“Ability model” of Emotional Intelligence

, 87

Abusive supervision (AS)

, 58–59, 86–89, 91

Abusive supervision dispersion (ASD)

, 58

AET

, 60–61

categories of paradox

, 69–77

findings

, 65

four categories of behavior

, 67–69

limitations and future research

, 80

method

, 61–65

practical implications

, 79–80

studies of abusive supervision in context of teamwork

, 59–60

theoretical contributions

, 78–79

Action theory approach

, 14–15

Activation

, 89, 95–97

Active listening techniques

, 124

Affect

, 89–90, 92

Affect Circumplex, The

, 89–90

Affect valence and activation, conditional indirect effects of EI on forgiveness via

, 102–103

Affect valence and activation, conditional indirect effects of EI on revenge via

, 97–100

Affective Events Theory (AET)

, 5–6, 39–40, 42, 47, 49, 59–61, 69, 79, 87–88, 106, 266–268

Affective state

comparisons on

, 97

mediation by

, 95–96

Affective valence and activation, mediating role of

, 89–90

Allostasis

, 89

Angel investment decision-making

, 52–53

Angel investors

, 5–6, 38

affective experiences role in decision to continue investment screening

, 40–44

emotion associated with different first impressions

, 44–47

future research directions

, 52

implications

, 47–49

limitations

, 51–52

practical considerations

, 50–51

theoretical contributions

, 49–50

ANOVA test

, 25–26

Antecedent-focused regulation

, 119

Appraisal process

, 232

Arousal

, 89

Association Rate (AR)

, 141–142

Authentic leadership

, 224–225

Avoidance

, 68

Axial coding

, 64

Behavior, four categories of

, 67–69

Boundaries

, 201

Central nervous system (CNS)

, 18

CEO

, 134–135

EI

, 136

implications for management

, 149

key concepts

, 135–136

limitations

, 147–148

measure of CEOs’ EI

, 136–137

method

, 136–138

pilot study

, 137

results

, 138–145

study

, 137–138

verbal addresses

, 138

Charismatic leadership

, 224–225

Chi-square test

, 23–24

Circumplex model

, 93

CIT

, 63

Climate of trust

, 252

Cognitions

, 31

Cognitive approach

, 15

Cognitive paradigm

, 29–30

Cognitive reappraisal

, 120, 127

Cognitive-Discursive Analysis (CDA)

, 142

Collectivism

, 168

Collegial emotional labor

, 182

Communicative validity

, 64

Conditional process models

, 97

Confrontation

, 67–68

Constructivist approach

, 91

Content-related aspects

, 29–30

Control-value theory

, 119

Coping styles

, 121

Core Affect

, 89–90

Corridors

, 200

Counterproductive Work Behaviors (CWB)

, 105–106, 161

Crisis

, 134–135

Critical incident technique (CIT)

, 63

Critical incidents

, 63

Daily reconstruction method

, 21–22

Data analysis

, 138–145

Data collection and analysis

, 190–192

Detrimental behaviors

, 87

Diligence process

, 51

Discourse analysis

, 134

Discrete emotion theory

, 221–222, 225–227

key attributes of joy aligned to

, 228–229

Dispersion paradox

, 69, 73, 77–79

Distance

, 201

Distributive justice

, 251

Educational research

, 16

Emonet Group

, 4

Emotion regulation

, 119, 121–123

boundary conditions and opportunities for future research

, 127–128

consequences of emotion regulation on performance feedback

, 123–124

feedback, emotions, and performance

, 119

implications for practice

, 126–127

implications for research

, 126

implications for theory

, 125–126

individual differences in

, 121

process model of

, 120

stations

, 211–212

strategies

, 124

task and socioemotional relational orientations

, 122

task and socioemotional relational orientations and emotion regulation

, 122–123

Emotional arenas

, 88–89

Emotional intelligence (EI)

, 2–3, 52, 87, 90, 92, 94–95, 121, 134–135, 162–163, 267

CEOs

, 267–268

conditional indirect effects of EI on forgiveness via affect valence and activation

, 102–103

conditional indirect effects of EI on revenge via affect valence and activation

, 97–100

Emotional labor

, 2–3, 8, 162, 180, 268–269

articulating space and

, 181–187

in front and back regions

, 193–195

future perspectives

, 213–214

intrapsychic approach to

, 180

limitations

, 213

methodological implications

, 210–211

performance in motion

, 203–209

practical implications

, 211–212

qualitative methodology to capture emotional dynamics

, 188–192

social implications

, 212–213

theoretical implications

, 209–210

untangling emotional labor and regions

, 192–209

Emotional Regulation of Oneself (ERO)

, 94–95

Emotional stability

, 121

Emotional Understanding (EU)

, 94

Emotionalized zones

, 180–181

Emotions

, 2–4, 14, 16, 18, 48–49, 60, 74, 119, 220–222, 224, 266

differentiation

, 91

evolutionary concept of

, 5

management

, 181–182

in organizations

, 4

practice

, 181–182

and space in organizational theater of performance

, 185–187

and verbal expression

, 135–136

Employee job satisfaction

, 235–236

Employee subjective well-being

, 234–235

Entrepreneurial finance

, 49

Entrepreneurial pitch

, 38–39, 42–43, 45

Entrepreneurs pitch

, 42, 45, 48

Exchange process

, 72

Experience sampling method (ESM)

, 20, 269

Explicit knowledge

, 246–247

sharing

, 253–255

Expressive suppression

, 120

Extrinsic motivation

, 248

Extrinsic work motivation

, 253–255

Family-to-work enrichment (FWE)

, 8, 156, 268

Family–work conflict (FWC)

, 162

Feedback

, 119

Feelings

, 16–18

Felix-App

, 5, 15, 20–21

Field diary

, 190–192

Fieldwork

, 198

First impressions, Angel investors’ emotion associated with different

, 44–47

Fisher’s exact test

, 25

Fluoroscopy

, 8, 181

Forgiveness

, 91–92, 96–97, 104, 108

abusive supervision, revenge, and forgiveness

, 88–89

affects and emotional intelligence

, 90–92

background and hypotheses

, 88–92

comparisons on affective state

, 97

conditional indirect effects of EI on forgiveness via affect valence and activation

, 102–103

conditional indirect effects of EI on revenge via affect valence and activation

, 97–100

contributions and limitations

, 106–107

implications for research and practice

, 108–109

intentions

, 94, 96–97

manipulation checks

, 93, 96

mediating role of affective valence and activation

, 89–90

mediation by affective state

, 95–96

methods

, 92–96

moderated mediation hypotheses testing

, 97–103

moderator

, 94–95

outcomes comparisons

, 96–97

outcomes measures

, 94

procedure and manipulation

, 93

process

, 106

results

, 96–103

sample and participants

, 92–93

Framework for Unit-level Emotional Labor (FUEL)

, 210

Future research directions

, 269

Gender

, 165–167

Geometric Data Analysis (GDA)

, 144

Gut feeling

, 49–51

Hattie’s meta-analysis

, 16

Health-care settings, performing emotional labor in

, 181–183

Homeostasis

, 18

In-betweens

, 198–202

Individual allostasis

, 108–109

Individual differences in emotion regulation

, 121

Individual-level abusive supervision

, 59

Individualism

, 168

Individualistic cultures

, 168

Informational justice

, 250–251

Instrumental emotional labor

, 182

Interactional justice

, 250–251

Interoception

, 42

Intrinsic motivation

, 248

Intrinsic work motivation

, 255–257

Investment decision process

, 40

Investment screening, Angel investor’s affective experiences role in decision to continue

, 40–44

Investor’s First Impression

, 49–50

Job performance

, 160–161

Joy

, 222, 224–225

Joyful leadership

, 221–222, 224, 269

and actions

, 230–231

and autonomic patterns

, 227–230

and identified emotion

, 232–233

impacts

, 234–236

implications

, 236–237

and nonverbal behaviors

, 232

style via discrete emotions

, 225–233

Knowledge

, 19

asset

, 246

knowledge-based institutions

, 259

knowledge-intensive organizations

, 259

sharing

, 247, 252

Kruskal–Wallis H tests (KW H tests)

, 96

Leader–member exchange (LMX) (see also Team–member exchange (TMX))

, 60, 162, 248–249

Leaders

, 220

Leadership

, 134–135, 162, 220, 222

process

, 7

styles

, 221–222, 224–225

Learning environment

, 30

Liminality

, 200

Long-term care units (LTCUs)

, 180–181, 188, 203

Long-term orientation

, 169

Masculinity

, 168–169

Maslow hierarchy

, 15–16

Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)

, 267

Mediation by affective state

, 95–96

Mindfulness

, 127

Mixed emotions

, 44, 46–47

role of

, 48

Mixed regions

, 199

Moderate effect

, 96

Moderated mediation hypotheses testing

, 97–103

Moderators

, 94–95, 251–252

Motivation and students interest

, 19

Movement

, 201

Negative emotions

, 43–46

Negative feedback

, 124–125, 127

boundary conditions and opportunities for future research

, 127–128

feedback, emotions, and performance

, 119

Neuroticism

, 121

Open coding

, 64

Organization theory (OT)

, 2

Organizational behavior (OB)

, 2

Organizational Citizenship Behavior (OCB)

, 161

Organizational climate for trust

, 252

Organizational fairness

, 258

Organizational justice

, 250–251, 258

distributive justice

, 251

interactional justice

, 250–251

Organizational knowledge

, 247

Organizational rules

, 251, 254–255

Organizational studies

, 123

Organizations

, 220

Paradox

, 69

categories

, 69–77

dispersion

, 69–73

resentment

, 73–75

team

, 75–77

Partially supported hypothesis

, 103

Pecuniary emotional labor

, 181–182

Pedagogical acting

, 14–15

Performance

, 119

Performance feedback

, 118

consequences of emotion regulation on

, 123–124

Personality traits

, 121

Philanthropic emotional labor

, 181–182

Physiological needs

, 22

emotions, feelings, drives and relatedness to needs

, 16–18

hypotheses

, 19

limitations

, 29–31

motivation and students interest

, 19

needs and motivation

, 15–16

procedure

, 20–22

research design

, 20–22

results

, 22–26

theoretical background

, 15–19

Pilot study

, 137

Polyphony

, 210

Positive affect

, 220–221

Positive emotions

, 43, 49

Positivistic approach

, 58

Power distance

, 169

Practice, implications for

, 126–127

Pragmatic validity

, 65

Prescriptive emotional labor

, 181–182

Presentational emotional labor

, 181–182

Proactive coping strategies

, 121

PROCESS macro v4.0

, 97

Propositional discourse analysis (PDA)

, 138–139

Psychological approach

, 15–16

Public hospital

, 188

Qualitative researcher in white coat

, 188–190

Qualitätsoffensive Lehrerbildung

, 14

Reactive coping strategies

, 121

Regulatory processes

, 224

Relational orientation

, 127

Reliability

, 65

Research, implications for

, 126

Resentment paradox

, 73, 75, 77–78

Resource-based view theory

, 246

Response patterns and joy

, 227

Response-focused regulation

, 119

Revenge

, 88–89, 96–97

intentions

, 94, 96–97

Roseman’s appraisal theory

, 94

Schutte self-report EI test (SSEIT)

, 137, 144

Screening process

, 48, 50

Self-Assessment Manikin (SAM)

, 93

Self-determination theory

, 14–16

Semantic analysis using Tropes software

, 138–145

Servant leadership

, 224–225

Situational test of emotional management–brief (STEM-B)

, 93, 95, 267

Situational test of emotional understanding–brief (STEU-B)

, 93–94, 267

Snowball techniques

, 61

Social Science Citation Index (SSCI)

, 257

Social support

, 163–165

Social worlds

, 197

Society for Industrial and Organizational Psychology (SIOP)

, 4–5

Socio-constructionist approach

, 95

Socioemotional approaches

, 122

Socioemotional relational orientations

, 122–123

task and

, 122

Space in organization studies

, 183–185

Spatial analysis

, 185

Spatial dynamics

, 180–181

Spiritual leadership

, 224–225

Standard-based scoring system

, 94

Stephen Porges’ polyvagal theory

, 30–31

“Strategical sub-domain” of EI abilities

, 94

Streams of thought

, 267

Subsidiary analysis

, 145

measure of emotional valence of CEOs’ speeches

, 145

Supervisors

, 58

Tacit knowledge

, 246

Tacit knowledge sharing

, 255–257

Task orientation

, 122–123

Task performance

boundary conditions and opportunities for future research

, 127–128

feedback, emotions, and performance

, 119

task and socioemotional relational orientations

, 122

task and socioemotional relational orientations and emotion regulation

, 122–123

Task relational orientations

, 122–123

Task-related approaches

, 122

Task-related orientation

, 122

Team conflict

, 68–69

Team paradox

, 75, 77–79

Team-level abusive supervision

, 59

Team–member exchange (TMX)

, 68, 247–248, 250

implication for research

, 257

implications for practice

, 257–258

limitations

, 258–259

Teamwork, studies of abusive supervision in context of

, 59–60

Theoretical concepts

, 87

Theory, implications for

, 125–126

Theory of constructed emotion (TCE)

, 91

Theory of Motivation

, 247–248

Therapeutic emotional labor

, 182

Trajectory

, 201

Transactional leadership

, 224–225

Transformational leadership

, 220, 224–225

Transitional and mixed regions as “in-betweens”

, 198–202

Transitional spaces

, 200–201

Tropes software, semantic analysis using

, 138–145

Uncertainty avoidance

, 169

Unishop

, 20

University of Potsdam

, 14

Valence

, 89, 95–97

Valuation process

, 104–105

Variability

, 69–71

in performance of emotional labor

, 195–198

Verbal addresses

, 138

Vertical dyad linkage theory

, 248–249

Video-observation methods

, 211

Weighted mean (WM)

, 141

Work motivation

, 247–248

Work-to-family enrichment (WFE)

, 8, 156, 268

additional antecedents

, 161–163

additional outcomes

, 160–161

cross-cultural variables

, 167–170

gender

, 165–167

research methods

, 170–172

social support

, 163–165

to WFC

, 159–160

Work–family conflict (WFC)

, 158