灾难事件后继风险决策

对小概率/高风险的灾难事件的后继风险决策进行探讨,着重在决策的认知神经经济模型框架下,讨论灾难事件后继风险决策的影响因素。灾难事件后人们的风险觉知、信念和假定、经验等认知因素以及灾后情绪因素对于决策分别有不同的影响;人们灾后决策的特点为决策更多直觉化而较少运用理性分析;灾难后继决策有随时间变化的趋势,灾难事件后人们为寻求安全感而出现"损失偏差"(loss bias),该偏差在"获得"和"损失"两种条件下的影响是不同的。灾后风险决策的内在机制或可用思维和决策的双加工系统(dual-process)模型来解释。最后展望了灾难事件后继决策进一步的研究方向。     

Can pride be a vice and virtue at work? Associations between authentic and hubristic pride and leadership behaviors

Pride, a discrete emotion that drives the pursuits of achievement and status, is crucial to consider in leadership contexts. Across three studies, we explored how leaders' experiences of authentic and hubristic pride were associated with their leadership behaviors. In Study 1, a field study of leader–follower dyads, leader trait authentic pride was associated with the use of more effective (i.e., consideration and initiating structure) and fewer ineffective (i.e., abusive supervision) leadership behaviors, and hubristic pride was associated with more abusive behaviors. In Study 2, a daily diary study, on days when leaders experienced more authentic pride than usual, they used more effective leadership behaviors than usual, whereas on days when leaders experienced more hubristic pride than typical, they were more likely to engage in abusive supervision than typical. In Study 3, a scenario‐based experiment, leaders who experienced more authentic pride in response to our experimental manipulation were more likely to intend to use effective leadership behaviors. In contrast, those who experienced more hubristic pride were less likely to use these behaviors and more likely to intend to be abusive. Overall, this work highlights the importance of pride for leadership processes and the utility of examining discrete and self‐conscious emotions within organizations.     

Moral emotions: A review and research agenda for management scholarship

By discussing “families” of moral emotions, we synthesize and review the moral emotions literature in an effort to advance organizational scholarship. First, we broadly discuss “what constitutes a moral emotion?” Second, we critically examine each family of moral emotions. We discuss key controversies and debates, particularly in terms of construct overlap, and provide recommendations. Third, we review scholarly work on each family of moral emotions in the workplace and offer ideas for future research. Finally, in our general future directions, we discuss a range of theoretical perspectives that can be used to advance the moral emotions literature in the management field.     

When expressions of fake emotions elicit negative reactions: The role of observers' dialectical thinking

Fake displays of emotions are common in social and organizational settings. It is therefore important to understand their consequences. To reconcile mixed previous findings, we develop a model in which the consequences of expressing fake emotions depend on the observers' level of dialectical thinking, a cognitive style characterized by acceptance of inconsistencies. We propose that observers lower, but not higher, on dialectical thinking may infer that interaction partners who fake emotions are untrustworthy and, in turn, react negatively. We found support for our model in 2 studies. In a field fundraising experiment (Study 1), fundraisers who displayed fake (vs. genuine) happiness received smaller monetary donations and elicited lower intentions to volunteer from donors lower, but not higher, on dialectical thinking. In a laboratory negotiation experiment (Study 2), negotiators who displayed fake anger (vs. genuine anger or no emotion) were trusted less and received higher demands from counterparts lower, but not higher, on dialectical thinking. Trust mediated the moderating effect of dialecticism on the relation between fake anger (vs. genuine anger and no emotion) and demands. We discuss the theoretical and practical implications of the findings.     

Employees' surface acting in interactions with leaders and peers

Surface acting has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. Past research almost exclusively has focused on employees' interactions with external parties such as customers, clients, and patients. This study sought to extend this literature by examining the effects of employees' surface acting in interactions with parties internal to the organization (i.e., leaders and peers). Data were collected from 40 work groups (129 focal participants, 40 leaders, and 40 peers) from a large real estate agency company located in Beijing, China. Results showed that employees' surface acting influenced various emotional, relational, and behavioral outcomes. In addition, the present findings revealed that the consequences of employees' surface acting differed across leaders versus peers. Copyright © 2015 John Wiley & Sons, Ltd.     

The moral self: A review and integration of the literature

The role of the self in moral functioning has gained considerable theoretical and empirical attention over the last 25 years. A general consensus has emerged that the self plays a vital role in individuals' moral agency. This surge of research produced a proliferation of constructs related to the moral self, each grounded in diverse theoretical perspectives. Although this work has advanced our understanding of moral thought and behavior, there has also been a lack of clarity as to the nature and functioning of the moral self. We review and synthesize empirical research related to the moral self and provide an integrative framework to increase conceptual coherence among the various relevant constructs. We then discuss emerging opportunities and future directions for research on the moral self as well as implications for behavioral ethics in organizational contexts. Copyright © 2014 John Wiley & Sons, Ltd.     

Connecting with Country in Mungo National Park,Australia: a case study to measure the emotional dimension of experience and place attachment

Connecting people with nature improves well-being, but how people connect with natural places is not well documented. We asked 43 people (19 Aboriginal Australians, 24 non-Aboriginal people) about the messages they received from Country during an interactive experience in the remote Mungo National Park, Australia, and analysed the physical senses, emotions and cognitive processes they mentioned. The physical senses mentioned by most respondents were sight, hearing and motion (particularly walking). These senses helped people receive messages from Country and connect with place. We used the primary-process emotional systems of Panksepp [2010. Dialogues in Clinical Neuroscience, 12 (4), 533–545] as a framework to capture the emotional dimension of experience. Most people reported positive emotions; they spoke about being nurtured by the group and the land (CARE), and the intense joy (PLAY) of being part of the community, being on Country and being accompanied by Aboriginal people. However, our results indicate the framework does not capture the breadth of positive emotions, particularly those associated with connection to place and spiritual experiences. Both groups mentioned cognitive processes reflecting their beliefs, existing knowledge, or sharing and acquiring new knowledge. Our results indicate that the emotional dimension of experience has the potential to measure connection to place, and provide a subjective measure of well-being. More research is needed to document this dimension of experience, and how it changes with context. Our case study provides further insight for those who manage protected areas and seek to enrich the experience of visitors.     

Developing Communication Strategies for Mitigating Actions Against Global Warming: Linking Framing and a Dual Processing Model

Although there is increasing public awareness of global warming, there is a gap between such perception and relevant actions to combat the problem. In order to develop effective strategies for facilitating public actions, in this paper we draw upon framing theory and a dual processing model. Based on an experiment involving 261 participants from a large public university in Taiwan, this study found that by framing global warming as a local issue, communication messages can trigger both analytic (issue relevance) and affective (negative emotions) appraisals, which, in turn, will increase people's intentions to take actions. This study provides important insights for government and environmental groups when designing communication campaigns on this issue.     

Context-dependent evaluation of climate change policies: competing policies,knowledge and emotions

Climate change policies can compete with policies on other social and environmental problems for limited economic resources. This paper investigates the potential influence of alternative policies on citizens’ preferences for climate change policies. A contingent valuation study was implemented to estimate the impact of observable and unobservable contextual effects of competing polices on climate change valuation. Individuals are also investigated about their endowment of knowledge and emotional reactions to such problems. The results show that citizens’ valuation of climate change policies crucially depends on the context-dependent competing policies. The valuation rises as the number of competing policies increases. This increment becomes economically significant when the competing policies are related to specific problems such as forest fires and development. In addition, the valuation also rises with the amount of knowledge endowed by the individual about the climate change problem, and with the experience of negative emotions such as fear and sadness.