Surges in infectious diseases often bring illness and conspiratorial beliefs. Such beliefs can hinder the adoption of public health advice, including vaccination. Because conspiratorial beliefs are difficult to reduce once entrenched, it is essential to explore strategies that mitigate their impact on vaccine acceptance. We present perspective-taking as a novel intervention, testing whether the negative association between conspiratorial beliefs and vaccine acceptance is weaker when participants take the perspective of someone holding positive vaccine attitudes. In Studies 1A-1C, participants read excerpts from interviews with COVID-19-vaccinated individuals. Study 2 examined live conversations with individuals holding positive vaccine attitudes and tested the durability of the effects by measuring vaccine acceptance 2 weeks later, assessing whether the moderating effect of perspective-taking arose from enhanced psychological closeness. Studies 3A-3B extended the hypotheses to a fictitious disease to examine generalizability beyond COVID-19. Study 3A used a similar paradigm to Studies 1A-1C and tested the same hypotheses as Study 2. Study 3B assessed the moderating effect of perspective-taking through a public service announcement-style video designed to enhance ecological validity. We found general support for our hypotheses. This research is significant because it can lead to the development of strategies to combat vaccine hesitancy. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

SummaryIn difficult times, how can we alleviate employees' distress? Lay beliefs suggest that high‐quality compassionate responses come from those who have “been there” before. According to hot–cold empathy gap theory, however, firsthand experience with another's distress may activate distorted memories of past distress, leading people to underestimate the severity and difficulty of another's current distress. Grounded in a relational perspective of compassion, we examine how sufferers experience the quality of actions taken to alleviate their distress (i.e., compassion action quality; CAQ), along with the responders' perceptions of their own responses (i.e., self‐efficacy). Across three studies, we find that sufferers experience lower CAQ from responders who have (vs. have not) previously endured a similar distress. We examine three mechanisms that explain the negative effect of previously endured distress on CAQ, based on responders' self‐focus, validation of sufferer's distress, and self‐efficacy. We also examine the boundary conditions of this effect and find that it is distress specific. Specifically, this effect does not hold when responders who previously endured distress respond to sufferers who are currently enduring a different type of distress. These findings advance organizational research on compassion and inform efforts to improve people's capacity to alleviate distress at work.

While prominent measures of hope are largely cognitive in nature, many scholars and laypeople view hope primarily as an emotion. Although Snyder’s Elaborated Hope Theory attempts to theoretically balance these two perspectives, no measure yet exists of hope as a purely emotional process, only as a cognitive process. Overlooking the emotional features of hope limits our ability to more fully and precisely understand this construct. As such, across three studies (N = 2,900), we develop and validate the Trait Emotion Hope Scale (TEHS). In Study 1, we report on item development and piloting of the TEHS, examining internal consistency as well as convergent and discriminant validity. Study 2 includes an exploratory factor analysis (EFA) and further examines internal consistency and construct validity. Finally, in Study 3 we report a confirmatory factor analysis (CFA) to cross-validate the factor structure identified in Study 2 in a large, international sample. Importantly, we find that the TEHS accounts for significant unique variance beyond cognitive hope, indicating that the two constructs are distinct and not redundant. Taken together, these three studies demonstrate that the TEHS is psychometrically sound and provides a valid measure for those interested in examining hope as an emotion in their research.

Adopting a social-functionalist theoretical lens, this review examines emotional culture and its relation to discrete emotions such as joviality and humor-supportive or “joking” organizational cultures. We propose four primary pathways through which humor influences emotional culture in organizations and social units: (1) creating and defining emotional culture through “bottom-up” affective mechanisms, (2) a “top-down” normative function that promotes or inhibits humor through cultural values, norms, and traditions of organizational life, (3) a maintenance function, whereby humor corrects emotional culture norm violations, and (4) a link to positive work outcomes via a reciprocal feedback loop. We also describe negative consequences of humor for emotional culture, highlight unanswered questions in the literature, and suggest future research opportunities, including a comprehensive new framework.

Resourcing defined as “the creation in practice of assets such as people, time, money, knowledge, or skill; and qualities of relationships such as trust, authority, or complementarity such that they enable actors to enact schemas” (Feldman, 2004, p. 296), is an important concept in organization studies and is relevant to a range of fields including strategy, entrepreneurship, and organization theory. The concept of resourcing suggests that assets are potential resources that become actual resources through actions. This panel symposium brings together a panel of experts in the field of management who will address the importance of resourcing and its relevance to their respective fields. They will delve into various aspects of resourcing, such as how actors define and redefine resources, the role of material objects in the resourcing process, and the impact of social constraints on resourcing. The panelists will also discuss the potential effects of resourcing on agency, power and conflict, and the emergence of a new social order. Through their insights and experiences, the panelists will shed light on how the practices of resourcing have broader organizational and societal implications.

As the world moves from one crisis to another, compassion in response to human suffering is an essential, yet often overlooked, aspect of life. Suffering is also pervasive in organizational life as work is an essential part of life. Whether the suffering is stemming from an employee’s life outside of work (e.g., financial problems), part of one’s job role (e.g., taking care of sick patients), or organizationally induced (e.g., abusive leadership), organizations harbor the suffering of its employees and its clients or consumers. Yet there are significant gaps in understanding the antecedents, consequences, and boundary conditions of expressing compassion at work. The objective of this symposium is to offer new methodological and theoretical directions to highlight areas of inquiry focusing on the expression of compassion at work. All four papers in the session employ novel conceptualizations, designs, and analyses (e.g., in the moment, interactional dyadic design, team-level analyses with objective medical error data, and experimental designs) and make new theoretical connections (e.g., using attribution theory, cognitive appraisal theory, process model of emotion regulation) that serve as a catalyst for new scholarship on workplace compassion. The Role of Appraisals and Values-Directed Action in the Compassion Responding Process Presenter: Shanta Dey; U. Of Sydney Presenter: Anya Madeleine Johnson; U. Of Sydney Presenter: Helena Nguyen; U. Of Sydney Presenter: Paul Atkins; Australian National U. Presenter: Felicia Huppert; U. of Cambridge Compassion at Work: Perceived Self-Concern vs. Other Orientation and the Attribution Impacts Presenter: Hongguo Wei; Robert Morris U. Presenter: Jason Kanov; Western Washington U. Presenter: Shaobing Li; Miami U. Ohio Compassion as a Regulatory Strategy for Navigating Challenging Workplace Relationships Presenter: Hooria Jazaieri; Leavey School of Business, Santa Clara U. Collective Compassion on Team Outcomes and Role of Collective Mindfulness and Meditative Practices Presenter: Helena Nguyen; U. Of Sydney Presenter: Karyn L. Wang; U. Of Sydney Presenter: Nickolas Yu; Sydney Local Health District Presenter: Greg Fairbrother; U. Of Sydney

Although lay beliefs about hope have been studied extensively in college student populations, little is known about how working professionals understand hope. Accordingly, the present study examined lay beliefs about hope among healthcare workers through the prism of two prominent models of hope. A directed content analysis of healthcare professionals’ qualitative responses indicated that the top seven most prevalent lay beliefs about hope were: cognition, implicit goal, agency thoughts, future orientation, likely, affect, and pathway thoughts. Consistent with the dominant perspective in the hope literature, Snyder’s Hope Theory, the three key ingredients of hope—agency thoughts, pathway thoughts, and goals—were all present, albeit to varying degrees. Aspects of Herth’s hope model, another prominent conceptualization, were less supported by our findings. When examining whether agency thoughts or pathway thoughts were more prevalent, there were no significant differences. When examining whether cognition or affect were more prevalent, there was a significant difference such that lay theories of hope typically reflected cognitive rather than affective processes. We discuss implications for existing hope models, implications for healthcare professionals, and future research avenues.

Employees experience a wide range of positive and negative emotions at work, and their effects on performance and wellbeing could be beneficial or detrimental. In this symposium, we highlight how adequately understanding, utilizing, and regulating emotions can help us harness the benefits and guard against potential downsides of emotions at work. Across five empirical papers using diverse empirical approaches across various contexts, this symposium examines how individuals can deploy and manage emotions to facilitate performance, wellbeing, and social relationships. Discussant Myeong-gu Seo will offer implications and future directions in the study of workplace emotions and emotional intelligence. In doing so, we seek to generate novel and relevant insights about the cognitive, behavioral, and social implications of everyday attempts at understanding, using, and managing our own emotions and the emotions of others at work. An Affective Model of Positive Adaptation for Working Mothers during the Covid-19 Pandemic Presenter: Shimul Melwani; U. of North Carolina, Chapel Hill Presenter: Alyssa Tedder-King; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill Presenter: Naomi Beth Rothman; Lehigh U. Projecting Passion: Connecting Anxiety to Passion Improves Entrepreneur Pitch Performance Presenter: Yuxuan Lily Zhu; U. of California, Irvine Presenter: Maia Young; U. of California, Irvine #SOGRATEFUL: Gratitude Bragging as an Emotion Regulatory Strategy Presenter: Hooria Jazaieri; Leavey School of Business, Santa Clara U. Presenter: Olivia Amanda O'Neill; George Mason U. The Role of Proactive Personality and Information Exchange in Affect Transference in Service Presenter: Xiao-yu Liu; U. of International Business and Economics Presenter: Irene E. De Pater; Curtin U. Presenter: Remus Ilies; National U. of Singapore The Effects of Emotional Intelligence on Social Networks Presenter: Hanbo Shim; Rutgers U. Presenter: Myeong-gu Seo; U. of Maryland Presenter: Jinyoung Sohn; Yonsei U.

Relational sense of community (SOC) research suggests that SOC depends on the depth of relationships cultivated between members over time. The rise of temporary organizationstransient work arrangements with limited expectations for future interactionsimplored us to consider how a swift SOC can emerge in temporary organizations, where the cultivation of relationships may be challenging. We introduce a broader relational approach and draw on high-quality connections and resourcing theories to examine how a swift SOC emerges. Utilizing rich data sources, our qualitative analyses present a swift SOC cultivated in five days in a sleepaway summer camp. We find that this swift SOC was built on brief supportive connections that were made durable by resourcing artifacts. Resourcing artifacts creates scaffolds that mobilize actors to create a web of connections, leading to an organization-wide swift SOC. We propose that a swift SOC can emerge through four intertwined resourcing artifact phases: initial resourcing, embracing resourcing, reinterpreting resourcing, and expanding resourcing. During these phases, individuals imbue artifacts with new meaning and resource artifacts for (a) dyadic connection, (b) staff coordination, and (c) membership in a subgroup and (d) an organization-wide community. We demonstrate symbolizing and momentary connections as novel resourcing mechanisms enabling this process.

There is increasing interest in third-wave interventions that incorporate contemplative practices. Mindfulness and compassion meditation training programs have shown great promise. In the spirit of precision health, a refined understanding of participant features that identify who will and will not benefit from specific types of contemplative training is an important endeavor. Here, we examined three domains of baseline moderators (demographic, affect, and well-being variables) of the effect of compassion cultivation training (CCT) on improvements in three forms of fear of compassion (for self, for others, and being the recipient of compassion from others) and also on self-compassion. Results indicate that, at baseline, greater frequency of suppression of emotion expression and perceived stress, as well as lesser cognitive reappraisal self-efficacy and mindfulness skills, significantly moderated the effect of CCT (vs. a wait list control group) on reducing fear of compassion for self. We did not identify significant moderators of CCT effects on fear of compassion for others and being the recipient of compassion from others, or self-compassion. Pinpointing individual participant features that predict CCT-related increases in compassion will help optimize treatment matching and sequencing of treatment programs.

Humans have a fundamental need to belong and to be a part of a community, yet it is said that we are currently living in an “age of loneliness” plagued by isolation, fragmentation, and social disconnection. The changing nature of work offers limited opportunity to create the social glue that binds us together, and thus exacerbates social disconnection. Management scholars have been increasingly concerned with promoting a sense of community (SOC) in organizations. This symposium examines new frontiers in community research. Four of the papers included examine how community can be cultivated in non-traditional organizational settings such as co-working space (papers 1 and 2) and third places that are not the home or workplaces (paper 3) and emerge swiftly in temporary organizations (paper 4). Our collection of papers also addresses the consequences of experiences of community in non-traditional settings on thriving, well-being (paper 1 and 2), employee proactive and prosocial behavior (paper 3), and highlight community as an asset to draw from but also as an obligation or a source of responsibility (paper 5). This symposium integrates qualitative/quantitative methodologies drawing on a variety of micro/macro theoretical frameworks, challenging some of the self-imposed dichotomies around community and thus allows us to see other alternatives to building community in the 21st century and beyond. Managing for Community in Enterprise Coworking Spaces Presenter: Hilary M. Hendricks; U. of Michigan Presenter: Gretchen Marie Spreitzer; U. of Michigan Presenter: Brittany Mallory; Business Research Group Presenter: Peter Bacevice; U. of Michigan, Ross School of Business Community in Coworking Space and Entrepreneurs’ Well-Being Presenter: Nam Kyoon Kim; Ivey Business School Presenter: Dominic Sun Kyu Lim; Ivey Business School Presenter: Lucas Monzani; Ivey Business School Place to “Be Yourself”: Examining Third Places’ Influence on Employee Proactive & Prosocial Behavior Presenter: Katelyn Zipay; U. of Oregon Presenter: Sophie Pychlau; U. of Oregon Presenter: David T. Wagner; U. of Oregon Resourcing Artifacts for the Emergence of a Swift Sense of Community in Temporary Organizations Presenter: Reut Livne-Tarandach; Manhattan College Presenter: Hooria Jazaieri; Leavey School of Business, Santa Clara U. Recent Advances in Sense of Community and Sense of Community Responsibility Research in Organization Presenter: Branda Nowell; North Carolina State U. Presenter: Neil M. Boyd; Bucknell U.

Contemplating a new skill to add to your well-being toolbox? The good news is that, in this time period, there are many ways to hone and habituate this ancient practice in your day-to-day. Meditation originated thousands of years ago as a way to connect with spiritual forces and develop a person’s inner consciousness. Throughout history, many of the world’s religions have incorporated some form of meditation. Today, some meditators maintain a religious connection, while others have relaxation or a sense of calm as the primary goal. Some people also find that meditation helps them to focus, cultivate new perspectives, or reduce negative feelings. Want to learn more about this ancient discipline and find out how to incorporate it into your life? Read on!

While competitive situations such as negotiations are usually thought to involve some level of deception, the use of deception is inconsistent across negotiators. In this chapter, we examine the various paradigms, dependent variables, and situational moderators surrounding deception in negotiations – paying particular attention to the unique role of gender. We consider gender both as a predictor of whether a negotiator will deceive as well as a predictor of whether a negotiator will elicit deception from others. First, we begin this chapter by broadly reviewing the prior literature on deception in negotiations – discussing the various theories of deception, tactics, and consequences of deception. Next, we focus on the role of gender – considering the literature on the disparate ethical standards and use of deception between men and women negotiators. We then briefly consider the literature on individual and environmental factors that may assist in curtailing deception. Throughout we make recommendations for future research (both basic and applied) in the area of gender and deception in negotiations. We conclude the chapter by making practical recommendations for the classroom and for organizations to consider to curtail unethical behavior and deception in the workplace.