Worry at work: How organizational culture promotes anxiety

Yip, Jeremy A.; Levine, Emma; Brooks, Alison Wood; Schweitzer, Maurice E.

doi:10.1016/j.riob.2020.100124

Cited by 22 publications

(24 citation statements)

References 143 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…We argue that the study of anxiety as a follower outcome is particularly important because the experience of anxiety can have destructive consequences [19], including depleted self-regulation, and increased and prolonged emotional exhaustion [6]. In addition, anxious individuals, in their aim to lower their anxiety oftentimes reach out to others for advice, but also are more likely to accept un-advantageous or even inappropriate and harmful advice from others [43].…”

Section: Discussionmentioning

confidence: 99%

“…This transient episode of anxiety, triggered by a threatening or uncertain situation, is referred to as state anxiety. State anxiety is short in duration, unlike mood or other forms of dispositional affect [19], and is particularly important in the transfer of emotion in communication because anxiety is functional and "can facilitate constructive behavior" [19]. For example, in response to situation-specific threats, anxious individuals are more likely to detect and recognize potential threats, protect themselves or others, and in general, become more vigilant [20].…”

Section: Anxiety Contagion Between Leaders and Followersmentioning

confidence: 99%

“…Hence, some individuals have a greater tendency to experience anxiety [5], known as trait anxiety. Trait anxiety, in combination with state anxiety, influences an individual's magnitude of experienced anxiety in any given situation [19]. Individuals who are predisposed to experience anxiety (i.e., trait anxiety) tend to perceive situations as more threatening, pay more attention to presented negative information, and tend to experience stronger physiological and psychological sensations [22].…”

Section: The Role Of Trait Anxietymentioning

confidence: 99%

See 2 more Smart Citations

Don’t you tweet me badly: Anxiety contagion between leaders and followers in computer-mediated communication during COVID-19

2022

View full text Add to dashboard Cite

Do organizational leaders’ tweets influence their employees’ anxiety? And if so, have employees become more susceptible to their leader’s social media communications during the COVID-19 pandemic? Based on emotional contagion and using machine learning algorithms to track anxiety and personality traits of 197 leaders and 958 followers across 79 organizations over 316 days, we find that during the pandemic leaders’ tweets do influence follower state anxiety. In addition, followers of trait anxious leaders seem somewhat protected by sudden spikes in leader state anxiety, while followers of less trait anxious leaders are most affected by increased leader state anxiety. Multi-day lagged regressions showcase that this effect is stronger post-onset of the COVID-19 pandemic compared to the pre-pandemic crisis context.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Anxiety Contagion Between Leaders and Followersmentioning

confidence: 99%

Section: The Role Of Trait Anxietymentioning

confidence: 99%

See 1 more Smart Citation

Don’t you tweet me badly: Anxiety contagion between leaders and followers in computer-mediated communication during COVID-19

2022

View full text Add to dashboard Cite

show abstract

“…According to Luhmann [ 28 ] trust is a mechanism for reduction of social complexity. According to recent research on organizational culture [ 62 ], anxiety in organization might be caused by factors like result-orientation under time pressure, lack of consensus about norms and mismatch between organizational norms and values. In our case, the managers were facing all these three challenges, to a high degree triggered by the organizational hybridity.…”

Section: Discussionmentioning

confidence: 99%

Trust-based service innovation of municipal home care: a longitudinal mixed methods study

Eide

Gullslett

Eide

et al. 2022

BMC Health Serv Res

View full text Add to dashboard Cite

Background In Scandinavia, various public reforms are initiated to enhance trust in the healthcare services and the public sector in general. This study explores experiences from a two-step service innovation project in municipal home care in Norway, coined as the Trust Model (TM), aiming at developing an alternative to the purchaser-provider split (PPS) and enhancing employee motivation, user satisfaction, and citizen trust. The PPS has been the prevalent model in Norway since the 1990s. There is little empirical research on trust-based alternatives to the PPS in healthcare. The overall objectives of this study were to explore facilitators and barriers to trust-based service innovation of municipal homecare and to develop a framework for how to support the implementation of the TM. Methods The TM elements were developed through a comprehensive participatory process, resulting in the decision to organize the home care service in small, self-managed and multidisciplinary teams, and trusting the teams with full responsibility for care decisions and delivery within a limited area. Through a longitudinal mixed methods case study design a) patients’ expressed values and b) factors facilitating or preventing the service innovation process were explored through two iterations. The first included three city districts, three teams and 80 patients. The second included four districts, eight teams and 160 patients. Results The patient survey showed patients valued and trusted the service. The team member survey showed increased motivation for work aligned with TM principles. Both quantitative and qualitative methods revealed a series of facilitators and barriers to the innovation process on different organizational levels (teams, team leaders, system). The key message arising from the two iterations is to keep patients’ values in the centre and recognize the multilevelled organizational complexity of successful trust-based innovation in homecare. Synthesizing the results, a framework for how to support trust-based service innovation was constructed. Conclusions Trust-based innovation of municipal homecare is feasible. The proposed framework may serve as a tool when planning trust-based innovation, and as a checklist for implementation and improvement strategies. Further research is needed to explore the validity of the framework and its replicability in other areas of healthcare.

show abstract

“…However, we argue that the study of the transfer of anxiety from organizations to the public is underdeveloped and warrents further investigation. We based this argument on a) the lack of research conducted on public anxiety as a crisis emotion in response to organizational announcements on social media and b) because the experience of anxiety can have destructive consequences [ 37 ] that go well beyond harming organizational reputation, but rather can carry personal mental health consequences for customers and the public alike, including depleted self-regulation, and increased and prolonged emotional exhaustion [ 38 ].…”

Section: Discussionmentioning

confidence: 99%

Is it too late now to say we’re sorry? Examining anxiety contagion and crisis communication strategies using machine learning

Gruda

Ojo

2022

PLoS ONE

View full text Add to dashboard Cite

In this paper, we explore the role of perceived emotions and crisis communication strategies via organizational computer-mediated communication in predicting public anxiety, the default crisis emotion. We use a machine-learning approach to detect and predict anxiety scores in organizational crisis announcements on social media and the public’s responses to these posts. We also control for emotional and language tones in organizational crisis responses using a separate machine learning algorithm. Perceived organizational anxiety positively influences public anxiety, confirming the occurrence of emotional contagion from the organization to the public. Crisis response strategies moderated this relationship, so that responsibility acknowledgment lowered public anxiety the most. We argue that by accounting for emotions expressed in organizational crisis responses, organizations may be able to better predict and manage public emotions.

show abstract

Worry at work: How organizational culture promotes anxiety

Cited by 22 publications

References 143 publications

Don’t you tweet me badly: Anxiety contagion between leaders and followers in computer-mediated communication during COVID-19

Don’t you tweet me badly: Anxiety contagion between leaders and followers in computer-mediated communication during COVID-19

Trust-based service innovation of municipal home care: a longitudinal mixed methods study

Is it too late now to say we’re sorry? Examining anxiety contagion and crisis communication strategies using machine learning

Contact Info

Product

Resources

About