Interpersonal Emotion Regulation in the Workplace: A Conceptual and Operational Review and Future Research Agenda

  title={Interpersonal Emotion Regulation in the Workplace: A Conceptual and Operational Review and Future Research Agenda},
  author={Ashlea C. Troth and Sandra Anne Lawrence and Neal M. Ashkanasy},
  journal={POL: Human Resource Management Models (Topic)},
Employees need to regulate their own emotions as well as the emotions of others to enhance the quality of interactions with their colleagues. How well this is achieved has important outcomes for both employees and the organizations in which they work. In the field of organizational science, however, differing approaches have emerged regarding the conceptualization and operationalization of emotion regulation (ER) particularly in terms of interpersonal interactions. The present review examines… 
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A Review of Emotion Regulation and Development of a Framework for Emotion Regulation in the Workplace
Research in industrial and organizational psychology demonstrates that the regulation of negative emotions in response to both organizational stressors and interpersonal workplace interactions can
Abstract It is well recognized that emotions support adaptation to environmental demands by guiding cognitions and behavior in line with one’s implicit and explicit goals. This is true in the work
Emotion regulation in the workplace: a new way to conceptualize emotional labor.
  • A. Grandey
  • Business
    Journal of occupational health psychology
  • 2000
The purposes of this article are to provide a definition of emotional labor that integrates these perspectives, to discuss emotion regulation as a guiding theory for understanding the mechanisms ofotional labor, and to present a model of emotional Labor that includes individual differences and organizational factors.
Interpersonal emotion regulation.
This work maps a "space" differentiating classes of interpersonal regulation according to whether an individual uses an interpersonal regulatory episode to alter their own or another person's emotion, and identifies 2 types of processes--response-dependent and response-independent--that could support interpersonal regulation.
Using an emotion regulation framework to predict the outcomes of emotional labour.
Because our emotions are crucial determinants of how well we function in our personal and professional lives, researchers from different perspectives have sought to understand how emotions can be
A multi-level view of leadership and emotions: Leading with emotional labor
The idea that emotions play an important role in management and leadership is not really all that new. Mastenbroek (2000), for example, detailed how emotion has been a central feature of
The Emerging Field of Emotion Regulation: An Integrative Review
The emerging field of emotion regulation studies how individuals influence which emotions they have, when they have them, and how they experience and express them. This review takes an evolutionary
Emotional Intelligence in Organizations
Emotional intelligence (EI) is a set of abilities that pertain to emotions and emotional information. EI has attracted considerable attention among organizational scholars, and research has clarified
Emotional Labor as a Dynamic Process in Service Organizations: Development of a Multi-Perspective, Multilevel Model
In this chapter, we develop and present the Multi-Perspective Multilevel Model of emotional labor in organizations. This model is based on three perspectives: (1) a service requirement, (2) an
Reconceptualizing Emotion Regulation
Emotion regulation is one of the major foci of study in the fields of emotion and emotional development. This article proposes that to properly study emotion regulation, one must consider not only an