Term
|
Definition
| a broad range of feelings that people experience |
|
|
Term
|
Definition
| intense feelings that are directed at someone or something |
|
|
Term
|
Definition
| feelings that tend to be less intense than emotions and that lack a contextual stimulus |
|
|
Term
|
Definition
| an area of inquiry that argues that we must experience the emotions that we do because they serve a purpose |
|
|
Term
|
Definition
| a mood dimension consisting of specific positive emotions like excitement, self-assurance, and cheerfulness at the high end, and boredom, sluggishness, and tiredness at the low end. |
|
|
Term
|
Definition
| a mood dimension consisting of nervousness, stress, and anxiety at the high end, and relaxation, tranquility, and poise at the low end |
|
|
Term
|
Definition
| tendency of most individuals to experience a mildly positive mood at zero input (when nothing in particular is going on) |
|
|
Term
|
Definition
| individual differences in the strength with which individuals experience their emotions. |
|
|
Term
|
Definition
| the tendency of people to associate two events when in reality there is no connection |
|
|
Term
|
Definition
| a situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work |
|
|
Term
|
Definition
| inconsistencies between the emotions we feel and the emotions we project |
|
|
Term
|
Definition
| an individual's actual emotions |
|
|
Term
|
Definition
| emotions that are organizationally required and considered appropriate in a given job |
|
|
Term
|
Definition
| hiding one's inner feelings and forgoing emotional expressions in response to display rules |
|
|
Term
|
Definition
| trying to modify one's true inner feelings based on display rules |
|
|
Term
|
Definition
| a model which suggests that workplace events cause emotional reactions on the part of employees, which then influence workplace attitudes and behaviors. |
|
|
Term
|
Definition
| the ability to detect and to manage emotional cues and information. |
|
|
