Anger, Fear, or Sadness: Faculty Members’
Emotional Reactions to Collective Pay Disadvantage
Heather J. Smith
Sonoma State University
Tracey Cronin
University of Kansas
Thomas Kessler
University of Jena
As part of a mail survey about their work experiences, university faculty members reported
their specific emotional reactions to group inequities in faculty pay and benefits. The results
indicate that sadness, fear, and anger are distinct emotional responses to a collective
disadvantage. Group-based anger mediated the relationship between collective disadvan-
tage and willingness to protest whereas group-based sadness mediated the relationship
between collective disadvantage and organizational loyalty. Based on an integration of
cognitive appraisal models of emotion with RD theory, four other predictors of intergroup
emotions—(1) the legitimacy of the process that produced the deprivation, (2) whether
another agent was responsible, (3) group efficacy, and (4) whether the situation would
improve or become worse—were identified and tested. The measurement of specific emo-
tional reactions to perceived collective disadvantage extends and refines RD approaches to
collective action and organizational loyalty.
KEY WORDS: relative deprivation, collective action, collective disadvantage, organizational loyalty,
intergroup emotion
Two professors discover that their salaries are much lower than the salaries
for faculty members at comparable institutions. One professor immediately joins
the faculty union and actively participates in rallies and other protests. The
other professor begins to miss appointments with students, arrives late to class, and
considers other employment options. Both professors report that the faculty is
deprived, but they assess and react to the situation in very different ways. The
Political Psychology, Vol. 29, No. 2, 2008
221
0162-895X © 2008 International Society of Political Psychology
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