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Purpose: In this summative article the volume editors discuss some of the “antidotes” to negative emotions that the authors in this volume have set out. Design: The summary is arranged in five sections: (1) Negative emotions as learning opportunities; (2) attributions and cognitive reframing; (3) importance of emotional intelligence; (4) leader empathy and organizational support; and (5) benefits of solving negative employee emotions. Findings: Despite the pervasiveness of negative emotions and experiences in organizations, they can lead to positive outcomes if handled appropriately. Research Implications: The contributions to this volume focus on a wide variety of important but underresearched topics in emotions and affect; and contain many original solutions to dealing with such emotions that may ultimately prove beneficial to organizations. Practical Implications: Organizations that are good at helping their employees cope with negative emotions have a competitive advantage in improving their employees' job performance and organizational commitment. Social Implications: The negative emotions examined in the articles presented in this volume have an impact on employee well-being. Thus, coping with these emotions is crucial to society. Originality/Value: The articles in this volume provide a variety of original solutions to what some might see as an “epidemic”’ of negativity in organizations.

Recent years have seen an upsurge of interest in the study of emotions in organizations. Research, however, has been hampered by the ephemeral nature of emotions and a lack of an integrated multi-level model. This article therefore presents a five-level model of emotions in organizations. At the lowest level is within-person variation, defined in terms of affective events theory. Levels of the model then proceed through individual, dyadic relationship, group, and organization-wide perspectives. The article also outlines the neurophysiological processes that underlie the experience, perception, and communication of emotion; it concludes with a discussion of implications for research and practice.

Given the growing interest in social movements as policy agenda setters, this paper investigates the contexts within which movement groups and actors work with political elites to promote their common goals for policy change. In asking how and why so-called outsiders gain access to elites and to the policymaking process, I address several contemporary theoretical and empirical concerns associated with policy change as a social movement goal. I examine the claim that movements use a multipronged, long-term strategy by working with and targeting policymakers and political institutions on the one hand, while shaping public preferences – hearts and minds – on the other; that these efforts are not mutually exclusive. In addition, I look at how social movement organizations and actors are critical in expanding issue conflict outside narrow policy networks, often encouraged to do so by political elites with similar policy objectives. And, I discuss actors’ mobility in transitioning from institutional activists to movement and organizational leaders, and even to protesters, and vice versa. The interchangeability of roles among actors promoting social change in strategic action fields points to the porous and fluid boundaries between state and nonstate actors and organizations.

Weiss and Isen have provided many supportive comments about the multi-level perspective, but also found limitations. Isen noted the importance of integrating affect, cognition, and motivation. Weiss commented similarly that the model lacked an integrating “thread.” He suggested that, to be truly multilevel, each level should constrain processes at other levels, and also provide guidance for the development of new concepts. Weiss also noted that the focus on biological processes was a strength of the model. I respond by suggesting that these very biological processes may constitute the “missing” thread. To illustrate this, I discuss some of the recent research on emotions in organizational settings, and argue that biology both constrains and guides theory at each level of the model. Based on this proposition, I revisit each of the five levels in the model, to demonstrate how this integration can be accomplished in this fashion. Finally, I address two additional points: aggregation bias, and the possibility of extending the model to include higher levels of industry and region.

As a growing population of students in the U.S. education system, it is important to study the extent to which Latino students experience bullying victimization. In this study, a nationally representative sample of Latino high school students is analyzed for this purpose.

Data from the Education Longitudinal Study of 2002 including students’ family immigration, participation in extracurricular activities, and reports of bullying victimization are analyzed. In order to make comparisons within the sample of Latino students, the sample is disaggregated between students attending school in new Latino immigrant destinations and traditional Latino immigrant destinations. Poisson regression is used in all multivariate analyses.

In new Latino destinations, Latino students are just as likely to report being bullied as white students. In addition, in new destinations Latino students are bullied in connection with participating inhumanities-related extracurricular activities. Further, they are more likely to be bullied for this participation in comparison to students of other races/ethnicities. Finally, these relationships are significant even after accounting for the fact that third generation, more established students are more likely to report being bullied.

Teachers, school administrators, parents, and researchers should be aware that Latino students can be bullied based on status-conferring activities such as extracurricular activities. This appears to be most pronounced in new Latino immigrant destinations where there is recent influx of Latinos. Efforts to prevent bullying in these areas can be combined with programs that seek to promote cross-ethnic understanding and academic/extracurricular enrichment.

This study provides valuable information on the experience of Latino students and bullying victimization.

Previous research has found that people who use anabolic androgenic steroids (hereafter ‘steroids’) typically describe these drugs as safe. However, research exploring the inside perspective on steroid risk has focussed on steroids in general, and failed to examine how particular steroids are viewed and experienced. During my online ethnographic research in bodybuilding communities, I found discussion of one particular steroid said to cause significant physical, psychological, social and sexual harm: trenbolone. Trenbolone is a veterinary drug used to increase muscle in beef cattle that has been found to have neurodegenerative and genotoxic effects on animals. It has been used by bodybuilders since the 1980s, and recent research has found it to be one of the most popular steroids used by bodybuilders. If trenbolone is described by bodybuilders as causing significant harm, why do so many bodybuilders use it? This chapter attempts to answer this question through a description of bodybuilder folk models of trenbolone risk. Using a social life of drugs approach it describes: (1) the effects of trenbolone; (2) how these effects are given meaning as either harms or benefits, and then weighed against each other; (3) how the risks of trenbolone are reduced through harm reduction strategies and (4) the role of online communities in negotiations of trenbolone risk. Trenbolone was found to occupy a mythical status in bodybuilding communities, in part because of the conflicted relationship bodybuilders have with the drug. This conflicted relationship illustrates the inherent ambivalence of drugs, which are always both remedy and poison.

In this chapter, we reanalyze the conceptual map of emotional labor in order to provide a more nuanced understanding of the construct. Our starting point is Ashkanasy's (2003) five-level model of emotions in organizations, which places emotional labor at the midpoint (Level 3): the interpersonal level. We argue here that emotional labor is a complex construct that can be viewed from different levels of organizational analysis. For example, it can also be considered as an organizational level variable (Level 5) and from the within person perspective (Level 1). More particularly, we posit that recent fragmentation of the construct of emotional labor in the literature has tended to divert the focus from its primary purpose: a value adding activity for the organization. In this chapter, therefore, we describe and discuss horizontal and vertical relationships between the key elements of the conceptual map of emotional labor and suggest directions for future research.

The purpose of the current chapter is to meta-analytically examine the nomological network around emotional labor. The results show that negative display rules, high level of job demand, frequent contacts with customers, and lack of autonomy and social support are significantly related to surface acting, whereas display rules, opportunities to display various emotions, and frequent, intensive, and long time contacts with customers are significantly related to deep acting. Further, people high on negative affectivity and neuroticism are more likely to surface act, whereas people high on positive affectivity and extraversion are more likely to deep act. In addition, surface acting is mainly associated with undesirable work outcomes, whereas deep acting is mainly related to desirable work outcomes.