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Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

I felt myself the recipient of a great honour when asked to read a paper on this subject before your Society. One difficulty, however, at once confronted me, and that was that what your society might regard as an act of sophistication of food, I might believe to be only a perfectly legitimate manufacturing improvement. I had no wish to masquerade before you as a wolf in sheep's clothing, and therefore stated my position to your secretary. As a result of some correspondence, I think that he, as your representative, and I, both felt that granted such differences of opinion, they themselves constituted one of the strongest arguments in favour of the formation of a Court of Reference. There are, no doubt, many processes which are considered by their inventors and users as of advantage in the manufacture of food, whereas others regard them with the greatest distrust and aversion. In most cases I believe the members of both these classes to be high‐minded and honourable men. That being so, it is submitted that the best method of arriving at the real facts is the establishment of an impartial, broad‐minded, and capable Court of Reference, to which such matters should be submitted for examination and decision.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

In the past several decades, there has been rapid advancement and improvement in Australasian paramedicine education and clinical standards. These advancements have also seen improvements in the professionalism of Australasian paramedicine. Therefore, having a valid and reliable paramedicine professionalism measure is important. This study aimed to investigate the psychometric properties of the modified Professionalism at Work Questionnaire (PWQ) with Australasian paramedicine students

Data from the PWQ were analysed using a principal component analysis (PCA) followed by orthogonal varimax rotation.

A total of 479 paramedicine students from three Australasian universities completed the modified PWQ. PCA of the 72-items revealed 11 factors with eigenvalues above 1.5, accounting for 50.99% of the total variance. A total of 64 items were found with loadings greater than 0.40 and were used to describe the 11 factors: Professional attitude and behaviour, communication with others, professional identity, professional development, appearance and flexibility, organisational support, comparable professional status, pride in occupation, adherence to rules, responsibility in the workforce and concerns about appropriate use of resources.

Results from this study suggest that the modified 64-item PWQ can be used to measure professionalism in Australasian paramedicine student cohorts. The instrument encompassed many and varied aspects of the attributes and features that have been described as being essential to being a profession. The instrument provides an important measurement tool for the paramedicine profession.

Results from this study suggest that the modified 64-item PWQ can be used to measure professionalism in Australasian paramedicine student cohorts. The instrument encompassed many and varied aspects of the attributes and features that have been described as being essential to being a profession. The instrument provides a critical measurement tool for the paramedicine profession.

The purpose of this paper is to systematically review and analyze the important, yet under-researched, topic of relationality in negotiations and propose new directions for future negotiation research.

This paper conducts a systematic review of negotiation literature related to relationality from multiple disciplines. Thirty-nine leading and topical academic journals are selected and 574 papers on negotiation are reviewed from 1990 to 2014. Based on the systematic review, propositions regarding the rationales for relationality in negotiations are developed and future research avenues in this area are discussed.

Of 574 papers on negotiations published in 39 peer-reviewed journals between 1990 and 2014, only 18 papers have studied and discussed relationality in negotiations. This suggests that relationality as a theoretical theme has long been under-researched in negotiation research. For future research, this paper proposes to incorporate the dynamic, cultural and mechanism perspectives, and to use a qualitative approach to study relationality in negotiations.

This paper presents the first systematic review of the negotiation literature on relationality, and identifies new research topics on relationality in negotiations. In so doing, this research opens new avenues for future negotiation research on relationality.

Using qualitative data from 20 managers in four small Singaporean businesses in the services sector this article explores the issue of organisational commitment. The findings generally support those in the positivistic literature on organisational commitment. It also argues, however, that continuance commitment, largely seen as negative for organisations and performance, can be both positive and negative in certain circumstances. The article further suggests that owner/manager style in the businesses may have an important impact on manager commitment and that the future growth and development of these businesses may be stunted as a consequence of negative aspects of the entrepreneurial management style.

Sixty‐six male Japanese students verbally interacted with a confederate opponent, who expressed unreasonable requests politely or impolitely. Half of the participants was pressed to respond immediately, while the other half was not. Personality variables were found to determine the participants' responses to the conflict in interactions with the situational variables; that is, verbal aggressiveness increased hostile responses only when the confederate behaved in an impolite manner, and self‐monitoring increased integrative responses only when the participants were not pressed to respond quickly.

In the past decade several high-profile public figures have equated patriotic duty with paying taxes. We examine how patriotism influences taxpayer attitudes toward taxation. Using taxpayer subjects who participated in a Volunteer Income Tax Assistance program, we find that patriotic individuals are significantly more positive about paying taxes to support their country and are more likely to believe in the progressivity of the tax system than nonpatriotic individuals. We find no evidence that patriotic taxpayers find paying more tax overall to be patriotic. However we find strong evidence that patriotic taxpayers perceive tax evasion (tax cheating) to be unpatriotic.

Career aspirations of 145 senior undergraduate business students in Canada were analyzed. An overwhelming majority desired an overseas assignment at some point in their career, and they were not adversely affected by the 9‐11 terrorist attack. While 60 percent of the students considered pursuing a global career with multiple international assignments, 40 percent of those did so hesitantly. While receptivity to international careers was affected by the expectations of how such a career would enhance the quality of professional life and speed career advancement, willingness to accept a particular position was mostly influenced by the extent to which it would allow for a satisfying personal life. An international assignment would likely be rejected if it was at an undesirable location or would negatively affect family life. Women were as receptive to international careers as men, and multilingual students with foreign friends tended to have a strong interest in international careers.