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The different perspectives of diversity have until recently ignored emotional diversity primarily because emotions were discounted as “irrational.” To highlight the need for a broader integrative view of emotions in the workplace, the question addressed in the study was whether inclusive leadership helped emotionally reactive employees improve their performance and whether these employees displayed potential leadership qualities for future roles.

The study was qualitative. This cross-sectional study applied qualitative methods to gather the required information. Sixteen business heads across different sectors in India were purposively chosen for in-depth interviews with respondents. The interviews were semi-structured. The approach of theoretical sampling was adopted. From the initial set of questions, the next set of questions was evolved and the itineration was continued until saturation was achieved.

The results showed that mentoring and empowerment helped emotionally reactive employees improve their performance. On the question of their potential leadership role, the results were mixed.

The follower (protégé) perception, if also taken, can validate whether the person-centered style helped in the performance improvement of the followers. The responses of the leaders were based on their memory and no reports were checked from their office records to corroborate the same.

Researchers have argued that worker behavior and productivity are directly affected by employee affect and emotional states. The study contributes significantly to creating emotionally inclusive workplaces.

The study is focused on the role of diversity of emotions in the workplace impacting productivity. Emotions are vital and affect the workplace significantly. The study focused on what organizations could do to handle emotionally reactive employees at work. The study showed that inclusive leadership through mentoring and empowerment helped in assimilating difficult employees into the mainstream work.

Drawing on the pleasure-arousal-dominance (PAD) emotion model, the emotional states of consumers embedded in online reviews can be described through three dimensions, that is, pleasure, arousal and dominance, rather than only the one-dimensional positive and negative polarity, as in previous studies. Therefore, this study aims to explore the effect of online review emotion on perceived review helpfulness based on these three basic emotional dimensions.

A lexicon-based method is developed to analyze PAD emotions of online reviews from JD.com. The zero-inflated negative binomial regression is utilized to empirically validate the study hypothesis. The authors examine the influence of pleasure, arousal, dominance, emotion diversity and emotion deviation on review helpfulness, as well as the moderating effect of product type on the relationship between all independent variables and online review helpfulness.

The study results show that the pleasure emotion impairs the helpfulness of online reviews, while the arousal and dominance emotions have a positive impact. Moreover, the authors find that compared with search products, the effects of pleasure, arousal and dominance on perceived helpfulness are strengthened for experience products. However, the emotional diversity and emotional deviation have opposite effects on the helpfulness of search products and experience products. Additionally, the results show that dominance emotion plays a more important role in the interaction effect.

The empirical findings confirm the applicability of PAD in the online review context and extend the existing knowledge of the influence of review emotion on helpfulness. A feasible scheme for extracting PAD variables from Chinese text is developed. The study findings also have significant implications for reviewers, merchants and platform managers of e-commerce websites.

The purpose of this paper is to investigate the conflicting varieties between cognitive linguistics and animal motivation on one hand and between emotions and motivations on another, and to show how the construction of an artificial personality led to understanding the differences from a cybernetic perspective, and to reconcile and benefit from them.

The design of the artificial personality is built on a core of dual regulator structure as a model of motivation and cognition. The regulating core does not address areas of linguistics and emotions, thus the need to interface with functions from well-researched disciplines in these areas as peripheries to the core. Different disciplines were viewed from a cybernetic perspective, where the variety of categories primarily used in these disciplines was compared numerically and the problem was defined as a search for methods to reducing the varieties between disciplines.

The interfaces between the core of artificial personality and the peripheries are seen as either regulators, which reduce variety, or generators of variety.

The approach to reconcile cross-disciplinary differences based on comparing the numerical variety of categories is understood to be original. The reduction of comparison to numerical counts removes hard-to-reconcile qualitative differences and retains the simplicity of quantitative differences. Qualitative cross-disciplinary differences benefit the specialists and protect them from competition with each other. By reconciling cross-disciplinary differences the artificial personality develops across disciplines and achieves multi-disciplinary transparency. The specialists may not welcome the competition but science, technology and society in general will benefit from reduced duplication, improved information flow and integration. This work is a small step in understanding and learning to reconcile differences between disciplines.

Although there is growing acknowledgment of the business case for diversity, efforts to recognize diversity as a strategic issue and to implement diversity initiatives have often been thwarted. We note that diversity is a “hot” issue not only because of the increasing attention being paid by both academics and practitioners, but also because of its potential to evoke strong emotions. We argue that “diversity” makes salient different identities (organizational, group, and individual) leading to different interpretations that can evoke specific emotional and behavioral reactions. This may help to explain whether top management teams identify and invest in diversity as a strategic issue, and whether diversity initiatives are supported or resisted by different groups and individuals throughout the organization. Thus it is important for global leaders to understand the role of identities in how diversity as a strategic issue may be interpreted and responded to by key decision-makers as well as those concerned with the implementation of diversity initiatives.

Purpose – The purpose of this chapter is to explore the effects of team composition on justice climate strength. Specifically, we adopt a social network approach to justice in teams to explore the social-psychological mechanisms underlying diversity effects.

Design/methodology/approach – Using data from 80 self-managed project teams, we consider the impact of surface-level and deep-level diversity in teams on member social network ties and subsequently dispersion in their perceptions of procedural and interpersonal justice.

Findings – The results showed that diversity in team members’ psychological attributes – specifically, preferences for individualism – were associated with variability in members’ attachment to the team. In contrast, team gender and racial diversity were not significantly related to member social network ties. The results also demonstrated a relationship between network tie diversity and both procedural and interpersonal justice climate strength, such that variability in members’ attachment to the team was related to variability in their justice perceptions.

Overall, these findings demonstrate that teams characterized by higher levels of deep-level diversity may experience greater variability in their social interactions, which amplify variability in members’ justice perceptions.

Implications – Practically, these findings suggest that potential performance advantages of informational diversity in teams may come at a cost, as such diversity may reduce the quality of members’ justice experiences. Theoretically, they provide insight into the nature of the relationship between diversity and justice, which is largely dependent on the social psychological processes evoked by diversity. They also highlight team social networks as a useful means for examining such processes and understanding the operation of justice in teams.

Despite ongoing controversy, emotional intelligence is emerging as a potentially important variable in furthering our understanding of individual behavior in organizations. In this respect, however, most of the research in relation to emotional intelligence has been at the individual level of behavior. In this chapter, we develop a framework for considering the impact of emotional intelligence at the organizational level. Specifically, we map Mayer and Salovey's four emotional intelligence abilities onto Shein's three-level organizational culture schema. We conclude with a discussion of implications for managers and suggest that the model we propose may prove to be a useful starting point for future research into emotional intelligence as an organizational phenomenon.

In an era of global economic expansion, the harsh underside of capitalism clearly affects human subjectivities and consciousness.¹ Emotions, which both express and structure subjectivity and consciousness, reflect and manifest the social reality of human life in its various globalized dimensions. My argument in this chapter thus concerns the ways in which the contradictions as the harsh underside of capitalism affect the subjectivities of racial minorities. For this reason, the relationship between emotions and commodity capitalism is an especially pressing concern for the formation and expression of racial identity in the United States today. To understand the social reality of race in the U.S. capitalist system is to take seriously the affects that express and constitute the critical social thought of racial minorities. As African Americanist scholars such as Cornel West (1994, p. 42) have argued, the ideology of unregulated capital in corporate consumerism creates market moralities and market mentalities that “erode civil society.” The critical thought of black Americans, West (1992, p. 42) avers, suffers irreparable damage by images that relentlessly commercialize the so-called good life:These seductive images contribute to the predominance of the market-inspired way of life over all others – and thereby edge out nonmarket values – love, care, service to others – handed down by preceding generations. The predominance of this way of life among those living in poverty-ridden conditions, with a limited capacity to ward off self-contempt and self-hatred, results in the possible triumph of the nihilistic threat in black America.Corporations thus capitalize on civil rights gains while commodifying the activist politics of communities and governmental organizations. In effect, the “status quo” of government that promotes economic justice and civil rights protections is fragmented and replaced by corporate domination and the rule of the free market. Instead of turning to non-commercial avenues of civil society to change oppressive relations of power, Americans opt for consuming social change in a laissez-faire economy that equates individualism and free choice with purchasing merchandise. In her powerful critique of class privilege and consumption-based individualism, Bell Hooks (2000, p. 81) explains how the media's use of race to promote a “shared culture of consumerism” vitiates community values and deflects attention from class antagonism. Such consumerism, Hooks maintains, promotes ambitions for lifestyles of conspicuous consumption and celebrity that renders incoherent and undesirable a democratic sensibility that made civil rights gains for women and minorities possible in the first place (Bell Hooks, 2000, p. 77).

The purpose of this paper is to analyze the relationship between affect space and bra design factors based on the observer's vision judgment.

First, using two dimensions of attractiveness and satisfaction to define the bra emotion space based on literature. Then, the mapping relation between bra design factors and emotional space is analyzed in visual perception. Finally, the model of bra emotion recognition based on design factors is established using the neural network BRP.

Users' emotions stimulated by bras can be automatically recognized based on their visual design factors. (1) attractiveness and satisfaction which are used to define bra emotions space show a linear correlation between each other in the human visual domain. (2) The design factors that cause attractiveness can also cause satisfaction. However, the factors that stimulate satisfaction do not necessarily attract users' interest, such as the ratio, location of embellishments, hollowed, core decoration and contour lines.

The analysis of bra emotion space may help designers to understand the relationship between bra visual appearance and emotion, and ask them to pay attention to empathic design factors. With the provided results, designers can also carry out and evaluate emotional bra design with high attractiveness and satisfaction.

This paper discusses the emotional attributes of bra visual design factors based on bra emotion space and explores the methods of bra emotion design.

To identify the Transcendental Essence of Humanity, the purpose of this paper is to describe in brief what kind of research became possible when the theory of, e.g. autopoiesis, Husserl’s Transcendental Consciousness and the theory of Rhodes and Thame came together to form a “transcendental” interview methodology.

Critical conceptual implications are drawn to form a new research method to explore a de-subjectified inner domain and to search for a possible common essence of humanity.

A Transcendental Emotional Reference was found practically alien to contemporary perspectives. Still, the reference governs the emotional structure of human experience. This different perspective answers basic questions of morality, organization theory and leadership.

The findings of the new research open a new and transparent perspective answering Grey’s question: “What is it to be human?” (Grey, p. 47, 2014.) A perspective shedding new light on the humanities. A research limitation is the number of respondents. Still, being transcendental the findings are theoretically valid for all.

The paper is based on a unique research enabling 32+ (ongoing research) respondents to explore their own and universally shared Transcendental domain.