The positive effect of negative emotions in protracted conflict: The case of anger

Extant research has demonstrated the destructive role that anger plays in the context of intergroup conflict. Among other findings, it has been established that anger elevates public support for aggressive and violent actions towards the outgroup. This finding has been explained by the unique cognitive appraisals, emotional goal, and response tendencies associated with anger, typified by appraised relative strength and high control, motivation to correct perceived wrongdoings, and willingness to engage in risky behavior. In the current work we examine an innovative assumption, according to which the apparent destructive implications of anger are a result of situational range restriction—namely, that anger as a group emotion has been examined almost solely at the escalation stage of conflict. Instead, we propose that the same unique characteristics of anger can bring about constructive political attitudes and support for non-violent policies in the context of systematic efforts to de-escalate a protracted conflict.To test this hypothesis we conducted two studies in which we examined the relationship between anger and the willingness to engage in positive risk-taking and support non-violent policies in the context of political negotiations between adversaries. Results indicate a significant positive relationship, supporting the hypothesis that anger is not an exclusively militant emotion, and its effects are situationally dependent.     

Intergroup emotions and gateway groups: Introducing multiple social identities into the study of emotions in conflict

After 2 decades of extensive empirical studies on affective intergroup processes, it is now clear that emotional processes play a critical role in the dynamics of intergroup conflict. However, it seems that much of the research in this domain views intergroup relations in a dichotomous manner of pure in‐groups and out‐groups despite the developments in the realm of social identity that suggest otherwise. We here suggest that the incorporation of more complex social identity models into the study of affective social science can not only help to better understand intergroup conflict dynamics but can also offer new possible venues for conflict resolution. Specifically, we claim that the presence of groups with multiple identities, which include both the in‐group's and the out‐group's identity (e.g., biracial groups that encompass both a White and a Black social identity) can impact intergroup emotional processes between the different groups comprising those multiple identities (e.g., between Whites and Blacks). Accordingly, we review recent developments in the literatures of emotion in intergroup conflict and multiple social identity and offer a conceptual integration of the two. Thus, we attempt to enrich the theory in both fields, better explain intergroup conflict, and possibly pave the way for the development of novel conflict resolution methods.     

Don't leave me this way! A qualitative study of influences on the organisational commitment and turnover intentions of graduates early in their career

While the demand for graduate recruits is growing, organisations still have little insight into how best to retain those graduates who join them. This paper reports the findings of a qualitative study which explored what factors were most likely to influence graduates' decisions to stay with or leave their first employer in the early years of their career. It does so within a conceptual framework built around organisational commitment and its antecedents and consequences.The results are used to propose how employers might take action to maximise retention, and to discuss the importance of career guidance in helping graduates to develop realistic and practical notions of what they can expect from work and what will be expected of them.     

Task conflict,information processing,and decision-making: The damaging effect of relationship conflict

A popular theoretical assumption holds that task-related disagreements stimulate critical thinking, and thus may improve group decision making. Two recent meta-analyses showed, however, that task conflict can have a positive effect, a negative effect, or no effect at all on decision-making quality (De Dreu & Weingart, 2003; De Wit, Greer, & Jehn, 2012). In two studies, we built upon the suggestion of both meta-analyses that the presence of relationship conflict determines whether a task conflict is positively or negatively related to decision making. We hypothesized and found that the level of perceived relationship conflict during task conflict (Study 1), and the actual presence (vs. absence) of relationship conflict during task conflict (Study 2), increased group members’ rigidity in holding onto suboptimal initial preferences during decision making and thus led to poor decisions. In both studies the effect of relationship conflict on decision making was mediated by biased use of information.     

The effect of relationship status on communicating emotions through touch

Research into emotional communication to date has largely focused on facial and vocal expressions. In contrast, recent studies by Hertenstein, Keltner, App, Bulleit, and Jaskolka (2006) and Hertenstein, Holmes, McCullough, and Keltner (2009) exploring nonverbal communication of emotion discovered that people could identify anger, disgust, fear, gratitude, happiness, love, sadness and sympathy from the experience of being touched on either the arm or body by a stranger, without seeing the touch. The study showed that strangers were unable to communicate the self-focused emotions embarrassment, envy and pride, or the universal emotion surprise. Literature relating to touch indicates that the interpretation of a tactile experience is significantly influenced by the relationship between the touchers (Coan, Schaefer, & Davidson, 2006). The present study compared the ability of romantic couples and strangers to communicate emotions solely via touch. Results showed that both strangers and romantic couples were able to communicate universal and prosocial emotions, whereas only romantic couples were able to communicate the self-focused emotions envy and pride.     

Beliefs about emotional residue: the idea that emotions leave a trace in the physical environment

Drawing upon the literatures on beliefs about magical contagion and property transmission, we examined people's belief in a novel mechanism of human-to-human contagion, emotional residue. This is the lay belief that people's emotions leave traces in the physical environment, which can later influence others or be sensed by others. Studies 1-4 demonstrated that Indians are more likely than Americans to endorse a lay theory of emotions as substances that move in and out of the body, and to claim that they can sense emotional residue. However, when the belief in emotional residue is measured implicitly, both Indians and American believe to a similar extent that emotional residue influences the moods and behaviors of those who come into contact with it (Studies 5-7). Both Indians and Americans also believe that closer relationships and a larger number of people yield more detectable residue (Study 8). Finally, Study 9 demonstrated that beliefs about emotional residue can influence people's behaviors. Together, these finding suggest that emotional residue is likely to be an intuitive concept, one that people in different cultures acquire even without explicit instruction.     

Don't stand so close to me: the effects fo self-construal in interpersonal closeness

Abstract— Three studies investigated the effects of self-construal activation on behavior conducive to interpersonal proximity. Study 1 revealed that compared with control participants, participants who were primed with the independent (or personal) self sat further away from where they anticipated another person would sit in a waiting room. Results of Study 2 indicated that participants primed with the interdependent (or social) self sat closer to the anticipated other person than did those primed with the independent self. Finally, Study 3 used the chronic self-construal of participants to predict the seating distance in dyadic settings. Results showed that greater independence of participants' self-construals was associated with greater spatial distance during the interaction. Together, the studies provide clear evidence that self-construal activation automatically influences interpersonal behavior as reflected in the actual distance between the self and others. Results are discussed in terms of the functions and motives connected to self-construals.     

Socio-cognitive conflict, emotions and complexity of thought in real-life morality

A new taxonomy of real-life dilemmas was tested in two studies. In Study 1, 35 respondents assessed six types of real-life dilemmas in terms of socio-cognitive conflict. Support was found for a classification of dilemmas into three levels of socio-cognitive conflict. In Study 2, 191 young women responded to measures of social perspective-taking and emotional empathy and reported a real-life moral dilemma as well as their feelings while making decisions about it. The dilemmas were classified into personal and impersonal and into three levels of socio-cognitive conflict. Dependent variables were the integrative complexity of the arguments and the reported feelings (sympathy, upset, and remorse). Dispositional empathy and perspective taking predicted level of socio-cognitive conflict and feelings of sympathy but not integrative complexity. Personal dilemmas aroused more feelings of upset than did impersonal ones. Low socio-cognitive conflict dilemmas evoked less complex thinking and less intensive feelings of upset and sympathy than did moderate and high socio-cognitive conflict dilemmas.     

Don't hate me because I'm beautiful: Anti-attractiveness bias in organizational evaluation and decision making

Within organizational judgment and decision making contexts, biases based on an evaluated person's attractiveness are among the most salient and frequently investigated. An enormous amount of research indicates favoritism for attractive people compared to unattractive ones. The current research demonstrates that the nature of this bias depends on whether one is evaluating a member of the same sex or the opposite sex. Experiment 1 (n = 2639) investigated selection of scholarship applicants and demonstrated that a pro-attractiveness bias held only for selection of opposite-sex scholarship applicants; no such bias was observed for highly attractive same-sex applicants. Experiment 2 (n = 622) investigated evaluations of prospective job candidates and demonstrated again that pro-attractiveness bias was observed only for opposite-sex candidates; participants discriminated against highly attractive same-sex candidates. Moreover, this bias was not observed among highly attractive participants; it held only for moderately attractive participants, those for whom highly attractive same-sex individuals can pose especially potent social threats. Findings suggest that attractiveness biases in organizational decision making are rooted partly in the social threats and opportunities afforded by attractive people.     

Investigating goal conflict as a source of mixed emotions

This research investigated whether (1) the experience of mixed emotions is a consequence of activating conflicting goals and (2) mixed emotions are distinct from emotional conflict. A preliminary experiment (Study 1, N = 35) showed that an elicited goal conflict predicted more mixed emotions than a condition where the same goals were not in conflict. The second experiment was based on naturally occurring goal activation (Study 2, N = 57). This illustrated that mixed emotions were experienced more following conflicting goals compared with a facilitating goals condition—on both a direct self-report measure of mixed emotions and a minimum index measure. The results also showed that mixed emotions were different to emotional conflict. Overall, goal conflict was found to be a source of mixed emotions, and it is feasible that such states have a role in resolving personal dilemmas.     

The real me: Authenticity,interpersonal goals,and conflict tactics

Dispositional authenticity is associated with positive intra- and interpersonal outcomes, yet how authenticity relates to conflict solving strategies has not been examined. The present study aims to explore the relationship between authenticity and conflict solving strategies in close friendships and proposes that interpersonal goals (i.e., compassionate goals and self-image goals) might mediate the relationship. Three hundred sixty-three Taiwanese college students completed a survey package. Results showed that authenticity was positively associated with strategies that promote the needs of both oneself and one's friend (i.e., integrating and compromising) while negatively, or not, associated with those that don't concern one's own needs (i.e., obliging) or one's friend's needs (i.e., dominating and avoiding). Further, compassionate goals mediated the relationship between authenticity and integrating, compromising, and dominating strategies, while suppressing the relationship between authenticity and avoiding and obliging strategies. Self-image goals mediated only dominating and avoiding strategies.     

Citizenship and withdrawal in the workplace: relationship between organizational citizenship behavior, intention to leave current job and intention to leave the organization

This study investigates the relationship between organizational citizenship behavior (OCB) and employee intention to leave the organization and current job using a sample of French employees. A survey was sent to 1,200 alumni of a business school in France. Participation in the study was voluntary. The participants were 355 working adults with French citizenship. This paper provides several interesting findings. While no relationship was found between altruism and intention to leave both the organization and the current job, sportsmanship, civic virtue and helping others emerged as the strongest predictors of intention to leave the organization and intention to leave the current job. Results are discussed.     

Don't tread on me: masculine honor ideology in the U.S. and militant responses to terrorism

Using both college students and a national sample of adults, the authors report evidence linking the ideology of masculine honor in the U.S. with militant responses to terrorism. In Study 1, individuals' honor ideology endorsement predicted, among other outcomes, open-ended hostile responses to a fictitious attack on the Statue of Liberty and support for the use of extreme counterterrorism measures (e.g., severe interrogations), controlling for right-wing authoritarianism, social dominance orientation, and other covariates. In Study 2, the authors used a regional classification to distinguish honor state respondents from nonhonor state respondents, as has traditionally been done in the literature, and showed that students attending a southwestern university desired the death of the terrorists responsible for 9/11 more than did their northern counterparts. These studies are the first to show that masculine honor ideology in the U.S. has implications for the intergroup phenomenon of people's responses to terrorism.     

"We all look the same to me": positive emotions eliminate the own-race in face recognition

Extrapolating from the broaden-and-build theory, we hypothesized that positive emotion may reduce the own-race bias in facial recognition. In Experiments 1 and 2, Caucasian participants (N = 89) viewed Black and White faces for a recognition task. They viewed videos eliciting joy, fear, or neutrality before the learning (Experiment 1) or testing (Experiment 2) stages of the task. Results reliably supported the hypothesis. Relative to fear or a neutral state, joy experienced before either stage improved recognition of Black faces and significantly reduced the own-race bias. Discussion centers on possible mechanisms for this reduction of the own-race bias, including improvements in holistic processing and promotion of a common in-group identity due to positive emotions.     

Don't sit so close to me: unconsciously elicited affect automatically provokes social avoidance

Behavior may be automatically prompted by cues in our social environment. Previous research has focused on cognitive explanations for such effects. Here we hypothesize that affective processes are susceptible to similar automatic influences. We propose that exposure to groups stereotyped as dangerous or violent may provoke an anxiety response and, thus, a tendency to move away. In the present experiment, we subliminally exposed participants to images of such a group, and found that they displayed greater avoidance in a subsequent interaction. Critically, this effect was explained by their increased sensitivity to threat-related information. These findings demonstrate an affective mechanism responsible for nonconscious priming effects on interpersonal behavior.     

Pro‐peace or anti‐war: The effect of emotions primed by protest songs on emotions toward in‐group and out‐group in conflict

Members of societies in conflict hold stable positive and negative views, and emotions of the in‐group and out‐group, respectively. Music is a potent tool to express and evoke emotions. It is a social product created within a social and political context, reflecting, and commenting it. Protest songs aim to change views and attitudes toward ongoing conflicts. Their message may be expressed positively (pro‐peace songs) or negatively (anti‐war songs). Previous research has shown that evoking emotions such as guilt toward the in‐group or empathy toward the out‐group may influence attitudes toward reconciliation. The present research, conducted in Israel, presents three studies investigating whether emotions evoked by positive or negative protest songs may influence in‐group members' guilt toward the in‐group (Israeli Jews) and empathy toward the out‐group (Palestinians). Studies 1 and 2 show that negative emotions evoked by negative protests songs predicted both empathy and guilt when the out‐group is considered as a whole (Study 1) or as a particular individual (Study 2). Study 2 in addition showed that empathy predicts an altruistic decision regarding an out‐group member. Emotions evoked by lyrics alone (Study 3) did not contribute to explained variance in either guilt or empathy, nor the altruistic decision. Results suggest that negative emotions expressed by negative protest songs, focused on the in‐group, are more effective in influencing attitudes toward out‐groups. Results are discussed in the context of group emotions in conflict and the role of protest songs in intergroup relations.