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We review the literature on stress in organizational settings and, based on a model of job insecurity and emotional intelligence by Jordan, Ashkanasy and Härtel (2002), present a new model where affective responses associated with stress mediate the impact of workplace stressors on individual and organizational performance outcomes. Consistent with Jordan et al., emotional intelligence is a key moderating variable. In our model, however, the components of emotional intelligence are incorporated into the process of stress appraisal and coping. The chapter concludes with a discussion of the implications of these theoretical developments for understanding emotional and behavioral responses to workplace.

In this chapter, we develop and present the Multi-Perspective Multilevel Model of emotional labor in organizations. This model is based on three perspectives: (1) a service requirement, (2) an intra-psychic process, and (3) an emotional display, each involving five levels of analysis: within-person, between persons, in interpersonal exchanges, in groups, and across the organization as a whole. Our model is differentiated from earlier characterizations of emotional labor in that we propose that the phenomenon begins with energy generation instead of energy depletion; and is neither a one-way nor a one-by-one service episode. We further proffer that the intra-psychic processes embedded in emotional labor represent a form of social self-regulation that impacts across multiple levels within service organizations. We conclude by discussing the implications and limitations of our model for emotional labor research.

In response to recent calls to better understand the brain’s role in organizational behavior, we propose a series of theoretical tests to examine the question “can brains manage?” Our tests ask whether brains can manage without bodies and without extracranial resources, whether they can manage in social isolation, and whether brains are the ultimate controllers of emotional and cognitive aspects of organizational behavior. Our analysis shows that, to accomplish work-related tasks in organizations, the brain relies on and closely interfaces with the body, interpersonal and social dynamics, and cognitive and emotional processes that are distributed across persons and artifacts. The results of this “thought experiment” suggest that the brain is more appropriately conceived as a regulatory organ that integrates top-down (i.e., social, artifactual and environmental) and bottom-up (i.e., neural) influences on organizational behavior, rather than the sole cause of that behavior. Drawing on a socially situated perspective, our analysis develops a framework that connects brain, body and mind to social, cultural, and environmental forces, as significant components of complex emotional and cognitive organizational systems. We discuss the implications for the emerging field of organizational cognitive neuroscience and for conceptualizing the interaction between the brain, cognition and emotion in organizations.

The rise of the general systems theory in the twentieth century would not have been possible without the concept of feedback. Of special interest to the present paper is Niklas Luhmann’s reconstruction and critique of Wiener’s cybernetic approach to the feedback concept. Luhmann has suggested that the operation of the feedback-controlled systems potentially poses problems of sustainability. The purpose of this paper is to explore this suggestion in more detail.

The reconstruction of the arguments of Luhmann and Wiener shows that both scholars approached the feedback concept from the “system-environment” perspective. Luhmann takes system-environment relations to be inherently precarious. Wiener underscores the importance of the sensitivity of the feedback-controlled systems to their environment.

Drawing on Norbert Wiener’s and Niklas Luhmann’s ideas, the paper shows that every specification of the feedback mechanism implies the drawing of the moral boundary that demarcates those parts of the environment to which the relevant system is sensitive from those to which it is not. A likely outcome of this boundary drawing is the maintenance of intra-systemic complexity at the cost of the deteriorating sustainability of the system in its environment.

Until today, the general system theory has sought to explain organized complexity and rightly underscored the role of feedback in maintaining it, thereby inadvertently creating the chasm between the complexity and sustainability dimensions of human civilization. The present paper pleads for reorienting of the systems-theoretic analysis of the feedback concept toward closing this chasm.

This chapter, which is in themes, starts with a survey of the rise of environmentalism for the purpose of sustainability. It then evaluates the roles of nongovernmental organisations' (NGOs') self-regulation and government regulation on the need for accountability that ensures sustainability. NGOs' accountability is a way of making sure that stakeholders' social, environmental and economic sustainability are protected and rigorously evaluated. This chapter further examines what the enduring mechanisms should be if true accountability, which leads to sustainability, will be achieved to suggest a holistic accountability that involves downward and upward accountability. In doing so, this chapter utilised the identified five mechanisms that ensure the continuity of world sustainability, which is prima-facie, the objective of funders/donors, beneficiaries/stakeholders and the NGO's loop.

The purpose of this research is to examine frontline employees' self-monitoring personality as an antecedent of their emotional exhaustion and how supervisor-rated performance mediates this relationship. In addition, the authors explored the moderating role of perceived competitive climate on the indirect relationship between self-monitoring and emotional exhaustion.

Two hundred and thirty-seven frontline employees and their immediate supervisors working in hospitality organizations responded to the survey using time lagged research design. Measurement model was tested using confirmatory factor analysis to assess the distinctiveness of study constructs, and proposed moderated mediation model was tested using Process macro.

Results show that high self-monitoring leads to high supervisor-rated performance, and this relationship is stronger in highly competitive work climate. The supervisor-rated performance was negatively related to emotional exhaustion.

This study is the first to examine the interaction effects of self-monitoring and perceived competitive climate on frontline employees' performance and emotional exhaustion, particularly in the frontline jobs. Supervisor-rated performance has not been previously theorized or researched as an underlying mechanism of the effect of self-monitoring on emotional exhaustion.

With the rise in adverse impact of excessive technology use, such as smartphone; the issue of smartphone addiction has gained the attention of researchers in recent years. Therefore, this study undertakes to review the literature on smartphone addiction research by identifying the current state of research in this domain and the future avenues that need to be addressed.

A comprehensive bibliometric analysis was conducted on 652 articles extracted from SCOPUS database. Publications were extracted from Scopus by performing a keyword search of “Smartphone Addiction” OR “Problematic smartphone use”. Bibliometric methods such as performance analysis and science mapping were used to perform the overview of smartphone addiction research. In addition, VOSviewer software was used to organise, analyse and present the data. This study identifies the most prolific authors, journals, documents, collaborative work, major research themes, potential research avenues in this field of research.

The result shows that the research on smartphone addiction has increased recently, the dominance of research is found in few countries only. There is preponderance of research in this domain in Asian countries, particularly South Korea and still there is a significant scope for future research in this area, which is presented in detail in this study. The research on smartphone addiction has been mainly conducted in the field of medicine and psychology; the other subjects lack behind by a significant margin in terms of research publications in this domain. The findings suggest Elhai (US) is the most influential researcher in this field, and US has shown high collaboration in smartphone addiction research with other countries as well as with authors within its domestic territory. Thematic map obtained from R software presents the evolution of themes. It shows that quality of life, social support, self-efficacy, anxiety and depression are major variables studied over the period. Respondents in most of the studies were university students, as the young generation is technology-savvy and is more attracted to gadgets such as smartphones.

This study provides an overview of research on smartphone addiction through an exhaustive bibliometric analysis to organise the fragmented literature on smartphone addiction and provide structure for future research in the domain. This is the first study of its kind on the subject. This study has found important future research avenues in the domain, which need to be addressed. Also, it will provide guidance to stakeholders from different backgrounds like, manufacturers, marketers, regulators, policymakers, consumers and academicians to contribute in controlling this problem as a part of their social responsibility.

This paper is unique in the sense that it, for the first time, attempts to provides valuable insights on the current status of research on smartphone addiction and also provides guidance for potential future agenda through bibliometric and content analysis techniques.

In recent years, it has become evident that self-regulation plays a central role in human functioning, including learning and achievement in school. Although there are different definitions of self-regulation, there is general consensus that it refers to a multi-component, iterative, self-steering process that targets one's own cognitions, feelings, and actions, as well as features of the environment for modulation in the service of one's own goals (Boekaerts, Maes, & Karoly, 2005). Educational psychologists agree that learning in the classroom involves cognitive and affective processing and is heavily influenced by social processes. This implies that students should be able and willing to regulate their cognitions, motivation, and emotions, as well as to adapt to the social context in order to facilitate their learning. Yet, there is at present neither a uniformly accepted definition of self-regulation nor that of self-regulated learning. Most theorists agree that self-regulation in the classroom is neither an all-or-none process nor a property of the learning system. Rather, it consists of multiple processes and components that interact in complex ways. Definitions have focused either on the structure of self-regulation, describing the different components of the self-regulation process, or on the processes that are involved.

Searching for a job is an important process that influences short- and long-term career outcomes as well as well-being and psychological health. As such, job search research has grown tremendously over the last two decades. In this chapter, the authors provide an overview of prior research, discuss important trends in current research, and suggest areas for future research. The authors conceptualize the job search as an unfolding process (i.e., a process through which job seekers navigate through stages to achieve their goal of finding and accepting a job) in which job seekers engage in self-regulation behaviors. The authors contrast research that has taken a between-person, static approach with research that has taken a within-person, dynamic approach and highlight the importance of combining between- and within-person designs in order to have a more holistic understanding of the job search process. Finally, authors provide some recommendations for future research. Much remains to be learned about what influences job search self-regulation, and how job self-regulation influences job search and employment outcomes depending on individual, contextual, and environmental factors.