Comparing integral and incidental emotions: Testing insights from emotions as social information theory and attribution theory
Annika Hillebrandt & Laurie J. Barclay
Abstract:
Studies have indicated that observers can infer information about others' behavioral intentions from others' emotions and use this information in making their own decisions. Integrating emotions as social information (EASI) theory and attribution theory, we argue that the interpersonal effects of emotions are not only influenced by the type of discrete emotion (e.g., anger vs. happiness) but also by the target of the emotion (i.e., how the emotion relates to the situation). We compare the interpersonal effects of emotions that are integral (i.e., related to the situation) versus incidental (i.e., lacking a clear target in the situation) in a negotiation context. Results from 4 studies support our general argument that the target of an opponent's emotion influences the degree to which observers attribute the emotion to their own behavior. These attributions influence observers' inferences regarding the perceived threat of an impasse or cooperativeness of an opponent, which can motivate observers to strategically adjust their behavior. Specifically, emotion target influenced concessions for both anger and happiness (Study 1, N = 254), with perceived threat and cooperativeness mediating the effects of anger and happiness, respectively (Study 2, N = 280). Study 3 (N = 314) demonstrated the mediating role of attributions and moderating role of need for closure. Study 4 (N = 193) outlined how observers' need for cognitive closure influences how they attribute incidental anger. We discuss theoretical implications related to the social influence of emotions as well as practical implications related to the impact of personality on negotiators' biases and behaviors.
Annika Hillebrandt & Laurie J. Barclay
Abstract:
Studies have indicated that observers can infer information about others' behavioral intentions from others' emotions and use this information in making their own decisions. Integrating emotions as social information (EASI) theory and attribution theory, we argue that the interpersonal effects of emotions are not only influenced by the type of discrete emotion (e.g., anger vs. happiness) but also by the target of the emotion (i.e., how the emotion relates to the situation). We compare the interpersonal effects of emotions that are integral (i.e., related to the situation) versus incidental (i.e., lacking a clear target in the situation) in a negotiation context. Results from 4 studies support our general argument that the target of an opponent's emotion influences the degree to which observers attribute the emotion to their own behavior. These attributions influence observers' inferences regarding the perceived threat of an impasse or cooperativeness of an opponent, which can motivate observers to strategically adjust their behavior. Specifically, emotion target influenced concessions for both anger and happiness (Study 1, N = 254), with perceived threat and cooperativeness mediating the effects of anger and happiness, respectively (Study 2, N = 280). Study 3 (N = 314) demonstrated the mediating role of attributions and moderating role of need for closure. Study 4 (N = 193) outlined how observers' need for cognitive closure influences how they attribute incidental anger. We discuss theoretical implications related to the social influence of emotions as well as practical implications related to the impact of personality on negotiators' biases and behaviors.
Rude color glasses: The contaminating effects of witnessed morning rudeness on perceptions and behaviors throughout the workday
Andrew Woolum, Trevor Foulk, Klodiana Lanaj, & Amir Erez
Abstract:
Using an experimental experience sampling design, we investigate how witnessing morning rudeness influences workers' subsequent perceptions and behaviors throughout the workday. We posit that a single exposure to rudeness in the morning can contaminate employees' perceptions of subsequent social interactions leading them to perceive greater workplace rudeness throughout their workday. We expect that these contaminated perceptions will have important ramifications for employees' work behaviors. In a 10-day study of 81 professional and managerial employees, we find that witnessed morning rudeness leads to greater perceptions of workplace rudeness throughout the workday and that those perceptions, in turn, predict lower task performance and goal progress and greater interaction avoidance and psychological withdrawal. We also find that the contaminating effect of morning rudeness depends on core self-evaluations (CSE)-employees high (vs. low) in CSE are affected less by exposure to morning rudeness. We discuss implications for practice and theory.
Andrew Woolum, Trevor Foulk, Klodiana Lanaj, & Amir Erez
Abstract:
Using an experimental experience sampling design, we investigate how witnessing morning rudeness influences workers' subsequent perceptions and behaviors throughout the workday. We posit that a single exposure to rudeness in the morning can contaminate employees' perceptions of subsequent social interactions leading them to perceive greater workplace rudeness throughout their workday. We expect that these contaminated perceptions will have important ramifications for employees' work behaviors. In a 10-day study of 81 professional and managerial employees, we find that witnessed morning rudeness leads to greater perceptions of workplace rudeness throughout the workday and that those perceptions, in turn, predict lower task performance and goal progress and greater interaction avoidance and psychological withdrawal. We also find that the contaminating effect of morning rudeness depends on core self-evaluations (CSE)-employees high (vs. low) in CSE are affected less by exposure to morning rudeness. We discuss implications for practice and theory.
Seeing their side versus feeling their pain: Differential consequences of perspective-taking and empathy at work
Natalie H. Longmire & David A. Harrison
Abstract:
Perspective taking and empathic concern (empathy) have each been proposed as constructive approaches to social relationships. However, their potential distinctions, limitations, and consequences in task contexts are not well understood. We meta-analytically examined 304 independent samples to uncover unique effects of perspective taking and empathic concern on important work-related outcomes. We develop and test a contingency model of those effects, based on three facets of psychological interdependence: outcome, hierarchical (or power asymmetry), and social category (or in-group/out-group distinctions). Results revealed perspective taking and empathic concern to have positive impacts on being supportive of others, but the effects of empathic concern were stionger. In contrast, perspective taking was an asset and empathy was a liability for capturing value in strategic interactions (e.g., negotiations). Effects of perspective taking and empathic concern were differentially contingent on psychological interdependence. The impact of perspective taking, but not of empathic concern, was attenuated or reversed under negative outcome interdependence; perspective-taking leads to advantage taking in competitive contexts. Perspective taking was particularly beneficial when the actor had high power, but empathic concern's benefits were independent of hierarchy. Finally, social dissimilarity had no detectable impact on the effects of perspective taking or empathic concern, contrary to our theorizing. Overall results suggest two key conclusions. First, perspective taking and empathic concern have powerful effects on work-relaled outcomes. Second, each construct has its own distinctive and predictable impacts. We conclude by offering practical suggestions for improving workplace interactions through perspective taking and empathic concern.
Natalie H. Longmire & David A. Harrison
Abstract:
Perspective taking and empathic concern (empathy) have each been proposed as constructive approaches to social relationships. However, their potential distinctions, limitations, and consequences in task contexts are not well understood. We meta-analytically examined 304 independent samples to uncover unique effects of perspective taking and empathic concern on important work-related outcomes. We develop and test a contingency model of those effects, based on three facets of psychological interdependence: outcome, hierarchical (or power asymmetry), and social category (or in-group/out-group distinctions). Results revealed perspective taking and empathic concern to have positive impacts on being supportive of others, but the effects of empathic concern were stionger. In contrast, perspective taking was an asset and empathy was a liability for capturing value in strategic interactions (e.g., negotiations). Effects of perspective taking and empathic concern were differentially contingent on psychological interdependence. The impact of perspective taking, but not of empathic concern, was attenuated or reversed under negative outcome interdependence; perspective-taking leads to advantage taking in competitive contexts. Perspective taking was particularly beneficial when the actor had high power, but empathic concern's benefits were independent of hierarchy. Finally, social dissimilarity had no detectable impact on the effects of perspective taking or empathic concern, contrary to our theorizing. Overall results suggest two key conclusions. First, perspective taking and empathic concern have powerful effects on work-relaled outcomes. Second, each construct has its own distinctive and predictable impacts. We conclude by offering practical suggestions for improving workplace interactions through perspective taking and empathic concern.
The benefits of receiving gratitude for helpers: A daily investigation of proactive and reactive helping at work
Hun W. Lee, Jacob Bradburn, Russell E. Johnson, Szu-Han (Joanna) Lin, & Chu-Hsiang (Daisy) Change
Abstract:
Although gratitude is a key phenomenon that bridges helping with its outcomes, how and why helping relates to receipt of gratitude and its relation with helper's eudaimonic well-being have unfortunately been overlooked in organizational research. The purpose of this study is to unravel how helpers successfully connect to others and their work via receipt of gratitude. To do so, we distinguish different circumstances of helping-reactive helping (i.e., providing help when requested) versus proactive helping (i.e., providing help without being asked)-and examine their unique effect on the gratitude received by helpers, which, in turn, has downstream implications for helpers' perceived prosocial impact and work engagement the following day. Using daily experience sampling (Study 1) and critical incident (Study 2) methods, we found that reactive helping is more likely to be linked to receipt of gratitude than proactive helping. Receipt of gratitude, in turn, is associated with increases in perceived prosocial impact and work engagement the following day. Our study contributes to the helping literature by identifying receipt of gratitude as a novel mechanism that links helping to helper well-being, by distinguishing proactive and reactive helping, and by highlighting eudaimonic well-being as an outcome of helping for helpers.
Hun W. Lee, Jacob Bradburn, Russell E. Johnson, Szu-Han (Joanna) Lin, & Chu-Hsiang (Daisy) Change
Abstract:
Although gratitude is a key phenomenon that bridges helping with its outcomes, how and why helping relates to receipt of gratitude and its relation with helper's eudaimonic well-being have unfortunately been overlooked in organizational research. The purpose of this study is to unravel how helpers successfully connect to others and their work via receipt of gratitude. To do so, we distinguish different circumstances of helping-reactive helping (i.e., providing help when requested) versus proactive helping (i.e., providing help without being asked)-and examine their unique effect on the gratitude received by helpers, which, in turn, has downstream implications for helpers' perceived prosocial impact and work engagement the following day. Using daily experience sampling (Study 1) and critical incident (Study 2) methods, we found that reactive helping is more likely to be linked to receipt of gratitude than proactive helping. Receipt of gratitude, in turn, is associated with increases in perceived prosocial impact and work engagement the following day. Our study contributes to the helping literature by identifying receipt of gratitude as a novel mechanism that links helping to helper well-being, by distinguishing proactive and reactive helping, and by highlighting eudaimonic well-being as an outcome of helping for helpers.
I can be happy for you, but not all the time: A contingency model of envy and positive empathy in the workplace
Deshani B. Gangegoda & Prashant Bordia
Abstract:
Although individuals are capable of feeling happiness for others' positive experiences, management scholars have thus far considered envy to be the sole emotional reaction of employees in response to coworkers' positive outcomes. In this article, we introduce the concept of positive empathy-the experience of happiness in response to a coworker's positive experience and the real or imagined happiness in the coworker-as an alternative response to envy and distinguish it from related concepts in the organizational literature. We develop a theoretical framework to explain the psychological processes that underlie envy and positive empathy, and identify individual and contextual contingencies that might incline employees to experience these emotions. Lastly, we discuss individual and organizational outcomes of envy and positive empathy and explain implications for management research and practice.
Deshani B. Gangegoda & Prashant Bordia
Abstract:
Although individuals are capable of feeling happiness for others' positive experiences, management scholars have thus far considered envy to be the sole emotional reaction of employees in response to coworkers' positive outcomes. In this article, we introduce the concept of positive empathy-the experience of happiness in response to a coworker's positive experience and the real or imagined happiness in the coworker-as an alternative response to envy and distinguish it from related concepts in the organizational literature. We develop a theoretical framework to explain the psychological processes that underlie envy and positive empathy, and identify individual and contextual contingencies that might incline employees to experience these emotions. Lastly, we discuss individual and organizational outcomes of envy and positive empathy and explain implications for management research and practice.
Emotion regulation in the context of customer mistreatment and felt affect: An event-based profile approach
James M. Diefendorff, Allison S. Gabriel, Megan T. Nolan, & Jixia Yang
Abstract:
Variable-centered views of emotional labor suggest that high customer incivility and employee-felt negative affect should co-occur with high employee emotion regulation. Similarly, low customer incivility and employee positive affect should be accompanied by low emotion regulation. We theorize that these theory-based configurations of emotional labor variables represent only a subset of the possible ways that emotional labor events unfold. We propose that there are distinct subpopulations of emotional labor events, some of which conform to this standard view of emotional labor and some of which deviate from this model and that these distinct configurations suggest different underlying theoretical processes with implications for employee well-being. To investigate these ideas, we adopt an event-centered view (i.e., event-level profiles) that seeks to identify distinct configurations of emotional labor events. In a sample of 246 call center employees who provided ratings of 7,331 customer service interactions, results from multilevel latent profile analysis (MLPA) revealed 8 distinct event-level profiles, some of which align with variable-centered approaches and some of which suggest new ways to think about such events. We then linked these profiles to the event-level well-being outcomes of emotional exhaustion and psychological vitality, showing both longitudinal and concurrent effects. Finally, supplemental analyses detailed how this event-level profile approach differed from standard variable-centered analyses.
James M. Diefendorff, Allison S. Gabriel, Megan T. Nolan, & Jixia Yang
Abstract:
Variable-centered views of emotional labor suggest that high customer incivility and employee-felt negative affect should co-occur with high employee emotion regulation. Similarly, low customer incivility and employee positive affect should be accompanied by low emotion regulation. We theorize that these theory-based configurations of emotional labor variables represent only a subset of the possible ways that emotional labor events unfold. We propose that there are distinct subpopulations of emotional labor events, some of which conform to this standard view of emotional labor and some of which deviate from this model and that these distinct configurations suggest different underlying theoretical processes with implications for employee well-being. To investigate these ideas, we adopt an event-centered view (i.e., event-level profiles) that seeks to identify distinct configurations of emotional labor events. In a sample of 246 call center employees who provided ratings of 7,331 customer service interactions, results from multilevel latent profile analysis (MLPA) revealed 8 distinct event-level profiles, some of which align with variable-centered approaches and some of which suggest new ways to think about such events. We then linked these profiles to the event-level well-being outcomes of emotional exhaustion and psychological vitality, showing both longitudinal and concurrent effects. Finally, supplemental analyses detailed how this event-level profile approach differed from standard variable-centered analyses.
The generation and function of moral emotions in teams: An integrative review
Marie T. Dasborough, Sean T. Hannah, & Weichun Zhu
Abstract:
By considering moral emotions in light of a team context, we offer a new way of thinking about the socially embedded nature of moral emotions and how they influence various types of ethical behaviors in teams. To achieve this goal, we review the key literature on moral emotions within teams. We integrate this literature with Bandura's (1991, 2002, 2008) theory of moral thought and action, coupled with the social functional account of emotions (Keltner & Haidt, 1999) to examine how team norms are connected, through their influence on individual team members' moral emotions, to ethical behavior within team contexts. This review and integration highlights how team norms regarding moral approbation and moral perspective taking influence members' proscriptive (e.g., fear, guilt, shame, embarrassment) and prescriptive (e.g., sympathy/compassion, pride) moral emotions. In turn, each of these moral emotions has unique action tendencies linked to 1 or more of 3 different types of ethical behaviors witnessed in teams: compliance behaviors, humanistic behaviors, and supererogatory behaviors.
Marie T. Dasborough, Sean T. Hannah, & Weichun Zhu
Abstract:
By considering moral emotions in light of a team context, we offer a new way of thinking about the socially embedded nature of moral emotions and how they influence various types of ethical behaviors in teams. To achieve this goal, we review the key literature on moral emotions within teams. We integrate this literature with Bandura's (1991, 2002, 2008) theory of moral thought and action, coupled with the social functional account of emotions (Keltner & Haidt, 1999) to examine how team norms are connected, through their influence on individual team members' moral emotions, to ethical behavior within team contexts. This review and integration highlights how team norms regarding moral approbation and moral perspective taking influence members' proscriptive (e.g., fear, guilt, shame, embarrassment) and prescriptive (e.g., sympathy/compassion, pride) moral emotions. In turn, each of these moral emotions has unique action tendencies linked to 1 or more of 3 different types of ethical behaviors witnessed in teams: compliance behaviors, humanistic behaviors, and supererogatory behaviors.
Dispositional empathy, emotional display authenticity, and employee outcomes
Sherry S. Y. Aw, Remus Ilies, & Irene E. De Pater
Abstract:
With the rise of jobs in the health care sector, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include authentic emotional displays alongside the more traditionally examined emotional labor strategies (surface and deep acting) when examining the effects of employees' emotional performance at work. We theorize that dispositional empathy is an individual difference variable that influences whether and how employees regulate their emotional displays at work, and examine the indirect relationships between dispositional empathy and employees' self-reported job satisfaction, and objectively measured job performance and sickness absenteeism, through these emotional displays. Additionally, we examine how different types of job stressors (challenge and hindrance stressors) act as boundary conditions for the relationships of empathy with emotional displays and employee outcomes. Results from a study of 156 employees in a public hospital mostly supported our theoretical model. Implications for theory and practice are discussed.
Sherry S. Y. Aw, Remus Ilies, & Irene E. De Pater
Abstract:
With the rise of jobs in the health care sector, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include authentic emotional displays alongside the more traditionally examined emotional labor strategies (surface and deep acting) when examining the effects of employees' emotional performance at work. We theorize that dispositional empathy is an individual difference variable that influences whether and how employees regulate their emotional displays at work, and examine the indirect relationships between dispositional empathy and employees' self-reported job satisfaction, and objectively measured job performance and sickness absenteeism, through these emotional displays. Additionally, we examine how different types of job stressors (challenge and hindrance stressors) act as boundary conditions for the relationships of empathy with emotional displays and employee outcomes. Results from a study of 156 employees in a public hospital mostly supported our theoretical model. Implications for theory and practice are discussed.
Experience, vulnerability, or overload? Emotional job demands as moderator in trajectories of emotional well-being and job satisfaction across the working lifespan
Susan Reh, Cornelia Wieck & Susanne Scheibe
Abstract:
Employees exert emotional effort in order to perform their work effectively, albeit to varying degrees based on their occupation. These emotional job demands (EJDs) affect employees’ well-being, yet evidence is mixed as to whether these effects are positive or negative. One limiting factor in extant studies is that they investigated short-term effects or cross-sectional relationships between EJDs (usually assessed at the employee level) and work outcomes. The present study used an accelerated longitudinal design with a 10-year timespan of data (effectively covering the whole working lifespan) to test the effects of EJDs at the occupational level on long-term trajectories of well-being. Drawing on the model of strengths and vulnerabilities integration (SAVI) from the lifespan psychology literature, we tested three competing effects: an experience effect (EJDs predict increased well-being), a vulnerability effect (EJDs predict diminished well-being), and an overload effect (a non-linear relationship in which very high levels lead to more unfavorable trajectories). Using data of N = 2,478 working adults in Germany drawn from the Socioeconomic Panel Study (SOEP), in tandem with data on EJDs from the Occupational Information Network (ONET), we found an overload effect of EJDs on trajectories of positive affect and job satisfaction. However, EJDs did not influence trajectories of negative affect. We discuss the implications of our findings for theory and practice.
Susan Reh, Cornelia Wieck & Susanne Scheibe
Abstract:
Employees exert emotional effort in order to perform their work effectively, albeit to varying degrees based on their occupation. These emotional job demands (EJDs) affect employees’ well-being, yet evidence is mixed as to whether these effects are positive or negative. One limiting factor in extant studies is that they investigated short-term effects or cross-sectional relationships between EJDs (usually assessed at the employee level) and work outcomes. The present study used an accelerated longitudinal design with a 10-year timespan of data (effectively covering the whole working lifespan) to test the effects of EJDs at the occupational level on long-term trajectories of well-being. Drawing on the model of strengths and vulnerabilities integration (SAVI) from the lifespan psychology literature, we tested three competing effects: an experience effect (EJDs predict increased well-being), a vulnerability effect (EJDs predict diminished well-being), and an overload effect (a non-linear relationship in which very high levels lead to more unfavorable trajectories). Using data of N = 2,478 working adults in Germany drawn from the Socioeconomic Panel Study (SOEP), in tandem with data on EJDs from the Occupational Information Network (ONET), we found an overload effect of EJDs on trajectories of positive affect and job satisfaction. However, EJDs did not influence trajectories of negative affect. We discuss the implications of our findings for theory and practice.
The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment
Hairong Li, Jinyan Fan, Guoxiang Zhao, Minghui Wang, Lu Zheng, Hui Meng, Qingxiong (Derek) Weng, Yanping Liu, & Filip Lievens
Abstract:
This study focuses on the role of emotions in personnel selection and faking research. In particular, we posit that emotions are likely to be activated when applicants receive warning messages from organizations. Drawing on Nabi (Nabi, Communication Theory, 9, 1999, 292) cognitive-functional model of discrete negative emotions, we propose and empirically test the effects of three discrete negative emotions (guilt, fear, and anger) triggered by a warning message during a personality test on personality score accuracy and perceived test fairness. Participants in this within-subjects field experiment were 1,447 applicants for graduate school at a large public university in China. They completed two parallel forms of a personality test: one within a selection context, and another within a developmental context 6 months later as a baseline measure. In the selection context, a warning (or a control) message was randomly assigned to participants during the personality test. Emotions and perceived test fairness were measured after the test was completed. Results indicated that guilt, fear, and anger each played a unique role. Guilt explained how mid-test warnings improved personality score accuracy among fakers, whereas fear accounted for why nonfakers over-corrected their personality scores. Finally, anger explained why the mid-test warnings reduced perceived test fairness for both fakers and nonfakers. Theoretical and practical implications are discussed.
Hairong Li, Jinyan Fan, Guoxiang Zhao, Minghui Wang, Lu Zheng, Hui Meng, Qingxiong (Derek) Weng, Yanping Liu, & Filip Lievens
Abstract:
This study focuses on the role of emotions in personnel selection and faking research. In particular, we posit that emotions are likely to be activated when applicants receive warning messages from organizations. Drawing on Nabi (Nabi, Communication Theory, 9, 1999, 292) cognitive-functional model of discrete negative emotions, we propose and empirically test the effects of three discrete negative emotions (guilt, fear, and anger) triggered by a warning message during a personality test on personality score accuracy and perceived test fairness. Participants in this within-subjects field experiment were 1,447 applicants for graduate school at a large public university in China. They completed two parallel forms of a personality test: one within a selection context, and another within a developmental context 6 months later as a baseline measure. In the selection context, a warning (or a control) message was randomly assigned to participants during the personality test. Emotions and perceived test fairness were measured after the test was completed. Results indicated that guilt, fear, and anger each played a unique role. Guilt explained how mid-test warnings improved personality score accuracy among fakers, whereas fear accounted for why nonfakers over-corrected their personality scores. Finally, anger explained why the mid-test warnings reduced perceived test fairness for both fakers and nonfakers. Theoretical and practical implications are discussed.