Emotional roulette? Symmetrical and asymmetrical emotion regulation outcomes from coworker interactions about positive and negative work events
研究了同事间讨论积极和消极工作事件时，情绪调节结果可能不对称，发现员工更不愿分享积极情绪，担心被削弱，而消极情绪分享则更受欢迎。
Prior research suggests that, in general, the disclosure of positive emotions at work results in positive consequences for individuals while the disclosure of negative emotions results in negative ones. The current study examines the possibility of asymmetrical emotional outcomes to such disclosures, including those associated with the sharing of positive emotions. Interviews with human service workers elicited 71 detailed descriptions of emotional work events, the majority of which (77%) had been discussed in some manner with coworkers. Qualitative analysis of the incident data shows that both symmetrical and asymmetrical emotion regulation outcomes resulted from these coworker interactions. In regard to the disclosure of negative emotions, an asymmetrical outcome (mitigation) was welcomed, whereas for positive emotions, a symmetrical outcome (capitalization) was desired. Group norms, leader behaviors and coworker responsiveness influenced whether and which emotional events were shared, as well as the net impact on the participant’s emotional state. Overall, participants conveyed less motivation to share their positive emotional experiences with colleagues than their negative ones, largely owing to concerns that an asymmetrical outcome (dampening) would occur. Implications for organizational theories of emotional labor and social support, as well as the practice of effective emotion regulation in the workplace, are presented.