Research in personnel and human resources management

Front Cover -- Research in Personnel and Human Resources Management -- Copyright Page -- Contents -- List of Contributors -- Emotions and Emotional Regulation in HRM: A Multi-Level Perspective -- The Five-Level Model -- Level 1: Within-Person -- Fear: The Survival Emotion -- The Emotion Regulation (ER) Process Model -- Level 2: Between-Persons -- Level 3: Interpersonal Interactions -- Interpersonal Emotional Regulation -- Emotional Labor -- Level 4: Teams and Workgroups -- Leader-Member Exchange as a Team-Level Phenomenon -- Leadership as Emotional Labor -- Level 5: The Organization as a Whole -- Putting It All Together: Implications of Emotions and Emotional Regulation for HRM -- Practical HRM Implications at Levels 1 and 2 -- Recruitment, Selection, and Socialization -- Emotional Regulation in Selection and Socialization -- Performance Management -- Training and Development -- Emotional Regulation in Training and Development -- Compensation and Benefits -- Practical HRM Implications at Level 3 -- Interpersonal Emotion Regulation -- Emotional Labor -- Practical HRM Implications at Level 4 -- Leader-Member Exchange Theory -- Leadership as Emotional Labor -- Practical HRM Implications at Level 5 -- Conclusions -- Acknowledgments -- References -- The Development of Mentoring Relationships: An Attachment Theory Perspective -- Attachment Theory and Its Applications in OB Contexts -- Original Attachment Theory -- Attachment Theory in Adulthood -- Applications of Attachment Theory in OB Contexts -- Attachment Theory and Other Forms of Attachment in Organizations -- Attachment Theory and Mentoring -- Mentoring Phases: Implications of Attachment Theory -- The Initiation Phase -- The Cultivation Phase: Developing a Quality Relationship -- Felt Security -- Responsiveness and Felt Security -- The Role of Reciprocal Support Behaviors.