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The Ripple Effect: Emotional Contagion and its Influence on Group Behavior
Open accessAbstract
Group emotional contagion, the transfer of moods among people in a group, and its influence on work group dynamics was examined in a laboratory study of managerial decision making using multiple, convergent measures of mood, individual attitudes, behavior, and group-level dynamics. Using a 2 times 2 experimental design, with a trained confederate enacting mood conditions, the predicted effect of emotional contagion was found among group members, using both outside coders' ratings of participants' mood and participants' self-reported mood. No hypothesized differences in contagion effects due to the degree of pleasantness of the mood expressed and the energy level with which it was conveyed were found. There was a significant influence of emotional contagion on individual-level attitudes and group processes. As predicted, the positive emotional contagion group members experienced improved cooperation, decreased conflict, and increased perceived task performance. Theoretical implications and practical ramifications of emotional contagion in groups and organizations are discussed.
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“That is, sensing anxiety from the employee and/or experiencing anxiety as a result of the employee's work-related resource allocation and lack of relationship engagement should facilitate contagion effects, where the employee's anxiety in the nonwork domain can be 'caught' by their significant others (Barsade, 2002; Boyar, Maertz, Pearson, & Keough, 2003).”
From Killing Me Softly: Organizational E-mail Monitoring Expectations’ Impact on Employee and Significant Other Well-Being (2021) · cites this paper as Barsade, 2002
Experimental — accuracy not yet measuredThe source backs part of the claim, not all of it — or backs it for a different population, condition or comparison.
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“Second, contagion can be strategic and conscious, when individuals deliberately align their emotional responses with a higher-status individual (e.g., a leader), following the logic of social comparison (Barsade, 2002).”
From The Groupfeel syndrome: a theory of a counterproductive group emotion (2026) · cites this paper as Barsade, 2002
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“First, it can be automatic and unconscious, driven by mimicry and emotional empathy-individuals involuntarily mirror the sender's affective cues.”
From The Groupfeel syndrome: a theory of a counterproductive group emotion (2026) · cites this paper as Barsade, 2002
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“Taken together, these findings support the idea that the cooccurrence of high emotional intensity, positivity norms, and low collective EI creates a self-reinforcing affective configuration that increases the risk of impaired collective judgment.”
From The Groupfeel syndrome: a theory of a counterproductive group emotion (2026) · cites this paper as Barsade, 2002
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“This can further benefit organizations if emotions are transferred to others (Barsade, 2002).”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Barsade, 2002
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“members of ad-hoc laboratory groups containing a confederate of the experimenter who expressed different moods nonverbally came to experience similar moods as that individual”
From The Social Effects of Emotions (2022) · cites this paper as Barsade 2002
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Metadata
- Authors
- Barsade, S. G.
- Affiliations
- Yale University (US)
- Corresponding author
- Barsade, Sigal G.
- Venue
- Administrative Science Quarterly
- Publisher
- JSTOR
- Published
- 2002-12
- Volume
- 47
- Issue
- 4
- Pages
- 644-675
- ISSN
- 0001-8392 (ISSN-L)
- 1930-3815
- OpenAlex
- W2067369167
- Cited by
- 3,361
- References
- 172
- Citations by year
- 2026: 176 · 2025: 196 · 2024: 167 · 2023: 202 · 2022: 197 · 2021: 208 · 2020: 177 · 2019: 265 · 2018: 160 · 2017: 198 · 2016: 170 · 2015: 184 · 2014: 171 · 2013: 154 · 2012: 153
- FWCI
- 25.43
- Type
- journal article
- Language
- en
- Open access
- green
- repository.upenn.edu
- Locations
- Administrative Science Quarterly (publishedVersion)
- ScholarlyCommons (University of Pennsylvania) (submittedVersion)
- Topics
- Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
- Social Sciences › Psychology › Social Psychology › Emotional Intelligence and Performance
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Keywords
- emotional contagion, group dynamics, management decision-making, work teams, cooperation, group conflict, personal attitudes, self-reported mood
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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