Cheshin Arik
Department of Human Services, University of Haifa, Haifa, Israel.
Front Psychol. 2020 Feb 14;11:6. doi: 10.3389/fpsyg.2020.00006. eCollection 2020.
When it comes to evaluating emotions as either "good" or "bad," everyday beliefs regarding emotions rely mostly on their hedonic features-does the emotion good to the person experiencing the emotion? However, emotions are not only felt inwardly; they are also displayed outwardly, and others' responses to an emotional display can produce asymmetric outcomes (i.e., even emotions that feel good to the displayer can lead to negative outcomes for the displayer and others). Focusing on organizational settings, this manuscript reviews the literature on the outcomes of emotional expressions and argues that the evidence points to perceived (in)appropriateness of emotional displays as key to their consequences: emotional displays that are deemed inappropriate generate disadvantageous outcomes for the displayer, and at times also the organization. Drawing on relevant theoretical models [Emotions as Social Information (EASI) theory, the Dual Threshold Model of Anger, and Asymmetrical Outcomes of Emotions], the paper highlights three broad and interrelated reasons why emotion displays could be deemed unfitting and inappropriate: (1) characteristics of the displayer (e.g., status, gender); (2) characteristics of the display (e.g., intensity, mode); and (3) characteristics of the context (e.g., national or organizational culture, topic of interaction). The review focuses on three different emotions-anger, sadness, and happiness-which differ in their valence based on how they feel to the displayer, but can yield different interpersonal outcomes. In conclusion, the paper argues that inappropriateness must be judged separately from whether an emotional display is civil (i.e., polite and courteous) or uncivil (i.e., rude, discourteous, and offensive). Testable propositions are presented, as well as suggested future research directions.
在将情绪评价为“好”或“坏”时，关于情绪的日常观念主要依赖于它们的享乐特征——这种情绪对体验该情绪的人有益吗？然而，情绪不仅在内心被感受；它们也会向外表现出来，而他人对情绪表现的反应可能会产生不对称的结果（即，即使对表现者来说感觉良好的情绪也可能给表现者和他人带来负面结果）。聚焦于组织环境，本文回顾了关于情绪表达结果的文献，并认为证据表明，情绪表现的感知（不）恰当性是其后果的关键：被认为不恰当的情绪表现会给表现者带来不利后果，有时也会给组织带来不利后果。借鉴相关理论模型[情绪即社会信息（EASI）理论、愤怒的双阈值模型和情绪的不对称结果]，本文强调了情绪表现可能被视为不合适和不恰当的三个广泛且相互关联的原因：（1）表现者的特征（例如，地位、性别）；（2）表现的特征（例如，强度、方式）；（3）情境的特征（例如，国家或组织文化、互动主题）。该综述聚焦于三种不同的情绪——愤怒、悲伤和快乐——它们基于表现者的感受在效价上有所不同，但会产生不同的人际结果。总之，本文认为不恰当性必须与情绪表现是否文明（即礼貌和客气）或不文明（即粗鲁、无礼和冒犯）分开判断。本文还提出了可检验的命题以及未来研究的建议方向。
