The generation and function of moral emotions in teams: An integrative review.

By considering moral emotions in light of a team context, we offer a new way of thinking about the socially embedded nature of moral emotions and how they influence various types of ethical behaviors in teams. To achieve this goal, we review the key literature on moral emotions within teams. We integrate this literature with Bandura's (1991, 2002, 2008) theory of moral thought and action, coupled with the social functional account of emotions (Keltner & Haidt, 1999) to examine how team norms are connected, through their influence on individual team members' moral emotions, to ethical behavior within team contexts. This review and integration highlights how team norms regarding moral approbation and moral perspective taking influence members' proscriptive (e.g., fear, guilt, shame, embarrassment) and prescriptive (e.g., sympathy/compassion, pride) moral emotions. In turn, each of these moral emotions has unique action tendencies linked to 1 or more of 3 different types of ethical behaviors witnessed in teams: compliance behaviors, humanistic behaviors, and supererogatory behaviors. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Consequences of employee attributions in the workplace: the role of emotional intelligence / Consecuencias de las atribuciones de los empleados en el lugar de trabajo: el papel de la inteligencia emocional

We present a theoretical model of attributions and emotions, and the behavioral and psychological consequences of these in the workplace.Expanding on Weiner’s (1985) framework, we argue that emotional intelligence plays a moderating role in the attribution-emotion-behavior process. Specifically, the emotional intelligence dimensions of perception, facilitation, and understanding emotion are posited to moderate the relationship between outcome-dependent affect and attribution formation. Further, the emotion management dimension of emotional intelligence is argued to moderate the relationship between attributions and subsequent emotional responses. These emotional responses are then argued to influence behavioral, motivational, and psychological consequences in the workplace

Presentamos un modelo teórico de las atribuciones y emociones, y las consecuencias psicológicas y comportamentales de ambas en el lugar de trabajo. Ampliando el marco propuesto por Weiner (1985), sugerimos que la inteligencia emocional juega un papel moderador en el proceso de atribución-emoción-conducta. Específicamente, para las dimensiones de inteligencia emocional percepción, facilitación y comprensión de las emociones proponemos su papel moderador entre la relación del estado de ánimo dependiente de los resultados y la formación de atribuciones. Más aún, para la dimensión de inteligencia emocional manejo de las emociones proponemos su papel moderador en la relación entre las atribuciones y las respuestas emocionales posteriores. La influencia de estas respuestas emocionales en las consecuencias comportamentales, motivacionales y psicológicas en el lugar de trabajo es justificada

Consequences of employee attributions in the workplace: the role of emotional intelligence.

We present a theoretical model of attributions and emotions, and the behavioral and psychological consequences of these in the workplace. Expanding on Weiner's (1985) framework, we argue that emotional intelligence plays a moderating role in the attribution-emotion-behavior process. Specifically, the emotional intelligence dimensions of perception, facilitation, and understanding emotion are posited to moderate the relationship between outcome-dependent affect and attribution formation. Further, the emotion management dimension of emotional intelligence is argued to moderate the relationship between attributions and subsequent emotional responses. These emotional responses are then argued to influence behavioral, motivational, and psychological consequences in the workplace.