Asian Journal of Social Psychology最新文献

This study examines the relationship between relationship conflict and cross-functional team innovative behaviour with transactive memory system (TMS) as a mediator and team-oriented leadership as a moderator. Adopting a two-wave data collection procedure, 584 team members and 113 team leaders from 20 organizations participated in this study. The PROCESS macro for SPSS was used to test the hypothesized relationships. The results indicate that the TMS mediates the relationship between relationship conflict and cross-functional team innovative behaviour. Moreover, team-oriented leadership moderates the relationship between relationship conflict and cross-functional team innovative behaviour as well as between relationship conflict and the transactive memory system. Additionally, it moderates the indirect effect of relationship conflict and cross-functional team innovative behaviour via the TMS. In particular, all three relationships become weaker when team-oriented leadership is high. Based on social information processing theory, this study makes an additional contribution to the current conflict management literature by providing empirical evidence on the mediating role of the TMS and the moderating role of team-oriented leadership in how relationship conflict affects cross-functional team innovative behaviour.

When predicting someone's performance, people expect that short runs of consistent successful outcomes will continue—the hot-hand. This tendency has been shown in contexts where athletes show a local performance streak, but no other information about their performance is provided. In real-life settings, performance predictions often use global-performance records like success-rate probabilities, although judgements often neglect such statistical information. Aimed at understanding psychological momentums, in a classical sports domain the present work explores how global-performance information (success rates) about an athlete impacts intentionality judgements and moderate predictions of success after a streak. Four studies show that (1) although participants tend to predict the continuation of streaks of success, they are less likely to predict that successful streaks will continue when success rates are low (vs. high or unknown); (2) sensitiveness to local performance's consistency affects perceived ability for high-success rate athletes and perceived effort for low success-rate athletes; (3) the mediation model describing that intentionality attributions mediate the effect of global success-rate information on performance predictions fits the data. Theoretical and practical implications are discussed.

Accents are an important differentiator between groups which influence social perception and interaction, especially in a diverse country like Singapore. Social identity theory suggests that individuals would exhibit favoritism towards their own accents. However, the accent prestige theory demonstrates instances whereby foreign accents are perceived as more prestigious than one's own accent and are associated with more positive characteristics. This paper sought to explore which of these two theories is more prevalent in Singapore by comparing the perceptions of American English accents and local Singaporean English accents along the competence-warmth paradigm of the Stereotype Content Model. Further, the current research also sought to examine the mediating effect of competence/warmth on the relationship between accents and social influence. Study 1 showed that Singaporeans perceived American-accented speakers as significantly more competent (but not warmer) than local accented speakers. Furthermore, increased perceived competence significantly mediated the relationship between American accents and social influence. Study 2 further investigated perceived threat as a potential moderator in this mediating relationship. The findings replicated the accent-competence-social influence relations in Study 1 but found no effect of perceived threat. Taken together, the findings supported accent prestige towards American accents within Singapore. Theoretical and practical implications were discussed.

Implicit (i.e. unconscious) racial biases held by health professionals negatively affect patient–practitioner communication and health outcomes. Implicit biases are typically assessed through implicit association tests (IATs). We extracted cross-sectional IAT data originating in Australia from two large publicly available data sets hosted by Project Implicit. In total, IATs were available from 1956 healthcare workers (1249 of European ethnicity; 829 professionals/technicians as opposed to support workers). All had participated between 2006 and 2022. Levels of implicit skin tone bias were found to be moderate according to Project Implicit guidelines and substantially greater than zero (d = 0.87). Participants of European ethnicity and older age scored higher, but there were no differences across occupation types (professional vs. support worker) or over years. Consistent with findings around the world, the findings highlight a need for interventions that could reduce implicit bias and thereby improve the healthcare experiences of people from minority groups.

In this paper, we argue that one of the variables that may influence perceived inequality in everyday life is cultural differences in relational mobility. We examined this research question across two cross-cultural studies in Japan (Study 1, N = 196; Study 2, N = 214) and Spain (Study 1, N = 199; Study 2, 199), two countries that differ in their relational mobility levels. In Study 1, we contrasted two competing hypotheses: On the one hand, it could be predicted that individuals in countries with high relational mobility perceive greater inequality due to increased exposure to diverse social networks. On the other hand, it is also plausible that in contexts of high relational mobility, people perceive less inequality as they selectively choose to interact with individuals who share similar social backgrounds. Results supported the former hypotheses and showed that people in a country high in relational mobility (i.e. Spain) tend to perceive more economic inequality (vs. Japan, a country low in relational mobility). Moreover, we found an indirect effect of this cross-cultural difference through the cultural affordances for meeting new people (i.e. one of the dimensions of relational mobility). In Study 2, we preregistered and replicated these results.

Collective actions (e.g., protest marches, social movements) that begin peacefully sometimes turn into violent clashes between demonstrators and police, with alarming consequences. Research on the violent turn, informed by intergroup social psychology and micro-sociology, has made significant but separate advances. We review them jointly to form an integrated, fuller understanding of the violent turn and promote interdisciplinary dialogue by discussing their respective strengths and identifying areas where they complement each other. For these purposes we first extract from the psychology of interpersonal aggression literature a three-phase temporal pattern of aggression escalation to provide a common reference for reviewing representative studies and theories in intergroup social psychology (e.g., elaborated social identity model of crowd rioting, intergroup emotions theory) and micro-sociology (e.g., micro-sociological theory of violence, emotional dynamics and behavioural dynamics). The results of our analysis show a sequence of events beginning from instigators and their impellance in the early phase of the violent turn, psychological transformations forming a proclivity to aggress in the middle phase, and collective empowerment that disinhibits violence in the late phase. Group power and, to a less extent, group emotions permeate all phases. The sequence of events reveals transitional points where intervention may be applied to avert or abort violence.

The COVID-19 pandemic has caused governments and individuals to face important but difficult trade-offs between health and the economy. How do individuals choose between health and economic outcomes during the pandemic? Based on the behavioural immune system (BIS) theory and the life history (LH) theory, the present study examined the effects of individual differences in pathogen disgust sensitivity and life history strategy on people's health-economic trade-offs during the COVID-19 pandemic. Results of an online study (N = 300) showed that people with higher pathogen disgust sensitivity felt less sense of control during the pandemic, and therefore chose health-related options over economic-related options. In addition, the association between pathogen disgust sensitivity and health outcome preference only existed in people with relatively faster life history strategies. Further, people's health-economic trade-offs were not influenced by their current economic status. Findings have important implications for policymakers and the public to understand people's health-economic choices during the pandemic.

The present study investigated whether multicultural variables derived from the Multicultural Assessment-Intervention Process model (shifting, gender roles, acculturation, perceived discrimination) could predict levels of internalized weight bias (IWB) or disordered eating behaviours in 429 Asian American adult women. A facet of shifting, White beauty conformity and mainstream acculturation were the only multicultural variables that significantly predicted all five body- and eating-related outcomes (IWB, restraint, eating, shape and weight concerns). Gender roles and two aspects of perceived discrimination (social exclusion and stigmatization) also showed predictive ability for one or more of the outcome measures. Results highlight the relationship between multicultural and body- and eating-related variables for Asian American women and underscore the salience of body shape and weight, the importance placed on conforming to Western culture and beauty standards and the detrimental effects of doing so for this population. Clinical implications and future research are discussed.

Stereotypes often link female employees with increased family–work conflicts and low work outcomes. Nevertheless, female employees may excel in both home and work environments. This study aimed to examine the effect of maximizing tendency on female employees' family-to-work enrichment and adaptivity. A three-wave survey involving 1074 female employees was conducted. Results indicated that maximizing tendency positively predicts adaptivity via family-to-work enrichment. Spousal relationship quality weakens the effect of maximizing on family-to-work enrichment and employee adaptivity. The findings highlight the benefits of maximizing tendency in female employees, suggesting a bright side to maximizing as it enhances adaptability in dynamic work situations. The study also identifies maximizing tendency as a novel personal characteristic that facilitates resource transfer from family to work domain. The findings offer a valuable perspective for promoting female employees' success in the workplace.

The Time Perception Scale (Niiya, 2019, Journal of Happiness Studies) measures people's perception of time as zero-sum (i.e., the perception that they are taking time away from others, that they are offering time to others, or that others are taking away time from them) and nonzero-sum (i.e., the perception that time spent on others is time spent on themselves). This scale was validated in Japan, but whether people from a non-Asian culture also perceive time as nonzero-sum remained unknown. We tested the measurement invariance of the Time Perception Scale with 189 Americans and 240 Japanese and examined its correlations with psychological well-being and cultural self-construals. We confirmed the configural, metric, and partial scalar invariance of the scale and also found that zero-sum and nonzero-sum time perceptions were differently associated with basic needs satisfaction, life satisfaction, and interdependent self-construal in both cultures. Nonzero-sum time perception may provide a new possibility where a concept derived from East Asian philosophy can contribute to our psychological well-being.