Abstract. In a quasi-representative survey, 1242 respondents were asked to describe a situation or event that had elicited an emotion on the previous day. They were also asked to report on the respective appraisal and reaction patterns as well as to verbally label the experience. In addition, they completed a rating list on the relative frequency of experiencing each of 14 emotions and a medical symptom list. The data are Editor's noteThe present issue of SSI publishes the results of a large-scale survey on the frequency of different emotions in everyday life, conducted by Klaus R. Scherer, Tanja Wranik, Janique Sangsue, Véronique Tran and Ursula Scherer from the Emotion Research Group in Geneva, Switzerland. It is hoped that the presentation of the data in this article, unusual from the standpoint of mainstream psychological research, may stimulate debate on currently neglected issues in emotion research. In order to encourage an interdisciplinary, phenomenon-oriented approach, rather than sticking to a narrow paradigm, and to confront a variety of approaches, we have invited leading scholars from various disciplines to comment on this article. interpreted in terms of the odds of experiencing a particular type of emotion in everyday life, mediated by ''risk factors'' such as culture, socio-demographic background, personality, health, and situational context. Further results concern typical appraisals and reactions for different emotions and relationships between everyday emotions and subjective well-being (life satisfaction and subjective health).Key words. Cultural differences -Dispositional emotionality -Emotional response organization -General population survey of emotion -Health and emotion -Risk factors for emotion elicitation Résumé. Dans une étude quasi-représentative, nous avons interrogé 1242 sujets sur le rappel en mémoire d'un événement ayant généré une émotion au cours de la journée précédente, en leur demandant de décrire verbalement l'expérience émotionnelle en question et les patterns de réaction correspondants. Ils ont également complété un questionnaire quant à la relative fréquence avec laquelle ils ressentent 14 différentes émotions, ainsi qu'une série de symptômes physiques. Les données ont été interprétées en termes de probabilités d'éprouver tel ou tel type d'émotions dans la vie courante, modulées par des facteurs de risque tels que le contexte socio-culturel, le profil socio-démographique, la personnalité, la santé, et l'endroit dans lequel les émotions ont été éprouvées. D'autres résultats portent sur l'attribution causale et les patterns de réactions typiques à différentes émotions, ainsi que sur les relations entre expériences émotionnelles et bien-être subjectif (satisfaction de vie et santé subjective).

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2008),"Doing well and doing good: The relationship between leadership practices that facilitate a positive emotional climate and organizational performance"If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.

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In this article, we address the question of why employees may resist or support any aspect of diversity management. More specifically, we propose a dynamic model that explains how and why specific social identities triggered by diversity management influence employees appraisals of diversity management, in turn eliciting specific emotions and specific behavioral responses such as resistance or support to various implementations of diversity management policies and practices. We rely on Intergroup Emotion Theory (IET) as the overarching theoretical framework, which draws from Social Identity Theory (SIT) and appraisal theories of emotion. The contribution of our model is to provide an additional lens to the diversity literature, moving from emotive reactions to diversity to emotional yet rational responses, which may be further understood via the iterative nature of the model. We discuss implications for future research.