Crossover of Discrete Emotion and its Effect on Employees’ Wellbeing
Abstract
The purpose of this study is threefold, that is, to examine discrete emotion and how it could contribute to the crossover phenomena in organizations, to examine how crossover affect employees’ burnout and engagement, to develop a theoretical framework of discrete emotion as mediator and its crossover in the relationship between job demand, resource and employees’ wellbeing. This paper examined past studies from Proquest, SAGE, Springer, JStor and Emerald online Database that are related to discrete emotion, spillover-crossover model, burnout and engagement. Fifty papers were reviewed from the online databases within the year 2004 to 2015. Findings show that discrete emotion has some effect on employees’ wellbeing through crossover phenomena process. Positive emotions, such as, joy and happiness can accelerate a person’s recovery from the physiological effects of negative emotions. Employees react to the antecedent and possess a discrete emotion. Employees’ discrete emotion makes crossover towards colleagues and triggers the intensity of their psychological state (engage, burnout). Practical intervention for human resource development professionals were suggested to assist employees and organizations on making it known about knowledge on discrete emotion and how it can affect employees’ wellbeing. This research produces a theoretical concept to examine the predictive potential of discrete emotion that leads to crossover phenomena in determining employees’ burnout and engagement.
Keywords: discrete emotion; spillover-crossover; burnout; engagement
References
Alfredo, R. M., SanzVergel, A. I., Demerouti, E., & Bakker, A. B. (2013). Engaged at work and happy at
home: A spillover-crossover model. Journal of Happiness Studies,
(2), 271-283 .
Bakker, A., & Schaufeli, W. (2000). Burnout contagion processes among
https://doi.org/10.1111/j.1559-1816.2000.tb02437.x
teachers. Journal of Applied Social Psychology, 30(11), 2289-2308.
Bakker, A. B., Demerouti, E., de Boer,
E., & Schaufeli, W. B. (2003).
Job demand and job resources as predictors of absence duration and
frequency. Journal of Vocational
Behavior, 62(2), 341-356.
Bakker, A. B., Demerouti, E., & Verbeke,
W. (2004). Using the Job Demands-Resources Model to predict
burnout and performance. Spring,
(1), 83-104.
Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2005). The crossover
of burnout and work engagement
among working couples. Human
Relations, 58(5), 661-689.
Bakker, A .B. (2005). Flow among music teachers and their students:
the crossover of peak experiences,
Journal of Vocational Behavior,
(1), 26-44.
Bakker, A.B., Van Emmerik, I. J. H., &
Euwema, M.C. (2006). Crossover
of burnout and engagement in
work teams. Work & Occupations,
(4), 464-89.
Bakker, A. B., & Demerouti, E. (2009).
The crossover of work engagement
between working couples: A closer
look at the role of empathy. Journal
of Managerial Psychology, 24(3),
-236.
Bakker, A. B., Westman, M., & Emmerik,
I. J. H. Van. (2009a). Advancements in crossover theory. Journal
of Managerial Psychology, 24(3),
-219.
Bakker, A. B., Westman, M., & Emmerik, I.
J. H. Van. (2009b). Advancements
in crossover theory. Journal of
Managerial Psychology, 24(3),
-219.
Bakker, A. B., Albrecht, S. L., & Leiter, M.
P. (2011). Key questions regarding
work engagement. European Journal of Work and Organizational
Psychology, 20(1), 4-28.
Bakker, A. B., Shimazu, A., Demerouti,
E., Shimada, K., & Kawakami, N.
(2011). Crossover of work engagement among Japanese couples: Perspective taking by both partners.
Journal of Occupational Health
Psychology, 16(1), 112-25.
Bakker, A. B., & Demerouti, E. (2012).
The Spillover-Crossover Model.
Vasa. Retrieved from http://medcontent.metapress.com/index/
A65RM03P4874243N.pdf.
Bakker, A. B., Shimazu, A., Demerouti,
E., Shimada, K., & Kawakami, N.
(2014). Work engagement versus
workaholism: A test of the spillover-crossover model. Journal of
Managerial Psychology, 29(1),
-80.
Barnett, R. C., Raudenbush, S. W., Brennan, R. T., Pleck, J. H., & Marshall,
N. L. (1995). Change in job and
marital experiences and change in
psychological distress: A longitudinal study of dual-earner couples.
Journal of Personality and Social
Psychology, 69(5), 839-850.
Bauer, J. A. (2011). The role of discrete
emotions in predicting counterproductive work behavior (Masters Thesis, University of South
Florida, United States). Retrieved
from http://scholarcommons.usf.
edu/etd.3002.
Brough, P., O'Driscoll, M., & Kalliath, T.
(2007). Work-family conflict and
facilitation: Achieving work-family balance. In Advances in Organizational Psychology, eds. A. I.
Glendon, B. M. Thompson , and B.
Myors, 73-92. Brisbane: Australian
Academic Press.
Caverley, N., Cunningham, J.B., & MacGregor, J.N. (2007). Sickness presenteeism, sickness absenteeism,
and health following restructuring
in a public service organization.
Journal of Management Studies,
(2), 304-319.
Chang, M. L. (2013). Toward a theoretical
model to understand teacher emotions and teacher burnout in the
context of student misbehavior:
Appraisal, regulation and coping.
Motivation and Emotion, 37(4),
-817.
Chin, R. J. (2015). Examining teamwork
and leadership in the fields of public administration, leadership, and
management. Team Performance
Management: An International
Journal, 21(3), 199-216.
Costa, P. L., Passos, A. M., & Barata, M.
C. (2015). Multilevel influences of
team viability perceptions. Team
Performance Management, 21(1),
-36.
Demerouti, E., Bakker, A. B., & Schaufeli,
W. B. (2005). Spillover and crossover of exhaustion and life satisfaction among dual-earner parents.
Journal of Vocational Behavior,
(2), 266-289.
Downes, C., & Koekemoer, E. (2011).
Work-life balance policies: Challenges and benefits associated with
implementing flexitime. SA Journal of Human Resource Management, 9(1), 1-13.
Emmerik, I. J. H. Van, & Peeters, M. C.
W. (2009). Crossover specificity of
team-level work-family conflict to
individual-level work-family conflict. Journal of Managerial Psychology, 24(3), 254-268.
Ezziane, Z., Maruthappu, M., Gawn, L.,
Thompson, E. A., Athanasiou, T.,
& Warren, O. J. (2012). Building
effective clinical teams in healthcare. Journal of Health Organization and Management, 26(4), 428-
https://doi.org/10.1108/14777261211251508
Fredrickson, B. L., & Levenson, R. W.
(1998). Positive emotions speed
recovery from the cardiovascular
sequelae of negative emotions.
Cognition & Emotion, 12(2), 1-25.
Fredrickson, B. L., Mancuso, R. A., Branigan, C., & Tugade, M. M. (2000).
The undoing effect of positive
emotions. Motivation and Emotion,
(4), 237-258.
Gorgievski-Duijvesteijin, M. J., Giesen, C.
W. M., & Bakker, A. B. (2000). Financial problems and health complaints among farm couples: results
of a 10-yr follow-up study. Journal
of Occupational Health Psychology, 5(3), 359-373.
Greenhaus, J. H., & Beutell, N. J. (1985).
Sources of conflict between work
and family roles. Academy of Management Review.
Gross, J. J., & John, O. P. (2003). Individual differences in two emotion
regulation processes: Implications
for affect, relationships, and wellbeing. Journal of Personality and
Social Psychology, 85(2), 348-362.
Hammer, L. B., Allen, E., & Grigsby, T.
D. (1997). Work-family conflict
in dual-earner couples: Within individual and crossover effects of
work and family. Journal of Vocational Behavior, 50(2), 185-203.
Härtel, C. E. J., & Page, K. M. (2009).
Discrete emotional crossover in
the workplace: The role of affect
intensity. Journal of Managerial
Psychology, 24(3), 237-253.
Hassan, Z., Dollard, M., & Winefield, T.
(2007). Work-family policy and
work-family conflict in the Malaysian private sector: A preliminary
study. Proceedings of the 7th Industrial and Organisational Psychology 1st Asia Pacific Congress
on Work and Organisational Psychology, Adelaide.
Hatfield, E., Cacioppo, J.T., & Rapson,
R.L. (1994). Emotional Contagion.
Cambridge University Press, New
York, NY.
Hill, E.J, Erickson, J. J, Holmes, E. K., &
Ferris, M. (2010). Workplace flexibility, work hours and work-life
conflict: Finding an extra day or
two. Journal of Family Psychology,
(3), 349-358.
Howe, G., Levy, M., & Caplan, R. (2004).
Job loss and depressive symptoms
in couples: Common stressors,
stress transmission, or relationship
disruption?. Journal of Family Psychology, 18(4), 639-650.
Joiner, T. E. Jr., & Katz, J. (1999). Contagion of depressive symptoms and
mood: Meta-analytic review and
explanations from cognitive, behavioral, and interpersonal viewpoints. Clinical Psychology: Science and Practice, 6(2), 149-164.
Jones, F., & Fletcher, B. (1993). Transmission of occupational stress: A
study of daily fluctuations in work
stress and strain and their impact
on marital partners. In H.J. Schroder, K. Rescke, M. Johnston & S.
Maes (Eds.) Health psychology:
Potential diversity (pp. 328-338).
Regensburg: Roderer Verlag.
Judge, T. A., Scott, B. A., & Ilies, R.
(2006). Hostility, job attitudes,
and workplace deviance: Test of a
multilevel model. The Journal of
Applied Psychology, 91(1), 126-
Kaplan, S., Bradley, J. C., Luchman, J.
N., & Haynes, D. (2009). On the
role of negative affectivity in job
performance: A meta-analytic
investigation. Journal of Applied
Psychology 94(1), 162-176.
Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and
https://doi.org/10.1037/t09007-000
workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131-142.
Lu, L., Kao, S.F., Cooper, C. L., Allen, T.
D., Lapierre, L. M., O'Driscoll,
M., & Spector, P. E. (2009). Work
resources, work-to-family conflict,
and its consequences: A TaiwaneseBritish cross-cultural comparison.
International Journal of Stress
Management, 16(1), 25-44.
Macey, W. H., & Schneider, B. (2008). The
meaning of employee engagement.
Industrial and Organizational Psychology, 1(1), pp. 3-30.
Macey, W. H., Schneider, B., Barbera,
K. M., & Young, S. A. (2009).
Employee engagement: Tools for
analysis, practice, and competitive
advantage. Wiley, Malden, MA.
Maslach, C., Schaufeli, W. B., & Leiter,
M. P. (2001). Job burnout. Annual
Review of Psychology, 52(1): 397-
Montgomery, A. J., Peeters, M. C. W.,
Schaufeli, W. B., & Den Ouden, M.
(2003). Work- home interference
among newspaper managers: Its
relationship with burnout and
engagement. Anxiety, Stress, and
Coping, 16(2), 195-211.
Rubino, C., Wilkin, C. L., & Malka, A.
(2013). Under pressure: Examining the mediating role of discrete
emotions between job conditions
and well-being. In The Role of
Emotion and Emotion Regulation
in Job Stress and Well Being, 11,
pp. 195-223.
Salas, E., Cooke, N. J., & Rosen, M. A.
(2015). On teams, teamwork, and
team performance: Discoveries and
developments. Human Factors,
(3), 540-547.
Schutte, N. S., Manes, R. R., & Malouff,
J. M. (2009). Antecedent-focused
emotion regulation, response modulation and well-being. Current
Psychology, 28(1), 21-31.
Shimazu, A., Bakker, A. B., & Demerouti,
E. (2009). How job demands affect an intimate partner: A test of
the spillover-crossover model in
Japan. Journal of Occupational
Health, 51(3), 239-48. Retrieved
from http://www.ncbi.nlm.nih.gov/
pubmed/19390160.
Shimazu, A., & Schaufeli, W. B. (2009).
Is workaholism good or bad for
employee well-being? The distinctiveness of workaholism and
work engagement among Japanese employees. Industrial Health,
(5), 495-502. Retrieved from
pubmed/19834258.
Shuck, M. B., Rocco, T. S., & Albornoz,
C. A. (2011). Exploring employee
engagement from the employee
perspective: Implications for HRD.
Journal of European Industrial
Training, 35(4), 300-325.
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary
https://doi.org/10.1016/S1053-4822(02)00049-9
work behavior: Some parallels between counterproductive work behavior (CWB) and organizational
citizenship behavior (OCB). Human Resources Management Review, 12(2), 269-292.
Takeuchi, R., Yun, S., & Teslu, P. T. (2002).
An examination of crossover and
spillover effects of spousal and expatriate cross-cultural adjustment
on expatriate outcomes. Journal
of Applied Psychology, 87(510),
-666.
Thanacoody, P. R., Bartram, T., & Casimir,
G. (2009). The effects of burnout
and supervisory social support on
the relationship between workfamily conflict and intention to
leave: A study of Australian cancer workers. Journal of Health
Organisation and Management,
(1), 53-69.
Vecchio, R. P. (2000). Negative emotion in
the workplace: Employee jealousy
and envy. International Journal of
Stress Management, 7(3), 161-179.
Wang, Y., Chang, Y., Fu, J., & Wang, L.
(2012). Work-family conflict and
burnout among Chinese female
nurses: The mediating effect of
psychological capital. BMC Public
Health, 12(1), 915.
Westman, M. (2001). Stress and strain
crossover. Human Relations, 54(6),
-751.
Westman, M., & Etzion, D. (1995). Crossover of stress, strain and resources
from one spouse to another. Journal of Organizational Behavior,
(2), 169-181.
Westman, M., Vinokur, A. D., Hamilton,
V. L., & Roziner, I. (2004a). Crossover of marital dissatisfaction during military downsizing among
Russian army officers and their
spouses. The Journal of Applied
Psychology, 89(5), 769-79.
Westman, M., Vinokur, A. D., Hamilton,
V. L., & Roziner, I. (2004b). Crossover of marital dissatisfaction during military downsizing among
Russian army officers and their
spouses. The Journal of Applied
Psychology, 89(5), 769-779.
Westman, M., & Etzion, D. (2005). The
crossover of work-family conflict
from one spouse to the other. Journal of Applied Social Psychology,
(9), 1936-1957.
Xanthopoulou, D., Bakker, A. B., Dollard,
M. F., Demerouti, E., Schaufeli, W.
B., Taris, T. W., & Schreurs, P. J.
G. (2007). When do job demands
particularly predict burnout?: The
moderating role of job resources.
Journal of Managerial Psychology,
(8), 766-786.
Copyright Transfer Statement for Journal
1) In signing this statement, the author(s) grant UNIMAS Publisher an exclusive license to publish their original research papers. The author(s) also grant UNIMAS Publisher permission to reproduce, recreate, translate, extract or summarize, and to distribute and display in any forms, formats, and media. The author(s) can reuse their papers in their future printed work without first requiring permission from UNIMAS Publisher, provided that the author(s) acknowledge and reference publication in the Journal.
2) For open access articles, the author(s) agree that their articles published under UNIMAS Publisher are distributed under the terms of the CC-BY-NC-SA (Creative Commons Attribution-Non Commercial-Share Alike 4.0 International License) which permits unrestricted use, distribution, and reproduction in any medium, for non-commercial purposes, provided the original work of the author(s) is properly cited.
3) The author(s) is/are responsible to ensure his or her or their submitted work is original and does not infringe any existing copyright, trademark, patent, statutory right, or propriety right of others. Corresponding author(s) has (have) obtained permission from all co-authors prior to submission to the journal. Upon submission of the manuscript, the author(s) agree that no similar work has been or will be submitted or published elsewhere in any language. If submitted manuscript includes materials from others, the authors have obtained the permission from the copyright owners.
4) In signing this statement, the author(s) declare(s) that the researches in which they have conducted are in compliance with the current laws of the respective country and UNIMAS Journal Publication Ethics Policy. Any experimentation or research involving human or the use of animal samples must obtain approval from Human or Animal Ethics Committee in their respective institutions. The author(s) agree and understand that UNIMAS Publisher is not responsible for any compensational claims or failure caused by the author(s) in fulfilling the above-mentioned requirements. The author(s) must accept the responsibility for releasing their materials upon request by Chief Editor or UNIMAS Publisher.
5) The author(s) should have participated sufficiently in the work and ensured the appropriateness of the content of the article. The author(s) should also agree that he or she has no commercial attachments (e.g. patent or license arrangement, equity interest, consultancies, etc.) that might pose any conflict of interest with the submitted manuscript. The author(s) also agree to make any relevant materials and data available upon request by the editor or UNIMAS Publisher.
