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Influences of daily negative feedback and the roles of emotional labor and mindfulness.

Existing research demonstrates that negative feedback elicits employees' negative emotions. However, this study examines how negative feedback may elicit both negative (i.e., anger) and positive (i.e., gratitude) emotions as lagged consequences. We drew on the emotional labor model to untangle the u...

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Published in:Applied Psychology: An International Review Vol. 75; no. 3; pp. 1 - 30
Main Authors: Xing, Lu, Yang, Mengxi
Format: research tables/charts Journal Article
Published: Wiley-Blackwell Jun2026
Online Access:View this record in EBSCOhost
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      jtl: Applied Psychology: An International Review
      issn: 0269994X
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      dt: Jun2026
      vid: 75
      iid: 3
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      pub: Wiley-Blackwell
      place: Malden, Massachusetts
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        atl: Influences of daily negative feedback and the roles of emotional labor and mindfulness.
      aug:
        au:
          Xing, Lu
          Yang, Mengxi
        affil: School of Psychology, University of Auckland,, New Zealand
      sug:
        subj:
          Feedback Evaluation
          Mindfulness
          Emotional Regulation
          Employees
          Human
          Male
          Female
          Adult
          China
          Funding Source
          Repeated Measures
          Factor Analysis
          Path Analysis
          Data Analysis Software
          Descriptive Statistics
          Confidence Intervals
          Sampling Methods
          Task Performance and Analysis
          Stress, Occupational
          Work Environment
          Scales
          Adult: 19-44 years
          Male
          Female
      ab: Existing research demonstrates that negative feedback elicits employees' negative emotions. However, this study examines how negative feedback may elicit both negative (i.e., anger) and positive (i.e., gratitude) emotions as lagged consequences. We drew on the emotional labor model to untangle the underlying mechanisms. The results of an experience‐sampling study with time‐lagged reports from 233 employees over 10 workdays showed that negative feedback from supervisors in the morning was positively related to both surface and deep acting. Surface acting predicted anger, while deep acting predicted gratitude in the afternoon. Anger and gratitude have distinct influences on employees' task performance. Furthermore, employees' trait mindfulness weakened their tendency to engage in both emotional labor strategies after receiving negative feedback. Our research highlights the role of emotional labor in shaping emotions and feedback effectiveness, and enriches our understanding of within‐person fluctuations in transient emotions accompanied by negative feedback.
      pubtype: Academic Journal
      doctype:
        research
        tables/charts
        Journal Article
      ougenre: Article
    language: English
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