Bounded emotionality is a communications studies approach to dealing with emotional control in the workplace.[1] Emotional control simply refers to how employers and employees handle the range of emotions that naturally occur in the workplace. These emotions can occur because of work, or they can be brought into work from an employee's home life. Bounded emotionality was proposed by Dennis K. Mumby and Linda Putnam.
Mumby and Putnam (1992) stress that bounded emotionality encourages the expression of a wide range of emotions. Their theory encourages expression of emotions because it is a way to maintain interpersonal relationships and boundaries among people in the organization. Additionally, the expression of emotions strengthens work relations because people bond over mutual feelings. Bounded emotionality is a broad framework for organizations to use when dealing with emotions. It has six defining characteristics. The characteristics are: intersubjective limitations, spontaneously emergent work feelings, tolerance of ambiguity, heterarchy of values, integrated self identity and authenticity, and community.[1]
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