ABSTRACT
The study examines the impact of positive and negative emotions by individual members on team outcomes in a small business context. Using a simulation, the research conducts a survey of individual perceptions to examine team dynamics over a three-month period. Initial negative emotions on team tasks were found to lower intra-team trust, while positive emotions increased trust through team identification. Initial identification was associated with improved team outcomes. Through subsequent relationship conflict, increases in negative (positive) emotions lowers (raises) team cohesion and performance. For small businesses, the results suggest that leaders should address assigned tasks to help members mitigate initial negative emotions. Leaders should also monitor employee emotions as work progresses, given that affective attitudes continue to impact team outcomes. In addition, pairing employees with previous work experiences may help build team identification and so improve outcomes.
Disclosure statement
No potential conflict of interest was reported by the author(s).
Notes
1 The study adhered to the guidelines for human participants in research. Approval # H16250 was received from the Institutional Review Board at Georgia State University.