Neal M. Ashkanasy - Böcker

The study of emotion and affect on organizational settings has been steadily gaining momentum for much of the last decade. Important catalysts in this process have been the Emonet e-mail discussion group and the biannual International Conferences on Emotions and Organizational Life. The articles in this volume represent a selection of the best papers presented at the fourth Conference (which was conducted in London, England, in June, 2004), together with invited papers by some of the leading scholars in the field. The theme of the book, "the effect of affect in organizations," was chosen to capture the centrality of emotion and affect in everyday organizational life.The opening chapter, co-authored by Howard Weiss, one of the inventors of "Affective Events Theory" (AET), sets the scene. At the heart of AET is the idea that organizational members experience daily hassles and uplifts that are reflected in their attitudes and behaviours. Following chapters flesh out the way that AET can be applied, covering a variety of constructs that relate to organizational life, including emotional intelligence, motivation, employee monitoring of web access, and emotional regulation. Other chapters deal with other aspects of emotion in organizations, such as loneliness, leader-member relationships in teams, organizational justice, negative behaviour, creativity, and organizational reactions to crisis situations. In the final chapter, Rob Briner and his colleagues round out the theme in a critical account of emotion in organizations.

Affect and emotion have been recognized as important factors in understanding behavior in organizations, as evidenced by the increasing frequency of special journal issues, themed conferences, and books and articles devoted to the topic. The articles in this volume represent a selection of the best papers presented at the Fourth International Conference on Emotions and Organizational Life (which was held in London, England, in June, 2004), together with invited papers by some of leading scholars in the field. The theme of this volume, "Individual and Organizational Perspectives on Emotion Management and Display", concerns the management by organizations of the emotions of employees and the effects on individuals. It begins by looking at the effective self-management of emotion and how leaders can use emotions, intelligently and sometimes paradoxically, to foster effective personal and team outcomes, and goes on to examine the nature of emotionally charged incidents between employees and supervisors. The effective management of emotion is particularly relevant to organizational outcomes in service organizations. Specific chapters look at emotion work performed by employees in hospitality and healthcare organizations, and others consider the role that culture plays in the perceptions of service workers regarding emotion work. Others examine the critical interplay between characteristics of employees, organizational practices, and the emotions that customers experience when service encounters go awry. Finally the volume comes full circle in an examination of how the thinking strategies individuals use can foster 'adaptive emotions' and more emotionally intelligent, constructive responses to workplace stressors. This book features a selection of the best papers presented at the Fourth International Conference on Emotions and Organizational Life (London, UK, June, 2004). It represents a cross-section of cutting-edge research in the field and includes contributions from established leading scholars as well as the 'rising stars' in the field.

The field of research on affect and emotions in organizations is one that has garnered a great deal of enthusiastic attention and positive regard from scholars and practitioners alike. After little more than 10 years of research, organizational behavior scholars look to emotions as an important determinant of nearly every facet of workplace behaviour. The articles in this volume represent a selection of the best papers presented at the fifth International Conference on Emotions and Organizational Life (which was held in Atlanta, U.S.A, in August 2006), together with invited papers by some of the leading scholars in the field. The theme of this volume, Functionality, Intentionality and Morality, reflects an area of considerable importance in emotions research at this point in time. Collectively, the works presented expand our understanding of the boundary conditions of emotional influences in organizations, the ways in which emotions are intentionally used to influence organizational outcomes, the conditions that determine whether emotions influence to public detriment or good, and the what constitutes the moral and immoral use of emotions. The resulting commentary undoubtedly will assist scholars in focussing their research questions appropriately as well as provide guidance to managers and practitioners on the 'who, what, when, where and how' of emotions management.

The modern workplace is often thought of as cold and rational, as no place for the experience and expression of emotions. Yet it is no more emotionless than any other aspect of life. Individuals bring their affective states and emotional "buttons" to work, leaders try to engender feelings of passion and enthusiasm for the organization and its mission, and consultants seek to increase job satisfaction, commitment, and trust. This book advances the understanding of the causes and effects of emotions at work and extends existing theories to consider implications for the management of emotions. The international cast of authors examines the practical issues raised when organizations are studied as places where emotions are aroused, suppressed, used, and avoided. This book also joins the debate on how organizations and individuals ought to manage emotions in the workplace. Managing Emotions in the Workplace is designed for use in graduate level courses in Organizational Behavior, Human Resource Management, or Organizational Development - any course in which the role of emotions in the workplace is a central concern. Scholars and consultants will also find this book to be an essential resource on the latest theory and practice in this emerging field.

The modern workplace is often thought of as cold and rational, as no place for the experience and expression of emotions. Yet it is no more emotionless than any other aspect of life. Individuals bring their affective states and emotional "buttons" to work, leaders try to engender feelings of passion and enthusiasm for the organization and its mission, and consultants seek to increase job satisfaction, commitment, and trust. This book advances the understanding of the causes and effects of emotions at work and extends existing theories to consider implications for the management of emotions. The international cast of authors examines the practical issues raised when organizations are studied as places where emotions are aroused, suppressed, used, and avoided. This book also joins the debate on how organizations and individuals ought to manage emotions in the workplace. Managing Emotions in the Workplace is designed for use in graduate level courses in Organizational Behavior, Human Resource Management, or Organizational Development - any course in which the role of emotions in the workplace is a central concern. Scholars and consultants will also find this book to be an essential resource on the latest theory and practice in this emerging field.

This edition was conceived and compiled to meet the need for a comprehensive book for practitioners, academics, and students on the research of emotions in organizational behavior. The book is the first of its kind to incorporate organizational behavior and bounded emotionality. The editors' primary aim is to communicate the research presented at the bi-annual International Conference on Emotions and Organizational Life to a wider audience. This edition looks at the range of research on emotions within an organizational behavior framework; organized in terms of the individual, interpersonal, and organizational levels. Particular emphasis has been placed on obtaining the leading research in the international sphere. This book is intended to be useful to the student of organizational behavior, as well as to the managers of organizations.

This edition was conceived and compiled to meet the need for a comprehensive book for practitioners, academics, and students on the research of emotions in organizational behavior. The book is the first of its kind to incorporate organizational behavior and bounded emotionality. The editors' primary aim is to communicate the research presented at the bi-annual International Conference on Emotions and Organizational Life to a wider audience. This edition looks at the range of research on emotions within an organizational behavior framework; organized in terms of the individual, interpersonal, and organizational levels. Particular emphasis has been placed on obtaining the leading research in the international sphere. This book is intended to be useful to the student of organizational behavior, as well as to the managers of organizations.

In this special issue, five papers address the study of emotions from a variety of viewpoints. Two are theoretical essays that deal respectively with emotion and creativity and the relationships between individual and team performance. Three are empirical studies that canvas the emotion-performance nexus across levels of analysis: within-person, between-person, and in groups. Between them, the five papers present a strong case for the nexus of emotions and performance, but more importantly provide a platform for potentially fruitful future research in this burgeoning area.

Emotions have widespread effects in organizations and underlie a broad range of dynamics in organizations. This volume explores the role that emotion plays in such diverse organizational phenomena as entrepreneurship, change, service failure, and creativity. The study of emotions in organizations is broadening, with new phenomena being considered through the lens of emotions, and deepening, with theoretical approaches being refined and sharpened. The choice of theme of this volume reflects this tension. Organizations are dynamic, they change and they comprise elements that are constantly moving. They are simultaneously ordered and complicated and complex. Emotions help us understand this dynamism. As the chapters in this volume help us understand and appreciate, emotions are often an underlying energizing and motivating force. Examination of the role of emotions as precursors or mediators of change or innovation or creativity is therefore essential to being able to manage this dynamism.

Imagining the Post-COVID Workplace explores the impact of how work and the workplace have changed as a result of the COVID-19 pandemic, cost of living crisis, worldwide inflation, and potential impending recession.Leading scholars from across the globe consider the challenges and opportunities the pandemic has created for organizations and employees in all aspects of their jobs and working lives. The book follows a narrative from the broad pandemic-induced disruptions to individual and organizational responses, and new work dynamics, culminating in the long-term societal impacts on work and well-being. The chapters examine key trends from organizational psychological topics, including communication, HR strategy, culture, teamwork, leadership, ethics, managing stress and burnout, workplace health and safety, flexible working, the future of careers, and retirement. Brought together, these chapters offer a comprehensive overview of important areas within the field of work and organizational psychology, and how they connect to the post-COVID workplace. The authors provide guidance on embracing agility, resilience, and innovation to thrive in an uncertain and rapidly changing environment.This book is essential reading for professionals looking to understand and redesign their workplace as a result of the changes due to the COVID-19 pandemic, including industry leaders, organizational psychologists, human resource professionals, employers, and managers. It will also interest all students and scholars of work and organizational psychology, and organizational studies, who are interested in the direction of change within the workplace.

Imagining the Post-COVID Workplace explores the impact of how work and the workplace have changed as a result of the COVID-19 pandemic, cost of living crisis, worldwide inflation, and potential impending recession.Leading scholars from across the globe consider the challenges and opportunities the pandemic has created for organizations and employees in all aspects of their jobs and working lives. The book follows a narrative from the broad pandemic-induced disruptions to individual and organizational responses, and new work dynamics, culminating in the long-term societal impacts on work and well-being. The chapters examine key trends from organizational psychological topics, including communication, HR strategy, culture, teamwork, leadership, ethics, managing stress and burnout, workplace health and safety, flexible working, the future of careers, and retirement. Brought together, these chapters offer a comprehensive overview of important areas within the field of work and organizational psychology, and how they connect to the post-COVID workplace. The authors provide guidance on embracing agility, resilience, and innovation to thrive in an uncertain and rapidly changing environment.This book is essential reading for professionals looking to understand and redesign their workplace as a result of the changes due to the COVID-19 pandemic, including industry leaders, organizational psychologists, human resource professionals, employers, and managers. It will also interest all students and scholars of work and organizational psychology, and organizational studies, who are interested in the direction of change within the workplace.

There has been much recent commentary regarding a ‘crisis’ in academic mental health and wellbeing. This Research Handbook showcases cutting-edge studies and insightful narratives on the wellbeing of doctoral students, early career researchers, and faculty members, illuminating the current state of academic mental health research. Importantly, authors also offer potential solutions to the increasingly poor mental health reported by those working and studying in the higher education sector.Across 30 chapters, the authors discuss vital and underexplored issues within the field, including the mental ill health of historically marginalized students, growing concerns about the work-life balance of faculty, and the unique struggles of non-tenured faculty. The editors conclude with an agenda for future research and practical recommendations for different stakeholders, with particular attention to actions that must come from university leaders.Timely and essential reading, this Research Handbook is crucial for doctoral students, postdoctoral researchers, faculty and support staff of any discipline as well as senior leaders in higher education. Collectively, the authors demonstrate that urgent action is needed to address long-standing systemic issues in universities to improve mental health and wellbeing in future.

This book looks at how the physical environment of work shapes organizational behaviour, demonstrating that our physical surroundings at work can have a big influence on employee productivity, performance and wellbeing.Drawing upon the latest research, Organizational Behaviour and the Physical Environment provides comprehensive coverage of the different aspects of the physical environment at work – the buildings, furnishings, equipment, lighting, air quality and their configurations. From theories of psychological ownership and work design, to cultural issues and technology in the workplace, its international range of contributors provide voices from Australasia, North America, Europe and the Middle East.This book will be invaluable supplementary reading for advanced students, researchers and practitioners across the fields of organizational behaviour, HRM, organizational and environmental psychology, and workspace design.

This book looks at how the physical environment of work shapes organizational behaviour, demonstrating that our physical surroundings at work can have a big influence on employee productivity, performance and wellbeing.Drawing upon the latest research, Organizational Behaviour and the Physical Environment provides comprehensive coverage of the different aspects of the physical environment at work – the buildings, furnishings, equipment, lighting, air quality and their configurations. From theories of psychological ownership and work design, to cultural issues and technology in the workplace, its international range of contributors provide voices from Australasia, North America, Europe and the Middle East.This book will be invaluable supplementary reading for advanced students, researchers and practitioners across the fields of organizational behaviour, HRM, organizational and environmental psychology, and workspace design.

This book asks the crucial question: When does high performance supervision become abusive supervision? As more organizations push to adopt high performance work practices (HPWP), the onus increasingly falls on supervisors to do whatever it takes to maximize the productivity of their work teams. In this rigorous, research-based volume, international contributors offer insight into how and when seemingly-beneficial workplace practices cross the line from motivation to abuse. By reviewing critical issues in both high performance work practices and abusive supervision, it illuminates the crossover between these two modes of work, and forges a path for future scholarship.

This book asks the crucial question: When does high performance supervision become abusive supervision? As more organizations push to adopt high performance work practices (HPWP), the onus increasingly falls on supervisors to do whatever it takes to maximize the productivity of their work teams. In this rigorous, research-based volume, international contributors offer insight into how and when seemingly-beneficial workplace practices cross the line from motivation to abuse. By reviewing critical issues in both high performance work practices and abusive supervision, it illuminates the crossover between these two modes of work, and forges a path for future scholarship.

Spanning a variety of disciplines, theories, and methods, the editors and the contributors to this uniquely cross- and interdisciplinary volume explore the factors that provoke emotions in the workplace, their effects, and how they should be managed. Among the propositions they examine are: emotions are not just effects in organizations but contribute to their structure; by examining emotions we learn more about certain organizational dynamics that may seem unemotional; the display of emotions may not be harmful; and leadership is actually about emotion management. An important, far-reaching exploration for specialists and academics in organizational behavior, psychology, and other fields in the social and behavioral sciences and for their executive counterparts in management.The editors and their contributors start from the premise that organizations are emotional places, that they use emotions to motivate employees to perform and customers to buy. Using quantitative as well as qualitative methods, and theoretical as well as methodological approaches, they show how events in organizations create emotions—how it is that we come to experience a sense of satisfaction or outrage. They explore how our sense of organizational identity is connected to how we feel; how rules about the display of emotions act as organizing forces within organizations, creating organizational structure and shaping behavior; how emotions can harm employees, how they react to pressures to feel, and how emotions are essential to inspirational leadership. Not just for theoreticians and academicians, the volume is also a rich source of advice for organizational management and for those who wish to influence how management is practiced.

The theme of this volume, What Have We Learned? Ten Years On, provides a wonderful tour of the ways in which emotions research has advanced the way in which we conceive of work and its possibilities for adding value to life. The volume is presented in eight parts, so that the reader will can how emotions research has advanced our knowledge and understanding of what comprises work, the experiences and resourcefulness of traditional and non-traditional workers, the drivers of consumer behavior, the dynamics of team behavior, the quality of the leader-member relationship, the demands and skills required of In Extremis work contexts, methods to improve noncognitive assessment, and advances in ways to create and maintain Positive Work Environments. The chapters in this volume leave no doubt in the reader's mind that emotions as energizing and motivating mechanisms demand understanding and attention in order to improve performance and societal value from organizational activities, ensure dignity for workers and consumers, and create workplaces where individuals are engaged and flourishing.

This volume contains a further selection of the best papers presented at the Seventh Emonet conference (Montreal, Canada, August 2010), following on from Volume 7 and augmented once again with invited chapters authored by leading scholars in the field. "Experiencing and managing emotions in the workplace" comprises fourteen chapters arranged in four sections: The experience of emotion; The dynamics of emotion; Regulating emotion; and The emotionally intelligent organization. These encompass a variety of methodological approaches, including qualitative and quantitative research, sourced from research conducted in organizations in the USA, Europe, and Australasia. The volume's secondary theme is "care and compassion", the theme of the Academy of Management meetings that followed the Emonet conference in Montreal. In effect, organizations that understand their members' emotions and utilize this information in their management practices become "emotionally intelligent" and capable of showing care and compassion to all stakeholders. The chapters in this book provide a rich and varied coverage of the latest developments in the study of the role of emotions in organizational settings.

Managing conflict in the workplace is one of the major challenges facing the leaders and managers of modern organizations. This comprehensive Handbook draws together current thoughts and research in conflict management.Specifically, it brings a wealth of knowledge from authorities in the field on emerging issues such as power in conflict, cognition and emotions in conflict, leading conflict from multiple perspectives and cultural orientations, the role of context in conflict and the teaching of conflict management. By enhancing the knowledge base around conflict and conflict management, this Handbook provides guidance to improve human interactions at the individual, dyad, team, organizational and societal levels.Altogether, the Handbook provides a crucial avenue for researchers and practitioners continued engagement in conflict research and management theory.Contributors: N.M. Ashkanasy, O.B. Ayoko, B. Barry, J. Bear, K. Behfar, C. Bendersky, J. Brett, K. Bollen, J. Brett, E.R. Burris, R.R. Callister, N. Chen Yi-feng, D. Conlon, R.E. de Vries, F.R.C. De Wit, S. Einarsen, M. Euwema, A.J. Ferguson, C.M. Fisher, M.J Gelfand, D.E. Gibson, E. Giebels, B. Gray, L.L. Greer, E.Hall, K. Hamilton, J.R. Harrington, A.C. Homan, K.A. Jehn, P.J. Jordan, A.A. Kane, S-H Kim, M.A. Korsgaard, L.M. Leslie, R.J. Lewicki, E.L. Lingo, B.J. Lucas, K.L. McGinn, S. Mohammed, M. Muchiri, P.C. Patel, R.S. Peterson, R.L. Pinkley, R.E. Ployhart, J.T. Polzer, R.A. Posthuma, M. Redeker, E.M. Rehel, F.A. Rink, S. Rispens, J. Sanchez-Burks, P. Satterstrom, J.E. Sawyer, D. Scheepers, M. Schweitzer, D.L. Shapiro, S-I. Shih, J. S. Tan, R. Tesler, D. Tjosvold, S.M.B. Thatcher, L.L. Thompson, G. Todorova, A.C. Troth, E.G. Ufkes, M. Ulrich, K.J.P.M. van Erp, R. Volkema, R. Wei, L.R. Weingart, K.M. Westerlaken, A. Wong

Research on Emotion in Organizations is the publication of the Emonet listserv http://www.emotionsnet.org, which hosts the biennial International Conference on Emotion and Worklife. Chapters in the series include a selection of peer-reviewed papers from the conference, together with invited chapters by leading scholars in the field of emotion in organizational settings.

Managing conflict in the workplace is one of the major challenges facing the leaders and managers of modern organizations. This comprehensive Handbook draws together current thoughts and research in conflict management.Specifically, it brings a wealth of knowledge from authorities in the field on emerging issues such as power in conflict, cognition and emotions in conflict, leading conflict from multiple perspectives and cultural orientations, the role of context in conflict and the teaching of conflict management. By enhancing the knowledge base around conflict and conflict management, this Handbook provides guidance to improve human interactions at the individual, dyad, team, organizational and societal levels.Altogether, the Handbook provides a crucial avenue for researchers and practitioners continued engagement in conflict research and management theory.Contributors: N.M. Ashkanasy, O.B. Ayoko, B. Barry, J. Bear, K. Behfar, C. Bendersky, J. Brett, K. Bollen, J. Brett, E.R. Burris, R.R. Callister, N. Chen Yi-feng, D. Conlon, R.E. de Vries, F.R.C. De Wit, S. Einarsen, M. Euwema, A.J. Ferguson, C.M. Fisher, M.J Gelfand, D.E. Gibson, E. Giebels, B. Gray, L.L. Greer, E.Hall, K. Hamilton, J.R. Harrington, A.C. Homan, K.A. Jehn, P.J. Jordan, A.A. Kane, S-H Kim, M.A. Korsgaard, L.M. Leslie, R.J. Lewicki, E.L. Lingo, B.J. Lucas, K.L. McGinn, S. Mohammed, M. Muchiri, P.C. Patel, R.S. Peterson, R.L. Pinkley, R.E. Ployhart, J.T. Polzer, R.A. Posthuma, M. Redeker, E.M. Rehel, F.A. Rink, S. Rispens, J. Sanchez-Burks, P. Satterstrom, J.E. Sawyer, D. Scheepers, M. Schweitzer, D.L. Shapiro, S-I. Shih, J. S. Tan, R. Tesler, D. Tjosvold, S.M.B. Thatcher, L.L. Thompson, G. Todorova, A.C. Troth, E.G. Ufkes, M. Ulrich, K.J.P.M. van Erp, R. Volkema, R. Wei, L.R. Weingart, K.M. Westerlaken, A. Wong

Emotion in an organization is much more than a phenomenon experienced solely by its members - it is a deeply embedded component of the organizational fabric. Consistent with this idea, chapters in this volume deal with emotion at all levels of organizing: at the individual level, expressed in interpersonal exchanges and in groups, and across the organization as a whole. They represent a selection of papers from the Eighth International Conference on Emotion in Organizations, held in July 2012 in Helsinki, Finland; plus a selection of invited chapters. Chapters thus represent cutting-edge articles by leading and emerging scholars of emotion in organizations from around the world. Specific topics include creation of positively deviant business-to-business services, leader effectiveness and emotions in crisis situations, gender and role conflict among managers, developing shared wellbeing in communal settings, the nature of emotional labor across levels, managing workplace aggression, building customer passion, developing mindfulness, emergence of expectations, emotionalizing institutional theory, bullying as a form of institutional control, and how employees project competence.

The rapidly growing recognition of the importance of emotions in understanding all aspects of organizational life is facilitating the development of focused areas of scholarship. Chapters in this volume are authored by leading and emerging scholars of emotion in organizational settings from around the world and deal with new ways of looking at emotions within the organizational framework.

The focus of this volume is on the role of emotions in organizational governance, which involves the complete gamut of organizational processes and procedures, including the means whereby organizations are controlled and directed. Traditionally organizational governance has been viewed as a largely procedural phenomenon, and therefore immune from the vagaries of human emotion. Nothing could be further from the truth. Organizations are structures built on human capital. As such, their governance is subject to all the vicissitudes and frailties that humans are capable of, including employee mistreatment and harm.

This volume focuses on the crucial role of emotions in forming and sustaining individual and collective identities at work. In addition, it explores the outcomes and boundaries of such identities while recognizing the driving role of emotions at various organizational levels, acknowledging that the relationship between emotion and identity is multifaceted and can be explored from various points of view. Identities and emotions are constantly evolving and are central aspects of organizational behavior, from the front-line interactions of employees to the broader ideological forces that shape institutions and organizational cultures. Thus, this volume recognizes the depth of emotion and identity at work by addressing these topics on individual, group, occupational, and social role levels. This volume is organized in four parts to contribute clearly to each of these areas of inquiry. Part 1 focuses on the micro-level topics of identity, anger and diversity. Part 2 focuses on the role of emotions in public sector settings, Part 3 focuses on the relationships between gender, emotions and identity, while Part 4 investigates how emotions influence individual identification with work.

This volume of Research on Emotions in Organizations contributesto the ongoing study of the emotion-related forces that shape the functioning of individual, interpersonal workplace relationships and the organizationalsystem as a whole. The chapters in this book demonstrate the complex interplaybetween emotion, cognitive processes, brain functioning and contextual factorsthat contribute to a better understanding of organizational behavior atmultiple levels of workplace life and in the context of a fast-paced, uncertainand dynamically changing work environment. Taken together, they provide recent advances on the dynamics of emotions and point to future researchvenues consistent with the increasing interest in cross-country investigationand the role of neuroscience in organizational psychology.This volume isorganized in three parts to provide coverage of the latest developments in eachof the following areas: micro-level self-related dynamicsof emotions; relational-centered dynamics of emotions; and emotional dynamics related to macro contextual factors.

The focus of Volume 17 of Research on Emotion in Organizations is on how negative emotions at work can be intense due to a myriad of reasons including feelings of failure, rejection, job insecurity, stressful work demands and poor coping strategies. The chapters in this book address some of the more frequent and vexing problems and resulting negative emotions that can occur at work. Many of these chapters explore relatively under-researched topics, and thus the potential for their future impact on research is enormous. Many of these topics are under-researched despite the emotions they address having a major impact on people’s lives.With an emphasis on negative emotions, coping strategies, emotional regulation, emotional labor, management and leadership, chapter authors detail a wide-ranging set of means to ameliorate negative emotions in organizational settings. These solutions, based on state-of the-art research, will be of immense help to workers and leaders as they face the challenges of the modern workplace. In addition, they should help guide human resource management training and development programs.

The COVID pandemic has swept through the world with significant consequences for our work and family lives. We have seen a huge upsurge in remote working, collaborating and leading and ways of working, giving rise to myriad challenges such as “Zoom fatigue,” poor “digital demarcation,” shifting workplace power balances, and declining mental health and safety. Its impact has rightly increased scholarly and practitioner attention towards better ways to support and understand employees, leaders, and organizations; and to help them to develop more effective responses to disruption of various forms.For volume 18 of the series Research on Emotion in Organizations we have fittingly chosen the theme, Emotions during Times of Disruption and contend that emotions and other affect related concepts represent keys to understanding the phenomena of disruption in organizations more fully. Literature to date addressing this issue is surprisingly scant and so chapters in this volume provide impactful and important contributions to an underexplored area.Emotions during Times of Disruption progresses through 4 thematic sections which include, Emotions in disruptive contexts, Emotions and performance-related outcomes during disruption, the role of supervisors and leader emotions during disruption and lessons learnt which help point the way forward with further insights and recommendations.