Implicit Affect in Orgs- Assignment 2. Final

8/12/2019 Implicit Affect in Orgs- Assignment 2. Final

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Implicit affect in organizations

ABSTRACT

The main aim of this research is to integrate the construct of implicit affectaffective processes activated or

processed outside of conscious awareness that influence ongoing thought, ehavior, and consciousemotional e!perienceinto the "eld of organizational ehavior# a case of AC$ %loal &amia 'td( This

stud) will attempt to review what is *nown aout Implicit affect in the organization, focusing on how

emplo)ees+ moods, emotions, and dispositional affect influence critical organizational outcomes such as o

performance, decision ma*ing, creativit), turnover, prosocial ehavior, teamwor*, negotiation, and

leadership( This research will highlight pervasive and consistent effects, showing the importance of affect in

shaping a wide variet) of organizational ehaviors, the *nowledge of which is critical for researchers,

managers, and emplo)ees(

I-TR./0CTI.-

AC$ %loal &amia 'imited is one of the world+s leading collateral management compan) and it provides a

comprehensive range of ris* management solution across the entire commodit) value chain( This stud) will

loo* at how affect permeates organizations# a case of AC$ %loal &amia 'imited( Implicit affect is

present inthe interdependent relationships held withosses, team memers, and suordinates(

Implicit affect is defined as the affective processes that are activated or processed outside of conscious

awareness, and that influence ongoing thought, ehaviour, and conscious emotional e!perience 1Barsade,

S(%(, Ramaraan, '(, 2 3esten, /(, 45567(Affect can e thought of as an umrella term encompassing a

road range of feelings that individuals e!perience, includingfeeling states, which are in#the#moment, short#

term affective e!periences, andfeeling traits, which are more stale tendencies to feel and act in certain

wa)s 13atson 2 Clar*, 869:7(

3ithin feeling states there are two estalished categories; emotions and moods(Emotions are elicited ) a

particular target or cause, often include ph)siological reactions and action se? 'azarus, 86687( Affect ispresent in deadlines, in group proects, in human

resource processes li*e performance appraisals and selection interviews( Affective processes 1more

commonl) *nown as emotions7 create and sustain wor* motivation( The) lur* ehind political ehavior?

the) animate our decisions? the) are essential to leadership( Strong affective feelings are present at an) timewe confront wor* issues that matter to us and our organizational performance(

Problem Statement

There is a swath of human functioning that organizational scholars have left virtuall) une!plored, a terrain

that, as we

argue here, has tremendous potential to help us understand how and wh) people feel, thin*, and ehave the

wa) the) do in organizations( This untapped terrain consists of implicit affect, de"ned as affective processes

activated or processed outside of conscious awareness that influence ongoing thought, ehavior, and

conscious emotional e!perience(

Significance of The Study

The core construct of this paper, implicit affect is defined( Suse


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and how filling this gap can contriute to the e!isting od) of *nowledge( The underl)ing assumption of

most prevailing theories in this "eld is that emplo)ees are completel) conscious of their emotions, attitudes

and cognitions( 3hen as*ed 97 or that people can show

signs of preudice while the) e!plicitl) rapport not to have an) 1-ose*, %reenwald, 2 Banai, 455D7(

Barsade et al( 145567 distinguish three categories of implicit affect, that can structure what is alread) *nown

aout the construct( It should e noted that these three categories are not alwa)s as precisel) distinguishale

in real life situations(


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8( Implicit source of affect; people feel the emotion ut are not consciousl) aware of the source

from which their conscious emotion was primed or its influence on their cognitions, motivation

and ehaviours(

4( Implicit e!perience of affect; people are not consciousl) aware of feeling the emotion which has

an influence on their cognitions, motivation and ehaviours(

( Implicit regulation of affect; people are not consciousl) aware of regulating their emotions 1to

protect themselves from negative emotions or enhance positive emotions7, and implicit affect

regulation has an influence on their cognitions, motivations, and ehaviours(

Euirin et al( define implicit affect as the automatic activation of cognitive representations of affective

e!periences 145567( This is an approach ased on a s)stems point of view, which states that the associative

s)stem operates on the asis of automaticall) spreading activation of representations, whereas the reflective

s)stem operates on the asis of conceptual propositions and classifications 1Fuhl, 45557( Accordingl),

implicit measures of affect tap the activation of representations from the associative s)stem, whereas

e!plicit 1self#report7 measures tap conceptual classifications from the reflective s)stem 1Euirin et al(, 45567(

Gowever, implicit does not necessaril) impl) unconscious( As %awrons*i, 'eel and eters 1455D7 argue,

implicit processes do not necessaril) reflect unconscious representations ecause the correspondingrepresentations ma) ecome successfull) translated into conceptual propositions, that are processed through

reflective consciousness( In other words, someone can delieratel) use certain rules in their thin*ing

processes that are ased on unconsciousl) constructed concepts(

Implicit Affect Categor) 8Implicit Source of Affect; @@eople feel the emotion ut are not consciousl)

aware of the source from which their conscious emotion was primed or its influence on their cognitions,

motivation and ehaviors(++

.ne od) of research on implicit affective process descries situations in which the source of the affect

remainsoutside of conscious awareness ut the person consciousl) e!periences the emotion( Starting from &aonc+s

186>97

"nding that @@mere e!posure++ to a phenomenon was enough to lead to greater udgments of li*ing, man)

studies have

shown that eing e!posed to a stimulus that is not consciousl) perceived can lead to an affective preference

for it(

$vidence for conscious emotional responses eing elicited through stimuli that are outside of awareness also

comes from the classical conditioning and suliminal priming literatures 1 .hman and Hine*a+s,

4558 review of automatic fear elicited through conditioned learning7( Conscious emotional e!perience canalso e triggered ) unconscious e!posure to stimuli that is alread) affect laden(

=or e!ample, rel)ing on the fact that humans have innate responses to facial displa)s, researchers have

shown

that suliminal e!posure to a smiling or frowning face can influence people+s suse


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Implicit Affect Categor) 4Implicit $!perience of Affect; @@eople are not consciousl) aware of feeling the

emotion which has an influence on their cognitions, motivation and ehaviors(++

3hereas the "rst t)pe of implicit affect involves the source of consciousl) felt emotion remaining implicit,

another

od) of research descries the activation of emotional responses remaining out of conscious awareness(

Although some emotions researchers have suggested that affect e!ists onl) if it is consciousl) e!perienced

1Barrett, Hes


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(( .rganizational Implications of the Implicit Regulation of Affect;

3e are not consciousl) aware of regulating our emotions 1to protect ourselves from negative

emotions or enhance positive emotions7, and the implicit regulation influences our cognitions,

motivations and ehaviors(++

The third categor) of implicit affect involves situations in which individuals are unaware of their feelings

ecause the) are motivated to regulate them( As descried aove, a rich od) of research supports the

notion of implicit affect regulation and we see it as relevant to organizational ehavior as a whole, ut will

focus here on three domains; leadership, decision ma*ing and organizational culture(


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Implicit affect regulation can pose prolems for a range of decision#ma*ing phenomena in organizations,

even for individuals for whom narcissism is not a primar) personalit) trait(

Hore roadl), decision#ma*ers ma) e unconsciousl) avoiding the e!perience of useful, ut negative

emotions such as regret or guilt( Indeed, implicitl) regulating awa) these t)pes of emotions could lead to

other decision#ma*ing prolems, including prolems with ethical decision ma*ing and corruption in

organizations( $motions such as empath) and guilt are essential signals in moral self#regulation 1/etert,

TrevinKo, 2 Sweitzer, 4559? Hoore, 45597( Therefore implicitl) regulating and reducing these emotions

could e a precursor to moral disengagement and ma) result in unethical decision ma*ing( Implicit

regulation of affect ma) well e a source of this unconscious ias, which can then lead to misuses of

power(

Creativity

In this thesis I will e!amine whether the construct of implicit affect contriutes to our understanding of

organizational ehavior ) e!amining its relation to creativit)( The reason for choosing creativit) as the

outcome variale is threefold(

=irst of all, creativit) is of sustantial importance in the modern wor*place( In our changing world,

getting at ease is more than ever getting ehind( Creativit) is a *e) re7( A new and etter wa) to satisf) a particular need, ideall) in

a wa) that no competitor has thought of efore, will attract consumers to )our compan)( Haintaining a

position in a d)namic environment where needs are continuousl) changing cannot e realised without

innovation and @out of the o!+ thin*ing( Thus, creativit) is a necessar) competence in the wor*place(

Creativit) in wor*place settings can e defined as the development of a valuale and useful new product,

service, idea, procedure, or process ) individuals wor*ing in a comple! social s)stem 13oodman, Saw)er,

and %riffin, 8667( Gence, to spea* of creativit) in wor* settings, usefulness and novelt) are necessar)

aspects( The concept of innovative ehaviour is roader than creativit), including also the adaptation of new

ideas from others and the practical implementation of ideas 1&hou, 4557( Creativit) can e seen as a first,

aleit necessar) step for suse


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other intrinsic characteristics to e!plain the degree of creativit) in an individual 1e(g(, Teigland 2 3as*o,

45567( The profound scientific concern of the factors that contriute to creativit) indicates the consensus

aout its relevance to the field(

The second argument to ta*e creativit) into account, is that it has shown to e ver) strongl)

influenced ) affect( In fact, moods and emotions are among the most widel) researched antecedents of

creativit) 1Baas, H(, /e /reu, C(F(3(, 2 -istad, B(A(, 45597( It is important to e!plicitl) state what ismeant ) affect, emotions and moods( To ac


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There are several more illustrations of contradicting findings in literature( Faufmann and Oosurg 1866D7 for

e!ample found that emplo)ees who had diverse ac*grounds in a negative affect group performed

significantl) etter on a creative prolem#solving tas* than participants in positive#affect, neutral#affect, or

control conditions(

"ual Pathway of Creative Performance

/e /reu et al( 145597 suggest a /ual athwa) of creative performance( Cognitive fle!iilit) pla)s a central

part( -ot onl) is this a measure of creative performance ut also a precursor of creative thin*ing( Cognitive

fluenc) is defined as a more fle!ile, top#of#mind wa) of dealing with a prolem at hand( =urthermore, one

can follow a more delierate path to creative thin*ing as well, using a more in#depth e!ploration of certain

leads( The second pathwa) conse


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customer led to more smiles and etter service on the part of the waiter7 is the "rst step( The second is to

then determine if people are indeed unaware that this process is occurring 1is the waiter aware that the

smiling customer is improving his mood, or that his improved mood has led to etter performance7(

A more comple! method of assessing implicit sources of affect is the use of implicit procedures such as

suliminal

priming( Gowever, the ui


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Isen 186667 suggests that positive affect has three outcomes in cognitive activit); ma*ing more

cognitive elements availale, creating a defocused attention and enhancing cognitive fle!iilit)( Isen

conducted laorator) research and he found empirical support for the suggested relationship in e!plicit

affect( Amaile et al( used e!tensive field data to see if this relationship holds in the wor* field 14557( The)

found, as far as e!plicit affect goes, Lconsistent evidence of a positive relationship etween positive affect

and creativit) 1in organizations7 and no evidence of a negative relationshipM 1p657( Their results even

indicate a simple linear association( Hontgomer) et al( 1455:7 also found that there is some indication that

positive moods were related to a creative self#perception, a udgement our participants will need to ma*eaout themselves too( I e!pect to find an e(

Barsade, S(%(, 2 %ison, /($( 1455D7( 3h) does affect matter in organizations Academy of

$anagement, ., >#(

Barsade, S(%(, Ramaraan, '(, 2 3esten, /( 145567( Implicit affect in organizations(-esearch in

0rganiational /ehavio"r, 01, 8#8>4(

Bledow, R(, Rosing, F(, 2 =rese, H( A dialectic theor) of creativit) 1under revision7

Brief, A((, 2 3eiss, G(H( 145547( .rganizational ehaviour; affect in the wor*place(Ann"al -eviews,

2., 4D6#5D(

Bunce, /(, 2 3est, H(A( 18667( Self#perceptions and perceptions of group climate as preditors of

individual innovation at wor*(Applied sychology An International -eview, ., 866#48(

Chai*an, S(, 2 Trope, Q( 186667( /ual#process theories in social ps)cholog)( -ew Qor*; %uilford press(


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Clore, %( '(, Storec*, J(, Roinson, H( /(, 2 Centerar, /( B( 14557( Seven sins in the stud) of

unconscious affect( In '( =( Barrett, ( -iedenthal, 2 ( 3in*ielman 1$ds(7, Emotion and

&onscio"sness1pp( 9:#:597( -ew Qor*; %uilford ress(

/e /reu, C(F(3(, Baas, H(, 2 -istad, B(A( 145597( Gedonic tone and activation level in the mood#

creativit) lin*; Toward a dual pathwa) to creativit) model()o"rnal of ersonality and ocial

sychology,2, D6#D>(

/e Raad, B(, 2 Fo**onen, H( 14557( Traits and emotions; a review of their structure and management(E"ropean )o"rnal of ersonality,2, :DD#:6>(

$ngelen, 0(, /e euter, S(, Oictoir, A(, Oan /iest, I(, 2 Oan den Bergh, .( 1455>7( Oerdere validering van de

ositive and -egative Affect Schedule 1A-AS7 en vergeli*ing van twee -ederlandstalige versies .

3edrag ' geondheid, .3, p( 96#854

$strada, C( A(, Isen, A( H(, 2 Qoung, H( J( 1866D7( ositive affect facilitates integration of information and

decreases anchoring in reasoning among ph)sicians( 0rganiational /ehavior and H"man 4ecision

rocesses, 40, 88DN(

=ilipowicz, A( 1455>7( =rom positive affect to creativit); The surprising role of surprise( &reativity

-esearch )o"rnal, 0, 8:8#84(

=ong, C(T( 1455>7( The effects of emotional amivalence on creativit)(Academy of $anagement

)o"rnal, 2, 858>#855(

%awrons*i, B(, 'eBel, $( (, 2 eters, F( R( 1455D7( 3hat do implicit measures tell us erspectives on

sychological cience, 0, 898N86(

%eorge, J(H( 2 &hou, J( 1455D7( /ual tuning in a supportive conte!t; Joint contriutions of positive

mood, negative mood, and supervisor) ehaviors to emplo)ee creativit)( Academy of $anagement)o"rnal, ., >5#>44(

%eorge, J(H( 1455D7( Creativit) in organizations(Academy of $anagement Annals, 5, :6# :DD(

%eorge, J(H(, 2 &hou, J( 145547( 0nderstanding when ad moods foster creativit) and good ones dont;

The role of conte!t and clarit) of feelings()o"rnal of Applied sychology, 3, >9D#>6D(

%eorge, J(H(, 2 &hou, J( 145547( 0nderstanding when ad moods foster creativit) and good ones dont;

The role of conte!t and clarit) of feelings()o"rnal of Applied sychology, 3, >9D#>6D(

Gennesse), B(A(, 2 Amaile, T(H( 145857( Creativit)(Ann"al -eview of sychology, /5, >6#65(

Gofmann, 3(, %awrons*i, B(, %schwendner, T(, 'e, G(, 2 Schmitt, H( 14557( A meta#anal)sis on the

correlation etween the Implicit Association Test and e!plicit self#report measures(ersonality and

ocial sychology /"lletin, .5, 8>6N89(

James, F(, Brodersen, H(, 2 $isenerg, J( 1455:7( 3or*place affect and wor*place creativit); A review

and preliminar) model(H"man erformance, 0, 8>86:(

Judge, T( A(, Oan Oianen A($(H( 2 /e ater 1455:7( $motional Stailit), Core Self#$valuations, and Jo

.utcomes; A Review of the $vidence and an Agenda for =uture Research( H"man erformance, 54,

4N:>(

Judge, T( A(, $rez, A(, Bono, J( $(, 2 Thoresen, C( J( 14557( The Core Self#$valuations Scale 1CS$S7;

/evelopment of a measure(ersonnel sychology(
http://apps.isiknowledge.com/full_record.do?product=WOS&search_mode=GeneralSearch&qid=15&SID=S22dc2fcfdaaCkfLiBK&page=1&doc=8&cacheurlFromRightClick=nohttp://apps.isiknowledge.com/full_record.do?product=WOS&search_mode=GeneralSearch&qid=15&SID=S22dc2fcfdaaCkfLiBK&page=1&doc=8&cacheurlFromRightClick=nohttp://apps.isiknowledge.com/full_record.do?product=WOS&search_mode=GeneralSearch&qid=15&SID=S22dc2fcfdaaCkfLiBK&page=1&doc=8&cacheurlFromRightClick=nohttp://apps.isiknowledge.com/full_record.do?product=WOS&search_mode=GeneralSearch&qid=15&SID=S22dc2fcfdaaCkfLiBK&page=1&doc=8&cacheurlFromRightClick=nohttp://apps.isiknowledge.com/full_record.do?product=WOS&search_mode=GeneralSearch&qid=15&SID=S22dc2fcfdaaCkfLiBK&page=1&doc=8&cacheurlFromRightClick=nohttp://apps.isiknowledge.com/full_record.do?product=WOS&search_mode=GeneralSearch&qid=15&SID=S22dc2fcfdaaCkfLiBK&page=1&doc=8&cacheurlFromRightClick=no


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Fahneman, /(, 2 =rederic*, S( 145547( Representativeness revisited; Attriute sustitution in intuitive

udgement(He"ristics and /iases: 5he sychology of Int"itive )"dgement, :6#98(

Faufmann, %(, 2 Oosurg, S( F( 1866D7( Larado!icalM mood effects on creative prolem#solving(

&ognition and Emotion, 55, 88N8D5(

'arsen, J(T(, Hc%raw, A((, 2 Cacioppo, J( 145587( Can people feel happ) and sad at the same time

)o"rnal of ersonality and ocial sychology, 3, >9:#>6>(

'arsen, J(T(, Hc%raw, A((, Cacioppo, J(, 2 Hellers, B( 1455:7( The agon) of victor) and the thrill of

defeat; Hi!ed emotional reactions to disappointing wins and relieving losses( sychological cience,

52, 4#5(

'eue, A(, 2 'ange, S( 145887( Reliailit) %eneralization; An $!amination of the ositive Affect and

-egative Affect Schedule(Assessment,3, :9D#58(

Hadar, -(, .ldham, %(R(, 2 ratt, H(%( 145547( Theres no place li*e home The contriutions of

wor* and nonwor* creativit) support to emplo)ees creative performance( Academy of $anagement

)o"rnal, 3, DD#D>D(

Hadar, -(, %reenerg, $(, 2 Chen, &( 145887( =actors for radical creativit), incremental creativit), and

routine, noncreative performance()o"rnal of Applied sychology, 3, D5

Hanolache, O(, 2 Basu, H( 145857( Creativit) is the future( HetalurgiaInternational, 3, # 6(

Hontgomer), /(, Godges, (A(, 2 Faufman, J(S( 1455:7( An e!plorator) stud) of the relationship

etween mood states and creativit) self#perceptions( &reativity -esearch )o"rnal, 06., :8#::(

-istad, B(A(, /e /reu, C(F(3(, Rietschel, $(=(, 2 Baas, H( 145857( The dual pathwa) to creativit) model;

Creative ideation as a function of fle!iilit) and persistence( E"ropean -eview of ocial

sychology, 05, :#DD(

-ose*, B( A(, %reenwald, A( %(, 2Banai, H( R( 1455D7( The Implicit Association Test at age D; A

methodological and conceptual review. In ). A. /argh +Ed., ocial psychology and the "nconscio"s:

5he a"tomaticity of higher mental processes, 4>N464(

.ldham, %(R(, 2 Cummings, A( 1866>7( $mplo)ee creativit); ersonal and conte!tual factors at wor*(

Academy of $anagement )o"rnal, ., >5D#>:(

apworth, H(A(, 2 James, I(A 14557( Creativit) and mood; towards a model of cognitive mediation(

)o"rnal of &reative /ehavior, 5, 8#8>(

Euirin, H(, Fazn, H(, 2 Fuhl, J( 145567( 3hen nonsense sounds happ) or helpless; the implicit positive

and negative affect test 1IA-AT7()o"rnal of ersonality and ocial sychology, ., 55#8>(

Euirin, H(, Fazn, H(, Rohrmann, S(, 2 Fuhl, J( 145567( Implicit ut not e!plicit affectivit) predicts

circadian and reactive cortical; using the implicit positive and negative affect test( )o"rnal of

ersonality, 447 :58#:44(

Schaufeli, 3( B(, Ba**er, A( B(, 2 Salanova, H( 1455>7( The Heasurement of 3or* $ngagement 3ith a

Short Euestionnaire(Ed"cational and sychological $eas"rement, //839, D58#D8>(

Shalle), C($(, &hou, J(, 2 .ldham, %(R( 1455:7( The effects of personal and conte!tual characteristics on

creativit); 3here should we go from here)o"rnal of $anagement, /, 6#69(
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Shu, S('( 145567( Research on $mplo)ees Innovative Behaviors Influenced ) Jo Attainment and

3or*place Affect; An $mpirical Stud) Based on R2/ Staff( roceedings of the 6th International

&onference on Innovation and $anagement, vol"mes I and II, 86D5#86D:(

Teigland, R(, 2 3as*o, H( 145567( Fnowledge transfer in H-Cs; $!amining how intrinsic

motivations and *nowledge sourcing impact individual centralit) and performance( )o"rnal of

International $anagement, 5, 8#8(

Timoth) A( Judge, Annalies $( H( Oan Oianen 2 Irene $( /e ater 1455:7; $motional Stailit), Core Self#$valuations, and Jo .utcomes; A Review of the $vidence and an Agenda for =uture Research,

H"man erformance, 54:., 4#:>(

3atson, /(, Clar*, '( A(, 2 Tellegen, A( 186997( /evelopment and validation of rief measures of ositive

and -egative Affect; The A-AS Scales( Journal of ersonalit) and Social s)cholog), :, 85>#

85D5(

3oodman, R(3(, Saw)er, J($(, 2 %riffin, R(3( 18667( Toward a theor) of organizational creativit)(

Academy of $anagement -eview, 0, 46#48(

ie, &(T(, Tian, (H(, 2 &hu, J('( 145567( A Cross#level erspective on $mplo)ee Creativit); ositive

Affect, Team Creative Climate, and $mplo)ee Creativit)( roceedings of the 6th International

&onference on Innovation and $anagement, vol"mes I and II, 8D9# 8D96(

&aonc, R( B( 186>97( The attitudinal effects of mere e!posure( )o"rnal of ersonality and ocial

sychology,1, 4#4D
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A**endi,

CSS

Instr"ctions; =ollowing are several statements aout )ou with which )ou ma) agree or disagree( 0sing the

response scale provided, indicate )our agreement or disagreement with each item ) placing the appropriate

numer on the line preceding that item(

8 U Strongl) disagree

4 U /isagree

U -eutral

: U Agree

U Strongl) agree

VVVV I am confident I get the success I deserve in life(

VVVV Sometimes I feel depressed( 1reverse#scored7

VVVV 3hen I tr), I generall) succeed(

VVVV Sometimes when I fail I feel worthless( 1reverse#scored7

VVVV I complete tas*s successfull)(

VVVV Sometimes, I do not feel in control of m) wor*( 1reverse#scored7

VVVV .verall, I am satisfied with m)self(

VVVV I am filled with douts aout m) competence( 1reverse#scored7

VVVV I determine what will happen in m) life(

VVVV I do not feel in control of m) success in m) career( 1reverse#scored7

VVVV I am capale of coping with most of m) prolems(

VVVV There are times when things loo* prett) lea* and hopeless to me( 1reverse# scored7

Source; Timoth) A( Judge, Annalies $( H( Oan Oianen 2 Irene $( /e ater 1455:7

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Implicit Affect in Orgs- Assignment 2. Final