Motivated by guilt and low felt trust: The impact of negotiators' anger expressions on the implementation of negotiated agreements

Prior research has identified benefits from certain emotion tactics in negotiation, particularly expressing anger to achieve short‐term gains. We demonstrate that such tactics can be strategically problematic due to their impact on an actor's emotions and felt trust. Through five studies, we find that negotiators' use of anger tactics during a negotiation increased their feelings of guilt and reduced the extent to which they felt trusted by their counterpart following the negotiation. We found this guilt to be the result of their aggressive tone and how they treated their counterpart. The guilt and diminished felt trust in turn motivated negotiators to engage in greater cooperative behaviors during the deal implementation process that benefited their counterpart, even if doing so was costly to the negotiator. Our results demonstrate that negotiator guilt and felt trust resulting from anger tactics influence the dynamic relationship between negotiators and their counterparts. This in turn has strategic implications for negotiators, who attempt to mitigate these negative feelings during the crucial implementation phase of a negotiated agreement.     

The effect of multiple negative,neutral, and positive organizational changes

Organizational change research has largely concluded that employees appraise changes in their workplace negatively and thus respond negatively to greater amounts of change. However, whether this conclusion is warranted remains unclear because previous research has examined single workplace changes in isolation or asked employees to make a global assessment of the changing nature of their workplace. Researchers have not had the means to capture the number of changes employees experience or their appraisals of the many different changes occurring in their workplace. In this study, we developed and validated the Quantity of Change Scale (QCS) to provide a more nuanced understanding of employees’ appraisals of their changing workplace. We found that the negative changes employees experience disproportionately influenced their reactions to the changing work environment. However, we also demonstrated that contrary to popular belief, employees appraised fewer changes as negative than as positive or neutral. Together these findings provide new insight into why assessments of employees’ general reactions to workplace change tend to be negative. We discuss the theoretical and practical implications of our empirical examination of employees’ appraisals of the many changes in their workplace.     

Sustainability of Teacher Implementation of School-Based Mental Health Programs

Evidence-based prevention and intervention programs are increasingly being implemented in schools and it therefore is becoming increasingly important to understand the complexities of program implementation under real-world conditions. Much research has focused on the contextual factors that influence program implementation but less work has attempted to provide an integrated understanding of mechanisms (e.g., teacher-training processes) that affect teachers' program implementation. In this paper, we review literature on factors related to teachers' implementation of school-based prevention and intervention programs, then from this review abstract what we believe are four basic ingredients that characterize potentially sustainable teacher-implemented classroom programs. Finally, we present a sequential model, based on these ingredients, of the naturalistic processes underlying sustainability of teachers' program implementation and describe how this sustainability can be enhanced through provision of teacher training and performance feedback from a classroom consultant.     

Challenges in Disseminating Model Programs: A Qualitative Analysis of the Strengthening Washington DC Families Program

This article discusses the challenges faced when a popular model program, the Strengthening Families Program, which in the past has been implemented on a smaller scale in single organizations, moves to a larger, multiorganization endeavor. On the basis of 42 interviews conducted with program staff, the results highlight two main themes that address program and organizational characteristics. The themes relate to the cultural relevance of the program, the accessibility of program partners, the organization of program services, and the coordination of program activities. The article also offers a discussion of how to better prepare sites for program delivery. This discussion focuses explicitly on the need for good communication among program partners, extensive community outreach, and the ability to secure additional resources.     

Emotional,motivational and attitudinal consequences of autonomous prosocial behaviour

When do prosocial actors experience positive versus negative psychological outcomes from helping others? In four studies and an internal meta-analysis, we tested the hypothesis that autonomy shapes the psychological consequences of helping others. In Study 1, prosocial behaviour was associated with a robust pattern of negative well-being outcomes (i.e., depression, anxiety, stress) for individuals low but not high in autonomy. In Studies 2–4, relative to reflecting on a neutral interpersonal experience, reflecting on an autonomous helping experience increased sadness and happiness, strengthened intentions to help in the future and raised support for social welfare. By contrast, reflecting on a controlled helping experience increased negative emotions and decreased positive emotions, but did not affect attitudes or behavioural intentions. Collectively, the findings indicate that autonomy (or lack thereof) shapes the emotional, motivational and attitudinal consequences of helping behaviour.     

Examining the help-seeking intentions of Chinese individuals in the United States

The underutilization of mental health services by Chinese individuals in the United States is concerning. In this study, we examined Chinese individuals’ help-seeking intentions utilizing the theory of planned behavior. Two hundred fifty-one participants were recruited for this study. The results revealed that help-seeking attitudes (β = 0.28, p < 0.001), perceived behavioral control (β = 0.21, p < 0.001), and subjective norms (β = 0.13, p < 0.001) were found to be significant predictors of help-seeking intentions. The implications of the results are discussed.     

Stay calm! Regulating emotional responses by implementation intentions: Assessing the impact on physiological and subjective arousal

Implementation intention (IMP) has recently been highlighted as an effective emotion regulatory strategy. Most studies examining the effectiveness of IMPs to regulate emotion have relied on self-report measures of emotional change. In two studies we employed electrodermal activity (EDA) and heart rate (HR) in addition to arousal ratings (AR) to assess the impact of an IMP on emotional responses. In Study 1, 60 participants viewed neutral and two types of negative pictures (weapon vs. non-weapon) under the IMP “If I see a weapon, then I will stay calm and relaxed!” or no self-regulatory instructions (Control). In Study 2, additionally to the Control and IMP conditions, participants completed the picture rating task either under goal intention (GI) to stay calm and relaxed or warning instructions highlighting that some pictures contain weapons. In both studies, participants showed lower EDA, reduced HR deceleration and lower AR to the weapon pictures compared to the non-weapon pictures. In Study 2, the IMP was associated with lower EDA compared to the GI condition for the weapon pictures, but not compared to the weapon pictures in the Warning condition. ARs were lower for IMP compared to GI and Warning conditions for the weapon pictures.     

中国古代生育心理思想研究

从生育动机、生育目的、生育意愿和新生人口心理素质的遗传等问题探讨了中国古代生育心理思想．揭示出古代社会居于主导地位的生育动机、生育目的和相互对立的生育意愿;分析了它们对今天人口控制的影响;概括并评价了古代关于新生人口的心理素质遗传性的理论。