Hillary Anger Elfenbein

On the Universality and Cultural Specificity of Emotion Recognition: A Meta-Analysis

A meta-analysis examined emotion recognition within and across cultures. Emotions were universally recognized at better-than-chance levels. Accuracy was higher when emotions were both expressed and recognized by members of the same national, ethnic, or regional group, suggesting an in-group advantage. This advantage was smaller for cultural groups with greater exposure to one another, measured in terms of living in the same nation, physical proximity, and telephone communication. Majority group members were poorer at judging minority group members than the reverse. Cross-cultural accuracy was lower in studies that used a balanced research design, and higher in studies that used imitation rather than posed or spontaneous emotional expressions. Attributes of study design appeared not to moderate the size of the in-group advantage.

7 Emotion in Organizations: A Review and Theoretical Integration

Abstract Emotion has become one of the most popular—and popularized—areas within organizational scholarship. This chapter attempts to review and bring together within a single framework the wide and often disjointed literature on emotion in organizations. The integrated framework includes processes detailed by previous theorists who have defined emotion as a sequence that unfolds chronologically. The emotion process begins with a focal individual who is exposed to an eliciting stimulus, registers the stimulus for its meaning, and experiences a feeling state and physiological changes, with downstream consequences for attitudes, behaviors, and cognitions, as well as facial expressions and other emotionally expressive cues. These downstream consequences can result in externally visible behaviors and cues that become, in turn, eliciting stimuli for interaction partners. For each stage of the emotion process, there are distinct emotion regulation processes that incorporate individual differences and group norm...

What Do People Value When They Negotiate? Mapping the Domain of Subjective Value in Negotiation

Four studies support the development and validation of a framework for understanding the range of social psychological outcomes valued subjectively as consequences of negotiations. Study 1 inductively elicited and coded elements of subjective value among students, community members, and practitioners, revealing 20 categories that theorists in Study 2 sorted into 4 underlying subconstructs: Feelings About the Instrumental Outcome, Feelings About the Self, Feelings About the Negotiation Process, and Feelings About the Relationship. Study 3 proposed a new Subjective Value Inventory (SVI) and confirmed its 4-factor structure. Study 4 presents convergent, discriminant, and predictive validity data for the SVI. Indeed, subjective value was a better predictor than economic outcomes of future negotiation decisions. Results suggest the SVI is a promising tool to systematize and encourage research on subjective outcomes of negotiation.

When familiarity breeds accuracy: Cultural exposure and facial emotion recognition

Two studies provide evidence for the role of cultural familiarity in recognizing facial expressions of emotion. For Chinese located in China and the United States, Chinese Americans, and non-Asian Americans, accuracy and speed in judging Chinese and American emotions was greater with greater participant exposure to the group posing the expressions. Likewise, Tibetans residing in China and Africans residing in the United States were faster and more accurate when judging emotions expressed by host versus nonhost society members. These effects extended across generations of Chinese Americans, seemingly independent of ethnic or biological ties. Results suggest that the universal affect system governing emotional expression may be characterized by subtle differences in style across cultures, which become more familiar with greater cultural contact.

Does it Pay to Be Good...And Does it Matter? A Meta-Analysis of the Relationship between Corporate Social and Financial Performance

In an era of rising concern about financial performance and social ills, companies’ economic achievements and negative externalities prompt a common question: Does it pay to be good? For thirty-five years, researchers have been investigating the empirical link between corporate social performance (CSP) and corporate financial performance (CFP). In the most comprehensive review of this research to date, we conduct a meta-analysis of 251 studies presented in 214 manuscripts. The overall effect is positive but small (mean r = .13, median r = .09, weighted r = .11), and results for the 106 studies from the past decade are even smaller. We also conduct sensitivity analyses to determine whether or not the relationship is stronger under certain conditions. Except for the effect of revealed misdeeds on financial performance, none of the many contingencies examined in the literature markedly affects the results. Therefore, we conclude by considering whether, aside from striving to do no harm, companies have grounds for doing good - and whether researchers have grounds for continuing to look for an empirical link between CSP and CFP.

Toward a Dialect Theory: Cultural Differences in the Expression and Recognition of Posed Facial Expressions

Two studies provided direct support for a recently proposed dialect theory of communicating emotion, positing that expressive displays show cultural variations similar to linguistic dialects, thereby decreasing accurate recognition by out-group members. In Study 1, 60 participants from Quebec and Gabon posed facial expressions. Dialects, in the form of activating different muscles for the same expressions, emerged most clearly for serenity, shame, and contempt and also for anger, sadness, surprise, and happiness, but not for fear, disgust, or embarrassment. In Study 2, Quebecois and Gabonese participants judged these stimuli and stimuli standardized to erase cultural dialects. As predicted, an in-group advantage emerged for nonstandardized expressions only and most strongly for expressions with greater regional dialects, according to Study 1.

Universals and Cultural Differences in Recognizing Emotions

Moving beyond the earlier nature-versus-nurture debate, modern work on the communication of emotion has incorporated both universals and cultural differences. Classic research demonstrated that the intended emotions in posed expressions were recognized by members of many different cultural groups at rates better than predicted by random guessing. However, recent research has also documented evidence for an in-group advantage, meaning that people are generally more accurate at judging emotions when the emotions are expressed by members of their own cultural group rather than by members of a different cultural group. These new findings provide initial support for a dialect theory of emotion that has the potential to integrate both classic and recent findings. Further research in this area has the potential to improve cross-cultural communication.

Too Many Cooks Spoil the Broth: How High-Status Individuals Decrease Group Effectiveness

Can groups become effective simply by assembling high-status individual performers? Though an affirmative answer may seem straightforward on the surface, this answer becomes more complicated when group members benefit from collaborating on interdependent tasks. Examining Wall Street sell-side equity research analysts who work in an industry in which individuals strive for status, we find that groups benefited---up to a point---from having high-status members, controlling for individual performance. With higher proportions of individual stars, however, the marginal benefit decreased before the slope of this curvilinear pattern became negative. This curvilinear pattern was especially strong when stars were concentrated in a small number of sectors, likely reflecting suboptimal integration among analysts with similar areas of expertise. Control variables ensured that these effects were not the spurious result of individual performance, department size or specialization, or firm prestige. We discuss the theoretical implications of these results for the literatures on status and groups, along with practical implications for strategic human resource management.

Fitting In: The Effects of Relational Demography and Person-Culture Fit on Group Process and Performance

The authors integrate two complementary streams of research on “fit” that document positive impacts of similarity and negative effects of dissimilarity. Fit with an organizations culture typically focuses on similarity in values whereas relational demography examines similarity in demographic attributes. Although both streams emphasize fit and draw on similar underlying theories, little research investigates both simultaneously. In a field study with intact teams, both cultural and demographic fit had independent effects on subsequent performance; however, “deeper” value fit effects were stronger than “surface” demographic fit. Analyses by demographic group suggest that person-group fit has the greatest impact for individuals whose demographic background puts them at risk for poorer outcomes, particularly for socioeconomic status.

Nonverbal Dialects and Accents in Facial Expressions of Emotion

This article focuses on a theoretical account integrating classic and recent findings on the communication of emotions across cultures: a dialect theory of emotion. Dialect theory uses a linguistic metaphor to argue emotion is a universal language with subtly different dialects. As in verbal language, it is more challenging to understand someone speaking a different dialect—which fits with empirical support for an in-group advantage, whereby individuals are more accurate judging emotional expressions from their own cultural group versus foreign groups. Dialect theory has sparked controversy with its implications for dominant theories about cross-cultural differences in emotion. This article reviews the theory, its mounting body of evidence, evidence for alternative accounts, and practical implications for multicultural societies.