Affective climate and organization-level emotion management

Neal M. Ashkanasy, Charmine E.J. Hartel, Agata Bialkowski

Research output: Chapter in Book/Report/Conference proceedingChapter (Book)Otherpeer-review

4 Citations (Scopus)


While scholars have studied the role of emotions in work settings since Aristotle (see Mastenbroek, 2000, for a historical overview), the topic did not enter mainstream organizational scholarship until the 1990s (Ashkanasy, Härtel, & Daus, 2002; Härtel, Zerbe, & Ashkanasy, 2005). In this chapter, we utilize the five-level model developed by Ashkanasy (2003; see also Ashkanasy & Dorris, 2017; Ashkanasy & Humphrey, 2011) as an organizing framework in reviewing research on ways institutional leaders should manage employee emotions at the organization-wide level. We start with a brief summary of the five-level model before offering recommendations as to (a) how organizational leaders can foster positive affective organizational cultures and climates; and (b) how leaders may avoid creating negative affective organizational cultures and climates. We conclude by discussing the need for leaders to emphasize the value of experiencing and expressing positive and negative affect, and we offer suggestions for future research.

Original languageEnglish
Title of host publicationThe Cambridge Handbook of Workplace Affect
EditorsLiu-Qin Yang, Russell Cropanzano, Catherine S. Daus, Vincente Martínez-Tur
Place of PublicationCambridge UK
PublisherCambridge University Press
Number of pages11
ISBN (Electronic)9781108573887
ISBN (Print)9781108494038, 9781108463782
Publication statusPublished - 2020
Externally publishedYes


  • Emotions
  • positive affective organizational cultures and climates
  • expressing emotions
  • managing employee emotions
  • affective experiences

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