Naomi B. Rothman
Lehigh University
Emotional expressionSociologyPsychologyProsocial behaviorAmbivalenceInterpersonal communicationCognitionCognitive psychologyNegotiationPerceptionPower (social and political)HappinessAngerAdvice (complexity)SadnessTask (project management)Preferential treatmentAffect (psychology)Public relationsSocial psychology
33Publications
12H-index
602Citations
Publications 30
Newest
#1Naomi B. Rothman (Lehigh University)H-Index: 12
#2Batia M. Wiesenfeld (York University)H-Index: 28
Last. Susanne TäuberH-Index: 12
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#1Bruce Barry (Vandy: Vanderbilt University)H-Index: 24
#2Oyku Arkan (RU: Rutgers University)
Last. Danielle E. Warren (RU: Rutgers University)H-Index: 11
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In this symposium, we gather leading and emerging scholars to discuss their state-of-the-science theoretical and empirical research on ethical decision making and (un)ethical behavior in organizati...
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#1Shimul MelwaniH-Index: 8
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This symposium showcases cutting-edge theoretical and empirical research on emotional contagion. Our five papers explore the mechanism of emotional contagion at different levels of analyses, as well as the broader role of emotional contagion on an individual's behaviors, motivations, and cognition. With the use of diverse methodologies, including laboratory experiments, coded archival data and surveys, our papers reveal the complex effects of emotional contagion in dyadic- and group-level settin...
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#1Naomi B. Rothman (Lehigh University)H-Index: 12
#2Shimul Melwani (UNC: University of North Carolina at Chapel Hill)H-Index: 8
We propose that the experience and expression of emotional complexity, including the simultaneous and sequential experience of emotional complexity, can be beneficial for leaders’ ability to lead change. Using the social functions of emotions perspective, we suggest that the primary function of emotional complexity is to increase cognitive flexibility. Specifically, we present a model that explains how, when, and why emotional complexity is functional for leaders at the individual and interperso...
44 CitationsSource
#1Liuba Y. Belkin (Lehigh University)H-Index: 11
#2Naomi B. Rothman (Lehigh University)H-Index: 12
This article explores the interpersonal effects of emotions on stereotype formation and initial trust in zero-acquaintance interactions. In three experiments, we demonstrate that perceptions of partner sociability, morality, and competence are significantly influenced by emotional expressions and are important predictors of trust. Specifically, we show that in zero-acquaintance interactions, displays of happiness increase, but displays of anger decrease stereotypes of sociability, morality, and ...
12 CitationsSource
#1Jessica R. Methot (RU: Rutgers University)H-Index: 8
#2Shimul Melwani (UNC: University of North Carolina at Chapel Hill)H-Index: 8
Last. Naomi B. Rothman (Lehigh University)H-Index: 12
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Workplace relationships are a cornerstone of management research. At the same time, there remain pressing calls for work relationships to be front and center in management literature, demanding an organizationally specific “relationship science.” This article addresses these calls by unifying multiple scholarly fields of interest to develop a comprehensive understanding of interpersonal workplace relationships. Specifically, in this review, we move beyond the tendency to pit positive and negativ...
48 CitationsSource
#1Naomi B. Rothman (Lehigh University)H-Index: 12
#2Michael G. Pratt (BC: Boston College)H-Index: 48
Last. Timothy J. Vogus (Vandy: Vanderbilt University)H-Index: 24
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A growing body of research unveils the ubiquity of ambivalence—the simultaneous experience of positive and negative emotional or cognitive orientations toward a person, situation, object, task, or goal—in organizations, and argues that its experience may be the norm rather than the exception. Although traditionally viewed as something to be avoided, organizational scholars in fields ranging from microorganizational behavior to strategy have made significant advances in exploring the positive out...
59 CitationsSource
#1Naomi B. Rothman (Lehigh University)H-Index: 12
#2Joe C. Magee (NYU: New York University)H-Index: 22
Our findings draw attention to the interpersonal communication function of a relatively unexplored dimension of emotions—the level of social engagement versus disengagement. In four experiments, regardless of valence and target group gender, observers infer greater relational well-being (more cohesiveness and less conflict) between group members from socially engaging (sadness and appreciation) versus disengaging (anger and pride) emotion expressions. Supporting our argument that social (dis)eng...
13 CitationsSource
#1Liuba Y. Belkin (Lehigh University)H-Index: 11
#2Naomi B. Rothman (Lehigh University)H-Index: 12
Building on the social function of emotions approach and the uncertainty management motive, the present research investigates the effects of expressed emotional ambivalence, anger and happiness on ...
1 CitationsSource
#1Naomi B. Rothman (Lehigh University)H-Index: 12
#2Elizabeth A. Wiley (Columbia University)H-Index: 2
Last. Malia F. Mason (Columbia University)H-Index: 25
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A substantial literature on decision making has long emphasized that deliberating can improve the quality of decisions, and most lay people assume this to be true. However, the present research proposes that pre-decision deliberation will undermine an organizational decision maker’s influence. Four studies yielded convergent findings across different measures and manipulations of deliberation and influence. Study 1 demonstrated that deliberation reduces decision makers’ influence utilizing a sam...
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