Negative affective reactions reduce perceived likelihood of risk

Lench, Heather C.; Darbor, Kathleen E.

doi:10.1007/s11031-014-9398-1

Cited by 12 publications

(12 citation statements)

References 36 publications

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“…This conclusion conveys that although LPAP is inconsistent with the expectations of employees holding a high PD value, this cognitive conflict does not diminish the positive effects of positive affective experiences because they are inherently rewarding (Lawler, 2001;Madrid et al, 2016a;Jiang et al, 2019). However, employees' negative affective experiences are prone to narrow their cognitive process (Parker et al, 2010) and make them pay closer attention to their own anticipation (Lench and Darbor, 2014). Because LNAP conforms to the expectations of employees valuing high PD, employee prosocial motivation can be weakened by the negative effect of LNAP.…”

Section: Theoretical Implicationsmentioning

confidence: 88%

“…However, individuals having negative affective experiences are likely to pick up on the negative areas concerning their work and organizations and are prone to perceive the dysfunctional side of organizations (Karatepe et al, 2012). Negative affective experiences with their leaders make employees dwell on their own or others' failures and shortcomings, prompting their avoidance motivation to reduce risks rather than contribute to others (Lench and Darbor, 2014;Karatepe et al, 2012). Thus, we state: H2a.…”

Section: Employee Prosocial Motivation As a Mediatormentioning

confidence: 98%

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Do feelings matter? The effect of leader affective presence on employee proactive customer service performance

Jiang

Dong

et al. 2020

IJCHM

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Purpose Applying affect-as-information theory, this research analyzed the relationship of leader affective presence and employee proactive customer service performance (PCSP) in hospitality organizations. It further explored when and how leader affective presence influenced employee PCSP. Design/methodology/approach Taking a sample of 110 teams with 361 pairs of leaders and employees in Chinese hotels, a moderated mediation model was tested across individual and team levels using hierarchical linear modeling. Findings This study found that leader positive affective presence (LPAP) had a positive effect on employee PCSP, whereas leader negative affective presence (LNAP) had a negative effect on employee PCSP. Employee prosocial motivation mediated the relationship between leader affective presence and employee PCSP. The employee power distance value weakened the LNAP–employee prosocial motivation relationship, which subsequently mitigated the negative indirect effect of LNAP on employee PCSP through employee prosocial motivation. Research limitations/implications The sample was drawn from one hotel group in China, which may limit external validity. Practical implications Hospitality organizations should emphasize the affective traits of leaders in employee initiatives. Leader affective presence should be considered during recruitment and promotion. Management should pay more attention to employee emotional management and value alignment. Originality/value The findings provide deeper insight into the role of LPAP and LNAP in influencing employees’ PCSP. It sheds new light on the mechanisms and conditions through which leader affective presence might heighten or hinder employee PCSP.

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Section: Theoretical Implicationsmentioning

confidence: 88%

Section: Employee Prosocial Motivation As a Mediatormentioning

confidence: 98%

Do feelings matter? The effect of leader affective presence on employee proactive customer service performance

Jiang

Dong

et al. 2020

IJCHM

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“…This idea is related to research on how positive and negative affective reactions to desirable and undesirable events might underlie optimism and perceived likelihoods (Lench, ). In recent work by Lench and Darbor (), the negative affect associated with a negative health risk was manipulated via a subliminal priming procedure. Negative affective associations were related to not only decreased perceived risk but also a reduced tendency to take information about reducing the risk.…”

Section: Discussionmentioning

confidence: 99%

Behaving Optimistically: How the (Un)Desirability of an Outcome Can Bias People's Preparations for It

Stuart

Windschitl

Smith

et al. 2015

Behavioral Decision Making

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Past research on the desirability bias and on bracing for bad news has focused on the potential influence of outcome desirability on people's stated expectations. The present studies examined its influence on behavior—that is, what is done in anticipation of, or preparation for, an uncertain outcome. In five studies, the desirability of possible outcomes for an event, which was uncertain and uncontrollable by the participant, was manipulated, and preparation behavior was measured. Study 1 used a hypothetical‐events paradigm. Studies 2 and 3 involved a computer activity in which behavior was tracked on a trial‐by‐trial basis. In Studies 4 and 5, the uncertain event was the ending of a videotaped basketball game. Rather than exhibiting bracing or a reluctance to tempt fate, participants tended to behave in a manner consistent with an optimistic desirability bias. In a subset of studies, predictions and likelihood judgments were also solicited; the differential effects of outcome desirability on these measures are discussed. Copyright © 2015 John Wiley & Sons, Ltd.

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“…In terms of theories, Lench and colleagues' (Lench, 2009;Lench & Bench, 2012, 2015Lench & Darbor, 2014) Automatic Optimism hypothesis does not seem to have scope for the inclusion of a severity effect or therefore reconciliation in the terms of Figure 1. The Automatic Optimism hypothesis argues that positive and negative affect cue approach and avoidance motivation respectively.…”

Section: What About Motivated Accounts Of Uco and Optimistic Belief Umentioning

confidence: 91%

“…Because owning a white car is under personal control, the less desirable it is for me, the less likely I am (presumably) to own one. A similar method for manipulating the desirability of an outcome was used in Lench and Darbor (2014). Participants who were subliminally presented with negative affect words whilst reading about formaldehyde emissions subsequently rated the likelihood of exposure to formaldehyde emissions as lower than those in the control condition.…”

Section: Negative Outcomes Underestimated Relative To Neutral Outcomesmentioning

confidence: 99%

Understanding the coherence of the severity effect and optimism phenomena: Lessons from attention

Harris

2017

Consciousness and Cognition

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Claims that optimism is a near-universal characteristic of human judgment seem to be at odds with recent results from the judgment and decision making literature suggesting that the likelihood of negative outcomes are overestimated relative to neutral outcomes. In an attempt to reconcile these seemingly contrasting phenomena, inspiration is drawn from the attention literature in which there is evidence that both positive and negative stimuli can have attentional privilege relative to neutral stimuli. This result provides a framework within which I consider three example phenomena that purport to demonstrate that people's likelihood estimates are optimistic: Wishful thinking; Unrealistic comparative optimism and Asymmetric belief updating. The framework clarifies the relationships between these phenomena and stimulates future research questions. Generally, whilst results from the first two phenomena appear reconcilable in this conceptualisation, further research is required in reconciling the third.

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Negative affective reactions reduce perceived likelihood of risk

Cited by 12 publications

References 36 publications

Do feelings matter? The effect of leader affective presence on employee proactive customer service performance

Do feelings matter? The effect of leader affective presence on employee proactive customer service performance

Behaving Optimistically: How the (Un)Desirability of an Outcome Can Bias People's Preparations for It

Understanding the coherence of the severity effect and optimism phenomena: Lessons from attention

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