Anger and happiness in virtual teams: Emotional influences of text and behavior on others’ affect in the absence of non-verbal cues

Navigating the new normal: Examining coattendance in a hybrid work environment

The recent rise of hybrid work poses novel challenges for synchronizing in-office work schedules. Using anonymized building access data, we quantified coattendance patterns among ~43k employees at a large global technology company. We used two-way fixed effects regression models to investigate the association between an employee's presence in the office and that of their manager and teammates. Our analysis shows that employee in-person attendance was 29% higher when their manager was present. Moreover, a 1-SD increase in the share of teammates who were present yielded a 16% increase in the individual employee's attendance. We also observed greater coattendance among employees who were recently hired, have a Corporate or Operations role, or work in shared office spaces. Thus, we find evidence of some voluntary alignment of work schedules. Companies could bolster such organic coordination by leveraging digital scheduling tools or providing guidance specifically aimed at increasing coattendance.

Resolving the Ethical Tension Between Creating a Civil Environment and Facilitating Free Expression Online: Comment Reordering as an Alternative to Comment Moderation

Incivility in online commenting sections can create a hostile environment and result in the silencing of vulnerable voices. Accordingly, content websites and social media platforms have an ethical responsibility-one that aligns with their strategic interests-to minimize users' exposure to uncivil content. To this end, platforms invest great effort and budget in automatic and manual filtering mechanisms. Yet, these efforts create a competing ethical quandary, as they often come at the expense of free expression, particularly in cases where comments do not explicitly infringe on stated guidelines but might nevertheless be interpreted as offensive. In this paper, we examine an alternative moderation approach, based on comment reordering as opposed to deletion of uncivil comments. Specifically, we show that exposure to uncivil (vs. civil) comments located in the head or at the bottom of a list of comments increases subsequent commenters' likelihood of posting uncivil comments themselves. Exposure to uncivil comments in the middle of a list, however, does not significantly enhance commenters' likelihood of commenting uncivilly. These results offer new theoretical insight into how incivility is transferred between users in online environments. Our results also suggest a straightforward technological solution for mitigating online incivility, which is more ethical and practical than current industry standards. This involves placing civil comments at the beginning and end of the comment thread, with uncivil comments located in the middle.

Emotions as social information in unambiguous situations: role of emotions on procedural justice perception

Emotion as Social Information Theory claims that in an ambiguous situation, people rely on others' emotions to make sense of the level of fairness encountered. We tested whether the information provided by emotions about the fairness of a procedure is still a significant factor in explaining individual differences in perception of variance, even in unambiguous situations. We assessed the effects of others' emotions on observers inferred procedural justice during (un)ambiguous situations when people are treated (un)fairly. We collected data using Qualtrics online survey software from 1012 employees across different industry services in the United States. The participants were assigned randomly to one of the 12 experimental conditions (fair, unfair, and unknown x happiness, anger, guilt, and neutral). The results indicated that emotions played a significant role in the psychology of justice judgments under the ambiguous situation, as predicted by the EASI, as well as under unambiguous conditions. The study revealed significant interactions between the procedure and emotion. These findings emphasized the importance of considering how others' emotions influence an observer's perception of justice. The theoretical and practical implications of these findings were also discussed.

Supplementary Information

The online version contains supplementary material available at 10.1007/s12144-023-04640-y.

Emotion in Organizations: Theory and Research

The workplace elicits a wide range of emotions and, likewise, emotions change our experience of the workplace. This article reviews the scientific field of emotion in organizations, drawing from classic theories and cutting-edge advances to integrate a disparate body of research. The review is organized around the definition of emotion as an unfolding sequence of processes: We interpret the world around us for its subjective meaning, which results in emotional experience. Emotional experience, in turn, has consequences for behaviors, attitudes, and cognition. Emotional experience also elicits expressive cues that can be recognized by others. Each process in the emotion sequence can be regulated. Processes can also iterate until emotion is shared throughout workgroups and even entire organizations. A distinct body of organizationally relevant research exists for each process, and emotional intelligence refers to effectiveness across all. Differences across culture and gender, future research directions, and practical implications are discussed.

Skills and abilities to thrive in remote work: What have we learned

The COVID-19 pandemic led to a rapid acceleration in the number of individuals engaging in remote work. This presented an opportunity to study individuals that were not voluntarily working remotely pre-pandemic and examine how they adapted and learned to achieve success in a remote work environment, at an organization that did not have substantial prior experience managing remote work. We used a semi-structured interview process to interview participants (n = 59) who occupied both Individual Contributor and Leadership levels at an organization and broadly representative across several important demographic characteristics. We asked participants to discuss what factors at individual, team, and organizational levels contributed positively toward their remote work experience, which factors presented challenges to remote work, and what could be done to ensure success with remote work in the future. Interviews were analyzed utilizing a thematic analysis approach and summarized into common themes pertaining to factors that influence success in a remote working environment. Themes were used to identify specific skillsets particularly relevant to remote work that would benefit from training, as well as important organizational culture changes and policies needed to support remote workers and ensure their success. We present these and other findings in relation to current research and provide recommendations for practitioners.

Bots with Feelings: Should AI Agents Express Positive Emotion in Customer Service?

The rise of emotional intelligence technology and the recent debate about the possibility of a “sentient” artificial intelligence (AI) urge the need to study the role of emotion during people’s interactions with AIs. In customer service, human employees are increasingly replaced by AI agents, such as chatbots, and often these AI agents are equipped with emotion-expressing capabilities to replicate the positive impact of human-expressed positive emotion. But is it indeed beneficial? This research explores how, when, and why an AI agent’s expression of positive emotion affects customers’ service evaluations. Through controlled experiments in which the subjects interacted with a service agent (AI or human) to resolve a hypothetical service issue, we provide answers to these questions. We show that AI-expressed positive emotion can influence customers affectively (by evoking customers’ positive emotions) and cognitively (by violating customers’ expectations) in opposite directions. Thus, positive emotion expressed by an AI agent (versus a human employee) is less effective in facilitating service evaluations. We further underscore that, depending on customers’ expectations toward their relationship with a service agent, AI-expressed positive emotion may enhance or hurt service evaluations. Overall, our work provides useful guidance on how and when companies can best deploy emotion-expressing AI agents.

The Effects of Sensory Cues on Immersive Experiences for Fostering Technology-Assisted Sustainable Behavior: A Systematic Review

Games are consistently acknowledged as a powerful approach that can significantly impact people’s behavior towards living in a sustainable way. Sensory cues are regarded as influential factors in facilitating immersive experiences in gamified applications to foster sustainable behavior. As our perception of an environment is influenced not only by what we can see but also by additional sensory input such as sound and touch, additional sensory information can be part of the participant’s experience. This study systematically scrutinized game-based applications containing sensory cues to interpret current technology-assisted sustainable behavior development. This study provides a review of the impact of the sensory signals offered by video games, virtual reality, and augmented reality on pro-environmental behavioral intention. This research found that human senses can change the perception of immersion in multiple ways: visual (dimensions, angles, color), auditory (music, dialogue), and haptic, and these can affect sustainable behavior. Thus, we argue that multiple sensory modalities provide more opportunities to influence users to act sustainably. Based on the results, the theoretical contribution of this paper emphasizes the level of immersion, which is closely related to various sensory perceptions, and explains the correlation between them. In terms of industrial applications, it provides game designers, developers of VR and AR applications, and planners of sustainable education guidelines for the adoption of immersive scenarios.

Initiated and received task interdependence and distributed team performance: the mediating roles of different forms of role clarity

Distributed agile teams are increasingly employed in organizations, partly due to the increased focus on digital transformation. However, research findings about the performance of such teams appear to be inconsistent, calling for more research to investigate the conditions under which distributed agile teams may thrive. Given that task coordination is particularly challenging when team members are not co-located, the present study investigates the roles of the two types of task interdependence, i.e., initiated versus received task interdependence. Survey results from 191 participants working in distributed agile teams within three companies in Norway confirm our hypotheses. Specifically, we show that high initiated task interdependence is associated with higher role clarity of others, while received task interdependence is associated with higher role clarity of self, and that both subsequently result in higher team performance in distributed agile teams. Thus, we argue that each type of task interdependence contributes in a unique way to team performance in distributed agile teams.

Computational Process of Sharing Emotion: An Authentic Information Perspective

Although results of many psychology studies have shown that sharing emotion achieves dyadic interaction, no report has explained a study of the transmission of authentic information from emotional expressions that can strengthen perceivers. For this study, we used computational modeling, which is a multinomial processing tree, for formal quantification of the process of sharing emotion that emphasizes the perception of authentic information for expressers’ feeling states from facial expressions. Results indicated that the ability to perceive authentic information of feeling states from a happy expression has a higher probability than the probability of judging authentic information from anger expressions. Next, happy facial expressions can activate both emotional elicitation and sharing emotion in perceivers, where emotional elicitation alone is working rather than sharing emotion for angry facial expressions. Third, parameters to detect anger experiences were found to be correlated positively with those of happiness. No robust correlation was found between the parameters extracted from this experiment task and questionnaire-measured emotional contagion, empathy, and social anxiety. Results of this study revealed the possibility that a new computational approach contributes to description of emotion sharing processes.

‘Should I Turn on My Video Camera?’ The Students’ Perceptions of the use of Video Cameras in Synchronous Distant Learning

One of the challenges teachers and students face in online synchronous learning is not turning on their video cameras. The reasons are multitasking, being concerned about the background, psychological barriers, and poor internet connection. In this study, social presence theory (SPT) was employed as the theoretical lens to understand the possible impacts of video cameras in synchronous online learning. Social presence allows individuals to make personal characteristics visible to the community. Students experience greater levels of trust and rapport because of verbal and nonverbal cues that occur when video cameras are turned on in video conferencing. The use of video cameras in synchronous distant learning creates intimacy and immediacy, leading to teacher–learner social presence, which leads to dialog. The phenomenographic study was carried out to analyze the students’ perceptions of the phenomena. The eighty-two first-year undergraduate and doctoral students took part in the study. It showed that students perceive a video camera as a tool for cooperation, as well as for self-discipline and self-control. The students relate the use of video cameras with quality studies, the ability to interact, and to be a part of the process. They feel less inclined to participate when their cameras are off. That leads to the weaker student–teacher relationship, which is achieved with a higher social presence. It is essential to see one other to strengthen students’ motivation, sense of belonging, and community in the courses for first-year students who are still developing learning habits and social networks.

Don't you tweet me badly: Anxiety contagion between leaders and followers in computer-mediated communication during COVID-19

Do organizational leaders' tweets influence their employees' anxiety? And if so, have employees become more susceptible to their leader's social media communications during the COVID-19 pandemic? Based on emotional contagion and using machine learning algorithms to track anxiety and personality traits of 197 leaders and 958 followers across 79 organizations over 316 days, we find that during the pandemic leaders' tweets do influence follower state anxiety. In addition, followers of trait anxious leaders seem somewhat protected by sudden spikes in leader state anxiety, while followers of less trait anxious leaders are most affected by increased leader state anxiety. Multi-day lagged regressions showcase that this effect is stronger post-onset of the COVID-19 pandemic compared to the pre-pandemic crisis context.

Media features and communication control in the digitalized workplace: a study about regulating negative emotional communication

Purpose

One challenge facing the digitalized workplace is communication control, especially emotion regulation in which individuals try to manage their emotional experiences and/or expressions during organizational communication. Extant research largely focused on the facilitating role of a few media features (e.g. fewer symbol sets). This study seeks to provide a deeper understanding of media features that individuals, as receivers of negative emotions expressed by communication partners, could leverage to support regulating negative emotional communication in the workplace.

Design/methodology/approach

This study used qualitative research methods to identify media features that support regulating negative emotional communication at work. Data were collected using interviews and was analyzed using directed content analysis in which media features discussed in media synchronicity theory (MST) were used as the initial coding schema but the researcher was open to media features that do not fit with MST.

Findings

In addition to media features (and capabilities) discussed in MST, this study identified five additional media features (i.e. message broadcasting, message blocking, receiving specification, recipient specification and compartmentalization) and two underlying media capabilities (i.e. transmission control capability and participant control capability) that may support regulating negative emotional communication. Two major mechanisms (i.e. reducing or eliminating emotion regulation workload, and providing prerequisites or removing obstacles for emotion regulation) via which media features support emotion regulation were also identified.

Originality/value

This paper provides a more comprehensive understanding regarding communication media features that may support emotion regulation in particular and communication control in general. Findings of this study contribute to several literatures and may also transfer to other similar contexts.

What awareness variables are associated with motivation for changing risky behaviors to prevent recurring victims of cyberbullying?

The detrimental consequences for victims of cyberbullying is becoming a major public health problem in many countries. However, it is a possibility that such victims will experience repeated cyberbullying in future. Therefore, a sustainable, long-term solution is to train victims to prevent cyberbullying and cope effectively with future situations. This aim of this study was to further our understanding of the factors involved in both raising awareness and increasing motivation in relation to the process of changing risky social media behaviors in order to reduce future incidences of cyberbullying. The study was conducted with a group of 541 late adolescents, who studied at university level and were victims of cyberbullying, and 397 parents. Data was collected using online questionnaires, which were designed according to I-Change Model (ICM) theory, and statistically analyzed to determine the presence of a causal relationship using Structural Equation Modeling (SEM). The results of this study showed that family communication, loneliness, perceived susceptibility, and message and channel type had direct influences on victims’ awareness of risky behaviors. Based on parental views, the channel had a direct influence on the awareness of victims and this, in turn, had a direct influence on motivation for enacting changes in health behavior (including both psychological and physical health). It was also found that motivation for improving psychological health has a strong influence on physical health. The study results were consistent for both victims and parents. Therefore, in future, issues that should be prioritized and acted upon include promoting cooperation between victims, parents, schools, and mental health professionals in order to train and educate victims and develop an intervention program that takes into account family and personal relationships. These actions may reduce behaviors among adolescents that put them at risk of being ongoing victims of cyberbullying.

The Social Effects of Emotions

We review the burgeoning literature on the social effects of emotions, documenting the impact of emotional expressions on observers' affect, cognition, and behavior. We find convergent evidence that emotional expressions influence observers' affective reactions, inferential processes, and behaviors across various domains, including close relationships, group decision making, customer service, negotiation, and leadership. Affective reactions and inferential processes mediate the effects of emotional expressions on observers' behaviors, and the relative potency of these mediators depends on the observers' information processing and the perceived appropriateness of the emotional expressions. The social effects of emotions are similar across expressive modalities (face, voice, body, text, symbols). We discuss the findings in relation to emotional contagion, emotional intelligence, emotion regulation, emotions as social information (EASI) theory, and the functionality of emotions in engendering social influence. Finally, we identify gaps in our current understanding of the topic and call for interdisciplinary collaboration and methodological diversification. Expected final online publication date for the Annual Review of Psychology, Volume 73 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Reading emotions, reading people: Emotion perception and inferences drawn from perceived emotions

Emotional expressions play an important role in coordinating social interaction. We review research on two critical processes that underlie such coordination: (1) perceiving emotions from emotion expressions and (2) drawing inferences from perceived emotions. Broad evidence indicates that (a) observers can accurately perceive emotions from a person's facial, bodily, vocal, verbal, and symbolic expressions and that such emotion perception is further informed by contextual information. Moreover, (b) observers draw consequential and contextualized inferences from these perceived emotions about the expresser, the situation, and the self. Thus, emotion expressions enable coordinated action by providing information that facilitates adaptive behavioral responses. We recommend that future studies investigate how people integrate information from different expressive modalities and how this affects consequential inferences.

Gratitude and Social Media: A Pilot Experiment on the Benefits of Exposure to Others' Grateful Interactions on Facebook

Facebook and other social networking sites allow observation of others’ interactions that in normal, offline life would simply be undetectable (e.g., a two-voice conversation viewable on the Facebook wall, from the perspective of a real, silent witness). Drawing on this specific property, the theory of social learning, and the most direct implications of emotional contagion, our pilot experiment (N = 49) aimed to test whether the exposure to others’ grateful interactions on Facebook enhances (a) users’ felt gratitude, (b) expressed gratitude, and (c) their subjective well-being. For the threefold purpose, we created ad hoc Facebook groups in which the exposure to some accomplices’ exchange of grateful messages for 2 weeks was experimentally manipulated and users’ felt/expressed gratitude and well-being were consequently assessed. Results partially supported both hypotheses. Observing others’ exchange of grateful posts/comments on Facebook appeared to enhance participants’ in-person expression of gratitude (i.e., self-reported gratitude expression within face-to-face interactions), but not their direct and subjective experiences of gratitude. Similarly, exposure to others’ grateful messages improved some components of subjective well-being, such as satisfaction with life, but not negative and positive affect. Taken together, however, our preliminary findings suggest for the first time that social networking sites may actually amplify the spreading of gratitude and its benefits. Implications of our results for professionals and future research in the field of health, education, and social media communication are discussed.

Is Team Emotional Composition Essential for Virtual Team Members' Well-Being? The Role of a Team Emotional Management Intervention

The aim of this study was twofold. First, we examined the relationship between virtual teams' emotional intelligence composition and three indicators of their members' well-being, members' satisfaction with the team, and positive and negative affective states. Second, we analyzed the moderator role of an online team emotional management intervention in the effects of the team emotional intelligence composition. One hundred and two virtual teams participated in an experimental study with repeated measures. Teams were randomly assigned to either an intervention designed to help them detect and manage emotions during virtual teamwork or a control condition (with no intervention). We followed a hierarchical data strategy and examined a number of nested models using Hierarchical Linear Modeling. Our findings showed that virtual teams' emotional intelligence composition is a key driver of the team members' well-being, and that a team emotional management intervention moderated the impact of the team composition of emotional intelligence, buffering its influence.

Sustainable Virtual Teams: Promoting Well-Being through Affect Management Training and Openness to Experience Configurations

A disruptive digitalization recently occurred that led to the fast adoption of virtual teams. However, membership diversity and team virtuality threaten members’ well-being, especially if faultlines appear (i.e., subgroups). Considering the job demands–resources model and the role of group affect in shaping members’ perceptions of well-being, we test the effectiveness of a short-term affect management training for increasing members’ eudaimonic well-being. Moreover, based on the trait activation theory and the contingent configuration approach, we draw on the personality composition literature to test how different openness to experience configurations of team level and diversity together moderate the effect of the training. Hypotheses were tested using a pre–post design in an online randomized controlled trial in an educational context in Spain, with a sample of 52 virtual teams with faultlines. Results show that affect management training increased eudaimonic well-being. Furthermore, there was a moderation effect (three-way interaction) of openness to experience configurations, so that the training was more effective in teams with high levels and low diversity in openness to experience. We discuss implications for training, well-being, and personality composition literature. This study helps organizations develop sustainable virtual teams with engaged members through affect management training and selection processes based on the openness to experience trait.

Beyond the Emoticon: Are There Unintentional Cues of Emotion in Email?

Email and text-based communication have become ubiquitous. Although recent findings indicate emotional equivalence between face-to-face and email communication, there is limited evidence of nonverbal behaviors in text-based communication, especially the kinds of unintentional displays central to emotion perception in face-to-face interactions. We investigate whether unintentional emotion cues occur in text-based communication by proposing that communication mistakes (e.g., typos) influence emotion perception. Across six studies, we show that communication errors amplify perceptions of email sender’s emotions—both negative (Studies 1A–2, 4, 5) and positive (Study 3). Furthermore, by contrasting perceptions of message senders who make mistakes in emotional versus unemotional contexts (Study 5), we show that people partially excuse message sender communication errors in emotional (versus unemotional) contexts, attributing such mistakes to the sender’s emotional state rather than solely their intelligence level. These studies suggest that nonverbal behavior in text-based and face-to-face communication may be more comparable than previously thought.

Neuromarketing as an Emotional Connection Tool Between Organizations and Audiences in Social Networks. A Theoretical Review

Currently, there is an important debate on how social networks have affected relations between organizations and their audiences: originally complementary –since organizations had full control over the messages that they sent to users, who were mere consumers of information–, they are now symmetric –since users produce and disseminate information about organizations on a global scale through social media–. Therefore, one of the main concerns of organizations when investing in social networks is to connect with their target audience, to have virality, greater visibility and scope. Likewise, neuromarketing is gaining significant importance when it comes to predicting user behavior through biometric measurements, so it can be an essential tool for developing content that engages organizations and their audiences. The main objective of this work is to conduct a theoretical review of the main scientific research on the effectiveness of neuromarketing as a tool to improve the emotional connection between organizations and users in social networks. Thus, the scientific literature on the object under study available on the Web Of Science has been extensively reviewed. The results of the analysis of the main researches in this field reveal the importance of neuromarketing: some of them agree that the communicative effectiveness between organizations and audiences in social networks depends more on sociology and psychology than on technology itself. Neuromarketing has also allowed to demonstrate the relevance of the so-called social influence in social networks: users tend to imitate the behaviors of others, under the premise that these actions reflect the appropriate procedure. That is, when a user sees that others in their environment comment or share a post, they tend to replicate that action in order to avoid the fear of being the only one who behaves differently.

Perspectives to social media usage of depressed patients and caregivers affecting to change the health behavior of patients in terms of information and perceived privacy risks

It has been confirmed that the use of social media (SM) can affect the mental health of users. However, there is no explanation for its impact on health behavior. This study focuses on the perspectives of depressed patients and caregivers on social media usage and how it can change their health behavior. A questionnaire designed according to the framework of the I-Change Model (ICM) is used to collect data from a sample group. This group consists of 214 patients diagnosed with major depressive disorders, and 110 caregivers. The data is used to analyze causal relationships with the help of structural equation modeling. The results showed that from the patient's perspective it is essential to be aware of the content and volume of social media usage. An awareness of the perceived risk to privacy is also essentially a motivating factor in patients' decisions to use social media. The views of caregivers suggest that content valence has an essential role to play in their use of social media. After viewing content on social media patients change their behavior. The perceived privacy risk also plays a critical role in patients' decisions to use social media.

Digital Emotion Contagion

People spend considerable time on digital media, and are thus often exposed to expressions of emotion by other people. This exposure can lead their own emotion expressions becoming more similar to those of others, a process we refer to as 'digital emotion contagion'. This article reviews the growing literature on digital emotion contagion. After defining emotion contagion, we suggest that one unique feature of digital emotion contagion is that it is mediated by digital media platforms that are motivated to upregulate user emotions. We then turn to measurement, and consider the challenges of demonstrating that digital emotion contagion has occurred, and how these challenges have been addressed. Finally, we call for a greater focus on understanding when emotion contagion effects are likely to be strong versus weak or nonexistent.

The Impact of Non-normative Displays of Emotion in the Workplace: How Inappropriateness Shapes the Interpersonal Outcomes of Emotional Displays

When it comes to evaluating emotions as either “good” or “bad,” everyday beliefs regarding emotions rely mostly on their hedonic features—does the emotion feel good to the person experiencing the emotion? However, emotions are not only felt inwardly; they are also displayed outwardly, and others’ responses to an emotional display can produce asymmetric outcomes (i.e., even emotions that feel good to the displayer can lead to negative outcomes for the displayer and others). Focusing on organizational settings, this manuscript reviews the literature on the outcomes of emotional expressions and argues that the evidence points to perceived (in)appropriateness of emotional displays as key to their consequences: emotional displays that are deemed inappropriate generate disadvantageous outcomes for the displayer, and at times also the organization. Drawing on relevant theoretical models [Emotions as Social Information (EASI) theory, the Dual Threshold Model of Anger, and Asymmetrical Outcomes of Emotions], the paper highlights three broad and interrelated reasons why emotion displays could be deemed unfitting and inappropriate: (1) characteristics of the displayer (e.g., status, gender); (2) characteristics of the display (e.g., intensity, mode); and (3) characteristics of the context (e.g., national or organizational culture, topic of interaction). The review focuses on three different emotions—anger, sadness, and happiness—which differ in their valence based on how they feel to the displayer, but can yield different interpersonal outcomes. In conclusion, the paper argues that inappropriateness must be judged separately from whether an emotional display is civil (i.e., polite and courteous) or uncivil (i.e., rude, discourteous, and offensive). Testable propositions are presented, as well as suggested future research directions.

Effects of Leaders’ Positive/Negative Emotional Expression on Subordinates’ Voice Behavior: Mediation Effect of Subordinates’ Liking to Superiors

Employees’ voice could benefit organizational development and progress; however, emotional mechanism to induce such a behavior still requires further research. This study investigates the relations between leaders’ different emotional expression and employees’ voice behavior in China. By investigating 215 pairs of superior-subordinate samples of enterprises in China, it is discovered that leaders’ positive emotional expression could enhance employees’ voice, and the negative emotional expression would negatively affect employees’ voice behavior. Meanwhile, subordinates’ liking to superiors shows partial mediation effects on the effect of leaders’ positive/negative emotional expression on employees’ voice behavior. The research results reveal that leaders emphasize the function of positive emotional expression in organizational management. Future research could further investigate various influential paths and distinguish leaders’ emotional expression.

Paradoxical Virtual Leadership: Reconsidering Virtuality Through a Paradox Lens

This conceptual article moves the conversation about virtual leadership forward by blending extant knowledge on virtuality and on leadership. Drawing on paradox theory, we show that virtuality is a paradox; therefore, virtual leadership’s core function is to deal with paradox. Our paradoxical virtual leadership model introduces three distinct leadership styles: synergistic, selective, and stagnant. Synergistic leaders view virtuality through a both–and cognitive framework, integrate divergent forces into synergistic solutions, and engage in varied, even opposing, behaviors to synergize virtuality’s paradoxical tensions and leverage the power of paradox. In contrast, selective leaders view virtuality through an either–or framework, and attempt to either manage virtuality’s challenges, or to capitalize on its opportunities, thus failing to balance paradoxical tensions. Finally, stagnant leaders adopt an avoidant framework, ignoring or avoiding virtuality’s paradoxes, and fail to lead effective virtual teams. The practical implications of this model—especially as they relate to how virtual leaders can synergize paradoxical tensions—are discussed.

Sanchez D, Dean MD. Do I Really Know You and Does It Matter? Unpacking the Relationship Between Familiarity and Information Elaboration in Global Virtual Teams

We investigate the relationship between personal and professional familiarly, team effectiveness, and viability, and how these relationships are mediated by information elaboration in global virtual teams. We further assess whether virtuality moderates the relationships between both types of familiarity and information elaboration. Based on data collected from 63 global virtual supply chain teams, our results suggest that professional familiarity is positively associated with team information elaboration, which in turn relates positively to both manager-rated team effectiveness and team leader–rated viability. Furthermore, team virtuality enhances the influence of personal familiarity on information elaboration, but dampens the relationship between professional familiarity and information elaboration. Our results suggest that professional familiarity is a more salient antecedent of information elaboration in global virtual teams. We discuss the implications of our results for both theory and practice.

Mitigating the Detrimental Impact of Maximum Negative Affect on Team Cohesion and Performance Through Face-to-Face Communication

Research on team affective composition has been limited by primarily focusing on the influence of the mean level of team affect despite suggestions that even one affectively negative member may have a disproportionate influence on team functioning and outcomes. Drawing on key tenets of social interdependence theory and integrating team affect and communication research, we investigate the influence of the team member with the highest score on trait negative affect (maximum negative affect). We also highlight an important factor, face-to-face communication, that may mitigate the detrimental effect of maximum negative affect. Results show that the negative impact of team maximum negative affect on team cohesion, and the indirect effect on team performance behaviors through cohesion, is attenuated in teams that meet face-to-face more frequently. In addition, team performance behaviors mediate the indirect effect of cohesion on the team’s task performance outcome. Our findings make significant contributions to team affect research and also have important practical implications for managing negative affectivity in teams.

Online Discussion and the Moral Pathway to Identity Politicization and Collective Action

Research on the mobilizing potential of the Internet has produced some controversy between optimistic vs. skeptical perspectives. Although some attention has been paid to the effects of online discussions on collective participation, very little is known about how people’s experience of online interactions affects the key psychosocial predictors of collective action. The present research investigated whether use of the Internet as a channel for deliberation influenced the moral pathway to collective mobilization by shaping users’ politicized identity, thereby indirectly influencing collective action. Results showed that when people perceived online discussions as a constructive communication context, their politicized identity was imbued with the meaning of responding to a moral obligation, and willingness to participate in collective action was sustained. However, when participants perceived that online discussions were not constructive, their identification with the movement did not refer to moral obligation, and intention to participate in collective action was not sustained. Our discussion focuses on the need to deepen investigation of how people experience the particularities of interacting online, and on how this can affect psychosocial processes leading to collective action.

Emotional Dynamics in Conflict and Negotiation: Individual, Dyadic, and Group Processes

Conflict is an emotional enterprise. We provide an integrative synthesis of theory and research on emotional dynamics in conflict and negotiation at three levels of analysis: the individual, the dyad, and the group. At the individual level, experienced moods and emotions shape negotiators' cognition and behavior. At the dyadic level, emotional expressions influence counterparts' cognitive, affective, and behavioral responses. At the group level, patterns of emotional experience and/or expression can instigate cooperation, coordination, and conformity, or competition, conflict, and deviance. Intrapersonal (individual-level) effects of diffuse moods can be explained by affect priming and affect-as-information models, whereas effects of discrete emotions are better explained by the appraisal-tendency framework. Interpersonal (dyadic- and group-level) effects of emotions are mediated by affective (e.g., emotional contagion) and inferential (e.g., reverse appraisal) responses, whose relative predictive power can be understood through the lens of emotions as social information (EASI) theory. We offer a critical assessment of the current literature, discuss practical implications for negotiation and conflict management, and sketch an agenda for future research.

Emotional contagion and burnout among nurses and doctors: Do joy and anger from different sources of stakeholders matter?

The present study adds novel knowledge to the literature on emotional contagion (EC), discrete emotions, job burnout, and the management of healthcare professionals by simultaneously considering EC as both a job demand and a job resource with multiple social pathways. Integrating EC into the job demands-resource model, we develop and test a conceptual model wherein multiple stakeholder sources of emotional exchanges (i.e., leaders, colleagues, patients) play a differential role in predicting caregivers' absorption of positive (i.e., joy) and negative (i.e., anger) emotions, and in turn, burnout. We tested this nomological network using structural equation modeling and invariance analyses on a sample of 252 nurses and 102 doctors from diverse healthcare wards in three Italian hospitals. Our findings show that not all emotional exchange sources contribute to the EC experience or likelihood of burnout. Specifically, we found that doctors absorbed joy and anger from their colleagues but not from their leaders or patients. In contrast, nurses absorbed joy and anger from leaders, colleagues, and patients. Surprisingly, we found that joy-absorbed and anger-absorbed were related to doctors' exhaustion and cynicism, but only to nurses' cynicism. We conclude with suggestions for advancing research and practice in the management of emotions for preventing burnout.

The Dark Side of a Smiley

First impressions are heavily influenced by emotional expressions such as smiles. In face-to-face contact, smiling individuals are perceived as warmer and as more competent than nonsmiling individuals. In computer-mediated communication, which is primarily text-based, the “smiley” (☺) constitutes the digital representation of a smile. But is a smiley a suitable replacement for a smile? We conducted three experiments to examine the impact of smiley use on virtual first impressions in work-related contexts. Our findings provide first-time evidence that, contrary to actual smiles, smileys do not increase perceptions of warmth and actually decrease perceptions of competence. Perceptions of low competence in turn undermined information sharing. The adverse effects of smiley use are moderated by the formality of the social context and mediated by perceptions of message appropriateness. These results indicate that a smiley is not a smile. The findings have implications for theorizing on the social functionality of virtual emotional expressions.

Emotional influence in groups: the dynamic nexus of affect, cognition, and behavior

Groups are a natural breeding ground for emotions. Group life affords unique opportunities but also poses critical challenges that may arouse emotional reactions in group members. Social-functional approaches hold that these emotions in turn contribute to group functioning by prompting group members to address concerns that are relevant to the group's success. Guided by Emotions as Social Information (EASI) theory, this paper reviews research on the affective, cognitive, and behavioral consequences of emotional expressions in groups. Affective processes include emotional contagion and affective convergence, and resulting states such as group affective tone and affective diversity. Cognitive processes include inferences group members draw from each other's emotional expressions. We discuss how these affective and cognitive processes shape behavior and group functioning. We conclude that the traditional (over)emphasis on affective processes must be complemented with a focus on cognitive processes to develop a more complete understanding of the social dynamics of emotions in groups.

Infuriating Impasses

Prior research has focused on the influence of emotional expressions on the value of negotiated outcomes. Across three studies, we demonstrate that people interacting with angry counterparts become more likely to walk away from a negotiation, resulting in an impasse. In Study 1, participants who encountered counterparts expressing anger were more likely to choose an impasse, relative to those with neutral counterparts. In Study 2, building on the emotion-as-social-information model, we found that inferences of selfishness mediate the effect of angry expressions on impasses. In Study 3, we found that timing moderates the relationship between angry expressions and impasses. Furthermore, we demonstrated that perceptions of inappropriateness mediate the interactive effect of timing and angry expressions on impasses. Taken together, our work reveals that expressing anger is risky in negotiations because people infer that angry counterparts are selfish and become more likely to exit negotiations.