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In this paper, the social psychology of uncertainty management is used to explain reactions to socially deviating people. In Study 1, we examine how people react to a person communicating negative messages about their home country; in Study 2, how a representative sample of the Dutch society reacts to encounters with a homeless person; and in Study 3, what the behavioral and psychological reactions are of people in an anticipated interaction with a homeless individual. All 3 studies reveal that personal uncertainty—whether made salient in a subtle manner or measured by means of individual differences in the extent to which uncertainty is considered an emotionally threatening experience—is an important determinant of reactions to socially deviating persons. [ABSTRACT FROM AUTHOR]

This paper reports 2 studies of the own-anchor effect (i.e., assimilation in age, height, and weight estimates) in same- and cross-gender age, height, and weight estimates. The own-anchor effect is believed to be stronger for same-gender estimates, but the investigation reported here is the first to test this hypothesis with participants and target persons of both genders. Several own-anchor effects were found in females’ same- and cross-gender estimates, whereas males only showed own-anchor effects in same-gender estimates. These results lean toward the possibility that women assimilate across gender, whereas men do not. Explanations of these results with reference to Krueger’s (Krueger & Zeiger, 1993; Robbins & Krueger, 2005) theory of social projection and the consequences for witness reliability are discussed. [ABSTRACT FROM AUTHOR]

Adopting a longitudinal field study, this paper investigates whether entity theorists (students who believe human attributes are fixed) are less likely than incremental theorists (students who believe human attributes are malleable) to change their evaluations of a teacher in accordance with his behavioral changes. An instructor exhibited some forgetful behaviors in the first half of a course, and ceased doing so in the second half. Consistent with our hypothesis, incremental theorists adjusted their perceptions of the instructor. They rated him as less forgetful accordingly at the end of the course than at the middle. Entity theorists, however, did not show this change. With improved ecological validity, this study extends previous laboratory studies to teacher evaluation. [ABSTRACT FROM AUTHOR]

The Distress Disclosure Index ( Kahn & Hessling, 2001 ) measures the tendency to disclose psychological distress and is important in understanding psychological well-being, interpersonal relationships, and help seeking. This paper used the disclosure decision model ( Omarzu, 2000 ) to explore the theoretical antecedents of distress disclosure. Results of a community-based survey of 17–18-year-olds in South Wales (United Kingdom), suggesting that private self-consciousness, social support, and femininity were associated with higher distress disclosure. Shame was associated with lower distress disclosure. Moderating effects of gender and gender identity were also explored. Social support and femininity both interacted with gender to predict distress disclosure. The results suggest a number of interventions to increase distress disclosure in young men and women. [ABSTRACT FROM AUTHOR]

The studies reported in this paper examined the effect of social context—target gender and target relationship—on reports of direct and indirect aggression. In Study 1, participants completed the Richardson Conflict Response Questionnaire (RCRQ; Richardson & Green, 2003 ), which measured their direct and indirect aggression behavior in response to anger. Participants also selected a relationship partner to complete the RCRQ with reference to their own (i.e., participants') behavior. In Study 2, participants completed the RCRQ with reference to their behavior in response to anger with a romantic partner, a same-sex friend, and an opposite-sex friend. In both studies, relationship with aggression target was an important determinant of aggression, with more direct aggression occurring in romantic relationships, and more indirect aggression occurring in friendship relationships. [ABSTRACT FROM AUTHOR]

The investigation of how social distance affects psychological phenomena has relied mostly on comparisons between strangers and acquaintances. Such an operationalization suffers from a confound between social distance and acquaintance. We propose an experimental paradigm that manipulates social distance while avoiding the aforementioned confound. By relying on reciprocity and known social tie formation mechanisms, the Interaction Game provides researchers with a powerful tool for the investigation of social distance effects without inducing negative affective or emotional states. Four preregistered experiments demonstrate the internal and external validity of the paradigm. The capability of manipulating social distance in a targeted manner constitutes a critical step towards advancing our knowledge of the impact of such metrics on human cognition and behavior. Moreover, Experiment 4 demonstrates that the Interaction Game can induce social distance that is free of acquaintanceship, and that such a minimal manipulation is sufficient for inducing close‐other favoritism in a social discounting task. These findings expand our understanding of social distance as a powerful mechanism underlying social judgments and behaviors. [ABSTRACT FROM AUTHOR]

In this paper, a hypothesis from a theory of charismatic relationships is examined that incorporates follower's level of self-awareness. It is argued that changes in the state of self-awareness affect the characteristics of the short-term charismatic relationship between leader and follower, but only for high self-monitoring followers. Providing support for the hypothesis was a repeated-measures study. Participants (N = 78) viewed video vignettes of charismatic leaders presenting different messages, in either a high or low self-awareness condition. When high in self-awareness, participants with a high self-monitoring orientation were more likely than when in a state of low self-awareness to internalize only those messages congruent with their values and beliefs. [ABSTRACT FROM AUTHOR]

This paper examines the relative impact of two sources of sociocultural influence on racial identification. Using interviews with 225 African-American adults (Thompson Sanders, 1994), the relative influence of within-group vs. intergroup interaction variables was assessed. The data were collected using a structured interview protocol and a 30-item racial identification questionnaire. Information on the level and quality of intragroup interaction, experiences with race relations, political activism, age, gender, income, education, and orientation on four parameters of racial identification--psychological, physical, cultural, and sociopolitical--was collected. The results suggest that within-group contact variables have a strong association with the psychological and physical parameters of racial identification. The extent and quality of intergroup interaction with non-African Americans were associated with the sociopolitical parameter. Cultural racial identification was largely determined by demographic variables. These data suggest a model of racial identification based on a complex set of within-group, intergroup, and demographic variables. [ABSTRACT FROM AUTHOR]

This paper examines the effect of interpersonal control on sexual aggression while dating. A sample of white, heterosexual, college dating relationships is examined. Data are collected on men and women who inflict and sustain sexual aggression. The results indicate that, net of other effects, interpersonal control is a significant predictor of both men and women inflicting and women sustaining sexual aggression. It is argued that future research should look more to interaction patterns among couples rather than viewing sexual aggression as the result of men demonstrating their masculinity. [ABSTRACT FROM AUTHOR]

It is frequently assumed that intimate relationships between members of the same organization inevitably prove harmful to organizational functioning. This paper challenges that assumption by examining the association between three motives for entering a relationship (love, ego, job) and four job-related behaviors. The data suggest that (a) although positive and negative changes in job-related behaviors do occur, they are generally small, and (b) they can be predicted, in part, by the motives for entering the relationship and, in part, by the gender of the relational participant. [ABSTRACT FROM AUTHOR]

Social psychology has contributed substantially to the study and understanding of appetitive behaviors. This paper focuses on three major lines of social psychological research that have made particularly important contributions to appetitive behaviors: Hovland's work on attitudes and attitude changes, Bandura's social learning theory, and Schachter's studies of obesity and cigarette smoking. The relevant work of these three social psychologists and the research following from each line of inquiry are reviewed. Additional potential applications of these social psychological approaches to the study of appetitive behaviors are discussed. [ABSTRACT FROM AUTHOR]

The effectiveness of strategies a physically disabled person can use to increase a nondisabled person's willingness to engage in social interaction were investigated. In the strategies, the disabled person engages in behavior demonstrating that he/she is not preoccupied with the disability. Female college students chose the amount of time to be spent listening to music versus social interaction before and after learning that the other was a disabled male. The subject witnessed via "closed circuit" TV (actually a video- tape) a brief interaction between the male and another female in the waiting room from which the subject had just come. In the Interest in others condition, the male encouraged the female to talk about herself. In the Typical activities condition, the male mentioned he had to pick up tickets, organize a party~ and study for an exam. In the Athletic activities condition, the male mentioned he went swimming and bowling. In the Request condition, the male asked the female to pick up a paper he had dropped. In the Control condition, there was limited interaction. In the Inappropriate communication condition, the male mentioned the same activities as in the Typical activities condition but talked continuously without waiting for polite interest from the female. Changes in preference for social interaction were significantly more positive in the Attentive to others, Typical activities and Athletic activities conditions than in the Control conditions. It was concluded that demonstrating interest in others, typical activities and athletic activities are effective strategies. [ABSTRACT FROM AUTHOR]

Although most protective behaviors related to the COVID‐19 pandemic come with personal costs, they will produce the largest benefit if everybody cooperates. This study explores two interacting factors that drive cooperation in this tension between private and collective interests. A preregistered experiment (N = 299) examined (a) how the quality of the relation among interacting partners (social proximity), and (b) how focusing on the risk of self‐infection versus onward transmission affected intentions to engage in protective behaviors. The results suggested that risk focus was an important moderator of the relation between social proximity and protection intentions. Specifically, participants were more willing to accept the risk of self‐infection from close others than from strangers, resulting in less caution toward a friend than toward a distant other. However, when onward transmission was the primary concern, participants were more reluctant to effect transmission to close others, resulting in more caution toward friends than strangers. These findings inform the debate about effective nonclinical measures against the pandemic. Practical implications for risk communication are discussed. [ABSTRACT FROM AUTHOR]

Most previous studies that examined the effect of anxiety on hostility towards a distinct group have focused on cases in which we hate those we are afraid of. The current study, on the other hand, examines the relationship between anxiety in one domain and hostility towards a distinct group that is not the source of that anxiety. We focus here on symptoms of anxiety during the COVID‐19 pandemic, which have become increasingly frequent, and show that the implications of such mental difficulties are far‐reaching, posing a threat to relationships between ideological groups. In two studies conducted in both Israel and the United States, we found that high levels of anxiety during the COVID‐19 epidemic are associated with higher levels of hatred towards ordinary people from the respective political outgroups, lower levels of willingness to sustain interpersonal relations with these people (i.e., greater social distancing), and greater willingness to socially exclude them. This relationship was mediated by the perception of threat posed by the political outgroup. This study is the first to show that mental difficulty driven by an external threat can be a fundamental factor that explains levels of intergroup hostility. [ABSTRACT FROM AUTHOR]

We present a systematic review of the literature on power and its interpersonal consequences. Our review, comprising 339 studies published in 145 research articles, shows that this line of research has primarily examined how powerholders attend to and act towards powerless individuals, or others in general. We therefore know surprisingly little about how powerholders attend to and act towards other powerholders. To address this issue, we present a conceptual framework that outlines how an actor's power interacts with a target's power to influence prosocial and antisocial beliefs, attitudes, and behaviors. We identify two routes in the literature detailing how powerholders respond to one another. First, building on rivalry literature, we present a competitive route suggesting that powerholders rival each other and engage in conflict. Second, building on social identity and social dominance literature, we present a harmonious route suggesting that powerful peers will show compassion and care for each other. Finally, we bring forth suggestions for how future research could test these two perspectives, by presenting moderators that determine when each of these two routes is activated. In doing so, we offer important implications for the power literature and open a new line of inquiry for future research. [ABSTRACT FROM AUTHOR]

To learn more about why people falsely confess without external pressure, we examined voluntary blame‐taking in three experiments. Drawing from theories of prosocial behavior and social identity, we investigated whether participants' blame‐taking is influenced by (a) their relationship with the guilty person (Experiment 1) and (b) the group membership of the person asking to take the blame (Experiments 2a and 2b). In Experiment 1, participants (N = 130) considered whether they would take the blame for a small traffic violation for their best friend and a stranger in a vignette‐scenario. As expected, intended blame‐taking rates were higher for their best friend (60.8%) than for a stranger (8.5%). Reported reasons for taking the blame included reciprocity and empathy. In Experiments 2a and 2b (Ns = 60; 89), we tested actual blame‐taking behavior in two field experiments, using a new experimental paradigm. An experimenter approached participants and asked them to commit insurance fraud for a broken camera. Participants who shared the same group as the person in need were more willing to take the blame (47%‐48%) than participants who were from a different group (21%‐23%). The most frequently listed reason for taking the blame was empathy. Implications for the occurrence of voluntary blame‐taking behavior to protect someone else are discussed. [ABSTRACT FROM AUTHOR]

Can perspective taking improve intergroup attitudes in conflict contexts? How does a context of conflict shape people's responses to perspective‐taking tasks and their ultimate effectiveness? The present study addressed these questions by examining the effect of perspective taking (compared with a perspective giving and a control condition) on intergroup attitudes between Trump and Clinton supporters (N = 537) one month after the 2016 presidential election. Perspective taking had positive effects on some intergroup attitudes: It increased warmth toward the outgroup (thermometer ratings), outgroup tolerance, perceived similarities between groups, and marginally increased positive outgroup evaluation. This study also sheds light on the mechanisms that might reduce the effectiveness of perspective taking in conflict settings by assessing the content and the effects of the induced perspectives in response to perspective‐taking task. About half of the induced perspective‐taking narratives involved negative views of the other, which were associated with worse intergroup outcomes. In addition, higher perceived intensity of the conflict between Trump and Clinton supporters and more negative emotions about the election outcome predicted more induced negative perspectives as a response to the perspective‐taking task. In turn, negative perspectives were associated with more negative intergroup attitudes. To sum up, while perspective taking had an overall positive impact on intergroup attitudes in this conflict setting, its impact seems to be contingent upon the content of induced perspective‐taking narratives. [ABSTRACT FROM AUTHOR]

A study in the U.S.–Mexican intergroup context examined how collective relative gratification (RG) versus deprivation affects the relationship between intergroup contact and interpersonal closeness and subtle prejudice towards an out‐group. Participants were Mexican university students in Mexico (N = 239) and non‐Mexican students in California (N = 90). As predicted, Mexicans experienced less gratification/higher relative deprivation (RD), and low quality intergroup contact and expressed lower interpersonal closeness and higher subtle prejudice than U.S. Americans. Differences between countries were larger amongst participants reporting higher RD. Second‐stage moderated mediation analysis showed that the mediating effects of contact between country and interpersonal closeness and subtle prejudice, respectively, were larger amongst participants who felt relatively gratified than those who felt relatively deprived. These findings underline the importance of recognizing the moderating effect of differences in the RG versus RD levels of minority and majority groups when anticipating the potential benefits of intergroup contact for prejudice reduction. [ABSTRACT FROM AUTHOR]

It is unclear whether Americans spent less time on non‐digital social interaction in the 2010s than in the 2000s. In the nationally representative American Time Use Survey administered by the Bureau of Labor Statistics (n = 191,558), U.S. residents 15 years of age and older spent 10 to 11 fewer minutes a day in non‐digital social interaction during leisure time in 2017 compared to 2003, which translates to 67 fewer hours a year. The decline was primarily driven by adolescents and young adults ages from15 to 25, who spent between 21 and 23 fewer minutes per day on non‐digital social interaction in 2017 compared to 2003, or 140 fewer hours a year. Thus, American adolescents and young adults spent less time on non‐digital social interaction in the 2010s, with a less pronounced decline among those ages 26 and over. [ABSTRACT FROM AUTHOR]

People rely on support from others to accomplish mundane and momentous tasks. When asking for assistance, is it beneficial to incentivize a helper by offering a motivated gift (i.e., a gift with the hope of getting support in return)? Six studies (N > 2,500) examine the frequency and potential costs of motivated gifts. In Study 1, a third of Americans indicated that they had given a motivated gift at least once, while nearly two‐thirds believed they had received one. In Studies 2a–d, most participants who imagined receiving a motivated gift before a favor request reported lower willingness to help and anticipated satisfaction from helping than participants who imagined simply being asked for a favor. Finally, Study 3 replicates these findings with actual help provided among friends in a laboratory setting. Findings suggest that motivated gifts are relatively common but may sometimes undermine the assistance that people hope to receive. [ABSTRACT FROM AUTHOR]

Abstract: This research experimentally investigated the social consequences of “phubbing” – the act of snubbing someone in a social setting by concentrating on one's mobile phone. Participants viewed a three‐minute animation in which they imagined themselves as part of a dyadic conversation. Their communication partner either phubbed them extensively, partially, or not at all. Results revealed that increased phubbing significantly and negatively affected perceived communication quality and relationship satisfaction. These effects were mediated by reduced feelings of belongingness and both positive and negative affect. This research underlines the importance of phubbing as a modern social phenomenon to be further investigated. [ABSTRACT FROM AUTHOR]

Female leaders remain a minority. Because leadership aspiration is a predictor of advancement, understanding stimulating conditions is important. A neglected perspective is the impact of organizational climate. We propose that cooperative climate can engender individuals' motivation to contribute to the organization through leadership, and that leadership aspiration of women and men is differentially sensitive to interpersonal and collective aspects of cooperative climate. We argue that women are more disposed toward relational self-construal and men toward collective self-construal, and hence women's leadership aspiration is more influenced by the interpersonal element of cooperative climate whereas men's leadership aspiration by the collective element of cooperative climate. Results of a survey of N = 404 employed men and women supported both hypotheses. [ABSTRACT FROM AUTHOR]

Imagined contact is an intervention that combines the prejudice-reduction of intergroup contact with the easy, low-risk application of imagery-based techniques. Accordingly, it can be applied where direct contact is difficult or risky. However, a possible limitation of imagined contact is that it may not be effective for participants with stronger initial prejudices, which would limit its usefulness and application. Two experiments ( N1 = 103, N2 = 95) investigated whether initial prejudice moderated imagined contact's effects on explicit attitudes, behavioral intentions (Experiment 1), implicit attitudes, and petition-signing behaviors (Experiment 2) toward two different outgroups. In both experiments, imagined contact was more effective when initial prejudice was higher. Implications for imagined contact theory and application are discussed. [ABSTRACT FROM AUTHOR]

With an eye to fostering an energized and empowered workforce, we explore the discrete emotion of self-assurance (characterized by boldness, pride, and audacity), investigating how receipt of interpersonal citizenship behavior (ICB ) fuels this agentic emotion. ICB includes acts of everyday concern that may be of a person- or task-focused nature. With two survey samples, we propose and test a model that situates self-assurance as a mechanism linking ICB-receipt to employee thriving and empowerment. Additionally, we find links to citizenship enactment, as reported by coworkers. Notably, person-focused ICB-receipt may be just as beneficial to self-assurance as task-focused ICB-receipt. These results hold equally for working women and men. Our multi-study, multi-source results underscore the role of agentic emotion in cultivating a proactive workforce. [ABSTRACT FROM AUTHOR]

Online platforms' success depends on individual's information sharing (IS). However, previous research showed that 'knowledge is power' is a default-perception in organizations and that individuals share relatively unimportant information while keeping the important private information for themselves. Trust has also been identified as important enabler of IS. We examined the role of power construed as responsibility for others' outcomes and of a 'Trust' button, a theory-inspired technological feature, using a 2(Power construals: opportunity vs. responsibility) × 2(Buttons: 'Like' vs. 'Like-or-Trust') × 2(Information sharedness as within-subjects factor; public, private) design. Findings showed that construing power as responsibility and 'Trust' button's presence increased the sharing of private information; clicking behavior yielded insights into the underlying mechanisms. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

We propose that a focus on new money increases forgiveness of others. Three studies provided consistent support for our hypothesis. Working adults recalled an interpersonal offense by a colleague and were subsequently induced to think of either new or used banknotes. Thinking of new (vs. used) banknotes led to weaker destructive tendencies toward the offender (Study 1), more pro-relationship thinking (Study 2), and higher forgiveness (Study 3). This effect was mediated by feelings of vitality (Study 3), indicating a strength-based mechanism. We discuss implications for research on money, forgiveness, self-regulation, and organizational behavior. [ABSTRACT FROM AUTHOR]

Given the prominence of Muslim veils-in particular the hijab and full-face veil-in public discourse concerning the place of Muslims in Western society, we examined their impact on non- Muslims' responses at both explicit and implicit levels. Results revealed that responses were more negative toward any veil compared with no veil, and more negative toward the full-face veil relative to the hijab: for emotions felt toward veiled women (Study 1), for non-affective attitudinal responses (Study 2), and for implicit negative attitudes revealed through response latency measures (Studies 3a and 3b). Finally, we manipulated the perceived reasons for wearing a veil, finding that exposure to positive reasons for wearing a veil led to better predicted and imagined contact (Study 4). Practical and theoretical implications are discussed. [ABSTRACT FROM AUTHOR]

Although negative feedback is usually provided with the best of intentions, it often causes unfavorable affective reactions in the receiver such as anger and shame. The purpose of the present research is to identify factors that may attenuate or intensify these reactions to negative feedback. We argue and show across a laboratory experiment and a field study that feedback framing may affect feelings of anger and shame, but only for high (vs. low) power individuals. Given the prevalence of power differences in many feedback situations (e.g., in the organizational context), our findings may provide valuable information for the successful provision of negative feedback. [ABSTRACT FROM AUTHOR]

We report two studies that tested hypotheses about relations between personality, knowledge about service encounters, and performance in service encounters. A novel method for measuring knowledge was used. In one study, we measured undergraduates' personality, knowledge, and skill in handling service encounters in jobs performed by human factors professionals. The other study reanalyzed data reported by Motowidlo, Crook, Kell, and Naemi about volunteers' personality, knowledge about volunteer service encounters, and job performance. Both studies found that knowledge about service encounters is correlated with effectiveness in service encounters, even when effects of personality are controlled. Conscientiousness was correlated with this knowledge. We discuss implications of personality in the development of knowledge about effective behavior in social situations at work. [ABSTRACT FROM AUTHOR]

How newcomers interact with experienced employees has been thought to affect their socialization and performance. This study complements previous newcomer research by examining the role of organizational values on this interaction. Middle managers newly recruited into a large telecom company in China were randomly assigned to discuss a conflict with an existing employee where the organization either valued relationships or not, and either valued open discussion of diverse ideas or not. As expected, valuing relationship and open discussion, compared to not valuing relationship and avoiding discussion, facilitated new managers' socialization and helped them develop cooperative goals and quality leader-member exchange. Results were interpreted that by embracing values of relationships and open discussion, organizations can more effectively socialize newcomers. [ABSTRACT FROM AUTHOR]

Being able to detect deceptive information early is worthwhile for recruiters and other information-based organizational workers; unfortunately, people generally are not good at detecting deception successfully. We conducted an experiment to determine how successful reviewers can be at detecting deception in several types of dispersed interviews. The results indicated that reviewers were more accurate at detecting deceptive information than were participant interviewers; that a warning about deception's presence improved reviewers' detection accuracy; and that a warning did not have any effect on reviewers' number of false alarms between text and audio media. These findings imply that if reviewers are warned about the possible presence of deception, organizations might be able to minimize the chance of hiring high-risk job applicants. [ABSTRACT FROM AUTHOR]

Machiavellianism has been studied extensively over the past 40 years as a personality characteristic that shares features with the manipulative leadership tactics Machiavelli advocated in The Prince. We introduce a new model of Machiavellianism based in organizational settings that is multidimensional, incorporating aspects not previously included in Machiavellianism scales. Our model consists of 3 factors: maintaining power, harsh management tactics, and manipulative behaviors. The results of 3 studies are summarized, discussing the development of these 3 factors and how they relate to individual-difference and organizational variables. [ABSTRACT FROM AUTHOR]

Friendship is generally a reciprocal relation, yet many enduring ties are not symmetrical. Sometimes, only one member of a dyad considers the other a friend, or may see their relation as a close friendship while the other does not. Existing theories imply that personal and social attributes may influence the likelihood of reciprocity in friendship. In this longitudinal study, we found that demographic and educational attributes had little effect, but relative gregariousness and popularity consistently influenced development and persistence of unequally reciprocated friendships in 2 cohorts of executive MBA students. Additionally, higher gatekeeping power predicted greater tendency to befriend members of different age categories. Although gatekeeping power correlated directly with unequal reciprocity, the effect was mediated by gregariousness and popularity. [ABSTRACT FROM AUTHOR]

Instead of targeting charity to countries where the human needs are most precarious, donors tend to direct their helping to victims within their own country. Despite being important for human welfare, the question why it is so has heretofore not been raised scientifically. In this survey study ( N = 3849 respondents) a suggested distinction between international and domestic altruism was validated by examining to which extent the 2 concepts showed differing patterns of associations with a range of relevant variables. When controlling for demography, international orientation, trust in people, and less xenophobia predicted international altruism, while patriotism and fear predicted domestic altruism. Research on how national boundaries stem altruism should be intensified and refined. [ABSTRACT FROM AUTHOR]

People are more willing to help those who belong to their own groups than to an out-group. Research on perspective taking has shown that many forms of in-group favoritism disappear when people are led to take the perspective of the other group. The current research explores the possibility of increasing the level of intergroup helping by a perspective-taking manipulation. An experiment in a Polish-Czech borderland community high school demonstrated that Polish students who were made to imagine that they became members of an out-group (perspective-taking manipulation) were more willing to help out-group members. The moderating role of perceived power is discussed in the context of perspective-taking theory. [ABSTRACT FROM AUTHOR]

Older adults are often stereotyped as dependent on others. This study explored how seeing an older adult receiving help triggers the dependency stereotype, by examining perceptions of older and younger adults helping and being helped by others. Participants (183 younger and older adults) read vignettes of young and old people helping others and rated the helpers and helpees on 2 variables: one a composite of dependency and capability; and the other composed of thoughtfulness, generosity, and unselfishness (i.e., considerateness). Participants rated older helpees as dependent, no matter who helped them. Younger helpers and those who helped the elderly rated high on considerateness. Females rated helpers more positively than did males. Implications of these findings for older adults are discussed. [ABSTRACT FROM AUTHOR]

The study investigates relationships between 2 measures of religiosity (immanence orientation and religious fundamentalism) and 2 measures of attitudes toward diversity (universal-diverse orientation and attitudes toward gay men and lesbians). As expected, different conceptualizations of religiosity relate differently to diversity attitudes. Immanence orientation related positively and religious fundamentalism related negatively with both measures of diversity attitudes. However, when both measures were included in the hierarchical regression equation, immanence orientation no longer related significantly with attitudes toward lesbians and gay men; and religious fundamentalism no longer related significantly with universal-diverse orientation. Finally, gender and immanence interacted to predict universal-diverse orientation. Implications are discussed. [ABSTRACT FROM AUTHOR]

Perceptions of organizational politics (POPs) are ever present and have been shown to have many negative effects. This study investigated the influence of perceptions of politics on the consequences of turnover intentions and job frustration; 2 important outcomes in the organizational politics literature. Additionally, this study examined the role of supervisor communication as a moderator of these relationships. We investigated the relationships in a sample of 246 alumni from a midwestern university who were working in a wide range of occupations. Our results provide support for positive associations between POPs and intentions to turnover and job frustration; supervisor communication moderated these relationships. Managerial recommendations and suggestions for future research are offered. [ABSTRACT FROM AUTHOR]

In a field study involving 209 leader–follower dyads, we examined leader–follower agreement regarding perceptions of the leaders' behavior style and follower outcomes of performance, organizational citizenship behavior, affective commitment, and trust in the leader. Using the self–other agreement paradigm, we found that agreement about a leader's style as transactional was positively related to these outcomes, whereas there was no relationship between agreement about a leader's transformational style and any of the outcomes. These findings support our view that a shared interpretation of the leader's transactional behavior is essential for positive follower outcomes, and may also be a necessary precondition for the effective use of transformational leader behavior. Implications for theory and future research are discussed. [ABSTRACT FROM AUTHOR]

This representative study among 2,539 Norwegian employees examines interpersonal problems among targets and perpetrators of workplace bullying. Both targets and perpetrators portrayed elevated levels of interpersonal problems. Yet, the results question the role of a general target personality in explaining exposure to workplace bullying. Although interpersonal problems were reported among 50% of the targets, interpersonal problems were also prevalent in a large proportion of the non-exposed employees. Accordingly, level of interpersonal problems does not easily differentiate targets from non-targets and calls for a broader frame of reference in order to understand the bullying process. [ABSTRACT FROM AUTHOR]

Although the term respect is widely used in society, its determinants and consequences on group-related factors are unclear. In 4 studies (2 pilot studies, validation study, main study), we examined these issues. In the main study, high-level rowing crew members completed measures of respect, liking, and group identification pre- and post-competition; and attribution items post-competition. Although respect and liking did not predict team success, success was associated with subsequent levels of respect, but not liking. The effect of success on group identification was mediated by respect. Moderation analyses indicated that intragroup liking, but not respect, increased the likelihood of group-serving attributions. Results highlight the determinants of respect and its role in group processes and outcomes, and distinguish respect from liking. [ABSTRACT FROM AUTHOR]

This study investigated the impact of the gender composition of the leader–subordinate dyad on the relationship between leaders' transformational leadership behavior and their subordinates' ratings of the leaders' effectiveness. There were 109 dyads of leaders (58 male, 51 female) paired with a subordinate who was either the same or a different gender from themselves. The relationship between a leader's self-report on transformational leadership and their subordinates' evaluation of their performance was significantly less positive for female leaders with male subordinates than for female leaders with female subordinates. The male and female subordinates of male leaders rated their performance as equally effective, regardless of their levels of transformational leadership. [ABSTRACT FROM AUTHOR]

How is preferring same- vs. cross-sex friendships related to one's perceptions of these friendships? In Phase 1, college students ( N = 122) listed qualities they valued in their same- and cross-sex friends. In Phase 2, survey items constructed from the responses were administered to 231 students who indicated a preference for same- vs. cross-sex friendship. Those who reported a preference for opposite-sex friends rated these friendships as higher in closeness, trust, caring, having common interests, and providing narcissistic benefits, compared to those who reported a preference for same-sex friends. Results demonstrate that gender differences often associated with close friendships are greatly attenuated and sometimes reversed when preference for same- vs. cross-sex friendship is included as a moderating variable. [ABSTRACT FROM AUTHOR]

This study addresses how people devalue romantic relationships without devaluing the individuals in the relationship. We examined perceptions of condom use in close relationships in 3 studies. Relationships of couples who used condoms were devalued, relative to relationships of those who used oral contraceptives. However, the perceptions of individuals in the relationships were unchanged by type of birth-control use. In 2 studies, the dyadic devaluation concept was extended to relationships in which one partner was significantly older than the other. Participants believed that relationships in which the woman was substantially older than the man were of lesser quality than relationships in which the man and woman were the same age. Implications for stigma and person perception research are discussed. [ABSTRACT FROM AUTHOR]

Managerial derailment can harm the manager, the morale of coworkers, and can be costly to the organization. Using the logic of social exchange theory and “trickle-down” studies, managers who work effectively with upper management may also work effectively with others. In a field study using a sample of 1,978 practicing managers, the effectiveness of a manager's relationships with upper management positively related to the manager's ability to put people at ease, relating to lessened boss, direct-report, and self-ratings of the extent to which the manager displays the behaviors and characteristics that may lead to potential derailment. Effectively working with upper management may thus have positive implications for the treatment of others, and the potential to derail. [ABSTRACT FROM AUTHOR]

The present research examines how emotions of a third party interacting with an authority who has treated him or her unfairly affect one's feelings of anger toward the authority as a function of the ambiguity of the unfair treatment. Across a scenario and a laboratory study, it was found that when participants did not receive voice and it was unclear whether this was the result of an authority's unfair intentions, participants were less angry when the third party expressed shame, rather than anger, toward the same enacting authority. A second laboratory study replicated this effect, but now by showing that one's feelings of anger (in the case of ambiguity) were lower when the other person expressed guilt, relative to anger. [ABSTRACT FROM AUTHOR]

Two studies were undertaken to examine the moderating effect of identification with a rumor target on rumor impact and refutation effectiveness. We show that identification and its opposite, disidentification, bias the way individuals react to a rumor. That is, as identification with the rumor target increased from disidentification to neutral to identification, belief in an aversive rumor declined. Furthermore, the effectiveness of a refutation was moderated by an individual's level of identification. People with a neutral identification level processed a refutation heuristically and were persuaded by it, whether it contained strong or weak arguments. Disidentifiers, who engaged in systematic processing, believed the rumor less only when the refutation contained strong arguments. Identifiers, processing heuristically, remained unbelieving in the rumor. [ABSTRACT FROM AUTHOR]

Basing hypotheses on social information processing theory, we tested for evidence of coworkers' social influence on employees' organizational cynicism, badmouthing, and supervisor assessments of employees' organizational citizenship behavior (OCB). A significant positive relationship was found between (a) close coworkers' badmouthing behavior and focal employee organizational cynicism; and (b) focal employee organizational cynicism and focal employee badmouthing behavior. A hypothesized negative relationship between organizational cynicism and OCB was not supported. Future research directions are also considered. [ABSTRACT FROM AUTHOR]

Negative stereotyping of older workers has been identified as a major factor in employment discrimination against them. A study of Australian employers’ attitudes toward older workers found systematic negative stereotyping and low likelihood of hiring older workers. The current study employed a national random sample of 267 employers, and tested 3 interventions aimed at promoting positive attitudes toward older workers and increasing the likelihood of their hiring. The first intervention was in the form of a fact sheet; the second aimed at inducing cognitive dissonance; and the third was a combination of the two. The combination intervention produced promising results. Employers in this condition showed more favorable attitudes toward older workers overall, and greater preference toward hiring older workers. [ABSTRACT FROM AUTHOR]

This study explores the relationship between 2 defecting strategies based on the manipulation of information; namely, Machiavellianism and economic opportunism. There are 3 main hypotheses that were confirmed in questionnaire investigations among samples of 191 and 113 university students in Athens. Machiavellianism was positively correlated with economic opportunism, shown by a statistically highly significant positive correlation between scores on scales measuring these 2 concepts. In situations of asymmetric information where they held the advantage, high Machs adopted more opportunistic strategies, showing the greatest inclination to maximize their own profit. High Machs showed less trust in potential economic partners, whom they regarded as untrustworthy maximizers. [ABSTRACT FROM AUTHOR]