The Meaning of My Feelings Depends on Who I Am: Work-Related Identifications Shape Emotion Effects in Organizations
研究挑战了情绪效价（积极或消极）直接决定组织结果的假设，基于评价理论和社会认同理论，提出工作相关认同（组织认同和职业认同）如何调节愤怒、内疚和自豪对离职意向的不同影响。对组织管理者和研究者理解情绪在工作中的作用有参考价值。
Theory and research on affect in organizations has mostly approached emotions from a valence perspective, suggesting that positive emotions lead to positive outcomes and negative emotions to negative outcomes for organizations. We propose that cognition resulting from emotional experiences at work cannot be assumed based on emotion valence alone. Instead, building on appraisal theory and social identity theory, we propose that individual responses to discrete emotions in organizations are shaped by, and thus depend on, work-related identifications. We elaborate on this proposition specifically with respect to turnover intentions, theorizing how three discrete emotions—anger, guilt, and pride—differentially affect turnover intentions, depending on two work-related identifications: organizational and occupational. A longitudinal study involving 135 pilot instructors reporting emotions, work-related identifications, and turnover intentions over the course of one year provides general support for our proposition. Our theory and findings advance emotion and identity theories by explaining how the effects of emotions are dependent on the psychological context in which they are experienced.