Organizational Behaviour

Abstract: Evidence suggests that Latin Americans display elevated levels of emotional expressivity and positivity. Here, we tested whether Latin Americans possess a unique form of interdependence called expressive interdependence, characterized by the open expression of positive emotions related to social engagement (e.g., feelings of closeness to others). In Study 1, we compared Latin Americans from Chile and Mexico with European Americans in the United States, a group known to be highly independent. Latin Americans expressed positive socially engaging emotions, particularly in response to negative events affecting others, whereas European Americans favored positive socially disengaging emotions, such as pride, especially in response to personally favorable circumstances. Study 2 replicated these findings with another group of Latin Americans from Colombia and European Americans in the United States. Study 2 also included Japanese in Japan, who expressed positive emotions less than Latin and European Americans. However, Japanese displayed a higher tendency to express negative socially engaging emotions, such as guilt and shame, compared to both groups. Our data demonstrate that emotional expression patterns align with overarching ethos of interdependence in Latin America and Japan and independence among European Americans. However, Latin Americans and Japanese exhibited different styles of interdependence. Latin Americans were expressive of positive socially engaging emotions, whereas Japanese were less expressive overall. Moreover, when Japanese expressed emotions, they emphasized negative socially engaging emotions. Implications for theories of culture and emotion are discussed

Abstract: Businesses often attempt to demonstrate their commitment to diversity, equity, and inclusion (DEI) by showcasing women in their leadership ranks, most of whom are white. Yet research has shown that organizations confer status and power to women who engage in sexist behavior, which undermines DEI efforts. We sought to examine whether women who engage in racist behavior are also conferred relative status at work. Drawing on theory and research on organizational culture and intersectionality, we predicted that a white woman who expresses anti-Black racism is conferred more status in the workplace than a white woman who does not. A pilot study (N = 30) confirmed that making an anti-Black racist comment at work was judged to be more offensive than making no comment, but only for a white man, not a white woman. Study 1 (N = 330) found that a white woman who made an anti-Black racist comment at work was conferred higher status than a white woman who did not, whereas the opposite held true for a white man, with perceived offensiveness mediating these effects. Study 2 (N = 235) revealed that a white woman who made an anti-racist/pro-Black Lives Matter comment was conferred lower status than a white woman who did not, whereas the opposite held true for a white man. Finally, Study 3 (N = 295) showed that people who endorse racist and sexist beliefs confer more status to a white man than to a white woman regardless of speech, but that people low in racism and sexism confer the highest status to a white woman who engages in anti-Black racist speech. These studies suggest that white women are rewarded for expressing support for beliefs that mirror systemic inequality in the corporate world. We discuss implications for business ethics and directions for future research.

Abstract: Prosocial behavior—actions aimed to benefit other individuals, groups, or communities—are important for promoting and maintaining a healthy society. Extant research on the factors driving prosocial behavior has mainly addressed short-term effects, overlooking the factors that motivate long-term prosocial behavior. Building on attachment theory, we theorize that an interpersonal factor, receiving social support, can foster prosocial behavior in the long-term, both in the environment where the support was received and beyond it. We argue that receiving social support positively predicts felt security—a sense of being safe, cared for, and loved—which in turn associates with higher motivation to engage in behaviors that benefit others. We test our hypotheses with cross-sectional, longitudinal, retrospective, and experimental data. In Study 1, data from a sample of international business school alumni validate past research and show a significant positive relationship between receiving social support and engaging in prosocial behavior both within and beyond the environment in which support was received. Study 2 leverages data of US adults in a multi-wave study to show that receiving social support predicts prosocial activities several years later. Study 3 uses a retrospective survey to show that receiving social support relates positively to long-term prosocial behavior through higher felt security. Study 4 experimentally manipulates social support and further demonstrates that receiving social support fosters prosocial behavior through boosting felt security. Overall, our findings show that receiving social support motivates long-term prosociality through its positive association with felt security.