work environment and those they are required to interact with, they are likely to engage in prosocial organizational citizenship behaviors.
Research has shown that males and females react to workplace aggression differently. While both males and females have reported lower well-being after experiencing aggression in the workplace, studies indicate that the relationship between experienced workplace aggression and decreased well-being was stronger for men.
Negative Affect encompasses such emotions as anger, guilt, fear, etc. [20] Research has shown that negativity relates to poor coping skills, health complaints, frequency of unpleasant events etc. [21] [22] Coping - Some studies have found a relationship between Dispositional affect and the coping mechanisms used in attaining
Higher EI is linked to improvements in the work environment and is an important moderator between conflict and reactions to conflict in the workplace. [92] The self-awareness and self-management dimensions of EI have both been illustrated to have strong positive correlations with effective leadership and the specific leadership ability to build ...
[5] [32] Both anger and fear have high motivational intensity because propulsion to act would be high in the face of an angry or fearful stimulus, like a screaming person or coiled snake. Affects which are high in motivational intensity, and thus are narrow in cognitive scope, enable people to focus more on target information.
Getty Images Many people are dealing with some serious career anger today. The ongoing recession, unemployment, underemployment, low wages, unsatisfying careers, working too many hours, demanding ...
Two years later, however, Miller [2] and Sears [5] re-formulated the hypothesis to suggest that while frustration creates a need to respond, some form of aggression is one possible outcome. Therefore, the re-formulated hypothesis stated that while frustration prompts a behavior that may or may not be aggressive, any aggressive behavior is the ...