Emotions are not always contagious: Longitudinal spreading of self-pride and group pride in homogeneous and status-differentiated groups (original) (raw)
Related papers
Frontiers in Psychology, 2021
Various lines of research have hinted at the existence of multiple forms of self-conscious emotion pride. Thus far, it is unclear whether forms, such as self-pride, group-pride, or vicarious-pride are characterized by a similar feeling of pride, and what the communal and unique aspects are of their subjective experiences. The current research addressed this issue and examined the communal and unique characteristics of the subjective experiences of self-pride, group-pride, and vicarious-pride. Using recalled experiences, two experiments demonstrated that self-pride, group-pride, and vicarious-pride could be separated on the basis of their subjective experiences. More specifically, Experiment 2 demonstrated how self-pride, group-pride, and vicarious-pride were related to feelings of self-inflation, other-distancing vs. approaching, and other-devaluation vs. valuation. Finally, Experiment 3 showed that not only the responsibility for the achievement but also the number of people who ha...
Collective pride, happiness and celebratory emotions: Aggregative, network and cultural models
Collective pride is of increasing interest to interdisciplinary emotion researchers who no longer subsume it under collective self-esteem, nationalism and patriotism. Proud positive emotional climates, waves of celebratory emotion, and elevated group moods occur in large groups such as organizations, communities and nations in response to success in mega-sport events, positive international attention, praiseworthy group behavior and the successful completion of projects that confirm a collective’s strengths or enhanced status. In this chapter, the first section confronts sources of skepticism about the existence of collective pride as a discrete positive collective emotion and the resulting clarification is used to highlight its background features, precipitating contexts, expressive forms and cultural importance (e.g., relations to belonging, solidarity and collective identity). Aggregative, network and cultural models of collective emotion are examined in the second section through instances of positive group emotion generated in the contexts of mega-sport competitions, social movements and group conflicts. The third section analyses several examples and demonstrates the need for a clear distinction between celebratory emotions and predominantly negative forms of defiant and narcissistic group emotion. Conceptual-discursive and phenomenological grounds are used to explore connections between collective pride and collective shame as well as to argue that collective hubris has unique emotional contours.
The Rational Appropriateness of Group-Based Pride
Frontiers in Psychology
This article seeks to analyze the conditions in which group-based pride is rationally appropriate. We first distinguish between the shape and size of an emotion. For the appropriate shape of group-based pride, we suggest two criteria: the distinction between group-based pride and group-based hubris, and between we-mode and I-mode sociality. While group-based hubris is inappropriate irrespective of its mode due to the arrogant, contemptuous, and other-derogating character of this emotion, group-based pride in the we-mode is appropriate in terms of shape if it is felt over an achievement to which the group members collectively committed themselves. For the same reason, members of I-mode groups can feel appropriately proud of the achievement of their group if they have collectively contributed to it. Instead, group-based pride by mere private identification with a successful group can be rationally appropriate if it manifests the person’s reduced-agency ideal and is also part of a cohe...
Journal of personality and social psychology, 2014
Extensive research has established the pivotal role that group-based emotions play in shaping intergroup processes. The underlying implicit assumption in previous work has been that these emotions reflect what the rest of the group feels (i.e., collective emotions). However, one can experience an emotion in the name of her or his group, which is inconsistent with what the collective feels. The current research investigated this phenomenon of emotional nonconformity. Particularly, we proposed that when a certain emotional reaction is perceived as appropriate, but the collective is perceived as not experiencing this emotion, people would experience stronger levels of group-based emotion, placing their emotional experience farther away from that of the collective. We provided evidence for this process across 2 different emotions: group-based guilt and group-based anger (Studies 1 and 2) and across different intergroup contexts (Israeli-Palestinian relations in Israel, and Black-White r...
Ain’t too Proud to Beg! Effects of Leader’s Use of Pride on Groups
2020
Studies of discrete pride in the workplace are both few and on the rise. We examined what has, to date, been yet unstudied: the impact that a leader’s expressions of authentic and hubristic pride can have on the followers at that moment, and on their feelings about their task, leader, and group. Students working in groups building Lego structures rated their perceived leader regarding expressions of pride, both authentic and hubristic. Students who perceived the leader as expressing more authentic pride rated the task, group (satisfaction and cohesion), and leader more positively; while the reverse was generally true for perceptions of expressions of hubristic pride. We found these effects both at the individual level, and at the group level. We also predicted and found moderation for the type of task worked on, creative or detailed. Implications abound for leader emotional labor and emotion management.
When talking makes you feel like a group: The emergence of group-based emotions
Cognition & emotion, 2015
Group-based emotions are emotional reactions to group concerns and have been shown to emerge when people appraise events while endorsing a specific social identity. Here we investigate whether discussing a group-relevant event with other group members affects emotional reactions in a similar way. In two experiments, we confronted participants with an unfair group-relevant event, while manipulating their social identity and whether they discussed the event or an unrelated topic. Our major finding is that having group members discuss the unfair group-relevant event led to emotions that were more negative than in the irrelevant discussion and comparable to those observed when social identity had been made salient explicitly beforehand. Moreover, it also generated group-based appraisals of injustice (Experiment 1) and group-based identity (Experiment 2). This research sheds new light not only on the consequences of within-group sharing of emotions for the unfolding of intergroup relatio...
2006
Two experiments investigated evaluative affect display (EAD, i.e., nonverbal evaluative reactions) toward leaders in small face-to-face groups, its transmission among participants, and leaders' reactions. Experiment 1 focused on the transmission process of negative affect, Experiment 2 on group leaders' perceptions, attributions and reactions when faced with negative group affect. Both experiments used confederates to create negative affect. Results suggest robust observations of EAD. Contradicting our hypothesis, EAD was not more negative toward women. In accordance with the hypothesis, participants showed no preference for male over female leaders in competence ratings. Experiment 1 partially supported the existence of an emotional contagion effect. Women in both experiments showed higher awareness of affect display from the group, as was hypothesized. In addition, Experiment 2 suggested that women leaders used a more internal attribution style and that their competence self-ratings dropped significantly after negative group reactions. Conversely, there were no gender differences in leaders' displayed nervousness. The null hypothesis was confirmed in 50% of the case, indicating inconclusiveness and need of further studies on this topic
Frontiers in Psychology, 2018
Pride is a status-related self-conscious emotion. The present study aimed to investigate the nature of status behind pride in four studies with using the two-facet model of pride, status maintenance strategies and with differentiating subjective social status (SSS) and objective social status (OSS). In Studies 1 and 2, we used questionnaire methods with structural equation modeling (SEM) in order to identify the relationship patterns between SSS, OSS, status maintenance strategies and pride. In Studies 3 and 4, we used vignette method and SEM to identify these links. All four studies gave evidence for the SSS → prestige status maintenance strategy → authentic pride relationship pattern. Similarly consistent result was found regarding the dominance status maintenance strategy → hubristic pride link. Depending on the assessment method (questionnaire vs. vignette) and the evaluative frame of reference (self vs. other), OSS was related to either authentic and hubristic pride, only hubristic pride, or neither of them. Based on these results, one thing can be taken for granted: pride is a subjective status-related emotion. However, the present results suggest that it is not necessarily true for OSS.