Understanding emotional display rules at work and outside of work: The effects of country and gender

By Christina M. Moran, J. Diefendorff, G. J. Greguras. 2013

117 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b03488fb8826be685cc45ecb2227b63c43cf07e4

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Allison S. Gabriel
2. Alicia A. Grandey
3. Y. Lee
4. Markus Groth
5. Adam M. Grant
6. P. Chelladurai
7. Gerben A. van Kleef
8. J. Diefendorff

In Social Psychology

1. Allison S. Gabriel
2. Alicia A. Grandey
3. Y. Lee
4. P. Chelladurai
5. Hyun Jeong Kim
6. Gerben A. van Kleef
7. Stéphane Côté
8. Won‐Moo Hur

In Sociology and Political Science

1. Allison S. Gabriel
2. Alicia A. Grandey
3. Y. Lee
4. P. Chelladurai
5. Hyun Jeong Kim
6. Stéphane Côté
7. Markus Groth
8. Gerben A. van Kleef

Citations in the corpus

• The moderating role of perceived organizational support on the relationship between emotional labor and job-related outcomes (2015, unknown): “the USA) (Grandey et al., 2010; Kalat and Shiota, 2007; Lee, 2010; Moran et al., 2013).”
• Emotional Labor at a Crossroads: Where Do We Go from Here? (2015, background): “…and individualistic countries, such as being more accepting of expressing negative emotions with coworkers in the United States than in Singapore, but suppressing negative emotions with customers was a strongly held norm that varied little by country (e.g., Grandey et al. 2010, Moran et al. 2013).”