Dr Elise Kalokerinos
ARC Decra Fellow
School of Psychology
Elise Kalokerinos is an Australian Research Council (ARC) Discovery Early Career Researcher Award (DECRA) Fellow and Lecturer in the School of Psychology, University of Newcastle. Her research primarily investigates emotion regulation, which is the variety of processes through which people influence their emotion. She investigates how factors like context, timing, and goals shape which strategies people use to regulate their emotions, and the consequences of those strategies in both the short term (in shaping both emotional and non-emotional outcomes) and in the long term (in shaping psychological well-being and maladjustment). Her work uses multiple methods, including both traditional laboratory experiments and experience sampling methods using smartphones to understand processes in the real world. She also has a second line of research in which she investigates the effects of stereotypes on traditionally disadvantaged groups in the workplace.
Elise completed her PhD in social psychology at the University of Queensland in June 2014, and from October 2014 – February 2018, she was a postdoctoral fellow in the Research Group of Quantitative Psychology and Individual Differences at KU Leuven in Belgium. From 2016 – 2018 she was supported by a Marie Skłodowska-Curie Postdoctoral Fellowship from the European Union.
For updated copies of Elise's CV and publications, please see elisekalokerinos.com
- Doctor of Philosophy, University of Queensland
- Emotion expression
- Emotion regulation
Fields of Research
|170113||Social and Community Psychology||100|
|Title||Organisation / Department|
|Lecturer||University of Newcastle
School of Psychology
|Dates||Title||Organisation / Department|
|1/03/2016 - 28/02/2018||Marie Curie Postdoctoral Research Fellow||Ku Leuven
|1/10/2014 - 29/02/2016||Postdoctoral Research Fellow||Ku Leuven
For publications that are currently unpublished or in-press, details are shown in italics.
Chapter (1 outputs)
Greenaway KH, Louis WR, Parker SL, Kalokerinos EK, Smith JR, Terry DJ, 'Measures of Coping for Psychological Well-Being', Measures of Personality and Social Psychological Constructs 322-351 (2015)
© 2015 Elsevier Inc. All rights reserved. The chapter describes six prominent measures of coping that are broken into two categories covering (1) trait coping and (2) state coping... [more]
© 2015 Elsevier Inc. All rights reserved. The chapter describes six prominent measures of coping that are broken into two categories covering (1) trait coping and (2) state coping. The measures reviewed are The Miller Behavioral Style Scale (Miller, 1987); The Mainz Coping Inventory (Krohne, 1993); The Coping Inventory for Stressful Situations (Endler & Parker, 1990, 1994); The COPE Inventory (Carver et al., 1989); The Coping Strategy Indicator (Amirkhan, 1990); and The Ways of Coping Questionnaire (Folkman & Lazarus, 1988). The chapter reviews antecedents and triggers of coping, and theoretical distinctions (or 'frameworks') in coping research. Challenges and future directions in coping research are discussed.
Journal article (21 outputs)
Millgram Y, Sheppes G, Kalokerinos EK, Kuppens P, Tamir M, 'Do the Ends Dictate the Means in Emotion Regulation?', Journal of Experimental Psychology: General, (2018)
© 2018 American Psychological Association. Although selecting emotion regulation strategies constitutes means to achieve emotion goals (i.e., desired emotional states), strategy s... [more]
© 2018 American Psychological Association. Although selecting emotion regulation strategies constitutes means to achieve emotion goals (i.e., desired emotional states), strategy selection and goals have been studied independently. We propose that the strategies people select are often dictated by what they want to feel. We tested the possibility that emotion regulation involves choosing strategies that match emotion goals. We expected people who are motivated to decrease emotional intensity to select strategies that are tailored for decreasing emotions (e.g., distraction), whereas those who are motivated to increase emotional intensity to select strategies that are tailored for increasing emotions (e.g., rumination). We expected this pattern to be evident both in the lab and in everyday life. We first verified that some strategies (i.e., distraction) are more effective in decreasing, and other strategies (i.e., rumination) more effective in increasing emotions (Study 1). Next, we tested whether emotion goals (decrease vs. increase emotion) direct the selection of strategies inside (Studies 2-3) and outside (Study 4) the laboratory. As predicted, participants were more likely to select strategies that decrease emotions (e.g., distraction, suppression) when motivated to decrease, and strategies that increase emotions (e.g., rumination) when motivated to increase negative (Studies 2-4) and positive (Study 3) emotions. Finally, in Study 5, we demonstrated that emotional dysfunction is linked to less flexibility in matching strategies to goals. Compared to healthy participants, depressed participants selected rumination less for increasing emotions and selected distraction less for decreasing emotions. Our findings show that what people want to feel can determine how they regulate emotions.
Greenaway KH, Kalokerinos EK, 'The Intersection of Goals to Experience and Express Emotion', Emotion Review, (2018)
Dejonckheere E, Kalokerinos EK, Bastian B, Kuppens P, 'Poor emotion regulation ability mediates the link between depressive symptoms and affective bipolarity.', Cogn Emot, 1-8 (2018)
Greenaway KH, Kalokerinos EK, Murphy SC, McIlroy T, 'Winners are grinners: Expressing authentic positive emotion enhances status in performance contexts', Journal of Experimental Social Psychology, 78 168-180 (2018) [C1]
© 2018 Elsevier Inc. Research has shown that people who express positive emotion following victory risk appearing unlikeable and inconsiderate. We investigated whether these relat... [more]
© 2018 Elsevier Inc. Research has shown that people who express positive emotion following victory risk appearing unlikeable and inconsiderate. We investigated whether these relational costs might be offset by status benefits, and the processes underlying such benefits. Across eight experiments (N = 1456), we found that winners who expressed positive emotion were perceived as higher in social standing than winners who suppressed positive emotion. To understand the mechanisms underlying this effect, we manipulated factors to do with the situation in which emotion was expressed, the type of person expressing emotion, and the way emotion was expressed. We also conducted replications of these experiments. The only factor that consistently moderated the expressivity effect was perceived authenticity, such that expressive winners only gained status benefits when observers believed the emotion expression was authentic. The findings point to the power of context in shaping the nature of the social benefits reaped by expressing positive emotion.
von Hippel C, Kalokerinos EK, Haanterä K, Zacher H, 'Age-Based Stereotype Threat and Work Outcomes: Stress Appraisals and Rumination as Mediators', Psychology and Aging, (2018)
© 2018 American Psychological Association. Both older and younger employees experience age-based stereotype threat in the workplace, but only older employees appear to be vulnerab... [more]
© 2018 American Psychological Association. Both older and younger employees experience age-based stereotype threat in the workplace, but only older employees appear to be vulnerable to disengagement as a consequence. The present study examines 2 mechanisms that might explain this age difference: (a) stress appraisals of challenge and hindrance and (b) rumination. Using a weekly diary study design over 5 weeks, 280 employees across the life span (aged between 18 and 66 years), completed 1,288 weekly surveys. Work outcomes examined were job satisfaction, job engagement, affective organizational commitment, workplace well-being, and intentions to quit. Results showed that while both older and younger employees experienced age-based stereotype threat, it was uniquely problematic for older employees. Furthermore, challenge appraisals mediated the relationships between age-based stereotype threat and job engagement, commitment, and intentions to quit among older, but not younger, employees. Rumination mediated the relationships between age-based stereotype threat and job satisfaction, commitment, well-being, and intentions to quit among older, but not younger, employees. These findings suggest that stereotype threat might be detrimental to work outcomes because older employees are less likely to appraise stereotype threat as a challenge, and more likely to ruminate when they experience stereotype threat.
Kalokerinos EK, Greenaway KH, Denson TF, 'Reappraisal but Not Suppression Downregulates the Experience of Positive and Negative Emotion', EMOTION, 15 271-275 (2015)
Kalokerinos EK, von Hippel C, Henry JD, 'Job attitudes are differentially associated with bridge employment and phased retirement among older Australian Employees', Work, Aging and Retirement, 1 190-201 (2015)
© The Authors 2015. This study investigates interest in, and factors associated with, bridge employment and phased retirement. A survey of 609 older employees undertaken in 2010 a... [more]
© The Authors 2015. This study investigates interest in, and factors associated with, bridge employment and phased retirement. A survey of 609 older employees undertaken in 2010 at a large, diverse organization in Australia revealed that job attitudes were differentially linked to interest in these retirement options, with moderately high levels of interest in working following retirement. Job attitudes were positively associated with interest in same-organization bridge employment, but job satisfaction was negatively associated with interest in phased retirement within the current organization. When the attitudinal variables were examined simultaneously for bridge employment, job involvement was the only unique predictor. These findings suggest that job attitudes play an important role in an individual's openness to extending employment within the same organization beyond retirement, and suggest that organizations should consider implementing interventions that target job attitudes as a method to retain older employees.
Kalokerinos EK, von Hippel W, Henry JD, Trivers R, 'The Aging Positivity Effect and Immune Function: Positivity in Recall Predicts Higher CD4 Counts and Lower CD4 Activation', PSYCHOLOGY AND AGING, 29 636-641 (2014)
Kalokerinos EK, Greenaway KH, Pedder DJ, Margetts EA, 'Don't Grin When You Win: The Social Costs of Positive Emotion Expression in Performance Situations', EMOTION, 14 180-186 (2014)
Kalokerinos EK, von Hippel C, Zacher H, 'Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice?', INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE, 7 381-402 (2014)
von Hippel C, Kalokerinos EK, Henry JD, 'Stereotype Threat Among Older Employees: Relationship With Job Attitudes and Turnover Intentions', PSYCHOLOGY AND AGING, 28 17-27 (2013)
von Hippel C, Kalokerinos EK, 'When temporary employees are perceived as threatening: antecedents and consequences', LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL, 33 200-216 (2012)
|Show 18 more journal articles|
Grants and Funding
|Number of grants||2|
Click on a grant title below to expand the full details for that specific grant.
20181 grants / $369,668
Funding body: ARC (Australian Research Council)
|Funding body||ARC (Australian Research Council)|
|Project Team||Doctor Elise Kalokerinos|
|Scheme||Discovery Early Career Researcher Award (DECRA)|
|Type Of Funding||Aust Competitive - Commonwealth|
20161 grants / $228,087
Funding body: European Commission, European Union
|Funding body||European Commission, European Union|
|Type Of Funding||International - Competitive|
Number of supervisions
|Commenced||Level of Study||Research Title||Program||Supervisor Type|
|2018||PhD||Intergroup Contact: From Prejudice Reduction to Promotion of Social Change||PhD (Psychology - Science), Faculty of Science, The University of Newcastle||Co-Supervisor|