The emerging field of emotion regulation studies how individuals influence which emotions they have, when they have them, and how they experience and express them. This review takes an evolutionary perspective and characterizes emotion in terms of response tendencies. Emotion regulation is denned and distinguished from coping, mood regulation, defense, and affect regulation. In the increasingly specialized discipline of psychology, the field of emotion regulation cuts across traditional boundaries and provides common ground. According to a process model of emotion regulation, emotion may be regulated at five points in the emotion generative process: (a) selection of the situation, (b) modification of the situation, (c) deployment of attention, (d) change of cognitions, and (e) modulation of responses. The field of emotion regulation promises new insights into age-old questions about how people manage their emotions.

http://www.elaborer.org/cours/A13/lectures/Gross1998.pdf

The emerging field of emotion regulation: An integrative review.

We hypothesize that there is a general bias, based on both innate predispositions and experience, in animals and humans, to give greater weight to negative entities (e.g., events, objects, personal traits). This is manifested in 4 ways: (a) negative potency (negative entities are stronger than the equivalent positive entities), (b) steeper nega tive gradients (the negativity of negative events grows more rapidly with approach to them in space or time than does the positivity of positive events, (c) negativity domi nance (combinations of negative and positive entities yield evaluations that are more negative than the algebraic sum of individual subjective valences would predict), and (d) negative differentiation (negative entities are more varied, yield more complex conceptual representations, and engage a wider response repertoire). We review evi dence for this taxonomy, with emphasis on negativity dominance, including literary, historical, religious, and cultural sources, as well as the psychological literatures on learning, attention, impression formation, contagion, moral judgment, development, and memory. We then consider a variety of theoretical accounts for negativity bias. We suggest that 1 feature of negative events that make them dominant is that negative entities are more contagious than positive entities.

/pdf/negativity-bias-negativity-dominance-and-contagion-2njh4nr8pi.pdf

Negativity Bias, Negativity Dominance, and Contagion

In a prior review involving a meta-analysis (Underwood & Moore, 1982), no relation between affective empathy and prosocial behavior was found. In this article, the literature relevant to this issue is reexamined. The studies were organized according to the method used to assess empathy. When appropriate, meta-analyses were computed. In contrast to the earlier review, low to moderate positive relations generally were found between empathy and both prosocial behavior and cooperative/socially competent behavior. The method of assessing empathy did influence the strength of the relations; picture/story measures of empathy were not associated with prosocial behavior, whereas nearly all other measures were. Several possible explanations for the pattern of findings are discussed, as are the implications of the findings.

The Relation of Empathy to Prosocial and Related Behaviors

The construct of prosocial organizational behavior is defined and 13 specific forms are described. They vary according to whether they are functional or dysfunctional for organizational effectiveness, prescribed or not prescribed as part of one's organizational role, and directed toward an individual or organizational target. Potential predictors and determinants drawn from the social psychological literature suggest an agenda for research in organizational settings.

Prosocial Organizational Behaviors

Five forms of organizational spontaneity are described (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood at work is a pivotal construct in the model and posited as the direct precursor of organizational spontaneity. Primary work-group characteristics, the affective tone of the primary work group, affective disposition, life event history, and contextual characteristics are proposed to have direct or indirect effects, or both, on positive mood at work. Motivational bases of organizational spontaneity also are described. The model and its implications are discussed.

Richard M. Sorrentino

Papers

Altruism and helping behavior : social, personality, and developmental perspectives