Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Department

Management

Program Name/Specialization

Management and Organizational Behaviour

Faculty/School

School of Business and Economics

First Advisor

Laurie Barclay

Advisor Role

PhD Advisor

Abstract

The central role of emotions in organizations, once underrecognized and underappreciated by organizational scholars, has attracted a great amount of research interest in recent years. Despite this important development, I argue that a number of critical questions have remained unaddressed, which limits our ability to predict the outcomes of emotions for individuals and organizations as well as describe employees’ subjective experiences at work. In this dissertation, I contribute to the understanding of the role of emotions in the workplace by identifying critical gaps in the emotions literature, integrating theories from different literatures to address these gaps, empirically comparing the interpersonal effects of different types of emotions, and offering suggestions for future research directions. Specifically, in Manuscript 1, a conceptual analysis, I argue that further integrating the emotions literature with the organizational justice literature can create important insights that can enhance our understanding of both disciplines and outline a number of research avenues that are likely to arise as a result of such integration. In Manuscript 2, I present four empirical studies (N = 1,041) that together contribute to our understanding of the interpersonal effects of emotions in the workplace by examining the effects of emotions with different targets (i.e., integral versus incidental) in a negotiation context. I conclude by situating this dissertation in the extant literature and discussing its theoretical and practical implications.

Convocation Year

2018

Convocation Season

Fall

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