• Korean Journal of Cognitive Science
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• v.20 no.1
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• pp.51-77
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• 2009

Using a modified Posner's cue-target paradigm, we investigated whether negative cues attract more attention than neutral cues in anxious people. Previous studies used commonly an unbalanced proportion of valid and invalid trials(75% vs. 25% respectively). But in the present study, an equivalent proportion of valid and invalids trials was used for measuring detection speed of cues without participant's expectancy caused by the unbalanced proportion. Emotional words(Experiment 1) and facial expressions(Experiment 2) were used as cues for target locations. The result of Experiment 1 and 2 showed that threatening cues facilitated target detection in valid trials and interfered with it in invalid trials in anxious participants and a, reverse response patterns were found in non-anxious participants. This indicates that threatening cues attract more attention to the cued location in anxious people and in contrast, non-anxious people avoid threatening stimuli. In Experiment 3, we investigated the difference of validity effect across anxiety levels. The results showed that anxious participants gave less attention to cued location when the cues were non-informative whereas non-anxious participants gave more attention to cued locations in the same condition. We discussed two kinds of cognitive bias caused by anxiety levels: attentional bias and proportion related bias.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.146-156
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• 2020

The purpose of this study was to verify the effect of team process and affect state on members' organizational commitment. To this end, a valid questionnaire was received from 241 employees working at a company, and the collected questionnaire analyzed the relationship through regression analysis. As a result, we found that all of the team process factors - the conversion process, the execution process, and the interpersonal process - had a meaningful positive effect on organizational commitment. The conversion process had a positive effect on positive-activity and positive-inactivity - which is the types of the members' affect state. The interpersonal process had a positive effect on positive-activity and positive-inactivity, and negative effect on negative-inactivity and negative-activity. And the positive-activity had an intermediation effect on the relationship between team process and organizational commitment. Through this study, the significance of this study can be found in that it suggested the importance of building and managing the team process in order to maximize the efficiency of human resource management in the organization and improve the team effectiveness.

• Korean Journal of Cognitive Science
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• v.21 no.2
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• pp.387-408
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• 2010

This study examined the effects of emotional content on the encoding process of emotional stimuli and the effects of emotional context on those of neutral stimuli. It was examined whether the superior memory of emotional stimuli is due to attentional resource allocation. This study were performed an emotional picture and a neutral word were presented in succession at every trials. The results of recognition judgement showed superior memory of emotional pictures than neutral pictures, but showed poorer memory of neutral words in emotional context than those in neutral context. LPC(Late Positive Complex) of ERP results showed the similar pattern: higher amplitude by emotional pictures than neutral pictures, and lower amplitude by neutral words in emotional context than those in neutral context. This result is considered to support attention allocation hypothesis.

• Korean Journal of Cognitive Science
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• v.13 no.4
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• pp.54-54
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• 2002

This study was conducted to explore whether an automatic evaluation effect (i.e.,congruency effect and positive priming effect) of emotional properties which have been found in the racial prejudice study can be applied to the gender properties. Experiment 1 employing a short SOA (150ms-250ms) naming task showed a priming effect was larger in the positive prime-positive target condition than negative prime-negative target condition but not congruent effect. Experiment 2 employing a long SOA (500ms-1000ms) naming task didn't yield either positive priming effect or congruency effect. The congruency effect and the positive priming effect which is ubiquitous phenomenon in the generic cognitive concepts network were not found in the gender properties. Therefore, it was suggested that the social information including prejudice or stereotype can be differently processed according to the value of emotionality.

• Korean Journal of Cognitive Science
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• v.13 no.4
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• pp.55-65
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• 2002

This study was conducted to explore whether an automatic evaluation effect (i.e.,congruency effect and positive priming effect) of emotional properties which have been found in the racial prejudice study can be applied to the gender properties. Experiment 1 employing a short SOA (150ms­250ms) naming task showed a priming effect was larger in the positive prime-positive target condition than negative prime-negative target condition but not congruent effect. Experiment 2 employing a long SOA (500ms­1000ms) naming task didn't yield either positive priming effect or congruency effect. The congruency effect and the positive priming effect which is ubiquitous phenomenon in the generic cognitive concepts network were not found in the gender properties. Therefore, it was suggested that the social information including prejudice or stereotype can be differently processed according to the value of emotionality.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.8
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• pp.4930-4941
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• 2014

This study had three purposes. First, the effects of job-related affective states on emotional labor (deep acting and surface acting) of employees engaging in service job were examined. Second, previous studies focused on the negative effects of emotional labor on job attitudes. On the other hand, this study dealt with not only the negative effects of emotional labor but also its positive effects. In particular, this study examined the effects of emotional labor on positive job attitudes, such as job commitment and job involvement, as well as negative job attitudes, such as exhaustion and cynicism. Finally, this study examined the mediation effect of emotional labor on the relationship between the job-related affective state and job attitudes. The data was collected from 150 employees working in 15 service firms in Korea. The results were as follows. First, the positive job-related affective state increased the deep-acting. On the other hand, negative job-related affective state increased surface-acting. Second, the main effect of deep-acting on positive job attitudes (dedication and vigor) was significant. In addition, the main effects of surface-acting on the negative job attitudes (exhaustion and cynicism) was significant. Finally, the mediating effect of deep-acting on the relationship between positive job-related affective state and positive job attitudes was significant. In addition, surface-acting mediated the relationship between negative job-related affective state and negative job attitudes. The theoretical and practical implications of this study are provided in the discussion session.

• Journal of the Korea Convergence Society
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• v.13 no.5
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• pp.267-278
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• 2022

This paper was intended to examine the function of emotion that affects the accuracy of statements in the context of eyewitness testimony. The main emotion theories and concepts introduced in previous studies examining the relation between testimony accuracy and negative emotions were examined based on the characteristics of the research method. The results were presented in the order of emotion definition, emotion inducing method, and emotion measurement method. Specifically, the definition of emotion was described based on studies on negative emotions, arousal, stress, and mood. The emotion inducing method was mainly described based on images, virtual reality, and staged events designed by researchers, which have been mainly used in laboratories. Emotion measurement methods were described with respect to the self-report, behavioral checklist, and psychophysiology. In addition, the emotional approach for objective and scientific repeated verification, the importance of effective experimental design and appropriate scientific memory test, and the need for individual difference control were discussed. This paper reinterprets the contradictions shown by previous research by systematically structuring the function of emotion that affects the accuracy of testimony. It was meaningful to provide a frame for comparative analysis of related studies. Ultimately, it is expected that such knowledge will be used as basic documents for judging the reliability of eyewitness testimony in a legal context.

• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.497-508
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• 2016

The purpose of this study is to investigate the effect of organizational culture on subjective well-being in organization. For this, this study surveyed organizational culture and subjective well-being those 142 workers experienced. CVM(Competing Value Model) and COMOSWB(Concise Measure of Subjective Well-Being) were used to measure them. The results were as follows: First, organizational culture had a significant influence on the subjective well-being(p<.001) in the organization and explained it as 28.4%. Only group culture had a significant positive influence on the subjective well-being(p<.001). On the other hand, hierarchical culture, developmental culture and rational culture had no significant influence on subjective well-being. Second, organizational culture had a significant positive influence on satisfaction(p<.001) and positive emotion(p<.001), but had a negative influence on negative emotion(p<.05) which are the factors of subjective well-being, and explained them as 35.3%, 26.0% and 5.1%. Only group culture had a significant positive influence on satisfaction(p<.001) and positive emotion(p<.001), but had negative influence on negative emotion(p<.01). Based on the drawn results, this study provides practical and theoretical implications and suggests further studies.

• 한국HCI학회:학술대회논문집
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• 2007.02b
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• pp.633-638
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• 2007

본 연구에서는 신체상 위협상황에서 대처 전략을 측정할 수 있는 한국판 신체상 대처전략 척도(K-BICSI: The Korean Version of the Body Image Coping Strategy: K-BICSI)를 사용하여 회피 전략을 사용하는 정도에 따라 고회피집단(N=12)과 저 회피집단(N=12)으로 구분하여 실험참가자를 모집하였다. 연구의 목적은 외모 관련 자극이 제시 되었을 때 달라지는 주의편향과 자극 제시 전후의 정서변화를 살펴보는 것이었다. 실험 참가자는 여대생 24명으로, 안구운동 추적장비의 최초 응시방향과 응시시간을 이용해 주의편향을 확인했으며, 정서변화는 VAS로 측정하였다. 분석 결과 고 회피집단은 저 회피집단에 비해 비매력자극에 대한 더 높은 최초응시 경향을 나타냈지만, 매력자극에 대해서는 유의미하게 긴 응시시간을 보였고, 외모관련 지극 제시 전보다 후에 더 유의미하게 정서가 부정적으로 변하였다. 본 연구의 결과로 고 회피집단은 저 회피집단과는 다른 주의 인지기제를 가지고 있으며 외모관련 자극에 정서적으로 민감하게 반응한다는 것을 확인할 수 있었다.

• Korean Journal of Culture and Social Issue
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• v.30 no.2
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• pp.193-220
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• 2024

This study was conducted by applying Selby and Joiner (2009)'s Emotional Cascade Model to the phenomenon of non-suicidal self-injury of adolescents, focusing on the school counselor's counseling experience. To this end, a focus group interview(FGI) was conducted with 56 counselors who had experience in counseling self-injured adolescents, and this study applied Braun and Clake's thematic analysis(2012). As a result, 8 categories and 16 subtopics were derived: 'negative emotional experience', 'maladaptive cognitive emotional dysregulation strategy', 'experience of emotional cascade', 'temporary relief of psychological pain', 'aggravation of the emotional cascade state', 'emotional pain from nonsuicidal self-injury', 'vicious cycle of nonsuicidal self-injury' and 'difficulty in controlling behavior that co-occurs with nonsuicidal self-injury'. These results are significant in expanding the understanding regarding the non-suicidal self-injury of adolescents through the perspective of school counselors who are in a position to consider the various systems surrounding adolescents in an integrated manner. Based on the research results, implications, limitations and future research were discussed.