Key theories/models/concepts of emotions used in organisation research
| Key theory/model/concept | Basic assumptions (key authors) | Level of analysis (mostly used) |
|---|---|---|
| Evolutionary theory of emotion | There are primary emotions (the evolved emotions needed for survival) and secondary emotions (develop progressively over the lifetime of the organism) | Individual level |
| Emotions motivate us to avoid statistically regular threats in the environment (Damasio, 1994) | ||
| Appraisal theory | Emotions are adaptive responses which reflect appraisals of features of the environment that are significant for the organism's well-being (Arnold, 1960) | Individual level |
| Affective events theory | Emotional states at work are determined by the occurrence of discrete work events | Individual level |
| Theory of constructed emotion | Emotions are not biologically hardwired but rather constructed from our experiences, language, and context (Barrett, 2017) | Individual level |
| Regulatory focus theory of emotions | Emotions are determined by personal focus on promotion (self-promotion) or prevention (self-defence) (Brockner and Higgins, 2001) | Between persons |
| Circumplex model of affect | Emotions can be categorised and related to one another, creating a circular representation of emotional states (Russell, 1980) | Between persons |
| Attachment theory | Explores how early relationships with caregivers shape emotional responses throughout life (Bowlby et al., 1992) | Between persons |
| Emotion intelligence | Involves a person's abilities to understand and manage emotions successfully (in self and others) (Goleman, 2019) | Between persons |
| Emotional labour | The act of managing emotion in the service of one's job (Hochschild, 1983) | Interpersonal interaction |
| Leader-member exchange model | Leaders and group members exhibit different quality relationships, based on the social exchanges with the leader. Higher quality relationships between leaders and members are associated with positive emotions (Ashkanasy, 2003, p. 34) | Groups and teams |
| Emotional climate | An objective group phenomenon that can be palpably sensed – as when enters a party or a city and feels an attitude of gaiety or depression, openness and fear (De Rivera, 1992, p. 197) | Organisation culture and climate |
| Key theory/model/concept | Basic assumptions (key authors) | Level of analysis (mostly used) |
|---|---|---|
| Evolutionary theory of emotion | There are primary emotions (the evolved emotions needed for survival) and secondary emotions (develop progressively over the lifetime of the organism) | Individual level |
| Emotions motivate us to avoid statistically regular threats in the environment ( | ||
| Appraisal theory | Emotions are adaptive responses which reflect appraisals of features of the environment that are significant for the organism's well-being ( | Individual level |
| Affective events theory | Emotional states at work are determined by the occurrence of discrete work events | Individual level |
| Theory of constructed emotion | Emotions are not biologically hardwired but rather constructed from our experiences, language, and context ( | Individual level |
| Regulatory focus theory of emotions | Emotions are determined by personal focus on promotion (self-promotion) or prevention (self-defence) ( | Between persons |
| Circumplex model of affect | Emotions can be categorised and related to one another, creating a circular representation of emotional states ( | Between persons |
| Attachment theory | Explores how early relationships with caregivers shape emotional responses throughout life ( | Between persons |
| Emotion intelligence | Involves a person's abilities to understand and manage emotions successfully (in self and others) ( | Between persons |
| Emotional labour | The act of managing emotion in the service of one's job ( | Interpersonal interaction |
| Leader-member exchange model | Leaders and group members exhibit different quality relationships, based on the social exchanges with the leader. Higher quality relationships between leaders and members are associated with positive emotions ( | Groups and teams |
| Emotional climate | An objective group phenomenon that can be palpably sensed – as when enters a party or a city and feels an attitude of gaiety or depression, openness and fear ( | Organisation culture and climate |
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