Brightness differences influence the evaluation of affective pictures

We explored the possibility of a general brightness bias: brighter pictures are evaluated more positively, while darker pictures are evaluated more negatively. In Study 1 we found that positive pictures are brighter than negative pictures in two affective picture databases (the IAPS and the GAPED). Study 2 revealed that because researchers select affective pictures on the extremity of their affective rating without controlling for brightness differences, pictures used in positive conditions of experiments were on average brighter than those used in negative conditions. Going beyond correlational support for our hypothesis, Studies 3 and 4 showed that brighter versions of neutral pictures were evaluated more positively than darker versions of the same picture. Study 5 revealed that people categorised positive words more quickly than negative words after a bright picture prime, and vice versa for negative pictures. Together, these studies provide strong support for the hypotheses that picture brightness influences evaluations.     

Are all experiences of fit created equal? Two paths to persuasion

Regulatory fit influences the effectiveness of persuasion through two paths: 1) a “feeling right” as “feeling good about the target” effect where feeling right is a positive feeling that transfers positivity directly to the target, similar to “feelings as information” or fluency effects, and 2) a “feeling right” as “feeling confident about the evaluation” effect where feeling right is feeling confident about one's evaluative judgments of the target that increases reliance on those evaluations. We propose that the involvement with an attitude-related issue in a persuasion message is one key factor that determines when each effect will occur. Five studies demonstrate that under high involvement, fit increased reliance on evaluative reactions to the target, making a target of a positive advocacy message evaluated as more positive and a target of a negative advocacy message evaluated as more negative; and under low involvement, fit increased the positivity of feelings toward the target regardless of the valence of the message advocacy, making the evaluation of the target more positive for either a positive or negative advocacy message.     

Antecedents and Consequences of Real-Time Affective Reactions at Work

Based partly on Weiss and Cropanzano's (H. M. Weiss & R. Cropanzano, 1996) Affective Events Theory, hypotheses were stated about likely antecedents and consequences of positive and negative real-time affective reactions at work. Somewhat different antecedents and consequences were predicted for positive as opposed to negative affective reactions. Affective reactions were operationalized as the average of up to 50 reports of momentary positive and negative feelings collected at work over a 2-week period. Structural equation analyses suggest that the data are consistent with the theoretical model proposed. As expected, job characteristics and positive dispositional affectivity predict positive affective reactions, role conflict and negative affectivity predict negative affective reactions, positive affective reactions predict affective commitment and helping behavior, and intention to leave is predicted by attitudes rather than by affective reactions. The results are consistent with Affective Events Theory as well as with 2-domain models that propose different causes and consequences of positive versus negative affect.     

The impact of affective and cognitive focus on attitude formation

We examined the effects of unobtrusive affective and cognitive focus on attitude formation. To induce focus, participants worked on a word-search puzzle consisting of either affective (e.g., emotion) or cognitive (e.g., reasoning) words. They then read positive and negative affective and cognitive information about a new attitude object. In the affective focus condition, evaluations were more congruent with the valence of the affective information than they were in the cognitive focus condition, where evaluations were more congruent with the valence of the cognitive information than they were in the affective focus condition. Affective focus also resulted in enhanced recall of affective information. The effects on evaluations remained stable over time, whereas effects on memory disappeared. Finally, affective focus was associated with faster response times, suggesting enhanced accessibility of affect-based attitudes. The present research shows that an affective or cognitive focus leads to the formation of different attitudes.     

Integration of Positive and Negative Affective Stimuli

The research reported in this article examines how multiple affective stimuli of differing valence (i.e., both positive and negative) are integrated into an overall affective response. Prior research on the integration of positive and negative information has not focused on affect, and previous affect integration research has not considered both positive and negative feelings. Two experiments investigate how positive and negative affective stimuli combine to influence overall affective responses to an advertisement, content‐specific beliefs, and overall ad evaluations. Both recency and contrast effects were observed on positive affective response and positive beliefs, but comparable effects on negative affective response and negative beliefs were not evident. The results support a motivational influence of affect on judgments.     

Self-expectancies and reactions to evaluations of personal performance

A field study tested whether college students' reactions to evaluations of their performance on an important examination were based primarily on self-consistency or self-enhancement needs. All students (N= 166) completed two questionnaires, one a week before and the other a week after the examination. The first questionnaire measured general self-expectancies (self-esteem), as well as expectancies specific to the upcoming examination. The second questionnaire measured six separate phases of the students' reactions to their performance evaluations (cf. Shrauger, 1975), each phase being primarily cognitive or affective in nature. The results showed a strong general preference for positive rather than negative performance evaluations among the students, regardless of their self-expectancies. Self-enhancement effects emerged more clearly than did self-consistency effects, and most effects of both types tended to involve general rather than specific self-expectancies. Finally, there was some support for Shrauger's claim that cognitive reactions to performance evaluations are influenced by self-consistency needs, whereas affective reactions are influenced by self-enhancement needs.     

Male leaders with paternity leaves: effects of work norms on effectiveness evaluations

ABSTRACT

With the growing relevance of work–family balance and gender equality at work, researchers have extensively recognized the importance of men’s greater home involvement. Yet, little is known about how people evaluate men and particularly male leaders with involved fathering behaviours, such as taking a long paternity leave. Using a social normative perspective, we explore whether cultural standards providing social approval for work–life balance influence competence evaluations of male leaders who request a paternity leave. Results from three experimental and field studies suggest that perceptions of a supportive work-family culture favour more positive evaluations of male leaders with a paternity leave. Associations were stronger for people with leadership aspirations and roles. Several main effects emerged too: male leaders taking a leave beyond the standard (from 2 weeks to 3 months) received more negative evaluations than male leaders with a shorter, statutory leave (from 2 days to 2 weeks), and employees’ sexism predicted negative evaluations. Also, slightly lower status was attributed to male compared to female leaders who requested a leave. Findings are discussed in terms of how male managers’ domestic behaviour should be further reinforced with organizational discourses and practices.     

真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

Accessibility of affective versus cognitive components of attitudes

Four studies investigated differences in accessibility of affective and cognitive components of attitudes. Accessibility was measured by response times on bipolar semantic differential evaluative adjectives (e.g. ‘positive–negative’) in response to how one felt and thought, respectively, about an attitude object. The evaluative items were accompanied by affective and cognitive context items, which were not analysed, but were meant to promote the retrieval of affective and cognitive evaluations respectively. Responses to affective evaluations were given faster than responses to cognitive evaluations, suggesting that affect-based evaluations are more accessible in memory than cognition-based evaluations. The results were obtained in two attitude domains, i.e. brand names and countries. The results support the validity of a two-component affect–cognition model of attitude. © 1998 John Wiley & Sons, Ltd.     

Regulatory fit and persuasion: transfer from "Feeling Right."

The authors propose that when a message recipient "feels right" from regulatory fit (E. T. Higgins, 2000), this subjective experience transfers to the persuasion context and serves as information for relevant evaluations, including perceived message persuasiveness and opinions of the topic. Fit was induced either by strategic framing of message arguments in a way that fit/did not fit with the recipient's regulatory state or by a source unrelated to the message itself. Across 4 studies, regulatory fit enhanced perceived persuasiveness and opinion ratings. These effects were eliminated when the correct source of feeling right was made salient before message exposure, supporting the misattribution account. These effects reversed when message-related thoughts were negative, supporting the claim that fit provides information about the "rightness" of one's (positive or negative) evaluations.     

情感强度不同负性生活事件对个体情感反应和行为选择的影响

采用系列实验方法探讨不同情感强度负性生活事件对个体情感反应和行为选择的影响。结果发现：（1）复合生活事件（1高负性+1低负性）为异类时,个体对复合事件的负性感受比单独1高负性事件更低,选择经历前者,出现平均效应;（2）复合生活事件为同类时,其负性感受比单独1高负性事件更高,选择经历后者,出现累加效应;（3）复合事件有明显的时间特点时,其情感和行为选择受事件发生时间影响,符合峰-终定律。结论：人们对负性生活事件的加工受其特点的影响,加工方式不同。     

Control of impulsive emotional behaviour through implementation intentions

Past research has established that people can strategically enhance or override impulsive emotional behaviour with implementation intentions (Eder, Rothermund, & Proctor, 2010). However, it is unclear whether emotional action tendencies change by intentional processes or by habit formation processes due to repeated enactment of the intention (or both). The present study shows that forming implementation intentions is sufficient to modulate emotional action tendencies. Participants received instructions about how to respond to positive and negative stimuli on evaluation trials but no such trials were actually presented. Results showed that merely intending to approach and avoid affective stimuli influenced emotional action tendencies in a modified affective Simon task in which affective valence was irrelevant. An affective Simon effect (i.e., faster reactions when the valence of the stimulus corresponded with the valence of the movement) was observed when participants intended evaluations with affectively congruent responses (i.e., positive–approach, negative–avoid); in contrast, the effect was reversed in direction when participants planned evaluations with incongruent responses (i.e., positive–avoid, negative–approach). Thus, implementation intentions can regulate implicit emotional responses even in the absence of possible habit formation processes. Implications for dual-system accounts of emotion regulation are discussed.     

Affective Arousal as Information: How Affective Arousal Influences Judgments,Learning, and Memory

The affect‐as‐information framework posits that affect is embodied information about value and importance. The valence dimension of affect provides evaluative information about stimulus objects, which plays a role in judgment and decision‐making. Affect can also provide evaluative information about one's own cognitions and response inclinations, information that guides thinking and reasoning. In particular, positive affect often promotes, and negative affect inhibits, accessible responses or dominant modes of thinking. Affect thus moderates many of the textbook phenomena in cognitive psychology. In the current review, we suggest additionally that the arousal dimension of affect amplifies reactions, leading to intensified evaluations, increased reliance on particular styles of learning, and enhanced long‐term memory for events. We conclude that whereas valenced affective cues serve as information about value, the arousal dimension provides information about urgency or importance.     

Affective flexibility: evaluative processing goals shape amygdala activity

ABSTRACT— Although early research implicated the amygdala in automatic processing of negative information, more recent research suggests that it plays a more general role in processing the motivational relevance of various stimuli, suggesting that the relation between valence and amygdala activation may depend on contextual goals. This study provides experimental evidence that the relation between valence and amygdala activity is dynamically modulated by evaluative goals. During functional magnetic resonance imaging, participants evaluated the positive, negative, or overall (positive plus negative) aspects of famous people. When participants were providing overall evaluations, both positive and negative names were associated with amygdala activation. When they were evaluating positivity, positive names were associated with amygdala activity, and when they were evaluating negativity, negative names were associated with amygdala activity. Evidence for a negativity bias was found; modulation was more pronounced for positive than for negative information. These data suggest that the amygdala flexibly processes motivationally relevant evaluative information in accordance with current processing goals, but processes negative information less flexibly than positive information.     

Neuroticism and Reactions to Social Comparison Information Among Cancer Patients

In an experimental study neuroticism was examined as a moderator of breast cancer patients' affective reactions to social comparison information about a fellow patient. Fifty-seven women with breast cancer completed Eysenck's Personality Questionnaire and received social comparison information about a fellow patient who was either doing better (upward condition) or worse (downward condition) than themselves. As expected, patients showed more positive reactions to upward comparison information than to downward comparison information. Moreover, neuroticism was related to responding more negatively and less positively to social comparison information. Although respondents high and low in neuroticism did not differ in their reactions to downward comparison information, low neuroticism was associated with more positive responding to upward comparison information.     

Learning where to look for danger: integrating affective and spatial information

Although not previously addressed by researchers of spatial cognition or affect, the combination of spatial and affective information is essential for many approach and avoidance behaviors, and thus for survival. We provide the first evidence that through incidental experience, people form representations that capture correlations between affective and spatial information. Participants were able to do so even when the correlation was weak, they were not told to look for the correlation, and the stimuli varied on multiple other dimensions besides valence. In addition, people were more sensitive to the presented correlation when stimuli were negative than when they were positive. This asymmetry in representation may stem from underlying differences in the activation functions for positive and negative hedonic information processing.     

The Emotional Impact of Ambivalent Sexism: Forecasts Versus Real Experiences

Research on affective forecasting indicates that people regularly mispredict the emotional impact of negative events. We extended this work by demonstrating several forecasting errors regarding women’s affective reactions to ambivalent sexism. In response to a survey about sexism against women, students at a university in the Central U.S. (N?=?188) overestimated the negative impact of hostile sexism, and underestimated the negative impact of benevolent sexism, relative to women’s reports of their actual experiences. Moreover, people mispredicted both the intensity of women’s initial affective reactions to, and the duration of women’s recovery following, ambivalent sexism. The data supported a model in which inaccurate estimates of initial intensity fully accounted for people’s inaccurate estimates of recovery duration following ambivalent sexism.     

Humorous responses to interpersonal complaints: effects of humor style and nonverbal expression

Based on disposition theory (Zillmann & Cantor, 1996), this study assessed reactions to vignettes in which individuals humorously respond to complaints from their partners. Vignettes varied based upon the sex and affective expression (positive/negative) of the speaker, and style of humor used (affiliative, aggressive, self-enhancing, self-defeating). Although males were rated as funnier than females, speakers were generally rated as more funny and likeable, and evoked less counterarguing, when they had positive facial expressions even when using negative humor styles. Aggressive humor garnered the highest evaluations of funniness, likeability, and credibility, but also the most counterarguing.     

Organizational identification and the communication of identity: effects of message characteristics on cognitive and affective identification

This paper reports an experimental study (N= 321) that tests how the cognitive and affective component of organizational identification (OI) can be affected by peripheral characteristics of organizational communication. Results show that adding cues in emails that signal organizational identity, such as the company logo, font, and colour of text, positively affect the cognitive component of OI, but not the affective component. In contrast, a personal focus in the message had a positive effect on the affective, but not on the cognitive component of OI. This study supports the idea that OI is a multi-faceted construct comprising a cognitive and affective component, and that these different components can be affected by different characteristics of organizational email messages.