Browsing by Subject "PERSPECTIVE-TAKING"
Now showing items 1-5 of 5
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(2020)The aim of this review is to discuss recent arguments and findings in the comparative study of empathy. Based on a multidisciplinary approach including psychology and ethology, we review the non-human animal literature concerning theoretical frameworks, methodology, and research outcomes. One specific objective is to highlight discrepancies between theory and empirical findings, and to discuss ambiguities present in current data and their interpretation. In particular, we focus on emotional contagion and its experimental investigation, and on consolation and targeted helping as measures for sympathy. Additionally, we address the feasibility of comparing across species with behavioural data alone. One main conclusion of our review is that animal research on empathy still faces the challenge of closing the gap between theoretical concepts and empirical evidence. To advance our knowledge, we propose to focus more on the emotional basis of empathy, rather than on possibly ambiguous behavioural indicators, and we provide suggestions to overcome the limitations of previous research
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(2022)Re-enchantment taps well into the current zeitgeist: The rising focus on emotions and post-material values also in organizational context. Enchantment is deeply tied to socially generated emotions. Our aim is to develop the concept of copassion, referring to the process of responding to the positive emotion of a fellow human being. Concepts are crucial as they shape our understanding of the world. Our core claim is relating to our colleagues' positive emotions not only enables and maintains but also fosters enchantment at work. In this article, by laying the ground by discussing enchantment and the theoretical framework of intersubjectivity, we will link copassion to the physiological and evolutionary basis of humans, as well as explore its conceptual neighbors. Finally, we will discuss intersubjectivity, and particularly mutual recognition, as well as the inseparability of compassion and copassion in human experience at work, and its implications to the study of enchantment.
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(2022)Virtual Reality (VR) has often been referred to as an “empathy machine.” This is mostly because it can induce empathy through embodiment experiences in outgroup membership. However, the potential of intergroup contact with an outgroup avatar in VR to increase empathy is less studied. Even though intergroup contact literature suggests that less threatening and more prosocial emotions are the key to understanding why intergroup contact is a powerful mean to decrease prejudice, few studies have investigated the effect of intergroup contact on empathy in VR. In this study, we developed a between-participants design to investigate how VR can be used to create a positive intergroup contact with a member of a stigmatized outgroup (ethnic minority) and present the results of the effect of intergroup contact in VR on empathy. Sixty four participants experienced either positive contact (i.e., equal intergroup status, collaborative) with a black (experimenter-controlled) avatar (experimental condition) or no intergroup contact (i.e., ingroup contact with a white avatar; control condition), with situational empathy (personal distress and empathic interest) being measured through a self-report questionnaire up to a week before and right after the VR contact experience. The experiment showed that satisfying degrees of body ownership of participants’ own avatar and co-presence with the contacted avatar can be achieved in simple and universally accessible virtual environments such as AltspaceVR. The results indicated that while VR intergroup contact had no significant direct effect on empathy, exploratory analyses indicated that post-intervention empathic interest increased with stronger feelings of co-presence in the intergroup contact condition.
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(2021)In order to capitalize on positive emotions at work and build high-quality interpersonal relationships and psychological safety, it is important that coworkers respond to each other’s positive emotions in a constructive and validating way. However, despite the importance of symmetrical emotion regulation outcomes, organizational research has largely overlooked how an employee can positively respond to coworkers’ positive emotions. Existing research has concentrated almost exclusively on negative ways of responding, with a particular focus on envy. This article develops a theoretical model of employees’ positive responses to coworkers’ positive emotional experiences, introduced here as a validating response. We identify four steps – noticing, sensemaking, feeling, and acting – and the key mechanisms within each step that enable a responder to react in a validating way. We connect the validating response to important potential individual and organizational outcomes. These outcomes include improved relationship quality and trust, as well as increased positivity and well-being that can result in enhanced learning behavior and collaboration. This article also discusses the connection between a validating response and compassion. We identify them both as parallel affirmative processes that acknowledge a coworker’s emotions, with the former being a response to positive emotion while the latter is a response to negative emotion.
