Nonverbal emotion recognition and performance: differences matter differently

Bommer, William H.; Pesta, Bryan J.; Storrud‐Barnes, Susan F.

doi:10.1108/02683941111099600

Cited by 11 publications

(8 citation statements)

References 38 publications

(59 reference statements)

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“…Steve and Jamal noticed direct and indirect behavioural cues signalling privilege being contested. Attuning to non-verbal emotional recognition appears to be a valuable skill for non-dominant, lower status group members (Bommer, Pesta & Storrud-Barnes, 2011). Perhaps subtleties of fluid privileges can be examined fruitfully from the perspectives of less privileged individuals.…”

Section: Discussionmentioning

confidence: 99%

Experiencing privilege at ethnic, gender and senior intersections

Atewologun

Sealy

2014

Journal of Managerial Psych

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In management studies, assumptions surround the fixed, categorical and binary nature of male, ethnic and other privileges. Compared to white, middle-class men, 'Others' are typically assumed not to experience privilege. We counter this assumption by applying intersectionality to examine privilege's juxtaposition with disadvantage. We offer an elaborated conceptualisation of organisational privilege and insight into the agency employed by individuals traditionally perceived as non-privileged. Approach: Using diaries and interviews, we analyse twenty micro-episodes from four senior minority ethnic women and men's accounts of intersecting ethnic, gender and senior identities. We identify how privilege plays out at the juxtaposition of (male gender and hierarchical) advantage with (female gender and ethnic) disadvantage. Findings: The fluidity of privilege is revealed through contextual, contested and conferred dimensions. Additionally, privilege is experienced in everyday micro-level encounters and we illustrate how 'sometimes privileged' individuals manage their identities at intersections. Research Limitations: This in-depth analysis draws on a small sample of unique British minority ethnic individuals to illustrate dimensions of privilege. Practical and social implications: It is often challenging to discuss privilege. However, our focus on atypical wielders of power challenges binary assumptions of privilege. This can provide a common platform for dominant and non-dominant group members to share how societal and organisational privileges differentially impact groups. This inclusive approach could reduce dominant group members' psychological and emotional resistance to social justice. Originality: Through bridging privilege and intersectionality perspectives, we offer a complex and nuanced perspective that contrasts against prevalent conceptions of privilege as invisible and uncontested.

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Section: Discussionmentioning

confidence: 99%

Experiencing privilege at ethnic, gender and senior intersections

Atewologun

Sealy

2014

Journal of Managerial Psych

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“…Numerous traits are modestly positively correlated with interpersonal accuracy, including tolerance, extraversion, conscientiousness, internal locus of control, and mental adjustment (Hall et al, 2009). Interpersonal accuracy measured as emotion recognition accuracy is positively correlated with general mental intelligence ( r = .19; Schlegel, Palese, et al, 2017), but intelligence does not explain the effect of interpersonal accuracy on interaction outcomes (Bommer, Pesta, & Storrud-Barnes, 2011). In general, females outperform males, although mostly what is studied are emotion judgments.…”

Section: Who Is Interpersonally Accurate?mentioning

confidence: 99%

The Impact of Interpersonal Accuracy on Behavioral Outcomes

Mast

Hall

2018

Curr Dir Psychol Sci

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Interpersonal accuracy, the ability to correctly assess other people’s states or traits, has been studied for over 60 years, and many correlates have been uncovered. Furthermore, theorists routinely propose that having this kind of skill matters for social and workplace outcomes. However, much of the empirical work concerned with interpersonal accuracy does not directly address real-life outcomes for people who have, or lack, this skill. The present article summarizes literature pointing to behavioral correlates of interpersonal accuracy and illustrates when and why interpersonal accuracy is related to favorable interaction outcomes. There seems to be no specific behavior associated with high interpersonal accuracy. Instead, interpersonal accuracy seems to foster behavioral adaptability, the ability to change one’s behavior to match the expectations of the social interaction partner. This behavioral adaptability might be responsible for the positive interaction outcomes related to interpersonal accuracy. We illustrate the mechanism and boundary conditions underlying and framing how interpersonal accuracy affects interaction outcomes and discuss future directions in research on interpersonal accuracy.

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“…Emotion-recognition-the ability to recognize others' emotional states in their nonverbal communication, including faces, voices, and body postures-is a core component of emotional intelligence, which additionally comprises emotion understanding and management (Joseph and Newman 2010). Empirical evidence for a consistently positive association between emotion recognition and work-related outcomes is lacking: Some findings suggest that emotion recognition predicts better job performance (Bommer et al 2011;Byron et al 2007;Costanzo and Philpott 1986;Rubin et al 2005;Walter et al 2012), but other studies indicate that emotion recognition is irrelevant or may even be a liability. For example, emotionally perceptive team members had more rather than less relationship conflict (Bechtoldt et al 2013); employees with the ability to recognize negative emotions received worse job performance ratings than less perceptive colleagues (Elfenbein and Ambady 2002); and emotionally perceptive students of social work received worse performance ratings in psychosocial field work but better performance ratings in pediatric rehabilitation work (Tickle-Degnen 1997).…”

Section: Emotion Recognitionmentioning

confidence: 99%

“…These skills require the ability to recognize emotions, which is why emotion recognition has been conceptualized as the antecedent of socially skilled responses to others' emotions (Davies et al 1998;Joseph and Newman 2010). As most jobs require some skills in social interactions and interpersonal communication (Hogan and Shelton 1998), there is growing interest in the relationship between emotion recognition ability-the ability to recognize others' emotional states in their nonverbal communication-and work-related outcomes (e.g., Bommer et al 2011;Byron et al 2007;Bechtoldt et al 2013;Costanzo and Philpott 1986;Elfenbein and Ambady 2002;Rubin et al 2005;Walter et al 2012;Tickle-Degnen 1997). As individuals reveal a large part of their emotional states nonverbally (Pease and Pease 2004), being able to recognize emotional information in people's body language in addition to their verbal remarks is pivotal for a valid analysis of their emotional states.…”

mentioning

confidence: 99%

“…However, empirical findings regarding the relationship between emotion recognition ability and work outcomes are inconclusive, suggesting positive, non-existent, or even negative associations (Bommer et al 2011;Byron et al 2007;Costanzo and Philpott 1986;Elfenbein and Ambady 2002;Joseph and Newman 2010;Rubin et al 2005;Tickle-Degnen 1997;Walter et al 2012). Apparently emotion recognition per se is not sufficient for positive work-related outcomes because the impact of emotion recognition is dependent on 1 3…”

mentioning

confidence: 99%

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