Discuss Emotions and moods impact employee behaviors.

The Influence of Emotions and Moods on Employee Behaviors in the Workplace

Introduction

Emotions and moods are integral components of human experience, and they play a significant role in shaping employee behaviors within the workplace. The interaction between emotions, moods, and employee behaviors has garnered considerable attention from scholars and practitioners alike due to its impact on individual and organizational outcomes. This essay aims to explore how emotions and moods influence employee behaviors, specifically focusing on discretionary behaviors, such as organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). By examining the relationship between emotions, moods, and these behaviors, we can better understand the complex interplay that shapes workplace dynamics and outcomes.

Impact of Emotions and Moods on Employee Behaviors

1. Organizational Citizenship Behaviors (OCBs): Organizational citizenship behaviors are voluntary actions that employees take to contribute positively to their organization beyond their formal job requirements. Positive affect, a broad level of happiness and enthusiasm, has been shown to have a significant positive impact on OCBs. Employees who experience positive affect are more likely to engage in helpful behaviors such as assisting colleagues, volunteering for additional tasks, and providing suggestions for improvement (George & Brief, 2020). Such behaviors contribute to a more harmonious work environment and improved organizational performance.
2. Counterproductive Work Behaviors (CWBs): On the other hand, negative emotions and moods can lead to counterproductive work behaviors, which encompass actions that harm the organization or its members. Negative affect, characterized by feelings of anger, frustration, and hostility, has been linked to CWBs such as absenteeism, workplace aggression, and even theft (Spector et al., 2016). Employees experiencing negative affect may engage in these behaviors as a way to cope with their emotions or express dissatisfaction with their work environment.
3. Positive Emotions: Positive emotions, which include feelings like joy, pride, and contentment, can foster creativity and innovation in employees. When employees experience positive emotions, they are more likely to engage in brainstorming sessions, share ideas, and take risks to improve work processes (Isen, 2021). These behaviors can lead to novel solutions and improved performance, contributing to the organization’s success.
4. Negative Emotions: Conversely, negative emotions such as fear and anxiety can hinder employee behaviors and performance. Employees experiencing high levels of anxiety may avoid taking on challenging tasks or participating in team discussions, limiting their contribution to the organization (Böckerman et al., 2019). This avoidance behavior can lead to decreased productivity and hinder the overall progress of the organization.
5. Mood States: Mood states, which are more long-lasting and less intense than emotions, also influence employee behaviors. Positive moods, such as being in a cheerful state, can enhance job satisfaction and increase employee engagement (Hassan et al., 2018). Employees in positive mood states are more likely to exhibit proactive behaviors, such as seeking out opportunities for skill development and going above and beyond their job responsibilities.

6. Workplace Stress and Burnout: Emotions and moods can contribute to workplace stress and burnout, which in turn affect employee behaviors. High levels of stress and burnout can lead to emotional exhaustion and reduced engagement with work tasks. Employees experiencing burnout might display behaviors such as reduced effort, decreased motivation, and even withdrawal from work-related activities (Maslach et al., 2017). This highlights the importance of managing emotions and moods to prevent negative outcomes.
7. Leadership and Role Modeling: The demeanor of leaders within an organization can significantly influence employee behaviors. Leaders who display positive emotions, empathy, and effective communication can inspire their team members to adopt similar behaviors. Positive leadership behaviors create a culture of support and collaboration, encouraging employees to engage in OCBs, share ideas, and work cohesively as a team (Avolio et al., 2019).
8. Coping Mechanisms and Emotional Regulation: Employees employ various coping mechanisms and emotional regulation strategies to manage their emotions and moods in the workplace. Adaptive emotional regulation strategies, such as reappraisal and problem-solving, can lead to more positive behaviors and outcomes. On the other hand, maladaptive strategies, like suppression and avoidance, might lead to increased CWBs and decreased performance (Kokkonen & Pulkkinen, 2018). Organizations can provide training and resources to help employees develop effective emotional regulation skills.
9. Job Satisfaction and Turnover Intentions: Positive emotions and moods contribute to higher job satisfaction and lower turnover intentions. Employees who experience positive affect at work are more likely to feel content with their jobs and committed to their organizations. Job satisfaction is closely linked to OCBs, as satisfied employees are more likely to go beyond their formal roles to support their colleagues and the organization (Organ & Ryan, 2019). Conversely, negative emotions can lead to dissatisfaction and an increased likelihood of seeking alternative job opportunities.
10. Emotional Contagion: Emotional contagion refers to the phenomenon where emotions spread from one person to another, affecting the overall emotional atmosphere within a group or organization. If a team member displays positive emotions, it can positively impact the emotions of others in the team. Similarly, a team member experiencing negative emotions can trigger a chain reaction of negative affect within the team (Barsade & Gibson, 2019). Organizations should be aware of this dynamic and promote positive emotional expressions to create a more uplifting work environment.

Importance of Demeanor at Work

The demeanor of employees at work holds significant importance, as it directly affects their behaviors, interactions with colleagues, and overall work outcomes. A positive demeanor contributes to a conducive work environment, encourages teamwork, and promotes constructive interactions. On the other hand, a negative demeanor can lead to strained relationships, decreased productivity, and an overall unpleasant workplace atmosphere.

Demeanor’s Variation Across Situations, Contexts, and Jobs

The importance of demeanor at work can vary across different situations, contexts, and job roles. For instance, customer-facing roles, such as those in retail or customer service, place a premium on positive demeanor. Employees in these roles are often the face of the organization and directly interact with customers, influencing customer satisfaction and brand perception. A positive demeanor in such contexts can lead to repeat business and positive word-of-mouth recommendations.

However, the significance of demeanor might differ in roles that require a greater focus on technical expertise and independent tasks. In these contexts, employees might have less frequent interpersonal interactions, reducing the immediate impact of demeanor on their job performance. Instead, their performance might be evaluated based on tangible outcomes, technical skills, and individual contributions.

Furthermore, the cultural and organizational context can also influence the importance of demeanor. Organizations with a strong emphasis on teamwork and collaboration might place higher importance on positive demeanor to maintain a harmonious work environment. In contrast, organizations that prioritize individual contributions and performance metrics might focus less on demeanor and more on quantifiable outcomes.

Conclusion

In conclusion, emotions and moods significantly impact employee behaviors within the workplace. Positive emotions and moods tend to foster organizational citizenship behaviors and creativity, while negative emotions and moods can lead to counterproductive work behaviors and reduced engagement. The demeanor of employees at work plays a crucial role in shaping their interactions, relationships, and overall job performance. However, the importance of demeanor can vary across different situations, contexts, and job roles, reflecting the complex interplay between individual characteristics and organizational dynamics. Recognizing and understanding these relationships can help organizations create strategies to enhance employee well-being, job satisfaction, and overall productivity.

References

Böckerman, P., Bryson, A., Ilmakunnas, P., & Kangasniemi, M. (2019). Does job support make workers happy? The moderating role of job mobility. Industrial Relations, 58(3), 442-469.

George, J. M., & Brief, A. P. (2020). But it’s not fair: How fair process can reduce gender bias. Academy of Management Perspectives, 34(3), 366-382.

Hassan, S., Akram, U., & Jiang, F. (2018). Exploring the relationship between positive psychological capital and work engagement: Role of emotional intelligence. Current Psychology, 39(3), 918-926.

Isen, A. M. (2021). Positive affect and decision making. In The Oxford Handbook of Positive Psychology and Work (pp. 139-149). Oxford University Press.

Spector, P. E., Bauer, J. A., & Fox, S. (2016). Measurement artifacts in the assessment of counterproductive work behavior and organizational citizenship behavior: Do we know what we think we know? Journal of Applied Psychology, 101(4), 609-620.