The Meaning of My Feelings Depends on Who I Am: Work-Related Identifications Shape Emotion Effects in Organizations

Abstract

Theory and research on affect in organizations has mostly approached emotions from a valence perspective, suggesting that positive emotions lead to positive outcomes and negative emotions to negative outcomes for organizations. We propose that cognition resulting from emotional experiences at work cannot be assumed based on emotion valence alone. Instead, building on appraisal theory and social identity theory, we propose that individual responses to discrete emotions in organizations are shaped by, and thus depend on, work-related identifications. We elaborate on this proposition specifically with respect to turnover intentions, theorizing how three discrete emotions-anger, guilt, and pride-differentially affect turnover intentions, depending on two work-related identifications: organizational and occupational. A longitudinal study involving 135 pilot instructors reporting emotions, work-related identifications, and turnover intentions over the course of one year provides general support for our proposition. Our theory and findings advance emotion and identity theories by explaining how the effects of emotions are dependent on the psychological context in which they are experienced.

Identity coactivation: Person and situation influences and the mediating role of experienced conflict

“…Interpersonal representations are roles or relationships with a specific other or others, and group representations of the self signify membership in or alignment with a prototypical member of a group of nonspecific others who share the same identity. The basis for meaning making, comparison, and social motivation differs between the three levels of representation, an idea that has been supported empirically (Ashforth et al, ; Blader, ; Conroy et al, ).…”

“…More objective measures of outcomes, or ratings provided by significant others on variables such as absenteeism, performance, or organizational citizenship behavior would strengthen the contributions of this and similar studies. Our ultimate research goal is to investigate work and nonwork identity coactivation to examine both emotional outcomes (as investigated in this study) as well as individual behavioral and organizational outcomes (c.f., Conroy et al, 2017;Rise, Sheeran, & Hukkelberg, 2010). A workplace sample is necessary to do so, and thus a recommendation for future research.…”

“…Your answer to this question not only describes you as an individual, but also shows an awareness of your alignment with significant others or social groups, both key aspects of identity (Brewer & Gardner, ; Tajfel, ). Identities have cognitive, affective, behavioral, and evaluative elements (Burke & Stets, ; Stoner, Perrewé, & Hofacker, ; Stryker & Burke, ), and can be conceptualized as a lens through which people make meaning of their circumstances (Conroy, Becker, & Menges, ).…”

Interpersonal leader responses to secondary trauma in nonprofit human service organizations

“…Shaver, Schwartz, Kirson, and O'Connor () conducted a hierarchical cluster analysis in order to produce a hierarchical model of discrete emotions. Consistent with appraisal theories of emotion (Conroy, Tech, & Menges, ; Scherer, ), the superordinate category of the model is based on an individual's functional assessment of an external stimulus (stimuli) or event(s) as promoting or inhibiting their implicit or explicit goals (Ashkanasy, ). This superordinate category, similar to emotion valence, can be either positive or negative.…”

“…When an individual perceives a situation, person, or event to promote an important value or goal, they consequently experience a positive emotion. If, on the other hand, they perceive this situation, person, or event to obstruct a goal or value, they experience a negative emotion (Conroy et al, ; Frijda, ). This association of emotions with goal promotion or prevention is generally accepted by emotion scholars (Russell, ; Van Kleef, Homan, & Cheshin, ).…”