Speaker: Emeritus Professor Neal M. Ashkanasy, University of Queensland
Title: Emotion in the Workplace: A Coat of Many Colours
Date: Thursday, 9 May 2024
Time: 12:00pm – 2:00pm
Venue: Building 26C, CBE, 248, Allan Barton Forum
Alicia Gilchrist is the host of this visit
Bio:
Neal M. Ashkanasy OAM, PhD is Emeritus Professor of Management in the UQ Business School at The University of Queensland, Australia. He studies emotion in organizations, leadership, culture, ethical behaviour, and the physical environment of work. He has published in journals such as the Academy of Management Journal and Review, the Journal of Management, and the Journal of Applied Psychology. He served as Editor-in-Chief of the Journal of Organizational Behavior, Associate Editor for the Academy of Management Review and Academy of Management Learning & Education. He is currently Associate Editor for Emotion Review and Series Editor for Research on Emotion in Organizations. He is the founder and administrator of the Emonet Listserv. In 2017, he was awarded a Medal of the Order of Australia (OAM)’ and in 2019 he was named the Academy of Management’s Managerial and Organizational Psychology Division Distinguished Scholar. He retired from full-time employment in 2023.
Abstract:
Research on the role and effects of emotions in the workplace has become a central theme across the spectrum of organisational behaviour research over the past two decades. In recent years, moreover, the range of topics included under the emotion rubric has exploded. In his presentation, Prof. Ashkanasy will start by outlining a five-level model of emotions in the workplace, which includes the within- and between-person effects, interpersonal emotions, and group and organizational level emotions. He will then introduce the three chapters where he was a co-author in the latest edition of Research on Emotion in Organizations. The volume is subtitled, “A coat of many colours” to reflect the wide range of emotion-related research currently attracting attention; and Prof. Ashkanasy’s chapters reflect this variety. In the first of these chapters (Chapter 4, with Hieu Nguyen and Stacey L. Parker) he addresses the issue of supervisory abuse, arguing that abuse in teams is never uniform and that this, in turn, sets up a range of negative outcomes. In the second of his chapters, (Chapter 6 with Hamidreza Harati and Mahsa Amirzadeh) the authors address the way negative performance feedback effects performance outcomes and argue that employees’ emotion regulations abilities are a key to dealing with such feedback. Finally, in the third example (Chapter 11 with Paulina Wojciechowska-Dzięcielak), the outline a model of how work motivation and emotions influence knowledge sharing and trust in organizations.