Toxic Emotions at Work: How Compassionate Managers Handle Pain and Conflict

By Angela Runnals, G. Wong. 2005

163 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/ecd30ada69df265b8e206fb6f84f1506a2de9dae

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Citations in the corpus

Relationship Quality and Virtuousness (2013, background): “enabling team members to learn from the experiences rather than be disabled and haunted by them (Frost, 2003; Kahn, 2005).”
The contours and consequences of compassion at work (2008, background): “Given the recent interest in toxic working conditions (Frost, 2003; Maitlis & Ozcelik, 2004), such questions could benefit from further investigation.”
Envy As Pain: Rethinking the Nature of Envy and Its Implications for Employees and Organizations (2012, background): “Indeed, among positive organizational scholars, pain appears best understood as an organizational problem to be overcome through compassionate responding (Frost, 2003; Kanov et al., 2004).”
The Costs of Ambient Cultural Disharmony: Indirect Intercultural Conflicts in Social Environment Undermine Creativity (2013, background): “The thesis that ambient cultural disharmony can have negative impact on uninvolved individuals is consistent with organizational research arguing that individuals are embedded in larger social systems that influence their cognition, behaviors, and performance at work (Frost, 2003; Lilius, Worline, M”
Impact of dual executive leadership dynamics in creative organizations (2009, background): “But dissemination requires other organizational members to move outside their normal roles, to undertake allegiances or to become a ‘toxin handler’ by acting as mediator (Frost, 2003).”
Special Issue: Frontiers of Organization Science, Part 2 of 2: A Socially Embedded Model of Thriving at Work (2005, background): “Work and the contexts in which it is accomplished often have toxic effects on human vitality and health (e.g., Danna and Griffin 1999, Frost 2003, Maslach and Leiter 1997, Potter et al. 2002, Spector et al. 1988, van der Ploeg et al. 2003, Vigoda 2002, Wright and Bonett 1997, Wright and Cropanzano…”
Does Emotional Intelligence Influence Academic Performance? The Role of Compassion and Engagement in Education for Sustainable Development (2021, background): “In this line, compassionate behaviours connect people psychologically and improve the quality of relationships between peers [37,50].”
Abusive Supervision Through the Lens of Employee State Paranoia (2014, background): “New supervisors should be aware of what has happened in the past so that they can anticipate subordinate concerns, As organizational authorities, supervisors have a role to play in establishing compassionate and caring organizational climates–oases for healing where abused and paranoid employees can”
Crossing the line(s): A dual threshold model of anger in organizations (2007, background): “, 2002), and emotional pain (Frost, 2003), taking a serious toll on organizational members’ work performance and psychological and physical well-being (Begley, 1994; Gross & John, 2003; Julius, Schneider, & Egan, 1985; King & Emmons, 1990).”
Take This Job and … : Quitting and Other Forms of Resistance to Workplace Bullying (2006, background): “Bullying also hinders group communication, cohesion, and performance by creating hostile environments marked by apprehension, distrust, anger, and suspicion (Frost, 2003; Lockhart, 1997; Vartia, 2003).”
Understanding individual compassion in organizations: the role of appraisals and psychological flexibility (2011, background): “For example, Frost (2003) cataloged multiple “toxins” that create pain and suffering in the workplace.”
Compassion revealed: What we know about compassion at work (and where we need to know more) (2011, background): “Because noticing brings awareness, it is therefore a necessary (but not sufficient) precondition for the subsequent steps of the compassion process (Frost, 2003).”
Understanding compassion capability (2011, background): “Suffering is an inevitable, ubiquitous, yet often overlooked, aspect of organizational life (Frost, 2003).”
Compassion in Organizational Life (2004, background): “Studies of compassion at work have revealed both the prevalence of pain in organizations, but also the great variety of ways in which individuals spontaneously reach out to others who are suffering (Dutton et al., 2002; Frost, 2003; Frost et al., 2000).”
Playing the grim reaper: How employees experience carrying out a downsizing (2004, background): “The term ‘toxic handlers’ describes those individuals voluntarily managing others’ pain within the context of everyday organizational life (Frost, 2003).”