When is it good to feel bad? How sadness and fear differ in their effects on routine development.

Introduction: This study follows recent calls to explore the emotional foundations of routine development. Routine development forms a nexus between stability and change and is thus crucial for studying organizational decision-making and organizational change. Individuals and teams going through organizational change often experience sadness and fear.

Contextual work design and employee innovative work behavior: When does autonomy matter?

In environments experiencing fast technological change in which innovative performance is expected, work design research has found that the degree of autonomy positively predicts behavioral and attitudinal work outcomes. Because extant work design research has tended to examine the direct and mediating effects of autonomy on work outcomes such as job satisfaction, examinations of more situational elements and the degree to which the organizational context strengthens or weakens this relationship has been neglected. This study, therefore, takes a context-contingent perspective to investigate the degree to which psychological climate dimensions such as supervisor support, organizational structure and organizational innovation moderate the effects of autonomy (work scheduling autonomy, work methods autonomy, decision-making autonomy) on employee perceived innovative work behavior (IWB).

Expressing pride: Effects on perceived agency, communality, and stereotype-based gender disparities.

Two experimental studies were conducted to investigate how the expression of pride shapes agency-related and communality-related judgments, and how those judgments differ when the pride expresser is a man or a woman. Results indicated that the expression of pride (as compared to the expression of happiness) had positive effects on perceptions of agency and inferences about task-oriented leadership competence, and negative effects on perceptions of communality and inferences about people-oriented leadership competence. Pride expression also elevated ascriptions of interpersonal hostility.

I Like, I Cite? Do Facebook Likes Predict the Impact of Scientific Work?

Due to the increasing amount of scientific work and the typical delays in publication, promptly assessing the impact of scholarly work is a huge challenge. To meet this challenge, one solution may be to create and discover innovative indicators. The goal of this paper is to investigate whether Facebook likes for unpublished manuscripts that are uploaded to the Internet could be used as an early indicator of the future impact of the scientific work.

The dynamics of shared leadership: building trust and enhancing performance.

In this study, we examined how the dynamics of shared leadership are related to group performance. We propose that, over time, the expansion of shared leadership within groups is related to growth in group trust. In turn, growth in group trust is related to performance improvement.

Cognitions as determinants of (mal)adaptive emotions and emotionally intelligent behavior in an organizational context.

This study applies the theoretical concepts of Rational Emotive Behavior Therapy (REBT; Ellis, 1962, 1994) to the analysis of functional and dysfunctional behaviour and emotions in the workplace and tests central assumptions of REBT in an organizational setting. We argue that Ellis' appraisal theory of emotion sheds light on some of the cognitive and emotional antecedents of emotional intelligence and emotionally intelligent behaviour. In an extension of REBT, we posit that adaptive emotions resulting from rational cognitions reflect more emotional intelligence than maladaptive emotions which result from irrational cognitions, because the former lead to functional behaviour.