Chapter 8: Emotions and moods

Affects

Also referred to as the experience of different feelings, can be divided into emotions and moods.

Emotions

Are more intense and have a contextual stimulus (they are caused by a person, situation, action, event); they usually last for
seconds/minutes. Emotions: most of researches have agreed that there are 6 basic emotions: happiness-surprise-fear-sadness-anger-
disgust.

Emotions are critical to rational thinking because they provide us with information regarding our comprehension of surrounding world.
There are few functions of emotions. First set of functions is based on the concept if evolutionary psychology – it is concept which states
that people need to experience emotions since they have a purpose. It is based on Darwin’s theory that emotions help solve problems.
There are researches who question evolutionary psychology because it may not be valid in case of all emotions (e.g. fear).

Moods

Are less intense and lack situational stimulus. Are usually not felt towards people and last longer than emotions. Moods are more
cognitive while emotions are more behavioral (can lead us to action). Moods and emotions can influence each other. Emotion, if it is deep
and lasting, and turn into mood.

Moods can be of negative or positive affect. Positive affect is a set of moods consisting of positive emotions, we distinguish high positive
emotions: excitement, self-assurance, cheerfulness and low positive emotions: boredom, sluggishness and tiredness. Negative affect is a
set of moods consisting of negative emotions, we distinguish high negative emotions: nervousness, stress and anxiety and low negative
emotions: relaxation, tranquility and poise. Moreover, exists something like positivity offset what means that most of people experience
slightly positive mood when nothing special is happening.

Sources of emotions/moods

 Personality – people have tendencies to experience some moods/emotions/ Moreover, people also differ in how intense they
experience emotions. This last concept is called affect intensity
 Time – worst moods early in the week, best moods late in the week. Most positive emotions at mid-point between waking and
sleeping, negative emotions highest in the morning and later average
 Weather – weather has little influence on mood. What happens on the cultural level in the society is illusory correlation (people
think that nicer whether makes them feel better) – it occurs when people associate some events when in reality there’s no link
between them
 Stress – stress negatively influence moods/emotions
 Social life – social activities make people experience positive emotions and also people experiencing positive emotions seek social
activities
 Sleep – poor sleep equals negative emotions (at work reduces job satisfaction).
 Exercise – sport increase positive moods
 Age – negative emotions occur less and less with age. With age, we are more emotionally wise
 Gender – women are more emotionally expressive than men due to differences in socialization

Emotional labour

Emotional labour is form of emotional regulation in which workers are expected to display certain emotions as part of their job, and to
promote organizational goals. The intended effects of these emotional displays are on other, targeted people, who can be clients,
customers, subordinates or co-workers. What happens sometimes is emotional dissonance (showing one emotion while experiencing
another), it is often a difference between felt emotion and displayed emotion (displayed emotions/regulations are organisationally
required and claimed as appropriate in a particular job).

Employees can show displayed emotions by:

1. Surface acting - "painting on" affective displays, or faking; Surface acting involves an employee's presenting emotions on his or her
"surface" without actually feeling them. Is more stressful than deep acting
2. Deep acting - attempt to change one’s inner feeling to match emotion expressions that an organization requires (that is displayed
emotions).

Affective events theory

Model developed to identify how emotions and moods influence job performance and job satisfaction. The model increases understanding
of links between employees and their emotional reaction to things that happen to them at work.

Look at the appendix for the model.

Hypothesis:

1. Emotions affect different job satisfaction and job performance dimensions, such as

organizational citizenship, organizational commitment, workplace deviance, level of effort and intention to quit.

2. Emotional episode is actually a series of emotional experiences precipitated by a

single event.

3. Current emotions always influence job satisfaction, also past emotions about the

event influence the job satisfaction.

 4. Since emotions/moods vary over time, their influence on performance varies.
5. Emotion-caused behaviors are rather short lasting and of high variability.
6. Emotions, even the positive ones, have negative influence on job performance.
7. Emotions provide valuable insight into understanding employees’ behaviors.
8. Employees and managers cannot ignore emotions and events that influence them.

Emotional intelligence

EI is the self-perceived ability to identify, assess, and manage the emotions or emotional cues of one's self, of others, and of groups. It is a
controversial concept in OB.

PROS EI CONS EI

Intuitive appeal Too vague for a concept

Predicts criteria that matter – High EI claimed to correlate

Can’t be measured
to a better job performance

EI is biologically based Suspect validity

OB applications of moods and emotions

Selection -> More and more employers use EI tests when hiring.

Decision making -> Moods/emotions have an important influence on decision- making. Positive ones improve decision- making and
problem- solving. Depression undermines performance.

Creativity -> Good moods contribute to creativity.

Motivation -> Organisations that promote positive moods are likely to have more motivated employees, thus there is a positive correlation
between positive mood and higher motivation

Leadership -> Leaders usually are and should display emotions, like excitement, enthusiasm, etc… This is critical in persuading
people/employees to new idea, strategy, vision.

Negotiation -> Moods and emotions may hamper negotiations. Displaying negative emotion may be effective, but feeling of poor
performance may hinder future cooperation.

Customer Service -> sometimes employees experience emotional dissonance. Moreover, what employees feel may transfer to customers.
It is called emotional contagion – “catching” or copying emotions from others.

Job attitudes -> People who had good day at work, usually are in good mood when coming back home that day and the same refers to
bad day at work.

Deviant workplace behavior -> negative emotions may lead to deviant workplace behavior.

How managers can influence moods? -> By showing them a funny video – make them laugh, offering them pleasant beverage – using
humor and showing appreciation for good job. When managers are rather in good mood then employees are positive as well. Use
emotional contagion.

Global consequences

 Degree to which people experience emotions varies across countries

 Norms for expression of emotions differ across cultures
 People’s interpretations of emotions vary across cultures (some cultures value certain emotions more than others, but
interpretations are basically similar)