Recent theorizing and research has attempted to explicate the functions of moods and emotions within small groups. In this paper, we examine these areas and suggest that affect in groups, as well as specific mechanisms to regulate and maintain certain affective states in groups, have had important roles in promoting group survival over evolutionary history. Specifically, we suggest that affect in groups serves a coordination function, which can take one of two forms. First, affect in groups quickly provides information about the environment and group structure to other group members, thus coordinating group activity via a communication function. Second, shared affect in groups coordinates group activity through fostering group bonds and group loyalty. These two functions of affect in groups are closely related and mutually reinforcing. Current research and directions for future research within an evolutionary perspective are also discussed.

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To improve employment outcomes for adults with autism spectrum disorder, it is necessary to identify factors associated with successful transition to work from the perspectives of the individual and from those who work with or support them. This study involved focus groups with adults with autism spectrum disorder ( n = 9) participating in a 3-year employment and training programme, as well as focus groups with family members ( n = 6), support staff ( n = 7) and co-workers ( n = 6). The aim was to gain better understanding of the experience of transition to work, barriers and also the factors that promote workplace success. Main themes included factors that facilitated success at work ( Enablers), barriers to success ( Challenges) and programme outcomes ( Outcomes). Organisation support, advice from co-workers, supportive leadership, allowance of environmental modifications and presence of a consultant were identified as enablers that most facilitated success at work. Challenges included task-related difficulties, individual factors, social difficulties and distractibility, not managing work-related stress, and being perceived to be too frank. Outcomes were rated as positive and encompassed work-related outcomes, as well as outcomes related to sense of purpose, achieving personal independence and improvements in social relationships, both with work colleagues and within families.

People are more resistant to criticisms of their group when those criticisms are made by an outgroup rather than an ingroup member, a phenomenon referred to as the intergroup sensitivity effect (ISE). The current study compared four competing models of how argument quality would moderate the ISE, with a view to establishing the complex interrelationships between source and message effects in group-directed criticism. Quality of the argument affected responses to ingroup critics, but not to outgroup critics. For outsiders who wish to promote positive change and reform in a group culture, this leads to a somewhat depressing conclusion: their message is likely to be rejected regardless of whether it is objectively 'right', well-considered, well-justified, or well-argued.

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