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In this chapter, we aim to investigate the emotional and performance consequences of negative feedback in the workplace and provide an explanation for the varying reactions exhibited by employees.

We adopt a theoretical approach to develop propositions that elucidate the impact of negative feedback on task performance, with a specific focus on the mediating role of emotion regulation. By considering individual differences in task versus relational orientation, we aim to shed light on how these differences influence individuals' responses to negative feedback.

We propose that individuals with a task orientation are more inclined to engage in emotion regulation strategies following negative feedback, leading to improvements in subsequent task performance. Conversely, individuals with a relational orientation tend to internalize negative feedback, impeding their ability to regulate negative emotions and, consequently, hindering task performance enhancement.

Our research contributes to the existing literature by examining the emotional and performance consequences of negative feedback in the workplace. By emphasizing the significance of emotion regulation and individual differences, we provide valuable insights that can inform the management of feedback processes within organizations.

Purpose: Social rejection is a negative interpersonal experience that leads to emotional, cognitive, and physiological outcomes. We develop a theoretical model arguing that social rejection in workplace settings can alter employees' personal values in either the short- or the long term. Methodology: This is a theoretical essay based on three theories: (1) human values; (2) affective events; and (3) shattered assumptions. Findings: In the proposed model, an employee's emotional reactions to social rejection in the workplace (emotional distress or emotional numbness) partially mediate the relationship between the experience of social rejection and short- or long-term development of self-protective (rather than self-expansive) personal values. Originality: The processes whereby social rejection at work leads to personal value change remain largely unexplored to date. The proposed model represents an initial attempt to understand this process, including the effects of emotional distress (long term) and emotional numbness (short term). Research Implications: The model introduces the mechanisms whereby social rejection in the workplace leads to short-term and long-term changes in individual values and has potential to serve as a launchpad for future research interest in this phenomenon. Practical Implications: The framework proposed in this chapter should help scholars to understand better the dynamics of social rejection in the workplace and how this phenomenon affects employees' values in work settings, both in the short- and long term.

The purpose of this chapter is to build a new framework for understanding the antecedents of emotional well-being across different psychological states, situations, and cultural settings. In this regard, we develop propositions regarding causal relationships between self-uncertainty and emotional well-being in the context of social comparison and in two different culture types: dignity and honor.

Based on a literature review, this chapter connects empirical evidence in three areas of research. (1) self-uncertainty literature, (2) emotional well-being, and (3) cross-cultural psychology to propose a new conceptual framework for understanding the relationship between self-uncertainty and well-being across different cultural settings.

The main finding of this chapter is a model that explains how emotional well-being is comprised of three elements of the psychological state, situation, and culture. We seek to explain how and why different cultures and psychological states might have different effects on human emotions. We propose mediators in order to demonstrate how culturally determined notions of self-construal, self-worth, and social order mediate the relationship between self-uncertainty and emotional well-being.

We limited our theorizing to investigate only two broad culture types: honor and dignity. Clearly, there are many more nuances of national culture than this. In addition, our model limited to investigate the role of social comparison among other possible mechanisms to reduce the uncertainty.

The practical implication of our theory is that it enables leaders to gain a more holistic perspective of emotional well-being in their organizations. In particular, in international organizations, leaders have to pay attention to the cultural background of their employees. This, in turn, enables leaders to understand the antecedents of social comparison and emotional well-being in their employees.

This chapter proposes a holistic model that explains the simultaneous effects of different psychological states, situations, and cultures.

In this chapter, we outline the background to the present volume, including the history of the Emonet group and the origins of the book series. We argue that the volume subtitle “A coat of many colors” reflects the diversity of approaches to studying emotion in organizational settings. We then provide a summary of the 11 contributor chapters in the volume, which illustrates the wide range of emotion-related topics covered in the volume.

This chapter provides an overview of the chapters in the volume, and gives a brief summary of each chapter, explaining how each fits into the overall theme of the volume and listing the key contribution of each chapter.

The introduction concludes with a summary of main findings of the chapters, and how they shape the future of the field, concluding that, since emotion-related topics nowadays are so integrated into the mainstream literature in organizational behavior and organization theory, maybe there is no longer a need to address emotions as a stand-alone topic.

The chapters in this volume address a wide range of emotion-related topics in the fields of organizational behavior and organization theory and point to the future of research in this field.

In this closing chapter, we summarize the main themes identified by the chapter authors and draw out exciting new ideas for future research in the field of emotions in organizations.

We identify the main themes in the volume, and discuss how authors addressed each of them in their chapters.

We identified three key themes in this chapter: (1) the key role played by emotional intelligence, despite the ongoing controversy surrounding this construct; (2) the importance and lasting impact of Affective Events Theory; (3) the ongoing impact on the field of the concept of emotional labor.

The chapters in this volume deal with contemporary issues in the study emotion-related topics in the fields of organizational behavior and organization theory, and help to emphasize the contributions of the scholars working in this field.

Purpose: This introduction sets the stage for the book theme, “Emotions and Negativity,” by reviewing the early work on negative emotions and by discussing the impact of the COVID pandemic on people’s moods and emotions. It discusses how most of the chapters in this book were first presented as conference papers at the Twelfth International Conference on Emotions and Worklife (“Emonet XII”). It then highlights the key contributions from each of the chapters. Study Design/Methodology/Approach: This gives an overview of the organizational structure of the book and explains the four major parts of the book. It then relates each chapter to the theme of each part and discusses the key contributions of each chapter. Findings: The introduction concludes by observing that the chapters offer a variety of practical solutions to negative emotions that should be of use to both practitioners and academicians. Originality/Value: The chapters investigate underresearched topics, and thus make original and important new contributions. Although underresearched, the topics they explore have a major impact on people’s lives. Thus, these chapters add considerable value to the field.

Reverse logistics (RL), an inseparable aspect of supply chain management, returns used products to recovery processes with the aim of reducing waste generation. Enterprises, however, seem reluctant to apply RL due to various types of risks which are perceived as posing an economic threat to businesses. This paper draws on a synthesis of supply chain and risk management literature to identify and cluster RL risk factors and to recommend risk mitigation strategies for reducing the negative impact of risks on RL implementation.

The authors identify and cluster risk factors in RL by using risk management theory. Experts in RL and supply chain risk management validated the risk factors via a questionnaire. An unsupervised data mining method, self-organising map, is utilised to cluster RL risk factors into homogeneous categories.

A total of 41 risk factors in the context of RL were identified and clustered into three different groups: strategic, tactical and operational. Risk mitigation strategies are recommended to mitigate the RL risk factors by drawing on supply chain risk management approaches.

This paper studies risks in RL and recommends risk management strategies to control and mitigate risk factors to implement RL successfully.