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Key Topics
Requirement
Question: Write a journal article review
Solution
In this present paper, we will analyze the article: Workplace emotions, in which we will study the purpose of article, methodology used by an author, arguments of the article, and practical implications of the article and by analyzing the article we will make a conclusion.
The article explains the role of supervision and leadership at the workplace. The relationship of leadership with employee's emotional experience is analyzed. The supervisors are associated with the emotions of employees in three manners: the interaction of supervisors and employees has positive emotions as compare to the interaction with co-workers, the workers are having positive emotions throughout the day when interacting with supervisors with high transformational leadership experience (Hülsheger et al, 2013).
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The primary purpose of a study is to examine the effects of supervisors and managers on emotions of employees in a natural work setting. In the first phase, an author analyzes the direct effect of supervisors, managers and leadership behavior on the emotions of employees. In the second phase, the author examines that at which level the behavior of employer can buffet the employee and its negative impact on an organization. The purpose is to analyze the direct impact of leaders on the employee emotions and at what extent the employee's buffer and its negative consequences on the organization. The negative consequences include the decrease in productivity, poor quality of work and others.
The research methodology is mainly considered as the method adopted for analyzing the situation. In this article, Empirical research is conducted. The empirical study documented the impact of the effect of leadership behavior at employee's emotions. There are many factors that affect the employee’s well-being and stress at workplace. According to the theoretical aspect, there are two reasons: Firstly, the supervisors judge the performance of the employee, so the employee feels anxiety at the time of interaction and secondly the autonomy of individuals is limited by a supervisor at the workplace (Barnes et al, 2015). The four aspects of the study show that the supervisors influence employee negatively (violation, frustration, and anxiety) that has been shown appreciably well through the diagram in the research paper.
The four hypotheses are taken and by the study, it is concluded that the leader behavior towards the employee affect its moods, such as abusive supervisors expected to elicit frustrations, anxiety, and anger whereas charismatic leaders expect happiness, and enthusiasm among the employees. The emotional regulations directly impact on job satisfaction.
The sampling technology is used collect survey data and experience sampling data. There are total 57 employees and employees are selected randomly for the organization-wide survey. The participants are all women's, and SD is ten years, in participant family n=14 and n=10 in participants family. The supervisor's leadership behavior is analyzed and according to the study it is shown that the leader behavior directly impacts the employee's behavior which directly impact on the job satisfaction of employees and when the employees are less motivated and enthusiastic, then it negatively impacts on the growth and productivity of a company. The supervisor's transformational leadership behavior relationship impacts on the emotions of an employee which directly links with the level of job satisfaction (Sy et al, 2013). In this analysis leaders and employee emotions and its regulations are also analyzed, and the hypothesis of moderating effect for transformational leadership to determine the time, stress, job satisfaction, and its effects lasting period.
The article analyzes the impact of leader’s role on the employee emotions which is supported by an argument that productivity is directly impacted by the employee’s emotions which are directly behavior of a leader. The leader's abusive behavior will impact the mood of the employee such as frustration, angry and others which lead to decrease in enthusiasm and motivation of employees whereas the charismatic leader will change the mood of the employee into happiness, and the employee feel highly motivated (LePine et al, 2015). The unsatisfied and demotivated employee will negatively impacts on the productivity of a company, and it will lead to decrease in profit margin. The human resource is the main element of a company and employee should be motivated so that they will feel satisfied and work for the betterment of a company.
The role of leadership and managers has a direct impact on the employee's emotions which has practical implications on the productivity, quality of work, profit margin, financial ratios, sales, and others. The behavior of employees plays an important role towards the motivation, job satisfaction, and job security. The motivated employees will work for a company's betterment which will increase the quality of work and productivity. The employer and employee should have strong and the positive relation which will directly impact on the productivity of a company which is related to the profitability of a company.
According to the study, it is concluded that the supervisor's role plays an important role in the management of employees and productivity. The employee's emotions are directly impacted by the supervisor's role. The positive behavior of leader leads to positive emotions that motivate the employee, and it works in a more efficient and effective manner. The negative emotions directly impact the quality of work and productivity which reduce the profit margin. The supervisor associated with employee's emotion in three ways which includes: interaction with employer helps to experience positive emotions for employees, supervisor high on transformational leadership leads to increase the motivation level of an employee for the whole day, the job satisfaction and stress are directly impacted by the high transformational leadership. The job satisfaction, motivation, and emotional regulations are directly affected by the behavior of employees.
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Barnes, C.M., Lucianetti, L., Bhave, D.P. and Christian, M.S., 2015. “You Wouldn’t Like Me When I’m Sleepy”: Leaders’ Sleep, Daily Abusive Supervision, and Work Unit Engagement. Academy of Management Journal, 58(5), pp.1419-1437.
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Hülsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., 2013. Benefits of mindfulness at work: the role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), p.310.
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LePine, M.A., Zhang, Y., Crawford, E.R. and Rich, B.L., 2015. Turning Their Pain to Gain: Charismatic Leader Influence on Follower Stress Appraisal and Job Performance. Academy of Management Journal, pp.amj-2013.
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Sy, T., Choi, J.N. and Johnson, S.K., 2013. Reciprocal interactions between group perceptions of leader charisma and group mood through mood contagion. The Leadership Quarterly, 24(4), pp.463-476.
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