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Intergroup conflicts spark negativity against opposing groups and fuel social divisions. To improve social cohesion across group differences, effective strategies that help group members deescalate conflict-related hostilities and improve intergroup relations are crucial. Increasing research on psychological wisdom addresses this issue. It offers new actionable insights that will help individuals form more positive attitudes and interactions during intergroup conflicts. In this article, we provide a timely, relevant, and practical review of the role of wise reasoning (WR) in improving intergroup relations. In particular, we draw from recent research to introduce the study ofWR, and then we synthesize emerging empirical evidence to argue that WR helps improve intergroup relations via its effects on promoting cooperation, mitigating affective polarization, and encouraging respectful discourse. Further, we examine the benefits of WR to explore potential psychological mechanisms. Building on the evidence, we conclude with practical recommendations for more effectively improving intergroup relations to ultimately increase collaboration and solidarity across groups. We encourage more future research and interventions to investigate these promising avenues. © 2024 American Psychological Association

The debate around vaccine passports has been polarising and controversial. Although the measure allows businesses to resume in-person operations and enables transitioning out of lockdown due to the COVID-19 pandemic, some have expressed concerns about liberty violations and discrimination. Understanding the splintered viewpoints can aid businesses in communicating such measures to employees and consumers. We conceptualise the business implementation of vaccine passports as a moral decision rooted in individual values that influence reasoning and emotional reaction. We surveyed support for vaccine passports on a nationally representative sample in the United Kingdom in 2021: April (n = 349), May (n = 328), and July (n = 311). Drawing on the Moral Foundations Theory-binding (loyalty, authority, and sanctity), individualising (fairness and harm), and liberty values-we find that individualising values are a positive predictor and liberty values a negative predictor of support for passports, suggesting adoption hinges on addressing liberty concerns. Longitudinal analysis examining the trajectory of change in support over time finds that individualising foundations positively predict changes in utilitarian and deontological reasoning over time. In contrast, a fall in anger over time predicts increased support towards vaccine passports. Our study can inform business and policy communication strategies of existing vaccine passports, general vaccine mandates, and similar measures in future pandemics.

Decades of research on Cultural Intelligence (CQ) have enriched our understanding of intercultural effectiveness. Although an intercultural context is inherently intergroup, research on CQ has typically eschewed intergroup dynamics in exploring or explaining intercultural interaction. In this chapter, drawing from intergroup perspectives, we articulate contextual assumptions underlying the conceptualization of CQ and explore relationships among CQ, person, and situation. Specifically, we explore competing motivational and cognitive forces in intergroup situations that might hinder the pursuit of cultural competence and extend our understanding of CQ by articulating how intergroup context matters. We also present recommendations for future research to expand the study of CQ. Thus, this chapter represents a step toward a more comprehensive understanding of CQ by exploring a neglected perspective, and illustrating how intergroup perspectives can enhance research on CQ.

Individuals often encounter unfavorable decision outcomes at work, such as being rejected for a promotion, bonus, or even getting laid off. In today’s technology-driven workplace, employees may receive such decisions not only from human, but also from AI. Given that unfavorable decisions are often received negatively, would the use of AI (vs. human) mitigate or exacerbate the impact of unfavorable decisions on recipients’ reactions? The current research addresses this question by examining the role of fairness perception. Results from three pre-registered experiments with diverse samples from Asia, North America, Europe, and Africa showed that when the decision was unfavorable, AI was perceived as fairer than human. Importantly, the higher fairness perception led to less negative reaction toward the unfavorable outcome when the decision was made by AI (vs. human). Furthermore, this effect is generalizable across various organizational contexts. Theoretical and practical implications of the findings are discussed.

With artificial intelligence (AI) increasingly involved in the creation of organizational and commercial artifacts, human evaluators’ role as creativity gatekeepers of AI-produced artifacts will become critical for innovation processes. However, when humans evaluate creativity, their judgment is clouded by biases triggered by the characteristics of the creator. Drawing from folk psychology and algorithm aversion research, we examine whether the identity of the producer of a given artifact as artificial intelligence (AI) or human is a source of bias affecting people’s creativity evaluation of such artifact and what drives this effect. With four experimental studies (N = 2039), of which two were pre-registered, using different experimental designs and evaluation targets, we found that people sometimes—but not always—ascribe lower creativity to a product when they are told that the producer is an AI rather than a human. In addition, we found that people consistently perceive generative AI to exert less effort than humans in the creation of a given artifact, which drives the lower creativity ratings ascribed to generative AI producers. We discuss the implication of these findings for organizational creativity and innovation in the context of human-AI interaction. © 2023, The Author(s).

Forgiveness can de-escalate conflicts and transform resentment into constructive responses. Although we have learned much about interpersonal and intergroup forgiveness in the last two decades (Fehr et al., 2010; Noor, 2016; Van Tongeren et al., 2014), we still know little about the dynamics underpinning individuals' forgiveness of organisational transgressions. We report two studies that investigated the importance of perceived transgression types (lack of integrity vs. lack of competence vs. control) in determining forgiveness towards transgressing organisations. In both studies, organisations were less forgivable when their transgressions were attributed to the lack of integrity (vs. competence or control condition). Forgiveness mediated the negative impact of transgression on punitiveness, highlighting the buffering role of forgiveness in the aftermath of organisational failings. Our findings generalised across both public and private organisations, different designs and cultural contexts.

Despite its popularity, signaling a multicultural approach to racial–ethnic diversity is often faced with both positive and negative reactions. In this article, we sought insights into what may contribute to the mixed reactions and why. Drawing on social categorization theories and mindset research, we proposed that an underexplored factor influencing stakeholders’ reactions to organizations’ diversity approach was their lay theories or mindsets of culture. Specifically, we argued that those who believe that racial–ethnic groups represent unchangeable deep-seated essences—a fixed (vs. malleable) cultural mindset—would react negatively toward the intergroup differentiations and comparisons evoked by multicultural approach signals. Three experiments manipulated organizational diversity approach signals. Results consistently showed that a fixed cultural mindset was negatively related to organizational attraction (Studies 1 and 2) and support for diversity-promoting policies (Study 3) in reaction to a multicultural (vs. colorblind) approach. In addition, Study 3 tested and showed that ethnocentrism, a self-protective mechanism, mediated the negative reactions. Together, the findings support lay theories of culture as a moderating factor that affects reactions toward a multicultural approach. Organizations should take individuals’ theories of culture into consideration in their efforts to maximize attraction and support for diversity.

During the COVID-19 pandemic, many individuals are confronted with the work-from-home challenge, which often results in work-family interference. Although prior to COVID-19, the influence of traditional gender role expectations was shown to be reduced over time, it is unclear whether and how such traditional worldview might influence judgments towards men and women when family interrupted work under the threat of COVID-19. This study presented and tested competing predictions derived from the gender role theory. An experimental study with 971 adults showed that during (vs. before) COVID-19 pandemic, men were evaluated more negatively when they experienced family interruption to work compared with women. The negative evaluation further led to more punitive reactions and less support at work. The results suggested that gender role expectations reinforced the traditional status quo by punishing status-quo-breakers under the threat of COVID-19. © 2022 The Society for the Psychological Study of Social Issues.

Unethical behavior in organizations has attracted much attention among researchers, yet we know little about when and why unethical behavior conducted by leaders that is intended to benefit the organization—or leader unethical pro-organizational behavior (UPB)—might translate into employee unethical behavior. Drawing on a social-learning-of-principle perspective, which proposes that people can learn the principles that govern observed behaviors, we propose that employees, especially those with a high power distance orientation, can abstract and learn a moral disengagement behavioral principle by observing leader UPB. This learned moral disengagement behavioral principle then enables them to engage in unethical behaviors that may be intended to benefit or harm their organizations. In two multiwave field studies with data collected from real estate agents, we found overall support for our theoretical model but the moderating effect of power distance orientation. We discuss some key theoretical and practical implications of these findings. © The Author(s) 2020.

Culturally held beliefs about the self and its relations with others affect the way individuals view their work. In this study, we examined the associations between individualism-collectivism and the three work orientations (i.e., viewing work as a job, a career, or a calling). We also investigated whether the positive effects of a calling orientation can be generalized to a developing eastern country, Mongolia. Using a sample of 352 Mongolian workers, we found that those endorsing horizontal collectivism tended to view their work as a calling more than as a job or a career. Mongolians with a calling orientation reported having better satisfaction with job, salary, and life, more work meaningfulness, and less turnover intention than those viewing work as a job or a career. The results suggest that cultural orientations and work orientations are intertwined, and the positive roles of a calling orientation are generalizable to Mongolia.

Emotional distress, such as depression, has become a significant problem in modern societies. Previous research has proposed machine learning models to automatically detect emotional distress from online social media texts. However, these approaches have not effectively incorporated domain knowledge into state-of-the-art architectures and have not been tested on writing in a more private context. This paper discusses our proposed plan to address these two research gaps. First, we will design and evaluate a deep learning model that incorporates domain knowledge to detect emotional distress from texts. Second, we will collect texts from both social media platforms and private diary writing to study the differences in the classification performance of the proposed model on these texts.

Goal orientation has been considered as a relatively stable but malleable antecedent of performance. Yet, the reciprocal role of performance on goal orientation has been largely overlooked. Drawing from social cognitive theory, this study examines the reciprocal relationship between goal orientation and performance using a sixwave longitudinal design. It also examines self-efficacy as a mediator of the reciprocal relationship. The findings reveal positive reciprocal relationships between most dimensions of goal orientation and performance. Importantly, the impact of previous performance on goal orientation dimensions is at least as strong as and more persistent than that of goal orientation on subsequent performance. Most of the reciprocal relationships are mediated by self-efficacy. Although some findings are consistent with the literature, others are not expected based on the existing framework, especially regarding performance avoidance orientation. Implications for future goal orientation research are discussed.

We hypothesized that a wisdom-based reasoning process comprised of epistemic humility, accounting for context, and integrating different perspectives and interests, would be helpful in overcoming intergroup bias and attitude polarization in societal conflicts. Here we test the hypothesis using both the Situated Wise Reasoning Scale and experimental induction. In each study, we recruited participants who self-identified as members of a group implicated in an ongoing intergroup situation. In five correlational studies (Studies 1-5) we examined the relations between measured wise reasoning and intergroup positivity and attitude polarization. In two experiments, we tested the effects of a brief online wise-reasoning thought exercise on intergroup positivity and polarization (Studies 6-7), and charitable behaviors to an outgroup (Study 6). We found that wise reasoning relates to more positivity toward outgroups and less attitude polarization across different groups and conflicts. The results have implications for theory and may also have implications for future research on interventions to improve intergroup relations.

In this research, we explore individuals’ tendency to adopt dispute resolution system (DRS) - alternative dispute resolution inclusion clause - in partnership contracts. We propose a new theoretical construct and explore its associated effect with preference for DRS. Our basic assumption is that an individual’s implicit theory about the nature of conflict will strongly influence the extent to which s/he will adopt DRS. We expect that when people strongly believe that conflicts are inevitable, they are more willing to adopt DRS. Their adoption may stem from the belief that such practice can protect the relationship among the concerned parties. In contrast, when individuals strongly believe that conflicts are preventable, they would hesitate to adopt such a system because they may perceive such system as harming the relationship. We constructed a scale measuring implicit theory of conflict and administered it to 521 Americans and 402 Chinese. Results showed that the scale achieved excellent psychometric properties. The Cronbach’s alpha was .83. Measurement invariance tests showed that the scale was different from other implicit theories (personality, morality and world), emotional regulation and optimism, and the factor structure was similar across the two samples in terms of factor loadings. For convergent validity, correlational analysis showed that it was mildly related to locus of control and prevention focus, free will and fatalistic thinking. Preliminary findings on criterion validity also showed that implicit theory of conflict was related to preference for DRS in a work team setting. Implications will be discussed in light of relationship management, conflict management, and team work.

Emotional distress, such as depression, has become a significant problem in modern societies. Previous research has proposed machine learning models to automatically detect emotional distress from online social media texts. However, these approaches have not effectively incorporated domain knowledge into state-of-the-art architectures and have not been tested on writing in a more private context. This paper discusses our proposed plan to address these two research gaps. First, we will design and evaluate a deep learning model that incorporates domain knowledge to detect emotional distress from texts. Second, we will collect texts from both social media platforms and private diary writing to study the differences in the classification performance of the proposed model on these texts. © AMCIS 2021.

Goal orientation has been considered as a relatively stable but malleable antecedent of performance. Yet, the reciprocal role of performance on goal orientation has been largely overlooked. Drawing from social cognitive theory, this study examines the reciprocal relationship between goal orientation and performance using a sixwave longitudinal design. It also examines self-efficacy as a mediator of the reciprocal relationship. The findings reveal positive reciprocal relationships between most dimensions of goal orientation and performance. Importantly, the impact of previous performance on goal orientation dimensions is at least as strong as and more persistent than that of goal orientation on subsequent performance. Most of the reciprocal relationships are mediated by self-efficacy. Although some findings are consistent with the literature, others are not expected based on the existing framework, especially regarding performance avoidance orientation. Implications for future goal orientation research are discussed.

Emotional distress, such as depression, has become a significant problem in modern societies. Previous research has proposed machine learning models to automatically detect emotional distress from online social media texts. However, these approaches have not effectively incorporated domain knowledge into state-of-the-art architectures and have not been tested on writing in a more private context. This paper discusses our proposed plan to address these two research gaps. First, we will design and evaluate a deep learning model that incorporates domain knowledge to detect emotional distress from texts. Second, we will collect texts from both social media platforms and private diary writing to study the differences in the classification performance of the proposed model on these texts.

We hypothesized that a wisdom-based reasoning process comprised of epistemic humility, accounting for context, and integrating different perspectives and interests, would be helpful in overcoming intergroup bias and attitude polarization in societal conflicts. Here we test the hypothesis using both the Situated Wise Reasoning Scale and experimental induction. In each study, we recruited participants who self-identified as members of a group implicated in an ongoing intergroup situation. In five correlational studies (Studies 1-5) we examined the relations between measured wise reasoning and intergroup positivity and attitude polarization. In two experiments, we tested the effects of a brief online wise-reasoning thought exercise on intergroup positivity and polarization (Studies 6-7), and charitable behaviors to an outgroup (Study 6). We found that wise reasoning relates to more positivity toward outgroups and less attitude polarization across different groups and conflicts. The results have implications for theory and may also have implications for future research on interventions to improve intergroup relations.

In this research, we explore individuals’ tendency to adopt dispute resolution system (DRS) - alternative dispute resolution inclusion clause - in partnership contracts. We propose a new theoretical construct and explore its associated effect with preference for DRS. Our basic assumption is that an individual’s implicit theory about the nature of conflict will strongly influence the extent to which s/he will adopt DRS. We expect that when people strongly believe that conflicts are inevitable, they are more willing to adopt DRS. Their adoption may stem from the belief that such practice can protect the relationship among the concerned parties. In contrast, when individuals strongly believe that conflicts are preventable, they would hesitate to adopt such a system because they may perceive such system as harming the relationship. We constructed a scale measuring implicit theory of conflict and administered it to 521 Americans and 402 Chinese. Results showed that the scale achieved excellent psychometric properties. The Cronbach’s alpha was .83. Measurement invariance tests showed that the scale was different from other implicit theories (personality, morality and world), emotional regulation and optimism, and the factor structure was similar across the two samples in terms of factor loadings. For convergent validity, correlational analysis showed that it was mildly related to locus of control and prevention focus, free will and fatalistic thinking. Preliminary findings on criterion validity also showed that implicit theory of conflict was related to preference for DRS in a work team setting. Implications will be discussed in light of relationship management, conflict management, and team work.

Goal orientation has been considered as a relatively stable but malleable antecedent of performance. Yet, the reciprocal role of performance on goal orientation has been largely overlooked. Drawing from social cognitive theory, this study examines the reciprocal relationship between goal orientation and performance using a sixwave longitudinal design. It also examines self-efficacy as a mediator of the reciprocal relationship. The findings reveal positive reciprocal relationships between most dimensions of goal orientation and performance. Importantly, the impact of previous performance on goal orientation dimensions is at least as strong as and more persistent than that of goal orientation on subsequent performance. Most of the reciprocal relationships are mediated by self-efficacy. Although some findings are consistent with the literature, others are not expected based on the existing framework, especially regarding performance avoidance orientation. Implications for future goal orientation research are discussed.

Culturally held beliefs about the self and its relations with others affect the way individuals view their work. In this study, we examined the associations between individualism-collectivism and the three work orientations (i.e., viewing work as a job, a career, or a calling). We also investigated whether the positive effects of a calling orientation can be generalized to a developing eastern country, Mongolia. Using a sample of 352 Mongolian workers, we found that those endorsing horizontal collectivism tended to view their work as a calling more than as a job or a career. Mongolians with a calling orientation reported having better satisfaction with job, salary, and life, more work meaningfulness, and less turnover intention than those viewing work as a job or a career. The results suggest that cultural orientations and work orientations are intertwined, and the positive roles of a calling orientation are generalizable to Mongolia.

Emotional distress, such as depression, has become a significant problem in modern societies. Previous research has proposed machine learning models to automatically detect emotional distress from online social media texts. However, these approaches have not effectively incorporated domain knowledge into state-of-the-art architectures and have not been tested on writing in a more private context. This paper discusses our proposed plan to address these two research gaps. First, we will design and evaluate a deep learning model that incorporates domain knowledge to detect emotional distress from texts. Second, we will collect texts from both social media platforms and private diary writing to study the differences in the classification performance of the proposed model on these texts.

We hypothesized that a wisdom-based reasoning process comprised of epistemic humility, accounting for context, and integrating different perspectives and interests, would be helpful in overcoming intergroup bias and attitude polarization in societal conflicts. Here we test the hypothesis using both the Situated Wise Reasoning Scale and experimental induction. In each study, we recruited participants who self-identified as members of a group implicated in an ongoing intergroup situation. In five correlational studies (Studies 1-5) we examined the relations between measured wise reasoning and intergroup positivity and attitude polarization. In two experiments, we tested the effects of a brief online wise-reasoning thought exercise on intergroup positivity and polarization (Studies 6-7), and charitable behaviors to an outgroup (Study 6). We found that wise reasoning relates to more positivity toward outgroups and less attitude polarization across different groups and conflicts. The results have implications for theory and may also have implications for future research on interventions to improve intergroup relations.

In this research, we explore individuals’ tendency to adopt dispute resolution system (DRS) - alternative dispute resolution inclusion clause - in partnership contracts. We propose a new theoretical construct and explore its associated effect with preference for DRS. Our basic assumption is that an individual’s implicit theory about the nature of conflict will strongly influence the extent to which s/he will adopt DRS. We expect that when people strongly believe that conflicts are inevitable, they are more willing to adopt DRS. Their adoption may stem from the belief that such practice can protect the relationship among the concerned parties. In contrast, when individuals strongly believe that conflicts are preventable, they would hesitate to adopt such a system because they may perceive such system as harming the relationship. We constructed a scale measuring implicit theory of conflict and administered it to 521 Americans and 402 Chinese. Results showed that the scale achieved excellent psychometric properties. The Cronbach’s alpha was .83. Measurement invariance tests showed that the scale was different from other implicit theories (personality, morality and world), emotional regulation and optimism, and the factor structure was similar across the two samples in terms of factor loadings. For convergent validity, correlational analysis showed that it was mildly related to locus of control and prevention focus, free will and fatalistic thinking. Preliminary findings on criterion validity also showed that implicit theory of conflict was related to preference for DRS in a work team setting. Implications will be discussed in light of relationship management, conflict management, and team work.

Unethical behavior in organizations has attracted much attention among researchers, yet we know little about when and why unethical behavior conducted by leaders that is intended to benefit the organization—or leader unethical pro-organizational behavior (UPB)—might translate into employee unethical behavior. Drawing on a social-learning-of-principle perspective, which proposes that people can learn the principles that govern observed behaviors, we propose that employees, especially those with a high power distance orientation, can abstract and learn a moral disengagement behavioral principle by observing leader UPB. This learned moral disengagement behavioral principle then enables them to engage in unethical behaviors that may be intended to benefit or harm their organizations. In two multiwave field studies with data collected from real estate agents, we found overall support for our theoretical model but the moderating effect of power distance orientation. We discuss some key theoretical and practical implications of these findings. © The Author(s) 2020.

This research concurrently investigated the effectiveness of three established bias-reducing interventions (i.e., positive affirmation, secure attachment, and cognitive dissonance) in the wake of the Paris and Brussels terror attacks. Using frequentist and Bayesian analyses, Study 1 (N = 1,676), launched within days of the attacks, found that compared to a control condition, the interventions did not significantly improve intergroup attitudes. Instead, the data showed strong support of the null hypotheses that there were no intervention effects. Proximity to the attacks did not moderate the effect. Study 2 (N = 285) reexamined the effects of the three interventions 2.5 years after the attacks, generally replicating the pattern of findings in Study 1. Together, this research highlights the challenge of intergroup bias reduction following terror attacks. We conclude by discussing several recommendations for how psychological interventions could play a more impactful role in contexts of heightened conflict. © The Author(s) 2020.

Unethical behavior in organizations has attracted much attention among researchers, yet we know little about when and why unethical behavior conducted by leaders that is intended to benefit the organization—or leader unethical pro-organizational behavior (UPB)—might translate into employee unethical behavior. Drawing on a social-learning-of-principle perspective, which proposes that people can learn the principles that govern observed behaviors, we propose that employees, especially those with a high power distance orientation, can abstract and learn a moral disengagement behavioral principle by observing leader UPB. This learned moral disengagement behavioral principle then enables them to engage in unethical behaviors that may be intended to benefit or harm their organizations. In two multiwave field studies with data collected from real estate agents, we found overall support for our theoretical model but the moderating effect of power distance orientation. We discuss some key theoretical and practical implications of these findings. © The Author(s) 2020.

This research concurrently investigated the effectiveness of three established bias-reducing interventions (i.e., positive affirmation, secure attachment, and cognitive dissonance) in the wake of the Paris and Brussels terror attacks. Using frequentist and Bayesian analyses, Study 1 (N = 1,676), launched within days of the attacks, found that compared to a control condition, the interventions did not significantly improve intergroup attitudes. Instead, the data showed strong support of the null hypotheses that there were no intervention effects. Proximity to the attacks did not moderate the effect. Study 2 (N = 285) reexamined the effects of the three interventions 2.5 years after the attacks, generally replicating the pattern of findings in Study 1. Together, this research highlights the challenge of intergroup bias reduction following terror attacks. We conclude by discussing several recommendations for how psychological interventions could play a more impactful role in contexts of heightened conflict. © The Author(s) 2020.

Cause-related marketing refers to supporting a charitable cause or a non-profit organization to promote sales. Little is known about how cause-related marketing influences a firm's own employees. Two field studies were conducted which confirmed that cause-related marketing enhances employees' admiration for their company, which in turn promotes engagement. Importantly, each employee's implicit morality beliefs and moral identity centrality jointly moderate these relationships. The practical implications of these findings are discussed.

Creativity is critical to organizational success. Understanding the antecedents of creativity is important. Although there is a growing body of research on how (mixed) emotions affect creativity, most of the work has focused on intrapersonal processes. We do not know whether contrasting emotions between interacting partners (i.e., interpersonal mixed emotions) have creative consequences. Building on information processing theories of emotion, our research proposes a theoretical account for why interpersonal mixed emotions matter. It hypothesized that mixed- (vs. same-) emotion interactions would predict higher collective creative performance. We tested the hypothesis in two-party integrative negotiations (105 dyads). We manipulated negotiators' emotional expressions (angry-angry, happy-happy, angry-happy dyads) and measured the extent to which they generated creative solutions that tapped into hidden integrative potential in the negotiation for a better joint gain. The results overall supported the hypothesis: (i) there was some evidence that mixed-emotion dyads (i.e., angry-happy) performed better than same-emotion dyads; (ii) mixed-emotion dyads, on average, achieved a high level of joint gain that exceeded the (non-creative) zero-sum threshold, whereas same-emotion dyads did not. The findings add theoretical and actionable insights into our understanding of creativity, emotion, and organization behavior. © 2019 Kung and Chao.

Essentialism, a fundamental belief of the fixedness of social group essences, is often associated with negative intergroup outcomes. However, research is yet to explore the role of essentialism in intergroup conflicts, despite their prevalence. To address this gap, we conducted the first direct examination on how essentialism influences conflict management toward out-group members. Moreover, we examined perspective-taking as a positive factor in improving conflict management among essentialist individuals relative to their non-essentialist counterparts in intergroup contexts. Results across three experiments provided little support to the negative effect of essentialism on intergroup (vs. intragroup) conflict management. Yet, we found that perspective-taking promoted the use of problem solving and improved one’s own gain and the dyad’s joint gain among essentialist individuals, but not non-essentialist individuals, in intergroup (vs. intragroup) conflict situations. This research suggests that when coupled with perspective-taking, essentialism can promote constructive conflict resolution in intergroup contexts. © The Author(s) 2019.

Creativity is critical to organizational success. Understanding the antecedents of creativity is important. Although there is a growing body of research on how (mixed) emotions affect creativity, most of the work has focused on intrapersonal processes. We do not know whether contrasting emotions between interacting partners (i.e., interpersonal mixed emotions) have creative consequences. Building on information processing theories of emotion, our research proposes a theoretical account for why interpersonal mixed emotions matter. It hypothesized that mixed- (vs. same-) emotion interactions would predict higher collective creative performance. We tested the hypothesis in two-party integrative negotiations (105 dyads). We manipulated negotiators' emotional expressions (angry-angry, happy-happy, angry-happy dyads) and measured the extent to which they generated creative solutions that tapped into hidden integrative potential in the negotiation for a better joint gain. The results overall supported the hypothesis: (i) there was some evidence that mixed-emotion dyads (i.e., angry-happy) performed better than same-emotion dyads; (ii) mixed-emotion dyads, on average, achieved a high level of joint gain that exceeded the (non-creative) zero-sum threshold, whereas same-emotion dyads did not. The findings add theoretical and actionable insights into our understanding of creativity, emotion, and organization behavior. © 2019 Kung and Chao.

Creativity is critical to organizational success. Understanding the antecedents of creativity is important. Although there is a growing body of research on how (mixed) emotions affect creativity, most of the work has focused on intrapersonal processes. We do not know whether contrasting emotions between interacting partners (i.e., interpersonal mixed emotions) have creative consequences. Building on information processing theories of emotion, our research proposes a theoretical account for why interpersonal mixed emotions matter. It hypothesized that mixed- (vs. same-) emotion interactions would predict higher collective creative performance. We tested the hypothesis in two-party integrative negotiations (105 dyads). We manipulated negotiators' emotional expressions (angry-angry, happy-happy, angry-happy dyads) and measured the extent to which they generated creative solutions that tapped into hidden integrative potential in the negotiation for a better joint gain. The results overall supported the hypothesis: (i) there was some evidence that mixed-emotion dyads (i.e., angry-happy) performed better than same-emotion dyads; (ii) mixed-emotion dyads, on average, achieved a high level of joint gain that exceeded the (non-creative) zero-sum threshold, whereas same-emotion dyads did not. The findings add theoretical and actionable insights into our understanding of creativity, emotion, and organization behavior. © 2019 Kung and Chao.

Forgiveness has been regarded as a sign of power, yet empirical evidence is mixed. This research seeks to resolve this inconsistency by looking into how and from whom forgiveness is expressed. Integrating theories on forgiveness, communication, and gender role, we hypothesized and found, in two experiments, that a third party’s perception of forgiver power is jointly influenced by forgiveness expression (explicit vs. implicit) and forgiver gender. Female forgivers were perceived as less powerful than their male counterparts when forgivers expressed implicit forgiveness, whereas this gender difference was not found when forgivers expressed explicit forgiveness. Perceived forgiver power, in turn, positively influenced third parties’ cooperation with the forgiver in subsequent interaction. This research represents an initial step to understanding forgiveness from a communication perspective. It demonstrates the social implications of forgiveness on uninvolved third parties. Our findings also resonate with several others in showing that forgiveness does not always yield interpersonal benefits.

Cause-related marketing refers to supporting a charitable cause or a non-profit organization to promote sales. Little is known about how cause-related marketing influences a firm's own employees. Two field studies were conducted which confirmed that cause-related marketing enhances employees' admiration for their company, which in turn promotes engagement. Importantly, each employee's implicit morality beliefs and moral identity centrality jointly moderate these relationships. The practical implications of these findings are discussed.

Essentialism, a fundamental belief of the fixedness of social group essences, is often associated with negative intergroup outcomes. However, research is yet to explore the role of essentialism in intergroup conflicts, despite their prevalence. To address this gap, we conducted the first direct examination on how essentialism influences conflict management toward out-group members. Moreover, we examined perspective-taking as a positive factor in improving conflict management among essentialist individuals relative to their non-essentialist counterparts in intergroup contexts. Results across three experiments provided little support to the negative effect of essentialism on intergroup (vs. intragroup) conflict management. Yet, we found that perspective-taking promoted the use of problem solving and improved one’s own gain and the dyad’s joint gain among essentialist individuals, but not non-essentialist individuals, in intergroup (vs. intragroup) conflict situations. This research suggests that when coupled with perspective-taking, essentialism can promote constructive conflict resolution in intergroup contexts. © The Author(s) 2019.

Multicultural experience has been shown to lead to greater intergroup tolerance via reduced need for cognitive closure (NFCC). However, the requisite metacognitive conditions that facilitate this effect have yet to be examined. In 6 studies, we systematically demonstrated that the ameliorative effects of multicultural experience on intergroup bias are achieved only when individuals perceived that they had sufficient mental resources. Mental resources were either (a) measured during the Hong Kong "Umbrella Revolution" (Study 1), (b) experimentally manipulated in the lab through a classic depletion task (Study 2), or (c) subjectively recalled (Studies 3, 4, 5, and 6). We further showed that the moderating effects of perceived resource availability on the tolerance benefits of multicultural experience were mediated by reduced levels of NFCC (Studies 1, 5, and 6). This effect was consistent across a variety of targeted outgroups (Mainland Chinese, Arabs, Russians, Blacks, Asian Americans, and homosexuals), regardless of whether multicultural experience was measured or manipulated, and across samples (Hong Kongers, Jewish Israelis, and U.S.-born Americans). Overall, by integrating the literature on multicultural experiences with that on perceived resource depletion, we demonstrate the state-dependent nature of the advantages of multicultural experiences as well as afford a more nuanced view of the downstream influence of perceived mental depletion.

Forgiveness has been regarded as a sign of power, yet empirical evidence is mixed. This research seeks to resolve this inconsistency by looking into how and from whom forgiveness is expressed. Integrating theories on forgiveness, communication, and gender role, we hypothesized and found, in two experiments, that a third party’s perception of forgiver power is jointly influenced by forgiveness expression (explicit vs. implicit) and forgiver gender. Female forgivers were perceived as less powerful than their male counterparts when forgivers expressed implicit forgiveness, whereas this gender difference was not found when forgivers expressed explicit forgiveness. Perceived forgiver power, in turn, positively influenced third parties’ cooperation with the forgiver in subsequent interaction. This research represents an initial step to understanding forgiveness from a communication perspective. It demonstrates the social implications of forgiveness on uninvolved third parties. Our findings also resonate with several others in showing that forgiveness does not always yield interpersonal benefits.

Forgiveness has been regarded as a sign of power, yet empirical evidence is mixed. This research seeks to resolve this inconsistency by looking into how and from whom forgiveness is expressed. Integrating theories on forgiveness, communication, and gender role, we hypothesized and found, in two experiments, that a third party’s perception of forgiver power is jointly influenced by forgiveness expression (explicit vs. implicit) and forgiver gender. Female forgivers were perceived as less powerful than their male counterparts when forgivers expressed implicit forgiveness, whereas this gender difference was not found when forgivers expressed explicit forgiveness. Perceived forgiver power, in turn, positively influenced third parties’ cooperation with the forgiver in subsequent interaction. This research represents an initial step to understanding forgiveness from a communication perspective. It demonstrates the social implications of forgiveness on uninvolved third parties. Our findings also resonate with several others in showing that forgiveness does not always yield interpersonal benefits.

Multicultural experience has been shown to lead to greater intergroup tolerance via reduced need for cognitive closure (NFCC). However, the requisite metacognitive conditions that facilitate this effect have yet to be examined. In 6 studies, we systematically demonstrated that the ameliorative effects of multicultural experience on intergroup bias are achieved only when individuals perceived that they had sufficient mental resources. Mental resources were either (a) measured during the Hong Kong "Umbrella Revolution" (Study 1), (b) experimentally manipulated in the lab through a classic depletion task (Study 2), or (c) subjectively recalled (Studies 3, 4, 5, and 6). We further showed that the moderating effects of perceived resource availability on the tolerance benefits of multicultural experience were mediated by reduced levels of NFCC (Studies 1, 5, and 6). This effect was consistent across a variety of targeted outgroups (Mainland Chinese, Arabs, Russians, Blacks, Asian Americans, and homosexuals), regardless of whether multicultural experience was measured or manipulated, and across samples (Hong Kongers, Jewish Israelis, and U.S.-born Americans). Overall, by integrating the literature on multicultural experiences with that on perceived resource depletion, we demonstrate the state-dependent nature of the advantages of multicultural experiences as well as afford a more nuanced view of the downstream influence of perceived mental depletion.

Multicultural experience has been shown to lead to greater intergroup tolerance via reduced need for cognitive closure (NFCC). However, the requisite metacognitive conditions that facilitate this effect have yet to be examined. In 6 studies, we systematically demonstrated that the ameliorative effects of multicultural experience on intergroup bias are achieved only when individuals perceived that they had sufficient mental resources. Mental resources were either (a) measured during the Hong Kong "Umbrella Revolution" (Study 1), (b) experimentally manipulated in the lab through a classic depletion task (Study 2), or (c) subjectively recalled (Studies 3, 4, 5, and 6). We further showed that the moderating effects of perceived resource availability on the tolerance benefits of multicultural experience were mediated by reduced levels of NFCC (Studies 1, 5, and 6). This effect was consistent across a variety of targeted outgroups (Mainland Chinese, Arabs, Russians, Blacks, Asian Americans, and homosexuals), regardless of whether multicultural experience was measured or manipulated, and across samples (Hong Kongers, Jewish Israelis, and U.S.-born Americans). Overall, by integrating the literature on multicultural experiences with that on perceived resource depletion, we demonstrate the state-dependent nature of the advantages of multicultural experiences as well as afford a more nuanced view of the downstream influence of perceived mental depletion.

In an experiment in non-formal schools in Indian slums, a reward scheme for attending a target number of school days increased average attendance when the scheme was in place, but had heterogeneous effects after it was removed. Among students with high baseline attendance, the incentive had no effect on attendance after it was discontinued, and test scores were unaffected. Among students with low baseline attendance, the incentive lowered post-incentive attendance, and test scores decreased. For these students, the incentive was also associated with lower interest in school material and lower optimism and confidence about their ability. This suggests incentives might have unintended long-term consequences for the very students they are designed to help the most.

In an experiment in non-formal schools in Indian slums, an incentive for attending a target number of school days increased average attendance when the incentive was in place, but had heterogeneous effects after it was removed. Among students with high baseline attendance, the post-incentive attendance returned to previous levels and test scores were unaffected. Among students with low baseline attendance, post-incentive attendance dropped even below previous levels, and test scores decreased. These students also reported lower interest in school material and lower expectations of themselves. Thus incentives might have unintended negative consequences in the long term for the very students they are most expected to help.

In an experiment in non-formal schools in Indian slums, an incentive for attending a target number of school days increased average attendance when the incentive was in place, but had heterogeneous effects after it was removed. Among students with high baseline attendance, the post-incentive attendance returned to previous levels and test scores were unaffected. Among students with low baseline attendance, post-incentive attendance dropped even below previous levels, and test scores decreased. These students also reported lower interest in school material and lower expectations of themselves. Thus incentives might have unintended negative consequences in the long term for the very students they are most expected to help.

In an experiment in non-formal schools in Indian slums, an incentive for attending a target number of school days increased average attendance when the incentive was in place, but had heterogeneous effects after it was removed. Among students with high baseline attendance, the post-incentive attendance returned to previous levels and test scores were unaffected. Among students with low baseline attendance, post-incentive attendance dropped even below previous levels, and test scores decreased. These students also reported lower interest in school material and lower expectations of themselves. Thus incentives might have unintended negative consequences in the long term for the very students they are most expected to help.