Personality and Social Psychology Bulletin最新文献

Research into social identity and morality judgments typically focuses on how the former influences the latter. We approach this theme from the opposite direction, establishing the influence of morality on perceptions of social identity. In three studies, conducted in two cultures, we show that in-group members acting immorally are excluded from the group. Extending this investigation to the overlooked study of out-group-on-out-group behavior, in Studies 2 and 3, we compare perceptions of social inclusion for in-group members following (im)moral behavior toward the in-group with perceptions of out-group members following (im)moral behavior toward the out-group. We show that people treat in-group and out-group members alike with respect to binding morals, which concern preservation and protection of the group, but not individualizing morals, which concern preservation and protection of individual rights. Finally, in Study 3, we confirm the underlying motivating mechanism of reasserting in-group superiority by affirming the positive distinctiveness of one's own group.

The concept of mindfulness has enjoyed much resonance among researchers. Despite this past work, we argue there is a need for a domain-specific conceptualization and measure of financial mindfulness (FM). We first define FM as "the tendency to be highly aware of one's current objective financial state while possessing an acceptance of that state," and, second, develop and validate an eight-item scale to measure individual differences in FM. This article has nine studies, including a field survey administered by a financial services provider to examine actual behavior. Importantly, the FM-Scale is associated with financial behaviors (i.e., sunk cost bias) above and beyond related scales (i.e., money management stress, self-control, and general mindfulness). To the best of our knowledge, our work is the first to provide a succinct way to measure FM that incorporates elements of both awareness and acceptance, highlighting the role of financial acceptance specifically.

People tend to remember information from which they chose better than information assigned to them-a pattern known as the self-choice effect. The present studies tested the hypothesis that choosing for another person also improves memory. Studies 1a and 1b found that choosing for self and choosing for others both enhance memory compared with having no choice. Study 2 found that choosing for others boosts memory regardless of the closeness of the other. Study 3 found no memory benefit of making easy or difficult choices for others, contrary to predictions. And in Study 4 choosing for others enhanced memory only for chosen items. A mini meta-analysis combining all studies supported the conclusion that choosing for others enhances memory on a par with choosing for oneself. These results suggest that the effects of choice on memory signify something other than self-reference, which we presume to be substantially reduced when choosing for others.

This research tested whether institutional change impacts policy support and attitudes toward the social groups impacted by policy change. Study 1 demonstrated across a variety of topics that, when a hypothetical state legislature banned (vs. affirmed) a practice (e.g., allowing companies to implement mandatory anti-racism training), participants perceived less support for the policy and more negative attitudes toward the group impacted (e.g., Black Americans). Study 2, a longitudinal study, investigated the short- and long-term impact of real-world policy change-the U.S. Supreme Court's Dobbs v. Jackson Women's Health Organization ruling that gave states the right to restrict access to abortion. Although the ruling did not produce lasting change in personal support for abortion restriction, it did lead participants to perceive more support for traditional gender roles and to personally endorse traditional gender attitudes more strongly. These results demonstrate the power of institutional policies to influence individually held intergroup attitudes.

Empathic accuracy-the ability to decipher others' thoughts and feelings-promotes relationship satisfaction. Those high in attachment avoidance tend to be less empathically accurate; however, past research has been limited to relatively negative or neutral contexts. We extend work on attachment and empathic accuracy to the positive context of love. To do so, we combined data from three dyadic studies (N = 303 dyads) in which couple members shared a time of love and rated each other's positive emotions. Using the Truth and Bias Model of Judgment, we found that individuals higher (vs. lower) in attachment avoidance were less accurate in inferring their partners' positive emotions during the conversation, but did not systematically over- or under-perceive their partners' positive emotions. Our results suggest that avoidant individuals may be less sensitive to positive cues in their relationships, potentially reducing relational intimacy.

More than 5,000 Native American and Alaska Native women and girls go missing annually in the United States, and murder is the third leading cause of death for those aged 10 to 24. The current studies assess why, despite such statistics, individuals who are not Native American fail to advocate for Missing and Murdered Indigenous Women and Girls (MMIWG). The Pilot Study (N = 205) and Study 1 (N = 3,992) revealed that greater cognitive invisibility of contemporary Native Peoples (i.e., the absence of cognitive representations) was related to greater minimization of Native Peoples' experiences with racism. Racism minimization was associated with greater blaming of MMIWG victims and less blaming of societal contributors to the epidemic. These factors predicted greater apathy toward MMIWG and less MMIWG advocacy. The results suggest that the cognitive invisibility of Native Peoples affords attitudes and beliefs that allow non-Native individuals to deny, justify, and distance themselves from the MMIWG epidemic.

Utilizing reverse correlation, we investigated Black and White participants' mental representations of Black-White Biracial people. Across 200 trails, Black and White participants chose which of two faces best fit specific social categories. Using these decisions, we visually estimated Black and White people's mental representations of Biracial people by generating classification images (CIs). Independent raters blind to condition determined that White CI generators' Biracial CI was prototypically Blacker (i.e., more Afrocentric facial features and darker skin tone) than Black CI generators' Biracial CI (Study 1a/b). Furthermore, independent raters could not distinguish between White CI generators' Black and Biracial CIs, a bias not exhibited by Black CI generators (Study 2). A separate task demonstrated that prejudiced White participants allocated fewer imaginary funds to the more prototypically Black Biracial CI (Study 3), providing converging evidence. How phenotypicality bias, the outgroup homogeneity effect, and hypodescent influences people's mental images of ingroup/outgroup members is discussed.

There are substantive theoretical questions about whether personal values affect romantic relationship functioning. The current research tested the association between personal values and romantic relationship quality while considering potential mediating mechanisms related to pro-relational attitudes, communal strength, intrinsic relationship motivation, and entitlement. Across five studies using different measures of value priorities, we found that the endorsement of self-transcendence values (i.e., benevolence, universalism) was related to higher romantic relationship quality. The findings provided support for the mediating roles of pro-relational attitudes, communal strength, and intrinsic relationship motivation. Finally, a dyadic analysis in our fifth study showed that self-transcendence values mostly influence a person's own relationship quality but not that of their partner. These findings provide the first evidence that personal values are important variables in romantic relationship functioning while helping to map the mechanisms through which this role occurs.

People with biological essentialist beliefs about social groups also tend to endorse biased beliefs about individuals in those groups, including intensified emphasis on the group, stereotypes, and prejudices. These correlations could be due to biological essentialism causing bias, and some experimental studies support this causal direction. Given this prior work, we expected to find that biological essentialism would lead to increased bias compared with a control condition and set out to extend this prior work in a new direction (regarding "value-based" essentialism). But although the manipulation affected essentialist beliefs and essentialist beliefs were correlated with group emphasis (Study 1), stereotyping (Studies 2, 3a, 3b, and 3c), prejudice (Studies 3a), there was no evidence that biological essentialism caused these outcomes (N_Total = 1,903). Given these findings, our initial research question became moot. We thus focus on reexamining the relationship between essentialism and bias.

People sometimes must choose between prioritizing meaningful work or high compensation. Eight studies (N = 4,177; 7 preregistered) examined the relative importance of meaningful work and salary in evaluations of actual and hypothetical jobs. Although meaningful work and high salaries are both perceived as highly important job attributes when evaluated independently, when presented with tradeoffs between these job attributes, participants consistently preferred high-salary jobs with low meaningfulness over low-salary jobs with high meaningfulness (Studies 1-5). Forecasts of happiness and meaning outside of work helped explain condition differences in job interest (Studies 4 and 5). Extending the investigation toward actual jobs, Studies 6a and 6b showed that people express stronger preferences for higher pay (vs. more meaningful work) in their current jobs. Although meaningful work is a strongly valued job attribute, it may be less influential than salary to evaluations of hypothetical and current jobs.