Emotion and Adaptation

In his Preface the author' says that he started out to review all the more important theories upon the topics ordinarily discussed under human motivation but soon found himself more and more limited to the presentation of his own point of view. This very well characterizes the book. It is a very personal product. It is an outline with some defense of the author's own thinking about instincts and appetites and sentiments and how they function in human behavior. And as the author draws so heavily upon James and McDougall, especially the latter, the book may well be looked upon as a sort of sequel to their efforts. There is a thought-provoking distinction presented between instinct and appetite. An instinct is said to be aroused always by something in the external situation; and, correspondingly, an appetite is said to be aroused by sensations from within the body itself. This places, of course, a heavy emphasis upon the cognitive factor in all instinctive behaviors; and the author prefers to use the cognitive factor, especially the knowledge of that end-experience which will satisfy, as a means of differentiating one instinct from another. In this there is a recognized difference from McDougall who placed more emphasis for differentiation upon the emotional accompaniment. The list of instincts arrived at by this procedure is much like that of McDougall, although the author is forced by his criteria to present the possibility of food-seeking and sex and sleep operating both in the manner of an appetite and also as an instinct. The Shand-McDougall concept of sentiment is taken over and used in the explanation of moral motivation. There is the development within each personality of a sentiment for some moral principle. But this sentiment is not a very powerful motivating factor. It is reinforced by social pressures and by religion, which is treated as an effort of finite man to live in harmony with the infinite reality. Those whose psychological thinking is largely in terms of McDougall will doubtless find this volume a very satisfying expansion; but those who are at all inclined to support their psychological thinking by reference to experimental studies will not be so well pleased. The James-Lange theory, for example, is discussed without mention of the many experimental studies which it has provoked. Theoretical sources appear in general to be preferred to experimental investigations.

Human MotivationThe Mind in Action: A Study of Motives and Values. A. Campbell Garnett

As organizational environments become more global, dynamic, and competitive, contradictory demands intensify. To understand and explain such tensions, academics and practitioners are increasingly adopting a paradox lens. We review the paradox literature, categorizing types and highlighting fundamental debates. We then present a dynamic equilibrium model of organizing, which depicts how cyclical responses to paradoxical tensions enable sustainability—peak performance in the present that enables success in the future. This review and the model provide the foundation of a theory of paradox.

Toward a Theory of Paradox: A Dynamic equilibrium Model of Organizing

This is a study in industrial sociology; it a partial report, to be followed by another, of an investigation of singel factory seen in the light of Max Weber's theory of bureacracy.

Patterns of Industrial Bureaucracy.

Executive Overview Interest in and research about affect in organizations have expanded dramatically in recent years. This article reviews what we know about affect in organizations, focusing on how employees' moods, emotions, and dispositional affect influence critical organizational outcomes such as job performance, decision making, creativity, turnover, prosocial behavior, teamwork, negotiation, and leadership. This review highlights pervasive and consistent effects, showing the importance of affect in shaping a wide variety of organizational behaviors, the knowledge of which is critical for researchers, managers, and employees.

Why Does Affect Matter in Organizations

We studied employee loneliness, a prevalent workplace emotion that has received very little theoretical or empirical attention within the organizational behavior field. Drawing on emotion, ego depl...

Work loneliness and employee performance

Purpose – The purpose of this paper is to analyze the moderating roles of future job expectations and efficacy beliefs in employees’ responses to unmet job expectations, i.e. emotional exhaustion, job satisfaction, and turnover intention. It also investigates whether and how work experience influences the interactive effects of unmet job expectations and efficacy beliefs on employees’ responses. Design/methodology/approach – Data were collected from 227 employees from a wide range of sectors. Hierarchical multiple regression analyses were used to test the hypotheses. Findings – The results showed that the relationships between unmet job expectations and emotional exhaustion and job satisfaction were stronger for employees with more positive future job expectations. In addition, efficacy beliefs moderated the relationship between unmet job expectations and turnover intention. For employees with more work experience, efficacy beliefs had a stronger moderating role in the relationship between unmet job expec...

Exploring employees’ responses to unmet job expectations

Untangling the Knot of Trust and Betrayal.

Cross-cultural interactions are inherently emotional processes because they involve a considerable amount of uncertainty and a potential for misunderstanding. This study aims to fill a gap in the literature by designing an easy-to-implement teaching module that brings emotions and emotional awareness more centrally into analysis of cross-cultural business communication. The business schools of a Hungarian university in Budapest and an American university in northern California collaborated in the teaching module by using videoconferencing and screen-capture technologies. The authors examined the effectiveness of this module based on their observations and an analysis of the qualitative data collected from the participating students. The results of the study suggest that the videoconferencing technology can be a viable tool to create real-time interactions between students in different countries in which they can experience, express, observe, and reflect on emotions. Students gained firsthand experience in...

Developing Emotional Awareness in Cross-Cultural Communication: A Videoconferencing Approach

In this study, we explored how the salience of work and family roles relate to work–family conflict and whether and how these relationships differ for men and women. Conducting latent class cluster...

Hakan Ozcelik

Papers

Work loneliness and employee performance

Exploring employees’ responses to unmet job expectations

Untangling the Knot of Trust and Betrayal.

Developing Emotional Awareness in Cross-Cultural Communication: A Videoconferencing Approach

Roles and work–family conflict: how role salience and gender come into play