|M.Sc Student||Markus Adva|
|Subject||The Effect of Emotion on Perceived Promotion in|
|Department||Department of Industrial Engineering and Management||Supervisor||Professor Anat Rafaeli|
This study extended Tiedens’ (2000) theory on the link between feelings of anger and guilt and perceptions of promotion opportunities in organizations. The study combined quantitative and qualitative analysis of data collected from 76 employees in 2 high-tech firms in Israel. Participants read a short vignette about 2 characters in a business context who failed to perform a task. In reaction to the failure one character was described as feeling angry and the other as feeling guilty. Participants were first asked to choose who of the two characters they thought would be promoted in the organization. Then they were asked to answer 4 open ended questions regarding their viewpoint and attributions to the two characters. The results confirmed the prediction that more participants thought the angry character would be promoted. An interesting gender difference was found. Male participants were more likely to perceive that the angry character would be promoted while female participants were more likely to report that the guilty character would be promoted. The analysis of the qualitative responses revealed that as expected the character described as feeling guilty was more likely to be attributed internal responsibility for the failure - the responsibility was attributed to him or her, while the character described as feeling angry was attributed external responsibility - the responsibility for the failure was attributed to someone else. Contrary to expectations responsibility attributions were not found to be related to perceived promotion. Also in contrast to expectations there was no significant difference between the competence attributions to the character described as feeling guilty and the character described as feeling angry.