Influences of daily negative feedback and the roles of emotional labor and mindfulness
研究通过233名员工10个工作日的经验取样发现，上级的负面反馈会引发表面和深层情绪劳动，分别导致愤怒和感激，进而影响任务绩效，而员工的正念特质能减弱这种倾向。
Abstract Existing research demonstrates that negative feedback elicits employees' negative emotions. However, this study examines how negative feedback may elicit both negative (i.e., anger) and positive (i.e., gratitude) emotions as lagged consequences. We drew on the emotional labor model to untangle the underlying mechanisms. The results of an experience‐sampling study with time‐lagged reports from 233 employees over 10 workdays showed that negative feedback from supervisors in the morning was positively related to both surface and deep acting. Surface acting predicted anger, while deep acting predicted gratitude in the afternoon. Anger and gratitude have distinct influences on employees' task performance. Furthermore, employees' trait mindfulness weakened their tendency to engage in both emotional labor strategies after receiving negative feedback. Our research highlights the role of emotional labor in shaping emotions and feedback effectiveness, and enriches our understanding of within‐person fluctuations in transient emotions accompanied by negative feedback.