Awe motivates authentic-self pursuit via self-transcendence: Implications for prosociality.

Abstract

We propose that the emotion of awe (i.e., challenge that exceeds the scope of one's mental structures, requiring cognitive accommodation) awakens self-transcendence (i.e., reaching beyond one's self-boundary), which in turn invigorates pursuit of the authentic self (i.e., alignment with one's true self). This process has implications for prosociality. We supported our theoretical model in 14 studies (N = 4,438) using distinct awe manipulations or measures, employing different assessments of authentic-self pursuit, testing participants both in laboratory and field settings, and involving samples from both collectivistic and individualistic cultures. In Studies 1-2 (N = 828), dispositional awe was positively associated with authentic-self pursuit and induced awe motivated authentic-self pursuit. In Studies 2-9 (N = 2,461), dispositional awe was positively associated with, and induced awe strengthened, authentic-self pursuit via self-transcendence. These effects were independent of pride and happiness. In Study 10 (N = 281), selfsmallness (i.e., a sense of self as small and insignificant), albeit induced by awe, did not account for the unique effects of awe on authentic-self pursuit via self-transcendence. Finally, in Studies 11-14 (N = 868), awe-induced authentic-self pursuit was linked with higher general prosociality, but lower inauthentic prosociality. The findings invite a reexamination of awe's relation with the self, while highlighting the complexity and intricacy of that relation.

Awe Narratives: A Mindfulness Practice to Enhance Resilience and Wellbeing

“…Self-transcendent experiences (STEs) are described as feeling a sense of unity and a connection “with other individuals, humankind, and even the entirety of existence” ( Yaden et al, 2017 , p. 5). Experiencing awe and STEs have been closely linked together ( Yaden et al, 2017 ; Chirico and Yaden, 2018 ; Li et al, 2019 ; Jiang and Sedikides, 2021 ) and in this narrative, it was experienced at numerous moments (for examples, see in Table 1 , connectedness with others and with nature ).…”

Changing Personal Values through Value-Manipulation Tasks: A Systematic Literature Review Based on Schwartz’s Theory of Basic Human Values

“…Indeed, according to Schwartz [ 22 ], an important but under-investigated feature of values is their link with emotions. For example, a recent study highlighted that by emotion manipulation (in this case, the emotion of awe), self-transcendence values become more accessible, leading to a strengthened relationship between them and prosocial behaviours [ 109 ]. Eliciting emotions might, therefore, lead also to an increment in the importance attributed to some values [ 39 ]; for example, according to Marini et al [ 108 ], non-anxiety emotions (e.g., gratitude and affection) can foster the importance of anxiety-free values (e.g., self-transcendence).…”

Power Distance Belief and Workplace Communication: The Mediating Role of Fear of Authority

“…Third, in the current study, we recruited participants via an online platform. Although online recruitment platforms (i.e., Credamo; Turkprime) are reliable and have been widely used [ 54 , 55 ] and we also used questions to exclude participants who do not have workplace communication experience, nevertheless, longitudinal design and field study would be needed to complement our experimental and cross-sectional work. Future research could further conduct field studies (i.e., data collection in companies) and explore diverse measures (i.e., evaluate communication by other-reported) to further provide more cogent evidence.…”

“…We recruited 250 Chinese participants on the online platform Credamo [ 57 ]. Credamo, the Chinese equivalent of Mturk, is a reliable Chinese recruitment platform [ 54 , 55 ]. We excluded 4 for failing an attention check, leaving 246 participants (246 Han Chinese, 0 other; 127 women, 119 men; M age = 25.88, SD age = 5.37) in the sample.…”

“…We recruited participants from high power distance belief culture (i.e., China) and low power distance belief culture (i.e., the United States) and assessed fear of authority as well as workplace communication. Due to COVID-19, we recruited participants on online recruitment platforms (i.e., Credamo, Turkprime) which are reliable and have been widely used [ 54 , 55 ]. Meanwhile, we used questions to exclude participants who do not have workplace communication experience.…”