Pub Date : 2018-01-01DOI: 10.1024/1421-0185/a000202
Vincenzo Iacoviello, F. Lorenzi‐Cioldi
Research suggests that members of low-status groups are more likely than members of high-status groups to show self-depersonalization and to favor ingroup members over outgroup members. The present research tests two alternative explanations of this status asymmetry: One explanation is based on the motive for achieving a positive social identity, and the other explanation is based on the willingness to cope with a social identity threat. Three minimal group experiments examine these two explanations. Supporting the identity motive explanation, the findings show that self-depersonalization (Studies 1–3) and ingroup favoritism (Study 3) are less prominent in the high-status group than in the low-status and the status-unspecified groups. Moreover, the results do not support the identity threat explanation because self-depersonalization and ingroup favoritism were not weaker in the low-status group than in the status-unspecified group.
{"title":"Self-Depersonalization and Ingroup Favoritism in Minimal Group Hierarchies","authors":"Vincenzo Iacoviello, F. Lorenzi‐Cioldi","doi":"10.1024/1421-0185/a000202","DOIUrl":"https://doi.org/10.1024/1421-0185/a000202","url":null,"abstract":"Research suggests that members of low-status groups are more likely than members of high-status groups to show self-depersonalization and to favor ingroup members over outgroup members. The present research tests two alternative explanations of this status asymmetry: One explanation is based on the motive for achieving a positive social identity, and the other explanation is based on the willingness to cope with a social identity threat. Three minimal group experiments examine these two explanations. Supporting the identity motive explanation, the findings show that self-depersonalization (Studies 1–3) and ingroup favoritism (Study 3) are less prominent in the high-status group than in the low-status and the status-unspecified groups. Moreover, the results do not support the identity threat explanation because self-depersonalization and ingroup favoritism were not weaker in the low-status group than in the status-unspecified group.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"57225750","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-01-01DOI: 10.1024/1421-0185/a000205
C. Pocnet, J. Antonietti, A. von Gunten, J. Rossier
We analyzed the psychometric properties of the Structured Interview for the Five-Factor Model (SIFFM) in a French-speaking Swiss sample and compared the French version to the original English version. A community-based sample of 260 participants (183 women and 77 men, aged 20 to 88 years, Mage = 46.23, SDage = 16.37) were assessed using the SIFFM and the NEO-FFI-R. Forty of the participants agreed to be filmed or to be assessed by two investigators simultaneously. The internal consistency coefficients of the five dimensions of SIFFM ranged from .63 to .84. An exploratory factor analysis within the confirmatory factor analysis framework showed that the structure of the French version of the SIFFM was in line with the structure suggested by the Five-Factor Model. Except for the modesty and dutifulness subscales, each facet scale had its highest factor loading on the factor representing the targeted domain. Moreover, a principal axis joint factor analysis of the SIFFM and NEO-FFI-R domains suggested that the convergent validity between the two instruments was adequate. Furthermore, the interrater reliability coefficients for the SIFFM scores were high. The French version of the SIFFM shows acceptable psychometric properties, comparable to those of the English version, and may be an informative assessment method and an alternative to self-report measures.
{"title":"Validation of an Adapted French Form of the Structured Interview for the Five-Factor Model (SIFFM) in a Swiss Sample","authors":"C. Pocnet, J. Antonietti, A. von Gunten, J. Rossier","doi":"10.1024/1421-0185/a000205","DOIUrl":"https://doi.org/10.1024/1421-0185/a000205","url":null,"abstract":"We analyzed the psychometric properties of the Structured Interview for the Five-Factor Model (SIFFM) in a French-speaking Swiss sample and compared the French version to the original English version. A community-based sample of 260 participants (183 women and 77 men, aged 20 to 88 years, Mage = 46.23, SDage = 16.37) were assessed using the SIFFM and the NEO-FFI-R. Forty of the participants agreed to be filmed or to be assessed by two investigators simultaneously. The internal consistency coefficients of the five dimensions of SIFFM ranged from .63 to .84. An exploratory factor analysis within the confirmatory factor analysis framework showed that the structure of the French version of the SIFFM was in line with the structure suggested by the Five-Factor Model. Except for the modesty and dutifulness subscales, each facet scale had its highest factor loading on the factor representing the targeted domain. Moreover, a principal axis joint factor analysis of the SIFFM and NEO-FFI-R domains suggested that the convergent validity between the two instruments was adequate. Furthermore, the interrater reliability coefficients for the SIFFM scores were high. The French version of the SIFFM shows acceptable psychometric properties, comparable to those of the English version, and may be an informative assessment method and an alternative to self-report measures.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"57225880","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-01-01DOI: 10.1024/1421-0185/a000204
C. Potard, Baptiste Lignier, Audrey Henry
The Narcissistic Personality Inventory (NPI) is widely used in social and personality psychology. The present study validates a French version of the NPI (NPI-Fr) for use with young adults. Respondents (N = 1275, Mage = 21.83, SD = 4.97) completed the NPI and two other convergent measures (Rosenberg Self-Esteem Scale and French version of the Big Five Inventory) for three validation steps. Exploratory factor analyses yielded evidence for a structure with either two (Power/Authority, Exhibitionism/Self-Admiration) or four (Leadership/Authority, Grandiosity/Exhibitionism, Special Person, Exploitativeness/Entitlement) first-order factors for the NPI. Confirmatory factor analyses supported the 33-item four-factor model, with moderate model fit indices (&khgr;2/df = 2.04, RMSEA = .058, CFI = .90, GFI = .85). We found significant positive correlations (r = .11 to .44) with self-esteem, Extraversion, and Openness, and a negative correlation with Neuroticism (r = –.09 to –.21). There was high internal consistency, with a reliability coefficient of &agr; = .73 to .93, while test–retest reliability at 4 weeks was satisfactory. Our results confirm the psychometric quality of the questionnaire for French young adults.
{"title":"Psychometric Properties of a French Version of the Narcissistic Personality Inventory in Young Adults","authors":"C. Potard, Baptiste Lignier, Audrey Henry","doi":"10.1024/1421-0185/a000204","DOIUrl":"https://doi.org/10.1024/1421-0185/a000204","url":null,"abstract":"The Narcissistic Personality Inventory (NPI) is widely used in social and personality psychology. The present study validates a French version of the NPI (NPI-Fr) for use with young adults. Respondents (N = 1275, Mage = 21.83, SD = 4.97) completed the NPI and two other convergent measures (Rosenberg Self-Esteem Scale and French version of the Big Five Inventory) for three validation steps. Exploratory factor analyses yielded evidence for a structure with either two (Power/Authority, Exhibitionism/Self-Admiration) or four (Leadership/Authority, Grandiosity/Exhibitionism, Special Person, Exploitativeness/Entitlement) first-order factors for the NPI. Confirmatory factor analyses supported the 33-item four-factor model, with moderate model fit indices (&khgr;2/df = 2.04, RMSEA = .058, CFI = .90, GFI = .85). We found significant positive correlations (r = .11 to .44) with self-esteem, Extraversion, and Openness, and a negative correlation with Neuroticism (r = –.09 to –.21). There was high internal consistency, with a reliability coefficient of &agr; = .73 to .93, while test–retest reliability at 4 weeks was satisfactory. Our results confirm the psychometric quality of the questionnaire for French young adults.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"57225835","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-09-12DOI: 10.1024/1421-0185/a000201
Jana Nikitin, A. Freund
Establishing new social relationships is important for mastering developmental transitions in young adulthood. In a 2-year longitudinal study with four measurement occasions (T1: n = 245, T2: n = 96, T3: n = 103, T4: n = 85), we investigated the role of social motives in college students’ mastery of the transition of moving out of the parental home, using loneliness as an indicator of poor adjustment to the transition. Students with strong social approach motivation reported stable and low levels of loneliness. In contrast, students with strong social avoidance motivation reported high levels of loneliness. However, this effect dissipated relatively quickly as most of the young adults adapted to the transition over a period of several weeks. The present study also provides evidence for an interaction between social approach and social avoidance motives: Social approach motives buffered the negative effect on social well-being of social avoidance motives. These results illustrate the importance of social approach and social avoidance motives and their interplay during developmental transitions.
{"title":"Social Motives Predict Loneliness During a Developmental Transition","authors":"Jana Nikitin, A. Freund","doi":"10.1024/1421-0185/a000201","DOIUrl":"https://doi.org/10.1024/1421-0185/a000201","url":null,"abstract":"Establishing new social relationships is important for mastering developmental transitions in young adulthood. In a 2-year longitudinal study with four measurement occasions (T1: n = 245, T2: n = 96, T3: n = 103, T4: n = 85), we investigated the role of social motives in college students’ mastery of the transition of moving out of the parental home, using loneliness as an indicator of poor adjustment to the transition. Students with strong social approach motivation reported stable and low levels of loneliness. In contrast, students with strong social avoidance motivation reported high levels of loneliness. However, this effect dissipated relatively quickly as most of the young adults adapted to the transition over a period of several weeks. The present study also provides evidence for an interaction between social approach and social avoidance motives: Social approach motives buffered the negative effect on social well-being of social avoidance motives. These results illustrate the importance of social approach and social avoidance motives and their interplay during developmental transitions.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2017-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45745006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-09-12DOI: 10.1024/1421-0185/a000199
Junhua Dang, L. Mao
Self-other similarity judgment asymmetry refers to the tendency of people to judge others to be more similar to themselves than they judge themselves to be similar to others. This effect can be explained with both a cognitive model (Tversky, 1977) and a motivational explanation (Codol, 1987). Recent research has provided initial evidence for the core assumption of the motivational explanation and tested a hypothesis that can only be derived from the motivational explanation. The present study aims to provide further evidence for the motivational explanation by testing another hypothesis derived from it that goes beyond the cognitive model. Our results show that participants with a strong need for uniqueness tended to exhibit self-other asymmetry, but only with respect to attributes that were difficult to falsify.
{"title":"Further Support for the Motivational Explanation of Self-Other Similarity Judgment Asymmetry","authors":"Junhua Dang, L. Mao","doi":"10.1024/1421-0185/a000199","DOIUrl":"https://doi.org/10.1024/1421-0185/a000199","url":null,"abstract":"Self-other similarity judgment asymmetry refers to the tendency of people to judge others to be more similar to themselves than they judge themselves to be similar to others. This effect can be explained with both a cognitive model (Tversky, 1977) and a motivational explanation (Codol, 1987). Recent research has provided initial evidence for the core assumption of the motivational explanation and tested a hypothesis that can only be derived from the motivational explanation. The present study aims to provide further evidence for the motivational explanation by testing another hypothesis derived from it that goes beyond the cognitive model. Our results show that participants with a strong need for uniqueness tended to exhibit self-other asymmetry, but only with respect to attributes that were difficult to falsify.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2017-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43391900","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-09-12DOI: 10.1024/1421-0185/a000200
C. Hellemans, Davide Dal Cason, A. Casini
This research examines the role of colleagues’ helping behavior in workplace bullying. Although colleagues are often able to intervene to support the victim or stop the bullying, passive behavior and nonintervention are more frequent. The bystander effect described by Latané and Darley (1970) has been studied in the context of school bullying and sexual harassment, but only rarely has it been studied in the context of workplace bullying. We tested the influence of the belief in a just world for others, self-efficacy, perceived severity, and causal attribution as determinants of three types of bystander helping behavior. We used a vignette describing a case of bullying in a vertically organized workplace in an online questionnaire survey, which was completed by 194 workers. The results showed that low self-efficacy was associated with nonintervention, that perceived severity mainly determined public helping behavior, and that both internal and external causal attributions contributed to explaining both emotional and public support for the harassed colleague. The results highlight the importance of training to increase awareness and recognition of bullying phenomena among colleagues.
{"title":"Bystander Helping Behavior in Response to Workplace Bullying","authors":"C. Hellemans, Davide Dal Cason, A. Casini","doi":"10.1024/1421-0185/a000200","DOIUrl":"https://doi.org/10.1024/1421-0185/a000200","url":null,"abstract":"This research examines the role of colleagues’ helping behavior in workplace bullying. Although colleagues are often able to intervene to support the victim or stop the bullying, passive behavior and nonintervention are more frequent. The bystander effect described by Latané and Darley (1970) has been studied in the context of school bullying and sexual harassment, but only rarely has it been studied in the context of workplace bullying. We tested the influence of the belief in a just world for others, self-efficacy, perceived severity, and causal attribution as determinants of three types of bystander helping behavior. We used a vignette describing a case of bullying in a vertically organized workplace in an online questionnaire survey, which was completed by 194 workers. The results showed that low self-efficacy was associated with nonintervention, that perceived severity mainly determined public helping behavior, and that both internal and external causal attributions contributed to explaining both emotional and public support for the harassed colleague. The results highlight the importance of training to increase awareness and recognition of bullying phenomena among colleagues.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2017-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44787152","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-06-19DOI: 10.1024/1421-0185/a000198
V. Hagemann
The individual attitudes of every single team member are important for team performance. Studies show that each team member’s collective orientation – that is, propensity to work in a collective manner in team settings – enhances the team’s interdependent teamwork. In the German-speaking countries, there was previously no instrument to measure collective orientation. So, I developed and validated a German-language instrument to measure collective orientation. In three studies (N = 1028), I tested the validity of the instrument in terms of its internal structure and relationships with other variables. The results confirm the reliability and validity of the instrument. The instrument also predicts team performance in terms of interdependent teamwork. I discuss differences in established individual variables in team research and the role of collective orientation in teams. In future research, the instrument can be applied to diagnose teamwork deficiencies and evaluate interventions for developing team members’ collective orientation.
{"title":"Development of a German-Language Questionnaire to Measure Collective Orientation as an Individual Attitude","authors":"V. Hagemann","doi":"10.1024/1421-0185/a000198","DOIUrl":"https://doi.org/10.1024/1421-0185/a000198","url":null,"abstract":"The individual attitudes of every single team member are important for team performance. Studies show that each team member’s collective orientation – that is, propensity to work in a collective manner in team settings – enhances the team’s interdependent teamwork. In the German-speaking countries, there was previously no instrument to measure collective orientation. So, I developed and validated a German-language instrument to measure collective orientation. In three studies (N = 1028), I tested the validity of the instrument in terms of its internal structure and relationships with other variables. The results confirm the reliability and validity of the instrument. The instrument also predicts team performance in terms of interdependent teamwork. I discuss differences in established individual variables in team research and the role of collective orientation in teams. In future research, the instrument can be applied to diagnose teamwork deficiencies and evaluate interventions for developing team members’ collective orientation.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2017-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49539656","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-06-19DOI: 10.1024/1421-0185/a000197
A. Chirumbolo, Flavio Urbini, A. Callea, A. Talamo
The detrimental effects of job insecurity are well recognized in the scientific literature. In this paper, we investigate the impact of qualitative job insecurity on an outcome that has been somewhat neglected to date: organizational identification. In addition, we test the moderating role of organizational justice in the relationship between qualitative job insecurity and organizational identification. A group of 170 workers completed a questionnaire assessing qualitative job insecurity, overall organizational justice, and identification with the organization. We found that qualitative job insecurity was negatively related to organizational identification as well as to organizational justice. Organizational justice buffered the negative impact of qualitative job insecurity on organizational identification. When organizational justice was low, qualitative job insecurity was significantly negatively related to organizational identification. However, when organizational justice was high, qualitative job insecurity and organizational identification were unrelated.
{"title":"The Impact of Qualitative Job Insecurity on Identification with the Organization: The Moderating Role of Overall Organizational Justice","authors":"A. Chirumbolo, Flavio Urbini, A. Callea, A. Talamo","doi":"10.1024/1421-0185/a000197","DOIUrl":"https://doi.org/10.1024/1421-0185/a000197","url":null,"abstract":"The detrimental effects of job insecurity are well recognized in the scientific literature. In this paper, we investigate the impact of qualitative job insecurity on an outcome that has been somewhat neglected to date: organizational identification. In addition, we test the moderating role of organizational justice in the relationship between qualitative job insecurity and organizational identification. A group of 170 workers completed a questionnaire assessing qualitative job insecurity, overall organizational justice, and identification with the organization. We found that qualitative job insecurity was negatively related to organizational identification as well as to organizational justice. Organizational justice buffered the negative impact of qualitative job insecurity on organizational identification. When organizational justice was low, qualitative job insecurity was significantly negatively related to organizational identification. However, when organizational justice was high, qualitative job insecurity and organizational identification were unrelated.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2017-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44592838","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-06-19DOI: 10.1024/1421-0185/a000196
M. Bouvard, J. Roulin
This article examines the internal validity of the French version of the Big Five Questionnaire for Children (BFQ-C). We first performed confirmatory factor analyses (CFA) to determine the fit of the factor structure identified in previous research on the BFQ-C and then used exploratory factor analyses. A sample of 399 children (192 boys and 207 girls) recruited from elementary schools completed the BFQ-C in their classrooms. Participants were 8 to 12 years old with a mean age of 9.58 years (SD = 0.98). The results indicated poor goodness-of-fit statistics for the CFA solution. Exploratory factor analysis improved the model fit markedly over conventional CFA. The factor structure of the French version of the BFQ-C suggested reasonable fit for the five intercorrelated factors corresponding to the Big Five with the exploratory factor analyses, even if the fifth factor appeared to be more problematic than the other 4 factors.
{"title":"Exploratory Factor Analysis of the French Version of the Big Five Questionnaire for Children (BFQ-C)","authors":"M. Bouvard, J. Roulin","doi":"10.1024/1421-0185/a000196","DOIUrl":"https://doi.org/10.1024/1421-0185/a000196","url":null,"abstract":"This article examines the internal validity of the French version of the Big Five Questionnaire for Children (BFQ-C). We first performed confirmatory factor analyses (CFA) to determine the fit of the factor structure identified in previous research on the BFQ-C and then used exploratory factor analyses. A sample of 399 children (192 boys and 207 girls) recruited from elementary schools completed the BFQ-C in their classrooms. Participants were 8 to 12 years old with a mean age of 9.58 years (SD = 0.98). The results indicated poor goodness-of-fit statistics for the CFA solution. Exploratory factor analysis improved the model fit markedly over conventional CFA. The factor structure of the French version of the BFQ-C suggested reasonable fit for the five intercorrelated factors corresponding to the Big Five with the exploratory factor analyses, even if the fifth factor appeared to be more problematic than the other 4 factors.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2017-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42374923","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-06-19DOI: 10.1024/1421-0185/a000195
Klea Faniko, Till Burckhardt, Oriane Sarrasin, F. Lorenzi‐Cioldi, Siri Øyslebø Sørensen, Vincenzo Iacoviello, E. Mayor
Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.
{"title":"Quota Women Are Threatening to Men: Unveiling the (Counter)Stereotypization of Beneficiaries of Affirmative Action Policies","authors":"Klea Faniko, Till Burckhardt, Oriane Sarrasin, F. Lorenzi‐Cioldi, Siri Øyslebø Sørensen, Vincenzo Iacoviello, E. Mayor","doi":"10.1024/1421-0185/a000195","DOIUrl":"https://doi.org/10.1024/1421-0185/a000195","url":null,"abstract":"Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.","PeriodicalId":46193,"journal":{"name":"Swiss Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":0.8,"publicationDate":"2017-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43613423","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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