Emotional contagion in organizational life

Barsade, Sigal G.; Coutifaris, Constantinos G. V.; Pillemer, Julianna

doi:10.1016/j.riob.2018.11.005

Cited by 158 publications

(174 citation statements)

References 123 publications

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“…Experience sharing can even track workplace benefits, such as occupational commitment and employee satisfaction [112], and enhance the performance of teams and groups in some contexts [113].…”

Section: Box 1 When Experience Sharing Is Instrumentalmentioning

confidence: 99%

Strategic Regulation of Empathy

Weisz¹,

Cikara²

2020

Preprint

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Empathy is an integral part of socio-emotional well-being, yet recent research has highlighted some of its downsides. Here we examine literature that establishes when, how much, and what aspects of empathy promote specific outcomes. After reviewing a theoretical framework which characterizes empathy as a suite of separable components, we examine evidence showing how dissociations of these components affect important socio-emotional outcomes and describe emerging evidence suggesting that these components can be independently and deliberately modulated. Finally, we advocate for a new approach to a multi-component view of empathy which accounts for the interrelations among components. This perspective advances scientific conceptualization of empathy and offers suggestions for tailoring empathy to help people realize their social, emotional, and occupational goals.

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Section: Box 1 When Experience Sharing Is Instrumentalmentioning

confidence: 99%

Strategic Regulation of Empathy

Weisz¹,

Cikara²

2020

Preprint

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“…Posed Faces Elicit Zygomatic which is known as the process that happens when the muscles pull the corners of the lips back where we can see it as a smile, automatically activate when people see happy faces around and the muscles use to wrinkle the brows in front of angry faces Dimberg, 1982Dimberg, , 1988Hess et al, 1998as cited in McIntosh, 2006. Furthermore, Omdahl andO'Donnell (1999) replicated Miller et al's (1988) findings and a study has conducted in a hospital regarding the level of emotional contagion of nurses, and it was found that the nurses who deals more with the patients' emotions are likely to experience an emotional exhaustion (Barsade et al, 2018).…”

Section: Literature Reviewmentioning

confidence: 78%

“…Apart from the behaviors, ideas and thoughts, sometimes people quickly capture and demonstrate others' emotions and the moods in the exact same way based on the atmosphere they are in since the emotions or the moods of a person transfer to another person within a few seconds. This phenomenon is known as the concept of emotional contagion (Barsade, Coutifaris, & Pillemer, 2018). As mentioned above, the deceases are spreading speedily so as the emotions.…”

Section: Introductionmentioning

confidence: 97%

Impact of Emotional Contagion on Work Performance of Employees

Ekanayake

Weerasinghe

2019

Kelaniya J. Hum. Res. Mgt.

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People possess variety of emotions. In spite of the effectiveness and the productiveness, they capture others' emotions and moods habitually. It spreads as if a virus among them. Employees serve as the life-blood of any organization that ensures the health at the workplace. Thus, every organization strives to enhance and nurture their work performance effectively and efficiently by carefully managing the factors that affect their performance. The previously mentioned habitual nature of catching others' emotions at work can have an impact on employees' performance. Hence, the purpose of this study was to assess the impact emotional contagion on individual work performance. The study is an explanatory, cross-sectional in nature. A standard questionnaire was administered among the participants of the sample, selected through convenience sampling technique, which encompasses 100 respondents who are in the age category of 18 years or above that who work organizations. The items in the questionnaire have been extracted from the standard measurement scales. Descriptive statistics, correlation and regression have been used to test the hypotheses and draw conclusions. Results revealed that there is a significant relationship between the emotional contagion and individual work performance. Further, a significant impact is found from emotional contagion on work performance; as R-square is 15.7% Thus, building on the findings, it is recommended that the individuals should spend more time with the ones who boost their morale while practicing the effective ways they can use to manage the impact of others' negative emotions and moods. Findings of the study would be beneficial for all the individuals, employees, managers, and for every organization that deploy humans at work to manage the emotions and moods productively in a way which they support their work performance.

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“…A possible explanation is that in the early stage of an epidemic, when the threat is highly uncertain, cognitive risk responses may be optimal for driving increasingly suitable behavior as the epidemic evolves (42). Emotional contagion occurs at more conscious levels [for review, (43)]. Anxiety generally involves less intense cognitive components than susceptibility to emotional contagion and thereby is less likely to predict behavioral change.…”

Section: Discussionmentioning

confidence: 99%