Inertia of emotions and inertia of the heart: Physiological processes underlying inertia of negative emotions at work

The emotion paradox in the aging body and brain

With age, parasympathetic activity decreases, while sympathetic activity increases. Thus, the typical older adult has low heart rate variability (HRV) and high noradrenaline levels. Younger adults with this physiological profile tend to be unhappy and stressed. Yet, with age, emotional experience tends to improve. Why does older adults' emotional well-being not suffer as their HRV decreases? To address this apparent paradox, I present the autonomic compensation model. In this model, failing organs, the initial phases of Alzheimer's pathology, and other age-related diseases trigger noradrenergic hyperactivity. To compensate, older brains increase autonomic regulatory activity in the pregenual prefrontal cortex (PFC). Age-related declines in nerve conduction reduce the ability of the pregenual PFC to reduce hyperactive noradrenergic activity and increase peripheral HRV. But these pregenual PFC autonomic compensation efforts have a significant impact in the brain, where they bias processing in favor of stimuli that tend to increase parasympathetic activity (e.g., stimuli that increase feelings of safety) and against stimuli that tend to increase sympathetic activity (e.g., threatening stimuli). In summary, the autonomic compensation model posits that age-related chronic sympathetic/noradrenergic hyperactivity stimulates regulatory attempts that have the side effect of enhancing emotional well-being.

Blame others but hurt yourself: blaming or sympathetic attitudes toward victims of COVID-19 and how it alters one's health status

OBJECTIVE

This study explored the relationship between blame/sympathy and blamer's/sympathizer's perceived health status.

DESIGN

We recruited participants via an online survey platform. Study 1 was a cross-sectional study using data (N = 3304, Mage = 28.22, SDage = 7.92, and 39.3% female) collected from 30 provinces, municipalities, and autonomous regions of China on February 3, 2020. Study 2 used the daily diary method collecting data from February 4 to 9, 2020. Sample (N = 2456, Mage = 28.49, SDage = 7.49, and 39.4% were female) was obtained by inviting participants in Study 1 on the same platform.

MAIN OUTCOME MEASURES

Self-reported health status and life satisfaction.

RESULTS

In Study 1, blame was negatively associated with perceived health status, while sympathy was positively associated with it. Negative emotions and risk perception are the underlying mechanisms, but neither of them has effects on the relationship between sympathy and perceived health status. Study 2 replicated these results using multilevel analysis.

CONCLUSION

The results highlight the importance of people's attitudes on perceived health status. While sympathy is positively related to perceived health status, blaming has a negative association with perceived health status. Negative emotions and risk perceptions are the underlying mechanisms.

Bringing social interaction at the core of organizational neuroscience

Organizations are composed of individuals working together for achieving specific goals, and interpersonal dynamics do exert a strong influence on workplace behaviour. Nevertheless, the dual and multiple perspective of interactions has been scarcely considered by Organizational Neuroscience (ON), the emerging field of study that aims at incorporating findings from cognitive and brain sciences into the investigation of organizational behaviour. This perspective article aims to highlight the potential benefits of adopting experimental settings involving two or more participants (the so-called "second person" approach) for studying the neural bases of organizational behaviour. Specifically, we stress the idea that moving beyond the individual perspective and capturing the dynamical relationships occurring within dyads or groups (e.g., leaders and followers, salespersons and clients, teams) might bring novel insights into the rising field of ON. In addition, designing research paradigms that reliably recreate real work and life situations might increase the generalizability and ecological validity of its results. We start with a brief overview of the current state of ON research and we continue by describing the second-person approach to social neuroscience. In the last paragraph, we try and outline how this approach could be extended to ON. To this end, we focus on leadership, group processes and emotional contagion as potential targets of interpersonal ON research.

Emotion network density in burnout

Background

Health care workers are often affected by burnout, resulting in reduced personal well-being and professional functioning. Although emotional exhaustion is considered a core component of burnout, little is known about the dynamics of emotions and their relation to burnout. We used network analysis to investigate the correlation between the density of a negative emotion network, a marker for emotional rigidity in person-specific networks, and burnout severity.

Methods

Using an ecological momentary assessment design, the intensity of negative emotions of forty-three health care workers and medical students was assessed five times per day (between 6 am and 8 pm) for 17 days. Burnout symptoms were assessed at the end of the study period with the Maslach Burnout Inventory. Multilevel vector autoregressive models were computed to calculate network density of subject-specific temporal networks. The one-sided correlation between network density and burnout severity was assessed. The study protocol and analytic plan were registered prior to the data collection.

Results

We found a medium-sized correlation between the negative emotion network density and burnout severity at the end of the study period r(45) = .32, 95% CI = .09–1.0, p = .014).

Conclusions

The strength of the temporal interplay of negative emotions is associated with burnout, highlighting the importance of emotions and emotional exhaustion in reaction to occupational-related distress in health care workers. Moreover, our findings align with previous investigations of emotion network density and impaired psychological functioning, demonstrating the utility of conceptualizing the dynamics of emotions as a network.

Supplementary Information

The online version contains supplementary material available at 10.1186/s40359-021-00670-y.

Personal Resources and Organizational Outcomes: Sex as a Moderator of the Complex Relationships Between Self-Esteem, Heart Rate Variability, and Work-Related Exhaustion

Global self-esteem represents a protective personal resource lowering the risk of psychological distress. Research conducted in the work setting has confirmed the psychosocial benefits of high self-esteem. However, research linking self-esteem to neurobiological adaptability appears quite scarce. In this study, we propose a theoretical model in which self-esteem predicts work-related exhaustion indirectly, through the mediation of heart rate variability (HRV) and negative affect at work. Moreover, we explore the relationship between self-esteem and HRV. From one side, one would expect a positive link between self-esteem and HRV, signaling higher autonomic adaptability. However, recent studies have shown that in women, such associations become more complex, with even reversed patterns as compared with that in men. Thus, we included sex as a moderator of the relationship between HRV and self-esteem. The model was tested on a sample of 110 individuals working in the relational professions (54% males; M _age = 42.6, SD = 13.73), observed for an entire workday. Results confirmed the protective role of self-esteem against the experience of negative affect and (indirectly) work-related exhaustion. Symptoms of exhaustion at work were also negatively predicted by HRV, and both HRV and negative affect acted as mediators of the relationship between self-esteem and work-related exhaustion. Notably, sex differences emerged in the association between global self-esteem and cardiac vagal tone at work: in women, self-esteem was negatively related to HRV, which in turn led to higher work-related exhaustion, whereas in men, no evidence of this indirect effect appeared. Burnout prevention programs should not ignore important sex differences in how individuals respond to work-related stress.

Associations between inertia of negative emotions and diurnal cortisol in a sample of college students

Emotional inertia refers to the extent to which emotional states are predictable over time and are resistant to change. High emotional inertia, characterized by emotional states that carry over from one moment to the next, has been linked with both psychological maladjustment and impaired emotion regulation abilities. However, little research has examined the psychobiological correlates of emotional inertia. As such, in this study, we examined the association between inertia of negative emotions with cortisol, the end product of the hypothalamic pituitary adrenal (HPA) axis, one of the body's primary stress response systems. Participants were 76 college students (24% male, Mage=18.53, SD=0.37), who completed five corresponding daily diaries and salivary samples to ascertain cortisol per day for 3 consecutive days. Hierarchical linear models indicated that greater inertia of negative emotion across the three days was associated with smaller cortisol awakening responses (CAR) and lower AUCg, even when controlling for average negative emotion and momentary stress perception. There were no associations with the diurnal cortisol slope. These findings shed light on the neurobiological mechanisms involved in emotion dynamics.

Emotional inertia emerges after prolonged states of exhaustion: Evidences from a measurement burst study

Exhaustion refers to the feeling of ongoing loss of emotional, physical and cognitive resources. The present study draws on the Conservation of Resources Theory to examine the relationship between chronic exhaustion and negative emotional inertia among 206 employees (aged between 19 and 50 years; M = 21.03; SD = 2.98), in a naturalistic setting. To this purpose, we used a measurement burst design with two intensive bursts—spaced 1 month apart—by repeatedly sampling exhaustion and negative affect with 18 daily diaries (a morning and an evening assessment each day) per burst. After controlling for potential confounders, results showed that exhaustion at Burst 1 predicted negative emotional inertia at Burst 2, and not the other way around. These findings advance the knowledge on the relationship between exhaustion and negative emotional inertia by providing further insights on the likely direction of causality between study variables, that is from exhaustion to inertia (but not vice versa). Practical implication, limitations, and directions for future research are also discussed.

The interactive effects of heart rate variability and mindfulness on indicators of well-being in healthcare professionals' daily working life

OBJECTIVE

Heart rate variability (HRV) and mindfulness have been described as correlates of self-regulation and well-being. The goal of the present study was to investigate their interactions from a within-person perspective in the context of work.

METHODS

Applying an ambulatory assessment approach, we studied 89 healthcare professionals across two to four work shifts. Self-reports of momentary job demands, mindfulness, and well-being (as indicated by emotional exhaustion, relaxation, and contentment) were provided three to four times a day via smartphone questionnaires. Electrocardiogram and activity sensors continuously recorded data from the beginning to the end of the shifts. Multilevel models based on 937 measurements were built for emotional exhaustion, relaxation, and contentment.

RESULTS

After controlling for covariates, including bodily movement, shift, and job demands, short-term HRV was marginally significantly related to decreased emotional exhaustion and significantly related to increased relaxation. State mindfulness was significantly related to decreased emotional exhaustion, and increased relaxation and contentment. Furthermore, HRV and mindfulness significantly interacted such that emotional exhaustion was lowest and relaxation was highest when both HRV and mindfulness were high.

CONCLUSIONS

Together, the findings provide insights into the use of HRV and mindfulness as indexes of psychophysiological regulatory resources that seemingly intensify their respective beneficial effects on the daily well-being of employees.

Emotion context insensitivity in depression: Toward an integrated and contextualized approach

Major depressive disorder (MDD) is characterized by pervasive mood disturbance as well as deficits in emotional processing, reactivity, and regulation. There is accumulating evidence that MDD is characterized by emotional patterns consistent with environmental disengagement, as reflected in attenuated positive and negative emotional reactivity, consistent with Emotion Context Insensitivity (ECI) theory. However, MDD individuals vary considerably in the extent to which they exhibit specific alterations in patterns of emotional responding. Emotions are complex, multicomponent processes that invoke responses across multiple functional domains and levels of analysis, including subjective experience, behavior, autonomic regulation, cognition, and neural processing. In this article, I review the current state of the literature on emotional responding and MDD from the lens of ECI. I focus on the importance of assessing emotional indices from multiple levels of analysis across development and contexts. I also discuss methodological and measurement issues that may contribute to inconsistent findings. In particular, I emphasize how psychophysiological measures can help elucidate emotional processes that underlie the pathophysiology of MDD as part of an integrated and contextualized approach.

Temporal dependency of emotional states at work and its relationship with dynamic performance

Emotion dynamics, how people’s emotions fluctuate across time, represent a key source of information about people’s psychological functioning and well-being. Investigating emotion dynamics in the workplace is particularly relevant, as affective experiences are intimately connected to organizational behavior and effectiveness. In this study, we examined the moderating role of emotional inertia in the dynamic association between both positive and negative emotions and self-rated job performance among a sample of 120 Italian workers (average age 41.4, SD = 14), which were prompted six times per day, for five working days. Emotional inertia refers to the extent that emotional states are self-predictive or carry on over time and is measured in terms of the autocorrelation of emotional states across time. Although inertia has been linked to several indicators of maladjustment, little is known about its correlates in terms of organizational behavior. Findings revealed that workers reporting high levels of positive emotions and high inertia rated their performance lower than workers high in positive emotions, but low in inertia. In contrast, the relation between negative emotions and performance was not significant for either high levels of inertia or low levels of inertia. Taken together, these results suggest the relevance of investigating the temporal dependency of emotional states at work.