Lu Wang

TL;DR: This commentary discusses the implications of COVID-19 for maintaining one's psychological well-being and employment security, and also managing family and work responsibilities and offers several suggestions for future scholarly investigation into how this pandemic impacts vocational behavior.

TL;DR: In this paper, the hidden costs of expressing anger in negotiations were investigated and two experimental studies showed that an opponent's expression of anger can elicit both concessionary and retaliatory responses by focal negotiators.

TL;DR: In this paper, the authors examined whether social sharing (i.e., talking about an emotionally arousing work event with one's coworkers) can attenuate the residual anger lingering after a taxing service episode and found that participants who engaged in difficult (vs. neutral) customer interactions reported more surface acting and felt more anger.

TL;DR: This article proposed a theoretical model that links the two types of psychological contracts (relational vs. transactional psychological contracts) with organizational identification and service employees' in-role performance and organizational citizenship behaviors.

TL;DR: Play has gained increasing interest among progressive-minded managers as an important driver of motivation and productivity in work contexts as discussed by the authors. But despite its popularity in contemporary organizations, despite the fact that play has been widely accepted as a powerful tool for motivating and motivating people, it has not yet proven to be effective in many real-world settings.