Th-OR-S49-1 - Does It Go Without Saying? Implicit Emotion Recognition Ability From Voices And Its Work Place Relevance

Emotions and organizational contexts
Oral Presentation
Part of:
15 minutes
Emotion in the workplace
Emotions and organizational contexts
Does it go without saying? Implicit Emotion Recognition ability from voices and its work place relevance
I. Kranefeld 1,*, T. Momm 1, A. Wihler 1, J. Menges 2, G. Blickle 1
1University of Bonn, Bonn, 2WHU - Otto Beisheim School of Management, Duesseldorf, Germany
Content: Purpose
The ability to correctly read emotions from others gives more bargaining power (Elfenbein et al., 2007), income (Momm et. al., 2015), transformational leadership (Rubin et al., 2005), and higher performance ratings (Elfenbein & Ambady, 2002). Emotion recognition processes can be implicit and intuitive as opposed to explicit and verbal (Evans, 2008; Fiori, 2009): Dogs (Albuquerque et al., 2016), horses (Smith et al., 2016), and babies (Jessen & Grossmann, 2015) can correctly read emotions without linguistic labels. Therefore, we designed a tool which assesses adults’ implicit ability to read emotions from others’ voices.
The Voices Emotional Matching Test (VEMT) was validated (Campbell & Fiske, 1959) (N = 231 adults) using DANVA2-Voices test (Nowicki & Duke, 2001) and MSCEIT (Mayer et al., 2002). Additionally, we conducted an emotion recognition training (N = 263), and targets’ social competence was rated by 263 coworkers.
VEMT positively associated with DANVA2 (r=.20**), and did not correlate with MSCEIT (r<.093). VEMT predicted training success (d=0.544), and indirectly, associated with peer ratings of social competence (IE =.05, 95%CI[.014, .100]).
Our research is limited in its focus on voices.
Research/Practical Implications
Implicit emotional processes provide incremental validity above and beyond explicit emotion recognition ability because explicit emotional process can be linked with them by training.
We combine explicit and implicit emotional processes (Evans, 2008; Fiori, 2009) in the prediction of work place behavior and outcomes.


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