Reciprocal Emotion Management

By Kathryn J. Lively. 2000

197 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/fcaaac34f8733a1685b22ec9502596b533667b72

How researchers see this paper

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

In Gender Studies

1. Melissa M. Sloan
2. Elizabeth A. Hoffmann
3. R. Callister
4. Christine L. Porath
5. Christine M. Pearson
6. David R. Heise
7. Deanna Geddes
8. Donald E. Gibson

In Organizational Behavior and Human Resource Management

1. R. Callister
2. Melissa M. Sloan
3. Elizabeth A. Hoffmann
4. Christine M. Pearson
5. Christine L. Porath
6. Donald E. Gibson
7. David R. Heise
8. Deanna Geddes

In Sociology and Political Science

1. Christine L. Porath
2. R. Callister
3. Christine M. Pearson
4. Deanna Geddes
5. Donald E. Gibson
6. Melissa M. Sloan
7. Elizabeth A. Hoffmann
8. David R. Heise

Citations in the corpus

• Sociological Realms of Emotional Experience1 (2004, background): “Kathryn J. Lively”
• Unfair Treatment in the Workplace and Worker Well-Being (2012, background): “Indeed, much of the research on mistreatment in the workplace highlights negative behavior on the part of supervisors or customers and clients (e.g., Guerrier & Adib, 2000; Hodson, 2001; Hochschild 1983; Lively, 2000; Puglisei & Shook, 1997).”
• Crossing the line(s): A dual threshold model of anger in organizations (2007, background): “Angry organizational members who seek emotional support engage in what Lively (2000) calls “reciprocal emotion management” and what Fineman refers to as “the social sharing of emotions” (1993: 217).”
• Open-Ended Interviews, Power, and Emotional Labor (2007, background): “Scholars have documented that the less powerful parties in relationships are often those who must perform greater emotional labor (e.g., Fletcher 1999; Hochschild 1983; Lively 2000).”
• Picking Up the Gauntlet: How Individuals Respond to Status Challenges (2008, background): “Women are expected to show interpersonal sensitivity, niceness, and modesty (Prentice & Carranza, 2002) and to temper their emotions and their expressions of those emotions (Lively, 2000; Pierce, 1995).”
• Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status (2012, background): “Sociologists suggest that, generally, people of high status are allowed to express different emotions than those of low status (Conway, DiFazio, & Mayman, 1999; Lively, 2000).”
• Anger in Organizations: Review and Integration (2010, background): “First, in terms of antecedents, lower status employees are more likely than high-status employees to experience anger because of bad or unjust treatment by others, particularly superiors (Fitness, 2000; Lively, 2000).”