8.Surprising new research suggests it can actually be good to feel bad at work,and that feeling good in the workplace can lead to negative outcomes.
The study of emotions in the workplace,edited by University of Liverpool researchers Drs.Dirk Lindebaum and Peter Jordan,is the(51)B of a Special Issue of the journal Human Relations.
They found that the (52)C held assumption that positivity in the workplace produces positive outcomes,while negative emotions lead to negative outcomes,may be in need for (53)A.This is partly due to this assumption (54)B to take into account the differences in work contexts which affect outcomes.
For instance,anger does not always lead to negative outcomes and can be used as a force for good through acting upon injustices.In some (55)D,anger can be considered a force for good if motivated by violations(違背) of moral standards.An employee,for example,could express anger constructively after a manager has treated a fellow worker (56)D.In such situations,anger can be useful to (57)A these acts of injustice repeating themselves in the future.
Likewise,being too positive in the workplace,(58)C resulting in greater well-being and greater productivity,can lead to self-satisfaction and superficiality(膚淺).
One article within the issue also finds that,within team situations,negativity can have a good effect,leading to less (59)A and therefore greater discussion among workers which (60)B team effectiveness.
An interesting contradiction(矛盾) is identified in another study of the special issue.Here,people gain (61)C from doing"good"in the context of helplines by providing support to people in times of emotional distress.(62)D,they are negatively affected by their line of work due to people trying to avoid them in social situations.
Lindebaum said,"The findings of the studies published in this Special Issue (63)B the widely held assumption that in the workplace positive emotions (64)A a positive outcome,and vice versa.This Special Issue adds to our knowledge and understanding of how the positive and negative emotions affect the(65)D environment and has practical application and relevance in the workplace."
51.A.a(chǎn)pplication | B.topic | C.cause | D.objective |
52.A.basically | B.logically | C.commonly | D.blindly |
53.A.reconsideration | B.recommendation | C.recognition | D.reassurance |
54.A.stopping | B.failing | C.tending | D.managing |
55.A.a(chǎn)spects | B.companies′ | C.cultures | D.cases |
56.A.gently | B.strangely | C.irregularly | D.unfairly |
57.A.prevent | B.keep | C.find | D.have |
58.A.in spite of | B.a(chǎn)part from | C.instead of | D.owing to |
59.A.a(chǎn)greement | B.thinking | C.production | D.initiative |
60.A.determines | B.enhances | C.reduces | D.influences |
61.A.independence | B.knowledge | C.satisfaction | D.strength |
62.A.Moreover | B.Therefore | C.Otherwise | D.However |
63.A.support | B.challenge | C.include | D.confirm |
64.A.contribute to | B.result from | C.fit in with | D.get over |
65.A.social | B.surviving | C.natural | D.working. |