Untangling the role of power in knowledge sharing and job performance: the mediating role of discrete emotions

PurposeThe purpose of this study is to adopt a functional perspective to integrate and extend three streams of research, the first distinguishing between global affect and discrete emotional episodes, the second highlighting the capability of places to elicit emotions and the third demonstrating the differential impact of discrete emotions on consumer response. Doing so shows that four positive place emotions have a significant and variable influence on consumer purchase intentions for brands originating there.Design/methodology/approachA focus group pilot corroborates that places relate to contentment, enchantment, happiness and pride, which impact consumer response. Study 1 uses landscape photographs to show the four place emotions influence purchase intention for bottled water. Study 2 retests the impact of place emotions, using short vignettes and establishes the moderating role of product hedonic nature. Study 3 replicates emotion effects, corroborating their non-conscious nature and establishing their impact in the presence of place cognitions.FindingsTogether, the empirical studies provide evidence for effects of four discrete place emotions, especially with hedonic products and under conditions of cognitive load. Effects are robust when a person’s mood, buying volume, category knowledge, impulse buying tendencies and place cognitions are included as controls.Research limitations/implicationsThe study contributes to a better understanding of the emotional dimension of origin effects by adopting a novel, theory-based perspective on discrete positive place emotions impacting consumer response.Practical implicationsManagers invest substantially in places to elicit positive feelings, gravitating toward the view that all they need to do is create a global positive effect with consumers. The study informs this perspective by demonstrating how discrete emotions influence consumer response.Originality/valueThis study is among the first to examine discrete positive place emotions as possible drivers of consumers’ purchase intention.

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

Research shows that emotions play an important role in successful aging. However, previous studies have largely focused on the implications of dimensional indicators of emotion, such as positive and negative affect. This approach may fail to capture important distinctions between discrete emotions such as sadness, loneliness, calmness, and empathy that could become more or less adaptive with age. The present studies adopt a discrete emotion perspective to examine age-related changes in the consequences of different positive and negative emotions for successful aging. Drawing from an evolutionary-functionalist perspective, Haase, Wu, Verstaen, and Levenson investigate whether sadness becomes more salient and adaptive in old age using a multi-method approach. Lee, Lay, Mahmood, Graf, and Hoppmann address the seemingly contradictory consequences of loneliness by examining how state- and trait-loneliness interact to predict older adults’ prosocial behaviors. Hamm, Wrosch, Barlow, and Kunzmann use two studies to examine the diverging salience and 10-year health consequences of discrete positive emotions posited to motivate rest and recovery (calmness) or pursuit of novelty and stimulation (excitement). Barlow and Mauss study the co-occurrence of discrete emotions and their age-dependent associations with well-being using an adult lifespan sample. Finally, Wieck, Katzorreck, Gerstorf, Schilling, Lücke, and Kunzmann examine lifespan changes in the adaptive function of empathy by assessing the extent to which empathic accuracy protects against stress-reactivity as people age. This symposium thus integrates new research on the role of discrete positive and negative emotions and will contribute to a deeper understanding of the complex relationships between emotions and successful aging.

Software industry in China is one of the fastest growing industries. Three software hypotheses concerning China software industry are advanced on the basis of a careful analysis of data about software industry in China from websites, newspapers, reports, and papers and tests are conducted on the basis of the revenues of the Chinese ITSS industries in 2000 and from 2003 to 2006 and revenues from software sales in China. According to design science research guidelines, this paper not only discusses problems relevant to Chinese software firms, but also offers patterns of software development for China software based on different software firm type's characters of 12400 software firms in China. The research contributions are as follows: Based on the fact of China software industry, this paper presents 3 eras of software industry in China; Based on the registration capital, numbers of employee, and revenues, this paper points out the problems in Chinese software industry; Following the evaluation, this paper presents the patterns for China software firms.

In recent years, assumptions about the existence of a single construct of happiness that accounts for all positive emotions have been questioned. Instead, several discrete positive emotions with their own neurobiological and psychological mechanisms have been proposed. Of note, the effects of positive emotions on language processing are not yet properly understood. Here we provide a database for a large set of 9000 Spanish words scored by 3437 participants in the positive emotions of awe, contentment, amusement, excitement, serenity, relief, and pleasure. We also report significant correlations between discrete positive emotions and several affective (e.g., valence, arousal, happiness, negative discrete emotions) and lexico-semantic (e.g., frequency of use, familiarity, concreteness, age of acquisition) characteristics of words. Finally, we analyze differences between words conveying a single emotion (“pure” emotion words) and those denoting more than one emotion (“mixed” emotion words). This study will provide researchers a rich source of information to do research that contributes to expanding the current knowledge on the role of positive emotions in language. The norms are available at https://doi.org/10.6084/m9.figshare.21533571.v2

Since 1990s, the software industry in China has been developed very rapidly and the total revenue in recent three years of 2005, 2006 and 2007 were 390.0, 480.0, and 583.4 billions RMB respectively, increased by 28.3% annually on an average basis [1]. By the end of 2007, there were about 18,000 software enterprises in China, and the population of software professionals was 1.48 millions roughly. In the global software market, China, with annual revenue about 82.2 billions USD (8.74% of the total: 940 billions USD), currently ranks on the fourth after USA, EU and Japan. However, the software industry in China is still comparatively weak. Most software enterprises have only tens of employees and millions RBM of revenue. And the software development productivity in China varies highly across the software industry in terms of organization, development type, business area, region, language, project size and team size [2]. Co-operative efforts from the government, the industry and the academy are needed [3]. Continuous software process improvement is an effective way to change the challenging situation of the software industry in China.

There has been an “affective revolution” in organizational behavior since the mid-1990s, focusing initially on moods and affective dispositions. The past decade has seen a further shift toward investigating the complex roles played by discrete emotions in the workplace. Discrete emotions such as fear, anger, boredom, love, gratitude, and pride have their own appraisal antecedents, subjective experiences, and action tendencies that prepare people to respond to their current situation. Emotions have intrapersonal effects on the person experiencing them in terms of attention, motivation, creativity, information processing and judgment, and well-being. Some emotions have characteristic voice tones or facial expressions that serve the interpersonal function of communicating one’s state to interaction partners. For this reason, emotions are integral to social processes in organizations such as leadership, teamwork, negotiation, and customer service. The effects of emotions on behavior can be complex and context-dependent rather than straightforwardly mechanistic. Individuals may regulate the emotions they experience, the extent to which they display what they feel, and the actions they choose in response to how they feel. Research has tended to focus on negative emotions (e.g., anger or anxiety) and their potential negative effects (e.g., aggression or avoidance), but negative emotions can sometimes have positive consequences. Discrete positive emotions have been relatively ignored in organizational research but feeling and expressing positive emotions often have positive consequences. There is considerable scope for investigating the ways in which specific discrete emotions are experienced, regulated, expressed, and acted upon in organizational life. There may also be a case for intentional efforts by organizations and employees to increase the occurrence of positive emotions at work.

Emotion socialization (ES) impacts a range of youth socioemotional outcomes. However, research often examines parent socialization of negative emotions more broadly. Research examining multiple socializers demonstrates that variety in ES messages may promote flexibility in youth socio‐emotional adjustment. The current study examined how parents’ and friends’ supportive socialization of discrete negative emotions (anger, sadness, worry) related to adolescents’ emotional experiences. Eighty‐seven adolescents (50 girls; 13–15 years old, M age = 14.23 years) reported on parent and friend supportive ES in 8th grade. Sixty‐four of these adolescents reported their own emotional experiences in 9th and/or 10th grade. Parents’ supportive ES was higher than friends’ for sadness and worry. Divergence between parent and friend ES of sadness related to lower increases in anger over time. There were effects of convergence in ES of anger, as matches between parent and friend ES were related to less experience of all three negative emotions. There were unique effects of parent and friend ES of worry. Parent ES of worry related to adolescents’ balance of anger and sadness, whereas friend ES of worry related to decreased sadness over time. These findings suggest that ES and its relations with adolescent emotional experience varied by discrete emotions, as each carries a different meaning and function. Future research should examine processes connecting discrete emotional experiences within interactions and across time.

The role of emotions in adult learning and achievement has received increasing attention in recent years. However, much of the emphasis has been on test anxiety, rather than the wider spectrum of negative emotions such as sadness, grief, boredom and anger. This paper reports findings of a qualitative study exploring the experience and functionality of negative emotions at university. Thirty-six academic staff and students from an Australian university were interviewed about emotional responses to a range of learning events. Data analysis was informed by a prototype approach to emotion research. Four categories of discrete negative emotions (anger, sadness, fear, boredom) were considered by teachers and students to be especially salient in learning, with self-conscious emotions (guilt, embarrassment, shame) mentioned by more students than staff. While negative emotions were frequently viewed as detrimental to motivation, performance and learning, they were also construed under some circumstances as beneficial. The findings are discussed in relation to the value of social functional approaches for a better understanding of the diverse roles of negative emotions in learning and achievement.

Whether and to what extent animals experience emotions is crucial for understanding their decisions and behaviour, and underpins a range of scientific fields, including animal behaviour, neuroscience, evolutionary biology and animal welfare science. However, research has predominantly focused on alleviating negative emotions in animals, with the expression of positive emotions left largely unexplored. Therefore, little is known about positive emotions in animals and how their expression is mediated. We used tail handling to induce a negative mood in laboratory mice and found that while being more anxious and depressed increased their expression of a discrete negative emotion (disappointment), meaning that they were less resilient to negative events, their capacity to express a discrete positive emotion (elation) was unaffected relative to control mice. Therefore, we show not only that mice have discrete positive emotions, but that they do so regardless of their current mood state. Our findings are the first to suggest that the expression of discrete positive and negative emotions in animals is not equally affected by long-term mood state. Our results also demonstrate that repeated negative events can have a cumulative effect to reduce resilience in laboratory animals, which has significant implications for animal welfare.

Whether and to what extent animals experience emotions is crucial for understanding their decisions and behaviour, and underpins a range of scientific fields, including animal behaviour, neuroscience, evolutionary biology and animal welfare science. However, research has predominantly focused on alleviating negative emotions in animals, with the expression of positive emotions left largely unexplored. Therefore, little is known about positive emotions in animals and how their expression is mediated. We used tail handling to induce a negative mood in laboratory mice and found that while being more anxious and depressed increased their expression of a discrete negative emotion (disappointment), meaning that they were less resilient to negative events, their capacity to express a discrete positive emotion (elation) was unaffected relative to control mice. Therefore, we show not only that mice have discrete positive emotions, but that they do so regardless of their current mood state. Our findings are the first to suggest that the expression of discrete positive and negative emotions in animals is not equally affected by long-term mood state. Our results also demonstrate that repeated negative events can have a cumulative effect to reduce resilience in laboratory animals, which has significant implications for animal welfare.

PurposeThis study develops and validates a theoretical model of real-time mobile connectivity, examining how employees' perceptions of their relationship with supervisors influence their emotional experiences. Through quasi-experiments, the authors investigate the behavioral patterns and emotional responses associated with real-time mobile connectivity in organizations, with a focus on messaging apps that indicate message read status. Specifically, they explore how supervisors' attentiveness or inattentiveness in mobile connectivity impacts emotional ambivalence (anxiety and pride) among subordinates. Additionally, they examine the downstream effects of this emotional ambivalence on employees' workplace thriving and job performance across various dimensions.Design/methodology/approachTo address the paradox of real-time mobile connectivity, a quasi-experimental design involving 320 team members from 46 teams was implemented. Multi-level structural equation modeling was employed to analyze within-person variance and evaluate the proposed hypotheses.FindingsThe findings indicate that employees who do not receive timely indications from their supervisors are more likely to experience elevated levels of anxiety, while those who receive prompt indications experience a sense of pride. Moreover, the indirect effects of the real-time mobile connectivity paradox on employee performance, mediated by anxiety (negatively) and pride (positively), are fully explained through workplace thriving.Research limitations/implicationsThis study provides insights into the emotional ambivalence experienced in the workplace due to real-time mobile connectivity, highlighting its implications for organizational competitiveness. Integrating resource conservation theory and cognitive appraisal theory of emotion, the study explores the mediating role of workplace thriving and the impact on employee performance through pride and anxiety. Generalizability requires considering organizational settings and cultural contexts while acknowledging limitations such as a focus on messaging apps and specific samples. Future research should explore these dynamics in diverse contexts and identify additional factors influencing the relationship between real-time mobile connectivity and employee outcomes.Practical implicationsThis study provides valuable insights for managers regarding the significance of message indications, as their attentiveness can elicit emotional reactions from employees that subsequently impact workplace thriving and job performance.Originality/valueThis study pioneers the exploration of the paradox of real-time mobile connectivity in the workplace, uncovering the discrete emotions experienced by employees. Furthermore, it elucidates the subsequent opposing effects on workplace thriving and job performance, contributing to the existing literature and knowledge in this area.

Chinese software industry has experienced a rapid growth during recent years. Many studies argue that the relative small average firm size and low input into R&D problems have negative impact upon sustainable development of Chinese software industry. These arguments are obviously based on two prerequisite, one is the existing of economies of scale in software industry, and the other is the positive impact of R&D upon firm performance. Based on two datasets, in which one is city level data published by National Bureau of Statistics of China and the other is firm level data collected in Hangzhou City of China, This work carries out empirical analysis on the economies of scale issue and impact of R&D on firm performance in software industry in China. The results reveal that firm size has consistent positive impact on productivity, but no significant influence on profitability. The positive influence of firm size on productivity is due to specialization degree and more inputs into the adoption of management tools in large firms. For the negative influence on profitability, the relative technical advantage still cannot sustain their product price premium under the intensifying competition from small firms, while R&D spending will increase development cost for large- and medium-sized software firms. As to the impact of R&D on firm performance, it is found that R&D intensity has significant negative on profitability, and on productivity to a certain extent. We also found that R&D professional ratio has positive impact upon firm profitability and productivity because of the nature of people-embodied knowledge transfer in software industry. Besides, we have not found evidence for significant positive influence of financial support in R&D from government, which mean that indirect policy instruments such as preferential taxation treatment are more efficient than direct R&D subsidiaries in Chinese software industry. Finally, the policy implications of these findings are discussed and concluded.

Another look at the role of emotion in the organizational change: A process model

Recent years have seen an explosion in the study of emotions in organizations, and although emotions play a central role in the job stress process, their role is largely neglected in empirical stressor–strain studies. Our chapter aims to build consensus in the literature by showing that discrete emotions provide a mechanism through which stressors exert their impact on well-being. By examining a larger domain of stressors, emotions, and well-being, we begin to develop and expand upon the nomological network of emotions. In an effort to build on the job demands–resources (JD-R) model, which includes both job demands (i.e., negative stimuli such as time pressure) and resources (i.e., positive stimuli such as autonomy), we include both negative and positive discrete emotions with the expectation that negative emotions will generally be linked to demands and positive emotions will be linked to resources. We also propose that there may be circumstances where demands trigger negative discrete emotions and lead to greater experienced strain, and conversely, where resources arouse positive discrete emotions, which would positively affect well-being. The model in our chapter sheds light on how discrete emotions have different antecedents (i.e., job demands and resources) and outcomes (e.g., satisfaction, burnout, performance), and as such, respond to calls for research on this topic. Our findings will be of particular interest to organizations where employees can be trained to manage their emotions to reduce the strain associated with job stressors.