The Ripple Effect: Emotional Contagion and its Influence on Group Behavior

By Sigal G. Barsade. 2002

3,299 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c681b4dbd705db71d9668e32e471eeeadfa1b939

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Citations in the corpus

Why Does Affect Matter in Organizations (2007, background): “Emotional contagion, characterized as processes that allow the sharing or transferring of emotions from one individual to other group members, often occurs without conscious knowledge (although it can also be consciously induced; Barsade, 2002).”
Moving emotional labor beyond surface and deep acting (2012, background): “…Brief, 1996), leadership (e.g., Gooty, Connelly, Griffith, & Gupta, 2010), workplace attitudes (e.g., Weiss & Cropanzano, 1996), conflict management and negotiation (e.g., Fulmer & Barry, 2004; van Kleef, De Dreu, & Manstead, 2004), and team functioning (e.g., Barsade, 2002; Kelly & Barsade, 2001).”
The Emerging View of Emotion as Social Information (2010, neutral): “For instance, Emotion as Social Information 8 Barsade (2002) found that laboratory groups including a happy confederate developed more pleasant group emotions, which in turn promoted cooperation and reduced conflict in the group.”
Group Affect (2012, background): “A significant part of a group’s affective context is its affective culture—that is, “the collection of assumptions, beliefs, norms, practices, rituals, symbols, stories, and physical arrangements which deepen group members’ understanding of the emotional patterns of meaning and subsequent appropriat”
Human abilities: emotional intelligence. (2008, background): “F or p er so na l u se o nl y. ANRV331-PS59-19 ARI 1 December 2007 16:47 society (Barsade 2002, Barsade et al. 2003, Ciarrochi et al. 2006, Elias et al. 1997, Izard 2002, Matthews et al. 2007).”
The feedforward interview (2010, neutral): “First, positive emotions are known to broaden our thinking, increase our openness to new information, our willingness to cooperate, and our creativity (Fredrickson, 2001) and at the same time reduce conflict (Barsade, 2002).”
Heart Rate Variability (HRV) Analysis: A Methodology for Organizational Neuroscience (2019, background): “For instance, Barsade (2002) showed that groups in which a peer spreads a positive emotion showed an increase in positive mood, displayed more cooperation, and had less interpersonal conflict and better resource allocation.”
Turnover Contagion: How Coworkers' Job Embeddedness and Job Search Behaviors Influence Quitting (2009, background): “Others have used the contagion metaphor to understand the spread of burnout (Bakker & Schaufeli, 2000), emotions (Barsade, 2002), and long work hours (Brett & Stroh, 2003).”
Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels (2014, methodology): “Theoretically, our study was inspired by two theories: the conservation of resources (COR) theory (Hobfoll, 1989; Hobfoll & Shirom, 2001) and the emotion contagion (Barsade, 2002; Hatfield, Cacioppo, & Rapson, 1993, 1994) theory.”
Differentiating classroom climate concepts: Academic, management, and emotional environments (2009, background): “Furthermore, this characteristic ambience of the social setting is pervasive and—like physical climate—it can be changed, judged as pleasant or unpleasant, and affect everyone within its influence (Barsade 2002; hareli & rafaeli 2008).”
Just Feelings? The Role of Affect in the Formation of Organizational Fairness Judgments (2011, background): “Indeed, research suggests that moods often are subtly transferred to others through contagion processes involving facial mimicry and feedback (Barsade, 2002; Hatfield, Cacioppo, & Rapson, 1994; Moody, McIntosh, Mann, & Weisser, 2007; Pugh, 2001; Totterdell, 2000).”