Abstract
Because theorizing organization as a rationalized entity, the students of organizational studies had long dismissed emotion as irrational and impossible to theorize. However, based on Hochschild's pioneering research [1983], many now seem convinced that it is emotion (management) that helps keep the organization organized, and that organizational emotion (OE) is worth theorizing. In this paper, two theoretical frameworks are critically reviewed in terms of the possibilities of theorizing OE. One is Hochschild's emotion management perspective, and the other is organizational culture perspective. Both are culture-based theories, and their advantages and disadvantages in theorizing OE are contrastively discussed so as to advance the theorization of OE.
