Excited to come out to @umich.edu this week for the Positive Organizational Scholarship Conference. Our lab will be well-represented with five presentations—please stop by and engage with our work, we'd love to hear what you think!

this guy turned 4 years old today, but he will always be our little puppy to us

There is SO MUCH MORE in this paper—additional data and analyses, theorizing, speculating, & more. I'd strongly encourage you to read the final piece! And massive thanks to co-authors Emma, Kai, & Wen for this amazing (passionate!) collaboration. 8/8

We bring this all together in developing a theory of differentiated passion contagion, distinguishing the process of catching a state from the end state reached. This provides the foundation for our findings—& lays the ground for research on emotional contagion more broadly. 7/8

We next conducted a pre-reg experiment & find that passion contagion is particularly effort-laden—more so than contagion of positive affect & intrinsic motivation. There is sth unique about passion—which we speculate arises in part because of its strong societal emphasis. 5/8

Crucially, these effects were stronger when the focal employee was more distant in their passion levels from the rest of the team; and in particular, when they were the least passionate person on their team. When you're the least passionate person, you feel the most pressure! 4/8

First, we surveyed 829 employees three times per day for 20 consecutive work days, finding that while employees caught their teammates’ passion—consequently reported better performance—they also incurred costs associated with increasing their passion. 3/8

"Prior work argues employees benefit from passionate teammates because passion is contagious—it spreads easily from one employee to the next.

In a new paper @ASQJournal, we find that's not quite the full story... 1/8

journals.sagepub.com/doi/10.1177/...

We also find that expressions of passion are seen as inappropriate for women—in particular those expressions which are highly affective and likely evoke stereotypes of women as "overly emotional" (rather than verbal statements of high identity-relevance).

5/8

We find evidence across two studies: an actual talent review process and a preregistered experiment using videos with trained actors (plus two supplementary studies). Across both, passion boosts mediocre mens' potential because it shifts predictions of their diligence

4/8

Evaluating "potential" is tricky, and requires orgs to rely on proxies like passion. We argue that passion is viewed as less appropriate for women than men (a female penalty) and more meaningfully shifts predictions of diligence for men than women (a male advantage)

3/8

Replicating prior work, we find a gender gap in high potential designations: men are more likely than women to be designated as high potential even when they perform the same (controlling for performance in Study 1 and holding performance constant in Study 2)

2/8

In a new paper at OrgSci, we find gendered responses to expressions of passion—a commonly used criterion in evaluating potential—both penalizes women and advantages (unexceptional) men in high-potential selection 1/8 w/ Joyce He (UCLA) & Celia Moore (Imperial)

pubsonline.informs.org/doi/abs/10.1...

Don't sleep on World's End south of Boston for a walk/hike. Fantastic views of the city surrounded by serenity

Please come join us at the inaugural Meaning in Life and Work Preconference at @spspnews.bsky.social in Denver!

Hoping to bring together research across psych and OB that has often remained siloed. Schedule below!

spsp.org/events/annua...

digesting bad news is always easier when your advisor drops everything to spend the day with you @AdamGalinsky

In a new paper in PSPB, we show that extraverts are perceived as more passionate than introverts because they express their passion more frequently and diversely to others. Joint w/ @kkrttr.bsky.social & @anabelbuechner.bsky.social

journals.sagepub.com/doi/10.1177/...