One of the most fundamental distinctions in the field of emotion is the distinction between emotion generation and emotion regulation. This distinction fits comfortably with folk theories, which view emotions as passions that arise unbidden and then must be controlled. But is it really helpful to distinguish between emotion generation and emotion regulation? In this article, we begin by offering working definitions of emotion generation and emotion regulation. We argue that in some circumstances, the distinction between emotion generation and emotion (...) regulation is indeed useful. We point both to citation patterns, which indicate that researchers from across a number of sub-areas within psychology are making this distinction, and to empirical studies, which indicate the utility of this distinction in many different research contexts. We then consider five ways in which the distinction between emotion generation and emotion regulation can be problematic. We suggest that it is time to move beyond debates about whether this distinction is useful to a more specific consideration of when and in what ways this distinction is useful, and in this spirit, we offer recommendations for future research. (shrink)

This work involves a comprehensive review of qualitative research focused on analysing the experience of social ostracism. The voices of the ostracized are essential for uncovering that subtle, small, invisible, and silent practices of social exclusion, such as not paying attention, treating someone like air, lack of interest, or being left out, are sufficiently real and painful enough for those who have to deal with them. The term “social (in)visibility” allows us to openly name feelings that are an internal response (...) to external ostracism, but which remain unexpressed in everyday interactions. The article focuses on understanding the role of social attention and social recognition in social encounters. As the social challenges described document a set of practices that prevent engagement in social interactions and reinforce cultural otherness, the construct of “social (in)visibility” may thus provide a framework for explaining how the lack of acknowledgment of someone’s presence in an appropriate manner in a given situation initiates the process of excluding those with so-called ‘spoiled identities’ and may help reveal mechanisms of escalating negativity. The work concludes with reflections on future research areas and the practical implications of social (in)visibility within the context of social relationships, co-presence, and social encounters. (shrink)

The coronavirus disease 2019 pandemic has fueled anti-Asian, especially anti-Chinese sentiments worldwide, which may negatively impact diasporic Chinese youths’ adjustment and prosocial development. This study examined the association between compassion, discrimination and prosocial behaviors in diasporic Chinese youths during the COVID-19 pandemic. 360 participants participated and completed the multi-country, cross-sectional, web-based survey between April 22 and May 9, 2020, the escalating stage of the pandemic. This study found compassion as prosocial behaviors’ proximal predictor, while discrimination independently predicted participation in volunteering, (...) and could potentially enhance the association between compassion and charitable giving. These findings suggest that prosociality among young people is sensitive to social context, and that racial discrimination should be considered in future prosocial studies involving young members of ethnic and racial minorities. (shrink)

BackgroundThe assessment of patients’ decision-making capacity is ubiquitous in contemporary healthcare. This paper examines the ethics of undisclosed probing of capacity by psychiatrists. The discussion will refer to the law in England and Wales, though the highlighted issues are likely to be relevant in similar jurisdictions.Main textDecision-making capacity is a private attribute, and patients may not necessarily be aware that one of their personal abilities is being explored. Routine exploration of capacity has not historically been a part of psychiatric examination, (...) but it is now difficult to avoid during psychiatric interview.Ethical practice and shared decision-making require patients to be aware that their decision-making may be evaluated by the doctor at some point, and the potential implications of an objective professional conclusion of incapacity. Case law directs that patients should be informed about any assessment of their decision-making ability, though the extent to which this has translated into practice is unclear. However, explanation about the assessment may cause a patient to react negatively, which may impede therapeutic engagement and constitute an ethical dilemma. It is argued that in the absence of systemic measures, professionals should retain the discretion to decide whether a particular patient should be informed about the impending probe into their decision-making ability, or not. In the latter instance, concealment of information about the assessment or its purpose should be subject to the caveats and safeguards associated with any recourse to therapeutic exception.ConclusionThe necessity to mandatorily inform patients about assessment of their capacity introduces a novel ethical dilemma for psychiatrists. The negotiation of this dilemma should not be the prerogative of the clinician, and requires systemic initiatives to ensure universal awareness of patients about the possibility of their capacity being assessed during their journeys through healthcare systems. (shrink)

Studies show that rejection increases negative affect and aggression and decreases helping behavior toward the excluder. Less is known about emotions and behavior after rejection by a friend for someone else. In two experimental studies (N = 101 and N = 169), we tested the predictions that rejection would feel worse in a close relationship but would result in less aggression and more reconnecting behavior, especially when the reasons for rejection were unknown. The results of study 1 showed that, as (...) expected, among acquaintances, more aggression was noted only after comparative rejection, but among strangers, aggression was also observed after rejection with no stated reason. Negative feelings toward a new acquaintance were only marginally stronger than those toward a stranger in study 1, but study 2 confirmed that rejection by a best friend, and especially comparative rejection by a friend, felt worse than other conditions. Study 2 also showed that reconnecting behavior was more likely to dominate over aggressive behavior between people in close relationships than between strangers. The results are discussed mostly in light of the multimotive model of rejection. (shrink)

One of the most fundamental distinctions in the field of emotion is the distinction between emotion generation and emotion regulation. This distinction fits comfortably with folk theories, which view emotions as passions that arise unbidden and then must be controlled. But is it really helpful to distinguish between emotion generation and emotion regulation? In this article, we begin by offering working definitions of emotion generation and emotion regulation. We argue that in some circumstances, the distinction between emotion generation and emotion (...) regulation is indeed useful. We point both to citation patterns, which indicate that researchers from across a number of sub-areas within psychology are making this distinction, and to empirical studies, which indicate the utility of this distinction in many different research contexts. We then consider five ways in which the distinction between emotion generation and emotion regulation can be problematic. We suggest that it is time to move beyond debates about whether this distinction is useful to a more specific consideration of when and in what ways this distinction is useful, and in this spirit, we offer recommendations for future research. (shrink)

Front-line employees (FELs) facing double challenges of handling demanding supervisors and irresponsible customers in organizational settings. Performance of service organizations exceedingly reliant on knowledge sharing within organizational employees. FLEs develop the destructive emotions of revenge attitude from abusive supervision and customers’ mistreatment and diminish knowledge sharing. This work aims to determine the effect of abusive supervision (ABS) and customer mistreatment (CMT) on the development of revenge attitude (RVA) and felt obligation (FTO) reduces the knowledge hiding behaviors. Moreover, the FLEs categorical (...) factors of work experience and gender vary the effect of knowledge hiding. Survey data from 201 FLEs police officers. Structural equation modeling partial least square regression (PLS-SEM) SmartPLS 3.1 was utilized to test the model. Study results confirm that ABS and CMT significantly impact the RVA, and FTO reduces the RVA. Moreover, RVA influences the evasive, playing dumb, and rationalized knowledge hiding behaviors, and FTO significantly streamlined the knowledge hiding behaviors. FLEs personal attributes of experience and gender moderates the knowledge hiding behaviour and analysed with PLS multiple group analysis (MGA). The study contributes to the knowledge hiding in service work settings FLEs facing internal and external pressures. Service firms need to train the FLEs to manage the customer with the established working standards and work with the supervisor exceeding expectations. Study limitations and future research opportunities were reported at the end. (shrink)

The current work tests different theoretical models of belongingness and acceptance as fundamental needs for human motivation. In the current study, 372 participants were presented with 52 different items measuring five different theoretical models of belongingness and three different theoretical models of acceptance. In a first step, Confirmatory Factor Analysis failed to provide support for these eight theoretical models. In a second step, we therefore applied Exploratory Factor Analysis yielding three factors, which we interpreted as communicating: Belongingness, Emotion-Acceptance, and Social (...) Self-Representation. In a third step, these three factors were corroborated by a CFA. We discuss how these two factors of “belongingness,” “emotion-acceptance” respond to the literature on the need to belong and be accepted, and we reflect on how ‘social self-representation’ seems to be an alternative motivation for how we present ourselves to our social relations to fulfill our needs. (shrink)

Social exclusion is an emotionally painful experience that leads to various alterations in socio-emotional processing. The perceptual and emotional consequences that may arise from experiencing social exclusion can vary depending on the paradigm used to manipulate it. Exclusion paradigms can vary in terms of the severity and duration of the leading exclusion experience, thereby classifying it as either a short-term or long-term experience. The present study aimed to study the impact of exclusion on socio-emotional processing using different paradigms that caused (...) experiencing short-term and imagining long-term exclusion. Ambiguous facial emotions were used as socio-emotional cues. In study 1, the Ostracism Online paradigm was used to manipulate short-term exclusion. In study 2, a new sample of participants imagined long-term exclusion through the future life alone paradigm. Participants of both studies then completed a facial emotion recognition task consisting of morphed ambiguous facial emotions. By means of Point of Subjective Equivalence analyses, our results indicate that the experience of short-term exclusion hinders recognising happy facial expressions. In contrast, imagining long-term exclusion causes difficulties in recognising sad facial expressions. These findings extend the current literature, suggesting that not all social exclusion paradigms affect socio-emotional processing similarly. (shrink)

Most countries have been struggling with the spread of the COVID-19 pandemic imposing social isolation on their citizens. However, this measure carried risks for people's mental health. This study evaluated the psychological repercussions of objective isolation in 1,006 Italians during the first, especially strict, lockdown in spring 2020. Although varying for the regional spread-rate of the contagion, results showed that the longer the isolation and the less adequate the physical space where people were isolated, the worse the mental health. Offline (...) social contacts buffered the association between social isolation and mental health. However, when offline contacts were limited, online contacts seemed crucial in protecting mental health. The findings inform about the potential downsides of the massive social isolation imposed by COVID-19 spread, highlighting possible risk factors and resources to account for implementing such isolation measures. Specifically, besides some known factors such as physical space availability, the local contagion rate is critical in moderating the link between social isolation and mental health issues, supporting national policies implementing regional tiers of restriction severity. (shrink)

The level of organizational self-esteem of employees, whether on the production line or as managers or directors of enterprises, does not only correlate with individual performance but has also become a key factor in determining the completion of team core tasks. Based on the theory of self-consistency, this study explores the correlation between negative workplace gossip and employees’ organizational self-esteem by revealing the intermediary role of workplace exclusion and poor-order atmosphere. A survey of 228 employees from enterprises in Shandong and (...) Shanghai showed that negative workplace gossip exerted a significant negative impact on employees’ organizational self-esteem, suggesting that negative workplace gossip reduces employees’ organizational self-esteem in the context of Chinese organizations. In addition, workplace exclusion exerted a complete intermediary effect between negative workplace gossip and employees’ organizational self-esteem, and poor-order atmosphere perception played a partial intermediary role. This study uncovers the black box that negative workplace gossip affects employees’ organizational self-esteem and has a strong enlightening significance for management practice. (shrink)

We examined the relationship between discrimination and mental wellbeing among South Korean residents in Japan. The roles of need for belonging as a mediator and identification with one’s group as a moderator of this relationship were examined. Perceived social support was also examined as both a potential moderator and mediator. We also included a measure of perceived in-group inclusion in the host society, the Circle of Ingroup Inclusion, to examine its influence on the relationship between discrimination and wellbeing. Three types (...) of coping styles-active constructive coping, passive constructive coping, and destructive coping-were controlled for in the analysis. Results showed that participants’ educational level, socioeconomic status, and different coping styles predicted wellbeing; however, discrimination was the strongest predictor of wellbeing. Social support was both a moderator and mediator of the relationship between discrimination and wellbeing, suggesting that perceived social support not only buffers the negative effect of discrimination on wellbeing, but also partially explains the negative association between discrimination and wellbeing. NTB was not a significant mediator. Identification with one’s ethnic group and perceived membership in one’s group also did not affect the relationship. The results suggest that it is important to consider social support based on interpersonal relationships among members of minority groups in Japanese society. The psychological factors involved in acculturation processes may be different in different ethnic groups. This study calls for greater consideration of group-specific characteristics in understanding acculturation processes and interactions between groups in society. (shrink)

Psychopathy is typically seen as a trait that is undesirable in any context, including the workplace. But several authors have suggested that people high in psychopathy might possess resources that preserve their ability to perform well in stressful contexts. We consider the possibility that primary psychopathy is adaptive—for the employee, if not for the organization—under conditions of abusive supervision. In particular, we draw from the multimotive model of interpersonal threat and the theory of purposeful work behavior to argue that high (...) primary psychopathy individuals possess characteristics that enable them to experience higher levels of well-being and lower levels of anger than their peers under abusive supervisors. Based on a scenario study and a time-lagged field study, we found support for a model in which abusive supervision moderates the relationships between primary psychopathy and positive work-related outcomes, such that these relationships are positive under conditions of abusive supervision and either diminished or negative under conditions of low abusive supervision. Abusive supervision also affected the relationship between primary psychopathy and anger in the field study such that high primary psychopathy individuals were less angry under more abusive supervisors. Thus, there appears to be some credence to the notion of a “psychopathic advantage” in that primary psychopaths do have access to greater psychological resources than their peers under abusive supervision. However, these findings also suggest that abusive supervisors may empower employees with characteristics that hold strong potential to damage the organization and its stakeholders. (shrink)