Development and Validation of an Ability Measure of Emotion Understanding: The Core Relational Themes of Emotion (CORE) Test.

Emotion understanding (EU) ability is associated with healthy social functioning and psychological well-being. Across three studies, we develop and present validity evidence for the Core Relational Themes of Emotions (CORE) Test. The test measures people's ability to identify relational themes underlying 19 positive and negative emotions. Relational themes are consistencies in the meaning people assign to emotional experiences. In Study 1, we developed and refined the test items employing a literature review, expert panel, and confusion matrix with a demographically diverse sample. Correctness criteria were determined using theory and prior research, and a progressive (degrees of correctness) paradigm was utilized to score the test. In Study 2, the CORE demonstrated high internal consistency and a confirmatory factor analysis supported the unidimensional factor structure. The CORE showed evidence of convergence with established EU ability measures and divergent relationships with verbal intelligence and demographic characteristics, supporting its construct validity. Also, the CORE was associated with less relational conflict. In Study 3, the CORE was associated with more adaptive and less maladaptive coping and higher well-being on multiple indicators. A set of effects remained, accounting for variance from a widely used EU test, supporting the CORE's incremental validity. Theoretical and methodological contributions are discussed.

The Meso-Expression Test (MET): A Novel Assessment of Emotion Perception.

Emotion perception is a primary facet of Emotional Intelligence (EI) and the underpinning of interpersonal communication. In this study, we examined meso-expressions-the everyday, moderate-intensity emotions communicated through the face, voice, and body. We theoretically distinguished meso-expressions from other well-known emotion research paradigms (i.e., macro-expression and micro-expressions). In Study 1, we demonstrated that people can reliably discriminate between meso-expressions, and we created a corpus of 914 unique video displays of meso-expressions across a race- and gender-diverse set of expressors. In Study 2, we developed a novel video-based assessment of emotion perception ability: The Meso-Expression Test (MET). In this study, we found that the MET is psychometrically valid and demonstrated measurement equivalence across Asian, Black, Hispanic, and White perceiver groups and across men and women. In Study 3, we examined the construct validity of the MET and showed that it converged with other well-known measures of emotion perception and diverged from cognitive ability. Finally, in Study 4, we showed that the MET is positively related to important psychosocial outcomes, including social well-being, social connectedness, and empathic concern and is negatively related to alexithymia, stress, depression, anxiety, and adverse social interactions. We conclude with a discussion focused on the implications of our findings for EI ability research and the practical applications of the MET.

The psychological and financial impacts of an emotional culture of anxiety and its antidote, an emotional culture of companionate love.

RATIONALE: Anxiety is an increasingly common problem in society, including at work, yet the effects of an emotional culture of anxiety remain unexplored. We offer a new lens on anxiety in the workplace, examining its collective enactment in the form of an emotional culture of anxiety. OBJECTIVE: This study examines the implications of an emotional culture of anxiety for psychological and financial outcomes within a poorly performing healthcare organization. We also examine whether an emotional culture of companionate love, which helps people "calm and connect", can counteract the negative effects of an emotional culture of anxiety. METHODS: Drawing on survey data of 822 employees from 85 departments in a large US medical center and a time-lagged archival measure of financial performance across those departments, we used ordinary least squares regression and random coefficient regression modeling to examine the main effects of these two emotional cultures and the buffering effect of an emotional culture of companionate love on an emotional culture of anxiety for department costs, department psychological safety, and individual employee burnout and satisfaction. RESULTS: We find significant direct relationships between an emotional culture of anxiety and an emotional culture of companionate love on employee burnout and satisfaction in the predicted directions. We also find a significant interaction between the two emotional cultures, with a culture of companionate love attenuating the relationship of a culture of anxiety on job satisfaction, burnout, and financial performance in the form of time-lagged department costs. CONCLUSIONS: Our results indicate that a culture of companionate love can be a protective force against the negative outcomes of an emotional culture of anxiety. Examining these two emotional cultures concurrently offers a better understanding of how to address the pernicious effects of anxiety in organizations.

Hitting the mark: The influence of emotional culture on resilient performance.

Previous research has established the role of positive emotional cultures such as companionate love and joy in predicting team performance. Building on this work, the present study analyzes the role of positive emotional culture variables as predictors of resilient performance by examining patterns of objective team performance in U.S. Army tank crews over time. We also broaden the emotional culture domain by investigating an action-oriented positive emotional culture of optimism and a negative emotional culture of anger. During a high-stakes international military training exercise, 55 U.S. Army tank crews (N = 175) completed a pre-qualification performance event, a final qualification performance event, and surveys at baseline and after both events. The positive emotional culture of optimism predicted a pattern of resilient performance defined as a rebound from poor pre-qualification performance. Emotional cultures of joy and optimism also directly predicted final performance, but neither the emotional culture of companionate love, nor the emotional culture of anger was a significant predictor. Results demonstrate the distinct nature of each of these emotional culture variables, and show that these variables differ from group trait affectivity and cohesion. Teams with a strong emotional culture of optimism were better positioned to rebound in the face of poor performance, suggesting that organizations that promote an optimistic culture develop more resilient teams. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The social perception of emotional abilities: expanding what we know about observer ratings of emotional intelligence.

We examine the social perception of emotional intelligence (EI) through the use of observer ratings. Individuals frequently judge others' emotional abilities in real-world settings, yet we know little about the properties of such ratings. This article examines the social perception of EI and expands the evidence to evaluate its reliability and cross-judge agreement, as well as its convergent, divergent, and predictive validity. Three studies use real-world colleagues as observers and data from 2,521 participants. Results indicate significant consensus across observers about targets' EI, moderate but significant self-observer agreement, and modest but relatively consistent discriminant validity across the components of EI. Observer ratings significantly predicted interdependent task performance, even after controlling for numerous factors. Notably, predictive validity was greater for observer-rated than for self-rated or ability-tested EI. We discuss the minimal associations of observer ratings with ability-tested EI, study limitations, future directions, and practical implications.

Debiasing the mind through meditation: mindfulness and the sunk-cost bias.

In the research reported here, we investigated the debiasing effect of mindfulness meditation on the sunk-cost bias. We conducted four studies (one correlational and three experimental); the results suggest that increased mindfulness reduces the tendency to allow unrecoverable prior costs to influence current decisions. Study 1 served as an initial correlational demonstration of the positive relationship between trait mindfulness and resistance to the sunk-cost bias. Studies 2a and 2b were laboratory experiments examining the effect of a mindfulness-meditation induction on increased resistance to the sunk-cost bias. In Study 3, we examined the mediating mechanisms of temporal focus and negative affect, and we found that the sunk-cost bias was attenuated by drawing one's temporal focus away from the future and past and by reducing state negative affect, both of which were accomplished through mindfulness meditation.

Held in contempt: the psychological, interpersonal, and performance consequences of contempt in a work context.

Guided by a social function of emotions perspective, the authors examined a model of the psychological, interpersonal, and performance consequences of contempt in a series of 3 experiments that tested the outcomes of being a recipient of contempt in the work domain. In these experiments, participants engaged in a business strategy simulation with a virtual partner-a computer programmed to give contemptuous and other types of feedback. In Study 1, which examined the task performance and interpersonal outcomes of contempt, recipients of contempt had significantly better task performance but also significantly more interpersonal aggressiveness toward their virtual partners compared with recipients of failure, angry, or neutral feedback. Study 2 examined 3 psychological outcomes mediating the contempt-task performance/aggression relationship: self-esteem, returned feelings of contempt, and activation levels. Lowered levels of implicit self-esteem and greater levels of activation significantly mediated the relationship between receiving contempt and task performance, whereas the contempt-aggression relationship was mediated by lowered implicit self-esteem and increased feelings of returned contempt. Study 3 examined status as a moderator of these relationships. Low-status recipients had significantly better task performance than did equal-status recipients, who performed significantly better than did the high-status recipients of contempt. In addition, low-status recipients displayed significantly lower levels of aggression in response to contempt than did equal-status and high-status recipients.

Human abilities: emotional intelligence.

Emotional intelligence (EI) involves the ability to carry out accurate reasoning about emotions and the ability to use emotions and emotional knowledge to enhance thought. We discuss the origins of the EI concept, define EI, and describe the scope of the field today. We review three approaches taken to date from both a theoretical and methodological perspective. We find that Specific-Ability and Integrative-Model approaches adequately conceptualize and measure EI. Pivotal in this review are those studies that address the relation between EI measures and meaningful criteria including social outcomes, performance, and psychological and physical well-being. The Discussion section is followed by a list of summary points and recommended issues for future research.