Powerful emotions: The vicious cycle of social status positions and emotions.

By Larissa Z. Tiedens. 2000

89 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/9e0813dbf2aada2dce610a4b86690dfcdb736f44

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Citations in the corpus

The Many Faces of a Neutral Face: Head Tilt and Perception of Dominance and Emotion (2003, background): “Furthermore, dominance displays can act as a self-fulfilling prophecy by reinforcing dominant status, which in turn leads to priority in access to resources (Tiedens, 2000).”
Automatic emotion regulation during anger provocation (2007, background): “…are seen by some researchers as important to psychological health (e.g., Davey, Day, & Howells, 2005; Polivy, 1998; RoVman, 2004), as motivators to achieve social change (e.g., Campos, Frankel, & Camras, 2004; Tiedens, 2000), or as evolutionarily adaptive (e.g., Darwin, 1872/1965; Panksepp, 1994).”
Silenced by fear:: The nature, sources, and consequences of fear at work (2009, background): “Interestingly, anger has been found to be related to perceptions of status, suggesting the potential for anger to reinforce status (and possibly fear) in a ‘‘vicious cycle’’ (Tiedens, 2000).”
Leadership Processes and Follower Self-identity (2003, background): “This coordinating mechanism works well in most settings because the rules for displaying and reading emotions reflect both the human evolutionary heritage and the effects of formal and informal socialization processes that may be culturally or organizationally based (Ashforth & Saks, 2002; Tiedens, ”
Effects of power on emotion and expression during a controversial group discussion (2006, background): “Because prior research suggests that people associate anger with high power individuals and guilt with low power individuals (Tiedens, 2000; Tiedens, Ellsworth, & Mesquita, 2000), we also examined the effects of power on the specific negative emotions of anger and guilt.”
The Influence of Affective States on Cognitive Broadening⁄Narrowing: Considering the Importance of Motivational Intensity (2012, background): “Power research suggests that high power (if reclining is high power) is associated with more approach (Keltner, Gruendfeld, & Anderson, 2003), more anger (Tiedens, 2000) and perhaps desire (Bargh, Raymond, Pryor, & Strack, 1995).”
Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status (2012, background): “Organizational scholars have underscored the importance of considering the effect of organizational status as it influences emotions and its consequences (e.g., Fisher & Ashkanasy, 2000; Fitness, 2000; Kemper, 1978; Tiedens, 2000).”
Crossing the line(s): A dual threshold model of anger in organizations (2007, background): “This model, for instance, focuses on outcomes associated with workplace anger, in contrast to existing models that focus primarily on antecedents of anger (Gundlach, Douglas, & Martinko, 2003; Tiedens, 2000).”
Strategic Use of Emotional Intelligence in Organizational Settings: Exploring the Dark Side (2010, background): “Emotions serve as social markers, indicating and reinforcing the power structures in work relationships (Keltner & Haidt, 1999; Tiedens, 2000).”
Gender differences in emotional response among European Americans and Hmong Americans (2007, background): “Indeed, proponents of sociocultural perspectives argue that gender differences in power, status, and social roles have consequences for emotional response in a given situation (Brody, 1997; Grossman & Wood, 1993; Hall et al., 2000; LaFrance & Henley, 1997; Shields, 2000; Tiedens, 2000; Vingerhoets &”
Emotion regulation in leader–follower relationships (2008, background): “In addition, displays of anger seem to make the manager appear more competent in the eyes of the observers (Tiedens, 2000).”
This Old Stereotype: The Pervasiveness and Persistence of the Elderly Stereotype (2005, background): “Tiedens and her colleagues (Tiedens, 2000, 2001a, 2001b; Tiedens, Ellsworth, & Mesquita, 2000) have uncovered a similar effect for members of groups that might occupy the competent, cold cluster (e.g., rich people, career women, Black professionals).”