In this article, the authors explore compassion in work organizations. They discuss the prevalence and costs of pain in organizational life, and identify compassion as an important process that can occur in response to suffering. At the individual level, compassion takes place through three subprocesses: noticing another’s pain, experiencing an emotional reaction to the pain, …
카테고리 글 보관함:행복DB
Barsade, S. G., &Gibson, D. E. (2007). Why does affect matter in organizations?. The Academy of Management Perspectives, 21(1), 36-59.
Interest in and research about affect in organizations have expanded dramatically in recent years. This article reviews what we know about affect in organizations, focusing on how employees’ moods, emotions, and dispositional affect influence critical organizational outcomes such as job performance, decision making, creativity, turnover, prosocial behavior, teamwork, negotiation, and leadership. This review highlights pervasive …
Mor, N., &Winquist, J. (2002). Self-focused attention and negative affect: a meta-analysis. Psychological bulletin, 128(4), 638.
This meta-analysis synthesized 226 effect sizes reflecting the relation between self-focused attention and negative affect (depression, anxiety, negative mood). The results demonstrate the multifaceted nature of self-focused attention and elucidate major controversies in the field. Overall, self-focus was associated with negative affect. Several moderators qualified this relationship. Self-focus and negative affect were more strongly related …
Fredrickson, B. L., et al. (2008). Open hearts build lives: positive emotions, induced through loving-kindness meditation, build consequential personal resources.
B. L. Fredrickson’s (1998, 2001) broaden-and-build theory of positive emotions asserts that people’s daily experiences of positive emotions compound over time to build a variety of consequential personal resources. The authors tested this build hypothesis in a field experiment with working adults (n = 139), half of whom were randomly-assigned to begin a practice of …
Oswald, A. J., Proto, E., &Sgroi, D. (2015). Happiness and productivity. Journal of Labor Economics, 33(4), 789-822.
Some firms say they care about the well-being and “happiness” of their employees. But are such claims hype or scientific good sense? We provide evidence, for a classic piece rate setting, that happiness makes people more productive. In three different styles of experiment, randomly selected individuals are made happier. The treated individuals have approximately 12% …
Boothby, E. J., Clark, M. S., &Bargh, J. A. (2014). Shared experiences are amplified. Psychological science, 25(12), 2209-2216.
In two studies, we found that sharing an experience with another person, without communicating, amplifies one’s experience. Both pleasant and unpleasant experiences were more intense when shared. In Study 1, participants tasted pleasant chocolate. They judged the chocolate to be more likeable and flavorful when they tasted it at the same time that another person …
Gray, A. W., Parkinson, B., &Dunbar, R. I. (2015). Laughter’s influence on the intimacy of self-disclosure. Human Nature, 26(1), 28-43.
If laughter functions to build relationships between individuals, as current theory suggests, laughter should be linked to interpersonal behaviors that have been shown to be critical to relationship development. Given the importance of disclosing behaviors in facilitating the development of intense social bonds, it is possible that the act of laughing may temporarily influence the …
Dutton, J. E., Roberts, L. M., &Bednar, J. (2010). Pathways for positive identity construction at work: Four types of positive identity and the building of social resources.
In this paper we organize research on work-related identities into a four-perspective typology that captures different ways identities can be “positive.” Each perspective on positive identity—virtue, evaluative, developmental, and structural—highlights a different source of positivity and opens new avenues for theorizing about identity construction. We use these four perspectives to develop propositions about how different …
Lilius, J. M., Worline, M. C., Maitlis, S., Kanov, J., Dutton, J. E., &Frost, P. (2008). The contours and consequences of compassion at work. Journal of Organizational Behavior, 29(2), 193-218.
This paper describes two studies that explore core questions about compassion at work. Findings from a pilot survey indicate that compassion occurs with relative frequency among a wide variety of individuals, suggesting a relationship between experienced compassion, positive emotion, and affective commitment. A complementary narrative study reveals a wide range of compassion triggers and illuminates …
Herrmann, B., Thöni, C., &Gächter, S. (2008). Antisocial punishment across societies. Science, 319(5868), 1362-1367.
We document the widespread existence of antisocial punishment, that is, the sanctioning of people who behave prosocially. Our evidence comes from public goods experiments that we conducted in 16 comparable participant pools around the world. However, there is a huge cross-societal variation. Some participant pools punished the high contributors as much as they punished the …