Quiz 2 - Readings

What emotions do layoffs trigger according to Garner?

Shock, frustration, fear, and distrust.

How do meetings function during dissent, according to Garner?

Meetings provide space for venting frustrations and serve as collective emotional processing and peer support.

What is an 'emotional tipping point' in Garner’s study?

Specific events (like layoffs or critical emails) that heighten distrust and emotional sensitivity toward leadership.

How does emotional distress affect future dissent, according to Garner?

Negative emotional events create a chilling effect, reducing willingness to speak up in the future.

What is the work-life impact of organizational dissent in Garner’s study?

Stress spills into personal life, blurring work-life boundaries.

How does collective dissent help employees cope, according to Garner?

It builds emotional solidarity through shared venting, humor, and grievances.

What happens when dissent is unresolved over time, according to Garner?

Employees experience emotional exhaustion and disengage, seeing dissent as futile.

How do Miranda & Wellbourne define workplace incivility?

Low-intensity behavior that violates workplace respect norms, like ignoring colleagues or interrupting others.

What emotions predict workplace incivility, according to Miranda & Wellbourne?

Contempt and anger (contempt drives habitual incivility; anger triggers situational incivility).

How do civility norms affect incivility, according to Miranda & Wellbourne?

High civility norms reduce some incivility but increase contempt-driven incivility.

What is a key takeaway from Miranda & Wellbourne on emotions and incivility?

Emotions, not just personality traits, play a central role in driving incivility.

What are the costs of workplace incivility, according to Porath & Pearson?

Lower work effort, reduced performance, increased turnover, and customer frustration.

How does witnessing incivility affect employees, according to Porath & Pearson?

Witnesses perform 20% worse on cognitive tasks and are 50% less likely to help others.

How can leaders reduce incivility, according to Porath & Pearson?

Model respect, hire for civility, teach civility skills, enforce consequences, and reward positive behavior.

What drives bystander intervention in workplace conflicts, according to Hershcovis?

Moral anger toward perpetrators and empathy for targets.

What reduces bystander intervention, according to Hershcovis?

Fear of retaliation, lack of courage, or inadequate skills.

What intervention strategies work best, according to Hershcovis?

Address behavior, not character; wait until emotions cool; powerful bystanders are more effective.

How do racial minority employees tend to cope with discrimination, according to Lee et al.?

They prefer emotion-focused coping (avoidance and silence) over problem-focused coping.

How does workplace discrimination affect organizational relationships, according to Lee et al.?

It reduces trust, commitment, and satisfaction while increasing negative external talk (negative megaphoning).

How does transparent communication help, according to Lee et al.?

It reduces the negative impact of discrimination by fostering trust and encouraging open dialogue.

How does Western professionalism define emotional expression, according to Gray?

Professionalism favors emotional suppression—showing emotion is seen as unprofessional.

What is 'emotional labor' in Gray’s reading?

The effort workers (especially workers of color) expend to hide their authentic emotions and conform to white-centered norms.

What is the impact of biased professionalism on work-life balance, according to Gray?

Emotional suppression at work creates stress spillover into personal life.

What is emotional taint, according to Rivera?

When workers are stigmatized for expressing 'too much' or 'inappropriate' emotion at work.

What emotional labor do Border Patrol agents perform, according to Rivera?

Both stoic enforcement (masculine labor) and compassionate care (feminine labor).

What taint management strategies do Border Patrol agents use, according to Rivera?

Suppress emotions in public, show compassion privately, and engage in community service to manage public image.

What is hidden taint, according to Redden?

Stigmatization of emotional labor based on gender, race, and class power dynamics.

How do marginalized employees experience emotional labor differently, according to Redden?

They face higher scrutiny and must engage in extra emotional management to avoid being labeled unprofessional.

How does hidden taint affect work-life balance, according to Redden?

The stress from managing emotions at work spills over into personal life.

How do employees view wellness programs, according to Dailey et al.?

As both personal health benefits and organizational tools for productivity.

What emotional tension do employees experience around wellness time, according to Dailey et al.?

Guilt and fear of being seen as slacking off.

What emotional benefits do wellness programs provide, according to Dailey et al.?

Stress relief, improved mood, and stronger workplace friendships.

What is the 'Three Good Things' (3GT) intervention, according to Sexton?

A daily reflection practice on three positive events, designed to reduce burnout.

What emotional benefits does 3GT provide, according to Sexton?

Reduces emotional exhaustion and depression, while increasing happiness and work-life balance.

Who benefits most from 3GT, according to Sexton?

Healthcare workers with the highest initial burnout levels.

How does Harrison define employee stress?

Stress is organizational, not just personal—it comes from workload, communication overload, and cultural expectations.

What is the difference between wellness at work and wellness in work, according to Harrison?

Wellness at work = add-on programs (like fitness classes). Wellness in work = embedding wellness into daily work routines.

What is the most valued wellness resource, according to Harrison?

Informal peer support (venting and humor with colleagues).