Mood and Persuasion: Affective States Influence the Processing of Persuasive Communications

Schwarz, Robert; Bless, Herbert; Bohner, Gerd

doi:10.1016/s0065-2601(08)60329-9

Cited by 442 publications

(298 citation statements)

References 40 publications

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“…Generally, Isen's research has consistently demonstrated that positive affect predicts better creativity and greater cognitive flexibility (Isen & Daubman, 1984;Isen, Johnson, Mertz, & Robinson, 1985;Isen, Daubman, & Nowicki, 1987), as well as the use of heuristic types of cognitive processing strategies (Isen & Means, 1983;Schwarz, Bless & Bohner, 1991). Forgas (1995 proposed Affect Infusion Theory, and provided conceptual depth by proposing that affect influences cognitive judgments through two mechanisms.…”

Section: Positive Moodmentioning

confidence: 99%

Diversity and Emotion: The New Frontiers in Organizational Behavior Research

Ashkanasy

2002

Journal of Management

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This article provides a review of recent developments in two topical areas of research in contemporary organizational behavior: diversity and emotions. In the first section, we trace the history of diversity research, explore the definitions and paradigms used in treatments of diversity, and signal new areas of interest. We conclude that organizational behavior in the Twenty-First Century is evolving to embrace a more eclectic and holistic view of humans at work. In the second section, we turn our attention to recent developments in the study of emotions in organizations. We identify four major topics: mood theory, emotional labor, affective events theory, and emotional intelligence, and argue that developments in the four domains have significant implications for organizational research, and the progression of the study of organizational behavior. As with the study of diversity, the topic of emotions in the workplace is shaping up as one of the principal areas of development in management thought and practice for the next decade. Finally, we discuss in our conclusion how these two areas are being conceptually integrated, and the implications for management scholarship and research in the contemporary world. DIVERSITY AND EMOTION: THE NEW FRONTIERS IN ORGANIZATIONAL BEHAVIOR RESEARCHIn this article, we canvass two issues that we believe are both topical and important in organizational behavior: diversity and emotions. We present an analytical review of recent theoretical and empirical developments in these fields, and suggest that integration of these two issues has exciting theoretical and research implications. The first part of our paper deals with diversity. In common with the study of emotions, this area of organizational study underscores how the cognitive-rational paradigms of organizational behavior (e.g. Simon, 1976) are today being challenged. In the first section of our paper, therefore, we trace the history of diversity research, explore the definitions and paradigms used in treatments of it, and signal new areas of interest. In the second section, we direct our attention to discussion of the current and growing interest in the study of emotions in organizational settings. Although interest in emotions in work settings is spread across a broad range of topics, our reading of the trends in this area leads us to the conclusion that four domains areas are especially worthy of attention: mood effects, emotional labor, affective events theory, and emotional intelligence. Why diversity and emotion? As we show below, these are relatively new and still-developing topics in organizational behavior. We argue, however, that modern workplace trends have created an impetus for a focus on these topics. In particular, we identify four trends that, along with their implications, guided our choice to integrate diversity issues and emotions in this article. These are:The trend to globalization. As organizations geographically diversify, and the free movement of labor across national boundaries intensifies, the...

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Section: Positive Moodmentioning

confidence: 99%

Diversity and Emotion: The New Frontiers in Organizational Behavior Research

Ashkanasy

2002

Journal of Management

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“…Additionally, we assessed participants' mood because disfluent fonts may lead to a more negative mood (Alter et al, 2007). Negative moods can prompt more systematic processing (Schwarz, Bless, & Bohner, 1991). Thus, disfluency could also result in more utilitarian responses through its negative effect on mood, independently of the metacognitive experience of fluency itself.…”

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Disfluent fonts lead to more utilitarian decisions in moral dilemmas

Spears

Fernández-Linsenbarth

Okan

et al. 2018

Psicológica Journal

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Previous research suggests that utilitarian decisions to moral dilemmas often stem from analytic, controlled cognitive processes. Furthermore, processing disfluency can trigger analytic thinking and improve performance on tasks that require logic and cognitive reflection. In the present study we investigated how processing fluency affects the readiness with which people give utilitarian responses to both personal and impersonal dilemmas. Participants were presented in two different experimental blocks with dilemmas written in both easy-(fluent) and hard-to-read (disfluent) fonts. We expected that dilemmas written in a disfluent font would be associated with more utilitarian responses. Results supported this prediction, albeit only when the disfluent dilemmas appeared first, showing that participants endorsed more utilitarian actions in the disfluent condition than in the fluent condition across dilemma types. These data suggest that increasing processing disfluency by manipulating the font affects decisions in the moral domain.People are often faced with difficult moral dilemmas that can have important life changing consequences. Accordingly, an increasing body of work has sought to identify the different factors that affect moral judgments and decisions, as well as the processes underlying people's moral choices.

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“…The fruits of their labor have been substantial, with innumerable studies now demonstrating that affective experiences profoundly shape the course of judgment, decision making, and problem solving (see Clore, Schwarz, & Conway, 1994;Martin & Clore, 2001; for reviews). This research has drawn inspiration from a number of innovative theories meant to organize and explain how moods and emotional states impact cognition and action (e.g., Forgas, 1995;Isen, 1987;Wegener & Petty, 1994); however, perhaps no theoretical framework in this area of inquiry has been as far-reaching in its influence as the feelings-as-information model developed by Schwarz and his colleagues (see e.g., Schwarz, 1990Schwarz, , 2001Schwarz, Bless, & Bohner, 1991;Schwarz & Clore, 1996). Essentially, Schwarz and his associates propose that affective states serve to inform individuals about the nature of their current situation.…”

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confidence: 99%

Interactive Effects of Mood and Task Framing on Creative Generation

Friedman

Förster

Denzler

2007

Creativity Research Journal

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This study introduced a motivational compatibility account for the influence of mood on creative generation. Building upon the feelingsas-information framework, it was proposed that positive moods signal to individuals that they are safe, motivating them to take advantage of this presumed safety by seeking stimulation and incentives (i.e., having fun), whereas negative moods signal to individuals that there are problems at hand, motivating them to solve these problems. Based on these assumptions, it was predicted that positive and negative moods should enhance effort on creative generation tasks construed as compatible with the motivational orientations they respectively elicit. Specifically, positive, relative to negative, moods were predicted to enhance effort on tasks construed as fun and silly, whereas negative, relative to positive, moods were predicted to bolster effort on tasks construed as serious and important. Evidence for this model, and several of its underlying assumptions, was adduced in 3 experiments in which mood was manipulated and participants completed creative generation tasks that were framed as either fun or serious. Results are discussed with an eye toward addressing alternative theoretical explanations.

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Mood and Persuasion: Affective States Influence the Processing of Persuasive Communications

Cited by 442 publications

References 40 publications

Diversity and Emotion: The New Frontiers in Organizational Behavior Research

Diversity and Emotion: The New Frontiers in Organizational Behavior Research

Disfluent fonts lead to more utilitarian decisions in moral dilemmas

Interactive Effects of Mood and Task Framing on Creative Generation

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