情緒管理或情緒調節在服務性組織中是一個普遍受關注的議題。服務性組織通常

情緒管理或情緒調節在服務性組織中是一個普遍受關注的議題。服務性組織通常會期望員工能夠調節自我的覺醒(arousal)與認知(cognition)，以便在工作中表現出適當的情緒(Grandey, 2000)。情緒調節是一種可自我調節的個人資源(Buruck, Dörfel, Kugler, & Brom, 2016; Liu, Wang, Chang, Shi, & Zhou, 2015)，這種資源可以補充與改善。情緒調節可協助員工控制狀態性情緒(state emotion)，將心思重新導向到工作上(例如努力服務下一位顧客)，否則容易陷入反芻思考或行為偏差(Liu et al., 2015)。情緒調節可以透過外在的訓練與治療加以改善(Aldao, Nolen-HOeksema, & Schweizer, 2010)，像是臨床心理學常運用的dialectical behavioral therapy (Linehan, 1993), emotion focused therapy (Greenberg, 2002), acceptance- and mindfulness-based therapy (Hayes, Strosahl, & Wilson, 1999; Roemer, Orsillo, & Salters-Pedneault, 2008)，以及emotion-regulation therapy (Mennin & Fresco, 2009)等等。

結果 (英文) 1:

Emotional management or emotional adjustment issues in service organizations is a common concern. Service organizations often expect employees to self-regulation of arousal (arousal) and cognitive (cognition), in order to show the proper emotions (Grandey, 2000) at work. Emotion regulation is a self-adjusting personal resources (Buruck, Dörfel, Kugler, & Brom, 2016; Liu, Wang, Chang, Shi, & Zhou, 2015), this resource can supplement and improve. Emotion regulation can help employees control the emotional state (state emotion), the mind will be redirected to the job (for example, strive to serve the next customer), or easy to fall into thinking or ruminating behavior deviation (Liu et al., 2015). Emotion regulation may be through external training and improvement of treatment (Aldao, Nolen-HOeksema, & Schweizer, 2010), such as clinical psychology often make use of dialectical behavioral therapy (Linehan, 1993), emotion focused therapy (Greenberg, 2002) , acceptance- and mindfulness-based therapy (Hayes, Strosahl, & Wilson, 1999; Roemer, Orsillo, & Salters-Pedneault, 2008), as well as emotion-regulation therapy (Mennin & Fresco, 2009) and so on.

結果 (英文) 2:

Emotional management or mood regulation is a common concern in service organizations. Service organizations often expect employees to be able to adjust their self-awakening and cognition in order to show appropriate emotions at work (Grandey, 2000). Emotional regulation is a self-regulating personal resource (Buruck, D?rfel, Kugler, and Brom, 2016; Liu, Wang, Chang, Shi, and Zhou, 2015), this resource can be supplemented and improved. Emotional adjustment helps employees control state emotions and redirect their minds to work (e.g., trying to serve the next customer), otherwise they are prone to reflexive thinking or behavioral bias (Liu et al., 2015). Emotional regulation can be improved through external training and treatment (Aldao, Nolen-HOeksema, and Schweizer, 2010), as often used in clinical psychology, the clinical practice of the end of the field of derhydative therapy (Linehan, 1993), emotion focused therapy (Greenberg, 2002), acceptance-and-mindful-and-mindfulness-based therapy (Hayes, Strosahl, s Wilson, 19 99; Roemer, Orsillo, salters-Pedneault, 2008, and emotion-regulation therapy (Mennin and Fresco, 2009) and more. ...

結果 (英文) 3:

Emotion management or emotion regulation is a common concern in service organizations. Service organizations usually expect employees to regulate their arousal and cognition in order to show appropriate emotions at work (Grandey, 2000). Emotion regulation is a self-regulated personal resource (buruck, D ö rfel, Kugler, & Brom, 2016; Liu, Wang, Chang, Shi, & Zhou, 2015), this resource can be supplemented and improved. Emotion al regulation can help employees control state emotionality and redirect their mind to work (such as working hard to serve the next customer), otherwise they are prone to ruminate or behavior deviation (Liu et al., 2015). Emotional regulation can be improved through external training and treatment (aldao, Nolen hoeksema, &Schweizer, 2010), such as the typical behavioral therapy (Linehan, 1993), emotion focused therapy (Greenberg, 2002), acceptance - and mindfulness based therapy (Hayes, strosahl, & Wilson, 1999; Roemer, orsillo, & Salters pednault, 2008), and emotion regulation therapy (mennin & fresco, 2009), etc.