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First published online March 1, 2008

Negative emotions in supervisory relationships: The role of relational models

Annilee M. GameView all authors and affiliations
Volume 61, Issue 3
https://doi.org/10.1177/0018726708088998

Abstract

The reasons why supervisory/line management relationships are one of the most frequently cited causes of workplace negative emotions are poorly understood. Existing research on emotions at work provides some clues but largely omits the role of relational context. Drawing on attachment theory, the present research develops a model suggesting that employees hold differing relational models of their supervisory relationship in conjunction with global relational models that they bring with them to the workplace. Together, these relational models are associated with different interpretations of supervisor behaviour, which in turn are associated with differences in emotional reactions. The model was tested with a survey of 174 nurses employed in a UK NHS Trust. Some support was found for the propositions. The research highlights that in order to understand why negative emotions occur in supervisory relationships it is important to examine affective events within the historical relational context in which they occur.

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1 Weiss and Cropanzano (1996) discuss potential event-appraisal-emotions links, but to date AET research tends to ignore this micro-level to focus on the direct relationships between events and outcomes.
2.
2 A pilot study (N = 158 students on full-time work placement) also yielded the same factors with acceptable reliabilities (avoidance .80; attachment anxiety .65). Avoidance was strongly and negatively associated (r = —.55, p < .001) with ratings on LMX-7 (an index of relationship quality), whereas attachment anxiety had a significant but weaker association (r = —.16, p < .05).

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Volume 61, Issue 3
Pages: 355 - 393
Article first published online: March 1, 2008
Issue published: March 2008

Keywords

  1. attachment theory
  2. emotions
  3. leadership
  4. relational models
  5. supervisors

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Annilee M. Game
University of East Anglia, UK, [email protected]
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