情绪有哪几个基本状态 研究发现伪装积极情绪不利于工作效率

研究发现伪装积极情绪不利于工作效率  

We all have our bad days. No one is going to wake up each and every morning in a cheery mood. Sometimes we all feel just a little bit grumpier than usual
and that's just a part of being human. Yet once we get to the office
many in the workforce feel obligated to hide their emotions
whether they be frustration
anger
or sadness. Interestingly
a new study finds keeping one's behavior at the office authentic will result in greater productivity and a better relationship with co-workers. In other words: act how you feel
and don't fake it.
"We found that people who put forth effort to display positive emotions towards others at work receive higher levels of support and trust from co-workers
" explains Chris Rosen
management professor at the Sam M. Walton College of Business at the University of Arkansas
in a release. "These people also reported significantly higher levels of progress on work goals likely due to the support they received."
It's extremely mon for the average workspace to preach an attitude of unrelenting positivity. While this may be beneficial from the CEO's perspective
it just isn't realistic when applied to real people with real problems and daily tribulations. That's why
the research team have concluded
employees will actually feel better
work harder
and connect more with their peers if they don't hide their feelings with a fake smile.
大多数公司都宣扬一种没有人情味的积极的工作态度。也许从首席执行官的角度来看，这种积极性是有益的，但对于被真实问题和每日磨难困扰的人来说，这种要求太不现实了。因此，研究团队得出结论说，如果员工无需隐藏情绪、无需强装笑脸，他们的感觉会更好、工作会更努力，和同事的关系也会更紧密。
Over 2
500 working adults
from a variety of industries such as finance or engineering
took part in this research via surveys. The questionnaires measured o distinct types of on-the-job emotional regulation: surface acting and deep acting.
Surface acting means faking happiness while interacting with other employees
and deep acting refers to actively trying to change one's emotions and feelings in order to be more pleasant at work. The study's authors were interested to see how mon it is for working adults to regulate their emotions while on the clock
and if so
why? What benefits are employees gaining from such behavior?
After analyzing all of the survey responses
researchers identified four distinct types of individuals who disguise or regulate their emotions around co-workers. Non-actors rarely hide their true feelings
and if they do
only to a very small extent. Low actors usually take part in only slight deep and surface acting. Deep actors perform lots of deep acting and low levels of surface acting
and regulators exhibit high levels of both surface and deep acting.
Proportionally
non-actors were by far the smallest identified group in the study.
Regulators
or employees who tend to hide their true feelings most often
are usually motivated by feelings of self-interest. These people believe that by hiding their feelings they will gain access to additional work resources
and look good in front of their managers and co-workers. Deep actors
on the other hand
are usually more motivated by "pro-social" factors. This means they choose to hide their emotions because they believe it fosters a healthier working environment.
Regulators are the most likely of the four to experience great emotional fatigue and exhaustion. Meanwhile
deep actors tend to achieve improved well-being most frequently.
The study is published in the Journal of Applied Psychology.