組織情緒研究之回顧與前瞻

Emotion Studies in Organizations in Taiwan: A Critical Review

本文針對近百年來組織情緒研究議題，進行回顧與前瞻。在「回顧」的部分，本文將情緒研究的歷史沿革切分成四個時期：黑暗期（十九世紀末期到第二次世界大戰）、萌芽期（第二次世界大戰至八○年代初期）、開展期（八○年代初期Hochschild）提出工作情緒之新概念至九○年代初期）、乃至茁壯期（九○年代初期迄今），並分別討論每個階段中情緒的議題在組織行為研究中的角色與地位。另外，鑒於國外組織情緒研究的熱潮已逐漸蔓延至國內，因此本文也針對八○年代中期至今國內所累積的研究成果，進行有系統的整理與分析。在「前瞻」的部分，本文將目前組織情緒的研究區分成五大取向：（1）情緒是主觀感受、（2）情緒是潛在特徵、（3）情緒是人際互動的一環、（4）情緒是工作的一部分、及（5）情緒是文化的內涵之一。這五大取向的意義、目前趨勢、未來研究方向、及其本土研究的意涵，將在文中進行討論。最後，本文以「由外圍到核心，由對立到統合，由單元到多元，由國外到本土」做總結。

The purpose of this paper is to review the literature in emotion research in organizations over the past one hundred years, and to address some research issues in the future. In the “review” part, the authors divide the history of emotion research in organization into four periods: “dark period” (from the end of 19th century to World War II), “budding period” (from World War II to 1980s), “developing period” (from Hochschild (1983) proposing new concepts in work emotion to the beginning of 1990s), and “vigor period” (1990s till now). The role and status of emotion research at each period will be discussed. Besides, reflecting the growing popularity of emotion research in organizations in the Western societies, more and more studies have also been done in Taiwan since mid 1980s. These studies will be reviewed too. In the “prospects” part, the authors address five research orientations in this area of study: (1) emotion as subjective feelings, (2) emotion as underlying characteristics, (3) emotion as interpersonal transactions, (4) emotion as a part of job, (5) emotion as the content of culture. The meanings, current research trends, further research directions, and implications for indigenous research will be discussed for each orientation.