). One of the positive relational outcomes of emotion at workplace is that emotion can lead to social support as part of workplace relationships. This kind of social support may include emotional support (letting others know they are cared for), informational support (providing information and advice in particular area), and instrumental support (providing physical or material assistance) from different sources. For instance, co-workers and supervisors may provide different kinds of social support due to their abilities and positions. Co-workers can provide informational support and emotional support by giving suggestions and encouraging each other. At the same time supervisors can provide informational support and instrumental support as they …show more content…
One of the negative relational outcomes of emotion at workplace relationship is the potential tensions due to the nature or relationships. The work environment makes it harder to share information between public and private, and it also complicated the relationship and the nature of communication between two people under such context. At the same time, emotion at workplace can challenge relational networks and emotional buzzing because the social networks in organizations are very dense and closely connected to each other. The final message may become totally different from the original one if each member within the organization embroiders the truth.
People may also experience conflicting allegiances at workplace, in the way people choosing some groups of members to communicate more frequently than the other, which can lead to the feeling of jealousy or betrayal. What’s more, potential tensions at workplace will lead to strong feeling about what is right and fair about work, as we call it emotional rights and obligations. People feel easily violated when the issue comes to equality at work
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There are three core workplace stressors that might lead to burnout: workload, role conflict, and role ambiguity. Workload stress includes “too much” work or having work that is too difficult. Like we’ve mentioned in the positive relational outcomes of emotion at workplace, one of the positive outcomes is that emotion can lead to social support such as instrumental support. When supervisors reduce the workload and difficulty for organizational members, they are less likely to experience burnout. Role conflict, and role ambiguity are both stressors that focus on role taking. While social support and workplace friendships may also help with one’s role taking process, he or she might be forced to meet the potential tensions or different kinds of work abuse at the workplace, which brings the dark sides of workplace