Prior research suggests that, in general, the disclosure of positive emotions at work results in positive consequences for individuals while the disclosure of negative emotions results in negative ones. The current study examines the possibility of asymmetrical emotional outcomes to such disclosures, including those associated with the sharing of positive emotions. Interviews with human service workers elicited 71 detailed descriptions of emotional work events, the majority of which (77%) had been discussed in some manner with coworkers. Qualitative analysis of the incident data shows that both symmetrical and asymmetrical emotion regulation outcomes resulted from these coworker interactions. In regard to the disclosure of negative emotions, an asymmetrical outcome (mitigation) was welcomed, whereas for positive emotions, a symmetrical outcome (capitalization) was desired. Group norms, leader behaviors and coworker responsiveness influenced whether and which emotional events were shared, as well as the net impact on the participant's emotional state. Overall, participants conveyed less motivation to share their positive emotional experiences with colleagues than their negative ones, largely owing to concerns that an asymmetrical outcome (dampening) would occur. Implications for organizational theories of emotional labor and social support, as well as the practice of effective emotion regulation in the workplace, are presented.
