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This study aims to evaluate The World Café (TWC) method as a social collaborative learning environment. TWC is a widely used large-scale intervention for such things as organizational change and development or community development programs.

Three World Cafés were organized as part of a university research project on promoting sustainability-oriented innovation in the logistics sector. A total of 18 participants representing public and commercial organizations were interviewed on their experiences.

Learning processes are linked to social and cognitive aspects that TWC intervention effectively structures.

If a World Café is implemented according to the basic principles, it can be an effective environment for organizing non-formal learning in organizations.

Although the gray literature on World Cafés is full of anecdotal evidence about its effectiveness, there is a dearth of empirical research underpinning the claims.

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

Though anger as an emotion is an important determinant of negotiation outcomes, the extant literature presents mixed and contradictory findings. We propose that the effect of anger in intercultural negotiations depends on the power and personality orientation of the counterpart negotiators.

Based on data from 429 working professionals in the USA, we conducted two experimental studies in which they responded to an angry Chinese counterpart.

We find that the intercultural negotiation outcomes depend on the three-way interaction between anger, power and personality orientation. Our findings suggest that US action-oriented negotiators conceded more in a high-power condition than in a low-power condition while responding to an angry Chinese counterpart, while US state-oriented negotiators showed no difference in concession size regardless of their power and counterpart’s anger.

Our work is unique in establishing three-way interactive effects of power, personality and emotions in intercultural negotiation outcome relationships. Our findings are specific to an intercultural negotiation context consisting of negotiators from low-status, low-power-distance countries (e.g. the USA) with their counterparts from high-status, high-power-distance countries (e.g. China).

This paper aims to explore how Chinese negotiators’ positive and negative emotions affect value claiming during dyadic negotiations and examine the influence of these aroused emotions on the recipient as well as the antecedents and consequents of such reactions.

Using a simulated face-to-face negotiation between buyers and sellers, the authors conducted an experiment based on the manipulation of the sellers’ emotions. About 280 undergraduates participated in a simulated negotiation. SPSS20.0 statistical analysis software was used to test the hypothesis.

The results indicated that the sellers who demonstrates negative emotions claimed more value than happy sellers (direct effect), and the perceived power disadvantage mediated this effect. Moreover, buyers in the happy dyads displayed a higher evaluation of their guanxi (relationship). This experiment also indicated that the sellers’ emotions (happiness or anger) evoked a reciprocal emotion in the buyers, supporting the social contagion perspective. More importantly, as emotion recipients, the buyers’ reactions exerted further influence on the outcomes (ripple effect); specifically, in the happy dyads, the buyers’ positive emotional reactions were negatively related to their individual gains. Finally, the buyers with low agreeableness were more likely to display negative emotional reactions.

Negotiators should have an understanding of how emotions may shape conflict development and resolution via direct and ripple effects. In general, during Chinese negotiations, expressing anger is an effective negotiation tactic that incurs the expense of damaged relationships with counterparts.

The findings validated the impact of emotions in the Chinese negotiation context. Further, the paper extended the research by demonstrating the influence of emotions on the recipients’ reactions. Both the direct and ripple effect provided evidence for adopting the strategic choice perspective during negotiations.

In many countries, schools move toward healthier canteen assortments by limiting the supply of unhealthy foods. The question arises whether this gives any undesirable side effects with students (e.g. compensation in purchases from school to outside retailers, reactance) and how to handle these so that operating school canteens remains financially viable. The purpose of this paper is to identify perspectives toward healthy school food assortments held by vocational education students and professionals within secondary and vocational schools with responsibility for school food policy (e.g. school canteen workers, teachers, school directors) in the Netherlands.

Four focus groups were conducted with students at a vocational school (n=25 in total). A semi-structured interview guide was used to conduct discussions. The interview guide also included three school canteen scenario’s (A: 100 percent healthy food, B: 50 percent healthy/50 percent unhealthy foods and C: 100 percent unhealthy food) and a set of nine intervention strategies. A brief survey included questions on the same three scenario’s and nine intervention strategies. A web-based survey was conducted among 68 professionals responsible for school food policy and included their evaluation of the same canteen scenarios and interventions. Survey data were analyzed using descriptive statistics and content analysis. Content analysis was done on the qualitative data.

School food professionals were highly supportive of Scenario A (100 percent healthy food), as this formed a better fit with their policies and was believed to stronger encourage healthy eating. They did worry about financial feasibility given lower affordability and student reluctance to accept the assortment. Students were less in favor of Scenario A. Students discussed getting value for money and remaining freedom to make unhealthy choices. The authors discuss implications for policy makers who aim to implement measures to improve young people’s eating habits.

This study contributes to the literature on creating healthier school food environments. This study uniquely examines a healthier school canteen from a viability perspective, including the views of students as primary customers. Given the need to progressively increase the number of foods complying to dietary guidelines in canteen assortments, this study provides insights into how and why assortment changes best can be implemented.

The authors propose that angry individuals are much more likely to consider the emotional state of their partner than are neutral individuals. They then apply a lay theory dictating that anger decreases cooperation and react accordingly by lowering their own level of cooperation.

The authors report four experiments involving different samples, manipulations, payment schemes and interfaces. The methodological approach was to capitalize on the positives of experimental research (e.g. establishing causality) while also trying to conceptually replicate the findings in different settings.

The authors found evidence for a lay theory (i.e. expectation) that anger decreases cooperation, but that actual cooperation was lowest when angry individuals were paired with other angry individuals, supporting the hypotheses.

Anger can spill over from unrelated contexts to affect cooperation, and incidental anger by itself is not enough to decrease cooperation. However, the findings are limited to anger and cannot necessarily be used to understand the effects of other emotions.

Before entering into a context that requires cooperation, such as a negotiation, be wary of the emotional state of both yourself and of your partner. This paper suggests that only if both parties are angry, then the likelihood of cooperation is low.

To the best of the authors’ knowledge, they are the first researchers to address the question of how incidental anger affects single-round cooperation. By going back to the basics, the authors believe that the findings fill a gap in existing research and offer a building block for future research on anger and cooperation.

This research examines how universities enhance the virality of their social media messages among students. Specifically, we explore whether and how positive affective content in universities’ social media posts can influence sharing behavior. We also investigate the mediating roles of perceived effort and positive emotional reaction, as well as the moderating effect of visual content (i.e. photos).

Drawing upon the emotions as social information model, we conducted (1) an online experiment (N = 222) and (2) text analysis of 1,269,798 Twitter posts extracted from the accounts of 94 UK universities over 11 years (2010–2020) to test our hypotheses.

The findings show that social media posts containing positive affective content encourage sharing behavior and the relationship is mediated by both perceived effort and positive emotional reaction. An additional finding suggests that the use of visual content (photos) strengthens the relationship between positive affective content and sharing behaviors through an interaction effect.

This study contributes to the scant research focusing on positive affective content in the higher education context. The findings shed light on how universities could create social media communications that engage current and prospective students.

The boom in live streaming has intensified competition among streamers for viewers' gifts, which makes it meaningful to study the factors that affect the viewers’ gifting behavior. Given the emotional attachment between streamers and viewers, the authors set out to elucidate a new driver on viewer gifting: expressions of the streamer. This research aims to explore the impact of streamer emotions on the viewer gifting behaviors, including free and paid gifting. The loyalty level of the viewers is also introduced as a moderating factor to investigate the heterogeneous effect of streamer emotions on gifting behavior.

The dataset the authors collected consists of two parts, including 1809.69 h of live streaming videos and 358,002 gift giving records. Combined with deep learning methods and regression analysis, the authors performed empirical tests on the 81,110 valid samples. Several robustness checks were also conducted to ensure the reliability of main results.

The empirical results show that streamer emotions do have effects on viewers' free and paid gifting behavior. The authors’ findings show that positive streamer expressions, such as happiness and surprise, have a positive influence on viewer gifting behavior. However, some negative expressions, like sadness, can also have a positive impact. Moreover, the authors discovered that higher viewer loyalty amplifies the positive effect of streamer emotions and reduces the negative effect.

This research contributes to the study about streamer emotions and viewers' consumption behavior, which extends the application of emotion as social information model (EASI model) in the live streaming setting. The authors carefully divide the gifting behavior into two types: free and paid, and study how these two types are affected by streamer emotions. Besides, these effects are analyzed within viewers of different loyalty levels. This study offers practical emotion management strategies for streamers and live streaming platforms to gain more economic profits.

In this chapter, we develop and present the Multi-Perspective Multilevel Model of emotional labor in organizations. This model is based on three perspectives: (1) a service requirement, (2) an intra-psychic process, and (3) an emotional display, each involving five levels of analysis: within-person, between persons, in interpersonal exchanges, in groups, and across the organization as a whole. Our model is differentiated from earlier characterizations of emotional labor in that we propose that the phenomenon begins with energy generation instead of energy depletion; and is neither a one-way nor a one-by-one service episode. We further proffer that the intra-psychic processes embedded in emotional labor represent a form of social self-regulation that impacts across multiple levels within service organizations. We conclude by discussing the implications and limitations of our model for emotional labor research.