A dual signal model of pride displays in organizations

IF 3.1 Q2 MANAGEMENT Research in Organizational Behavior Pub Date : 2018-01-01 DOI:10.1016/j.riob.2018.11.004
Alicia A. Grandey , D. Lance Ferris , Robert C. Melloy
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引用次数: 6

Abstract

Pride is often felt in the work context, but should it be shown to others? Pride displays communicate one’s own success and status, but can show a lack of interpersonal sensitivity. This double-edged nature of pride is not fully understood in organizational contexts; we do not know under what conditions pride displays are beneficial, or detrimental, to career advancement, team dynamics, and leader influence. In this article we integrate signaling theory with sensory habituation and sensitization concepts to develop a new contextualized model of pride at work. Specifically, we propose that pride displays are signals for two primary social judgments that have important implications for organizations: competence and warmth. We make the case that, while pride display under conditions of information asymmetry (lack of information about the sender) signals competence, repeated displays hasten habituation to that signal and instead foster sensitization to a (low) interpersonal warmth signal. Furthermore, additional characteristics of the sender, receiver and audience determine the signaling of these two social judgments from pride. This model advances theory by contextualizing the social function of pride, and suggests new research directions for emotion regulation, impression management, and the rise and fall in social hierarchies, with implications for newcomers, teamwork, and leadership in today’s workplace.

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一个双重信号模型的骄傲显示在组织中
在工作环境中经常会感到骄傲,但是应该向别人展示吗?骄傲的表现传达了一个人的成功和地位,但也可能显示出缺乏人际交往的敏感性。在组织环境中,这种骄傲的双刃剑性质并没有得到充分的理解;我们不知道在什么条件下,骄傲的表现对职业发展、团队动力和领导影响力是有益的,还是有害的。在本文中,我们将信号理论与感官习惯化和敏化概念结合起来,建立了一个新的工作自豪感情境化模型。具体来说,我们认为骄傲的表现是两种主要的社会判断的信号,这两种判断对组织有重要的影响:能力和温暖。我们认为,虽然在信息不对称(缺乏关于发送者的信息)条件下的骄傲表现表明能力,但重复的表现会加速对该信号的习惯,反而会促进对(低)人际温暖信号的敏感。此外,发送者、接收者和受众的附加特征决定了骄傲发出这两种社会判断的信号。该模型通过将骄傲的社会功能置于背景中来推进理论,并为情绪调节、印象管理和社会等级的兴衰提供了新的研究方向,对当今职场中的新人、团队合作和领导能力具有启示意义。
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来源期刊
Research in Organizational Behavior
Research in Organizational Behavior Psychology-Social Psychology
CiteScore
1.60
自引率
0.00%
发文量
4
期刊介绍: Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.
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