Photo of Sigal Barsade

Sigal Barsade

Joseph Frank Bernstein Professor

Professor of Management

Research Interests: emotional intelligence, emotions in organizations, micro-organizational behavior, organizational culture, team dynamics senior management teams

Links: CV, What is Group Affect and why does it Matter in Organizations? Video Answer

Contact Information

Address: 3620 Locust Walk, Steinberg-Dietrich Hall, Management Dept., 2nd Floor, Philadelphia, PA 19104
Email: barsade@wharton.upenn.edu
Office: (215) 898-1373
Office Fax: (215) 898-0401

Overview

Education

PhD, University of California, Berkeley, Haas School of Business, 1994; BA, University of California, Los Angeles, 1986
 

Recent Consulting

Research and consulting involve the influence of emotions and emotional intelligence on work behavior, organizational culture and change, team behavior, executives and their management teams, the effect of personality on managerial performance, and power and politics in organizations. Has written about emotional contagion in groups, emotional intelligence, the influence of dispositional affect on managerial decision making, the fit between individuals' personalities and other's in their work teams, organizational culture, the escalation of commitment in the banking crisis, and the study of power and emotion in organizational behavior. Sample consultancies include Del Monte, GlaxoSmithKline, Jewish Lifecare Systems, Levi Strauss, Merrill Lynch, NBA - National Basketball Association, Oxford Health Plans, Philadelphia Gas Works, and Wyndham Worldwide.
 

Academic Positions Held

Wharton: 2003-present. Previous appointment: Yale University
 

Professional Leadership

Editorial Board, Administrative Science Quarterly, 1999-2014; Editorial Board, Organizational Behavior & Human Decision Processes, July 2007-2010; Editorial Board, Organization Science, January 2008-present; Editorial Board, Academy of Management Review, 2002-2008; Judge, Academy of Management Outstanding Publication in Organizational Behavior  Award, 2013 & 2014; Judge, Academy of Management Newman Award, 2009; Panelist, OB Junior Faculty Workshop, 2007, 2011, 2012.
 

Corporate and Public Sector Leadership

Board Chair, CT Children’s Museum, 1999-2006; Board Member, CT Children's Museum, 1999-2014; Board of Advisors, University of Pennsylvania, Student Federal Credit Union, 2010-2011; Board Member, Adath Israel Pre-school, 2006-2009.

Research


  • Sigal Barsade, Amanda O'Neill (2016), Emotional Culture, Harvard Business Review
  • Sigal Barsade, Andrew P. Knight (2015), Group Affect, Annual Review of Organizational Psychology and Organizational Behavior, 2, 21 - 46.    Abstract  Related Materials
  • Hillary Elfenbein, Sigal Barsade, Noah Eisenkraft (2015), The Social Perception of Emotional Abilities: Expanding What We Know About Observer Ratings of Emotional Intelligence, Emotion, 15, 17 - 34.    Abstract
  • Melissa Valentine, Sigal Barsade, Amy Edmondson, Amit Gal, Robert Rhodes (2014), Informal Peer Interaction and Practice Type as Predictors of Physician Performance on Maintenance of Certification Examinations, JAMA Surgeon, 149, 597 - 603.  
  • Andrew Hafenbrack, Zoe Kinias, Sigal Barsade (2014), Debiasing the Mind Through Meditation: Mindfulness and the Sunk-Cost Bias, Psychological Science, 25, 369 - 376.  
  • Sigal Barsade, Olivia A. O'Neill (2014), What’s Love got to do with it?: The Influence of a Culture of Companionate Love in the Long-term Care Setting, Administrative Science Quarterly, 59, 551 - 598.    Abstract  Related Materials
  • Sigal Barsade, A.P. Knight (2013), Affect in groups: Traversing levels of analysis and exploring new conceptualizations, Academy of Management Best Paper Proceedings
  • Hakan Ozcelik, Sigal Barsade (2011), Work Loneliness and Employee Performance, Academy of Management Best Paper Proceedings    Abstract
  • Allan Filipowicz, Sigal Barsade, Shimul Melwani (2011), Emotional Transitions in Social Interactions: Beyond Steady State Emotion, Journal of Personality and Social Psychology, 101, 541 - 556.  
  • Shimul Melwani, Sigal Barsade (2011), Held in Contempt: The Psychological Interpersonal and Performance Outcomes of Contempt in a Work Setting, Journal of Personality and Social Psychology, 101, 503 - 520.  
  • Sigal Barsade, L. Ramarajan, D. Westen (2009), Implicit Affect in Organizations., Research in Organizational Behavior, 135-162.    Abstract
  • J. D. Mayer, R. D. Roberts, Sigal Barsade (2008), Human Abilities: Emotional Intelligence, Annual Review of Psychology, 59, 507-536.    Abstract
  • L. Ramarajan, Sigal Barsade, O. Burack (2008), The influence of organizational respect on emotional exhaustion in the human services, The Journal of Positive Psychology, 3, 4-18.    Abstract
  • Sigal Barsade, D. E. Gibson (2007), Why Does Affect Matter in Organizations?, Academy of Management Perspectives, 21, 36 - 59.    Abstract
  • T. Amabile, Sigal Barsade, J. Mueller, B. Staw (2005), Affect and Creativity at Work, Administrative Science Quarterly, 50, 367-403.    Abstract
  • Sigal Barsade, Stephen Mesiek, "Leading by Doing". In Next Generation Business Handbook, edited by S. Mesiek, (2004), 109.  
  • Sigal Barsade, Arthur P. Brief, Sandra E. Spataro, "The Affective Revolution in Organizational Behavior: The Emergence of a Paradigm". In OB: The State of the Science, second edition, edited by Jerry Greenberg, (2003), 3 - 52.  
  • B. M. Staw, Sigal Barsade, H. Hoang, K. Koput, "Escalation in Context: Testing Escalation Hypotheses on the Basketball Court and at the Credit Window". In Negotiation Eclectics: Essays in Memory of Jeffrey Z. Rubin. PON Books, edited by Deborah Kolb, (2003).
  • Sigal Barsade (2002), The Ripple Effect: Emotional Contagion and its Influence on Group Behavior, Administrative Science Quarterly, 47, 644-675.    Abstract
  • Janice R. Kelly, Sigal Barsade (2001), Mood and Emotions in Small Groups and Work Teams, Organizational Behavior and Human Decision Processes, 86(1): 99-130.  
  • Sigal Barsade, Andrew J. Ward, Jean D. F. Turner, Jeffrey A. Sonnenfeld (2000), To Your Heart's Content: A Model of Affective Diversity in Top Management Teams, Administrative Science Quarterly, 45: 802-836.  
  • Sigal Barsade, Donald Gibson, "Group Emotion: A View from Top and Bottom". In Research on Managing on Groups and Teams, edited by D. Gruenfeld, B. Mannix, M. Neale, (1998), 81 - 102.  
  • Jennifer A. Chatman, Jeffrey T. Polzer, Sigal Barsade, Margaret A. Neale (1998), Being Different Yet Feeling Similar: The Influence of Demographic Composition and Organizational Culture on Work Processes and Outcomes, Administrative Science Quarterly, 43, 749 - 780.
  • Charles O'Reilly, Katherine Y Williams, Sigal Barsade, "Group Demography and Innovation: Does Diversity Help?". In Research on Managing on Groups and Teams, edited by D. Gruenfeld, B. Mannix, M. Neale, (1998), 183 - 207.
  • Barry M. Staw, Sigal Barsade, Kenneth W. Koput (1997), Escalation at the Credit Window: A Longitudinal Study of Bank Executives' Recognition and Write-off of Problem Loans, Journal of Applied Psychology, 82, 130 - 142.    Abstract
  • Jennifer A. Chatman, Sigal Barsade (1995), Personality, Organizational Culture and Cooperation: Evidence From a Business Simulation, Administrative Science Quarterly, 40, 423 - 443.
  • Barry M. Staw, Sigal Barsade (1993), Affect and Managerial Performance: A Test of the Sadder-but-Wiser vs. Happier-and-Smarter Hypotheses, Administrative Science Quarterly, 38, 304 - 331.  
  • Hakan Ozleck, Sigal Barsade (Under Review), No employee is an island: Workplace loneliness and job performance.
  • Sigal Barsade, Jaime Potter, Danielle Tussing (Work In Progress), Affect as Knowledge: A Field Experiment.
  • Sigal Barsade, Kristen Smith-Crowe, Jaime Potter (Work In Progress), Outgroups and Counter-Contagion.
  • Sigal Barsade, Danielle Tussing (Work In Progress), The Relationship between Teacher’s Affective Characteristics and Student Academic Gains: A Longitudinal Field Study.
  • Sigal Barsade, Jaime Potter, Lakshmi Ramarajan (Work In Progress), Fixing the Workplace Cynical Attribution Error.
  • Allan Filipowicz, Shimul Melwani, Sigal Barsade (Work In Progress), Emotional Contagion and Emotional Transitions: How Are Changing Emotions 'Caught'?.
  • T. Y. Huang, V. Souitaris, Sigal Barsade (Work In Progress), Which matters more? The Influence of Group Hope and Group Fear on Escalation of Commitment in Managerial Decision-Making.
  • A. P. Knight, Sigal Barsade (Work In Progress), Emotions and Success of Entrepreneurial Pitches.
  • A. O'Neill, Sigal Barsade, Francesco Sguera (Work In Progress), Emotional Culture and financial and attitudinal outcomes in health care.
  • Nancy Rothbard, Sigal Barsade, Jaime Potter (Work In Progress), The Influence of Emotional and Cognitive Transparency on Negotiations, and Time Shares and Real Estate Sales.

Awards And Honors

  • Positive Organizational Scholarship Best Published Paper Award – Honorable Mention, 2015
  • MBA Excellence in Teaching: Core Curriculum Award (top 10 teaching ratings in Core), 2012
  • MBA Excellence in Teaching: Core Curriculum Award, 2010
  • MBA Teaching Commitment and Curricular Innovation Award, 2010
  • Fast moving Front Report, one of the most cited contagion articles, Thompson Reuters ScienceWatch, 2009
  • Keynote Speaker, Consortia for Research in Emotional Intelligence, 2009
  • Finalist, Academy of Management Perspectives Best Paper Award, 2008
  • Abigail Adams Award, 2007
  • Keynote Speaker, The Affective Revolution in Organizations, International Society of Emotions Researchers (ISRE), 2005
  • OB Division, Best Paper Award, Academy of Management Meetings, 1999
  • Conflict Management Special Award: Most influential paper within the Conflict Management Field, 1997-2000
  • Hayase Award, UC Berkeley, 1992

In The News

Knowledge @ Wharton

Courses

Current

  • MGMT610 - Foundations of Teamwork and Leadership

    Management 610 is the first core course in the MBA Program and it cannot be waived The first week of the fall term (in August) is dedicated to this formative and foundational experience. This course focuses on developing students' knowledge and skill set for teamwork and leadership. It is meant to be an intense immersion experience that draws strongly on the pedagogy of the Wharton Teamwork and Leadership Simulation, a team-based, highly interactive simulation that was custom-designed specifically to allow students to experience the core concepts they learn in this class. The three goals of thiscourse are for students to learn: 1. Leadership behaviors: how to enact the skills that contribute to a team's effective performance. 2. Team dynamics: how to be an effective team member, as well as how to best design work teams; 3. Organizational awareness: understanding organizational culture.

    Format: A custom-designed Wharton-only simulation is paired with course sessions to deliver a unique learning experience. Classes will include experiental learning combined with debriefings, lectures, readings, class discussion and personal and group performance feedback. This course reflects the realities that informal leadership occurs in teams on an ongoing basis, that being a good team player is a part of leadership, and that many of one's early experiences with leadership will occur while working on teams. Because of the team-based nature of this course, and time intensive nature of this experience, attendance is mandatory for ALL five sessions of this class.

    NOTE: Credit-bearing, core coursework begins with the MGMT610: Foundations of Teamwork and Leadership course.

    MGMT610007  ( Syllabus

    MGMT610008  ( Syllabus

    MGMT610009  ( Syllabus

Previous

  • MGMT610 - Foundations of Teamwork and Leadership

    Management 610 is the first core course in the MBA Program and it cannot be waived The first week of the fall term (in August) is dedicated to this formative and foundational experience. This course focuses on developing students' knowledge and skill set for teamwork and leadership. It is meant to be an intense immersion experience that draws strongly on the pedagogy of the Wharton Teamwork and Leadership Simulation, a team-based, highly interactive simulation that was custom-designed specifically to allow students to experience the core concepts they learn in this class. The three goals of thiscourse are for students to learn: 1. Leadership behaviors: how to enact the skills that contribute to a team's effective performance. 2. Team dynamics: how to be an effective team member, as well as how to best design work teams; 3. Organizational awareness: understanding organizational culture.

  • MGMT951 - Micro Organizational Behavior

    The purpose of this quarter course is to examine and understand basics in the theory and empirical research in the field of micro-organizational behavior and to increase our understanding of people's behavior in organizations. To do so, we will cover a blend of classic and contemporary literature so that we can appreciate the prevailing theories and findings in various areas of micro- organizational behavior. In addition, for each topic we will then try to go beyond the existing literature. We will work to increase our understanding by re-framing the research variables, altering the perspective, bringing in new theory, and comparing levels of analysis. The purpose of this course is not meant to be exhaustive, rather it covers a core set of topics in organizational behavior literature including motivation, fairness, teams, diversity, leadership, and culture.

  • MGMT957 - EMOTIONS IN ORGANIZ.

    This is a one quarter class where we examine and understand basics in emotions theory and its application in organizational behavior. To do so, we will cover a blend of basic psychological theories and organizational behavior literature so that we can appreciate the prevailing theories and findings in various areas of emotions and organizations, and gain a deep understanding of the psychological basis necessary to fully understand organizational behavior research. Specifically, we will examine how affect (consisting of emotions, moods, and affective traits) influences perceptions, cognitions and behavior within organizations. We will critically examine the existing knowledge of emotions in organizational life and identify possible future venues of research. We will begin by examining the nature of emotions in general and then focus on the organizational context, examining specific types of emotions and content areas that have been investigated within organizational behavior research.