Asian Journal of Social Psychology最新文献

Research on the interplay between negative direct intergroup contact frequency and outgroup humanization in intergroup relations is limited. Thus, across two different intergroup settings (i.e., Switzerland and Kosovo; N = 435), we examined individuals' positive behavioural intentions towards outgroup members (i.e., immigrants in Study 1 and the Roma in Study 2) as a function of both negative direct intergroup contact and humanizing information versus positive but not humanizing information (both studies) and control/no information (Study 2). Results show that information portraying outgroup members in a humanizing light (versus positive and/or control with no information) decreased anxiety (in both studies) and increased empathy (Study 2), which then related to more positive behavioural intentions among people who reported high versus low levels of negative direct contact with outgroup members. In this article, we discuss the theoretical and practical implications of our findings concerning intergroup relations.

Using the lens of interpretative phenomenological analysis, this study explored the leadership experiences of bicultural business leaders in the Philippines. Semistructured interviews were conducted among 16 leaders in family-owned, small and medium-sized enterprises in the Philippines who are ethnically Chinese and have Filipino nationality. Findings focused on salient expressions of biculturalism in leadership, bicultural leadership challenges, and advantages. Most of the participants experienced fluidity in their expressions of Filipino and Chinese identities and how these manifest in the workplace. Challenges shared pertain to generational factors as participants assumed leadership roles through kinship, as well as relational challenges reflective of cultural nuances. The leaders view their being bicultural as having the “best of both worlds” as they have greater access to cultural information and a more holistic view of which values and norms to use in their leadership roles and in various social interactions. Fluency in communicating in Chinese and Filipino was perceived to enable effective interactions and facilitate trust building with their customers, employees, and suppliers. Implications focused on the need to consider biculturalism in leadership development programmes in educational institutions and organizations, especially with increasing bi/multiculturalism in workplaces.

People hold different perspectives about how they think the world is changing or should change. We examined five of these “worldviews” about change: Progress, Golden Age, Endless Cycle, Maintenance, and Balance. In Studies 1–4 (total N = 2733) we established reliable measures of each change worldview, and showed how these help explain when people will support or oppose social change in contexts spanning sustainability, technological innovations, and political elections. In mapping out these relationships we identify how the importance of different change worldviews varies across contexts, with Balance most critical for understanding support for sustainability, Progress/Golden Age important for understanding responses to innovations, and Golden Age uniquely important for preferring Trump/Republicans in the 2016 US election. These relationships were independent of prominent individual differences (e.g., values, political orientation for elections) or context-specific factors (e.g., self-reported innovativeness for responses to innovations). Study 5 (N = 2140) examined generalizability in 10 countries/regions spanning five continents, establishing that these worldviews exhibited metric invariance, but with country/region differences in how change worldviews were related to support for sustainability. These findings show that change worldviews can act as a general “lens” people use to help determine whether to support or oppose social change.

Drawing on social identity theory, this conceptual article proposes how working in a male-dominated top management team (TMT) leads to changes in the social psychology of female executives over time. Further, it simultaneously incorporates the role of various factors to develop a comprehensive understanding of positive as well as negative change experiences of female executives. Based on thorough review and integration of the relevant literature from the domains of organizational behaviour, gender management, and psychology, key themes have been extracted and a conceptual model has been proposed. It is suggested that female executives are likely to face epistemological shock after becoming a part of male-dominated TMTs; however, proactive interactions and development of their cultural toolkit is expected to polish leadership capabilities and improve leader identity in them. Conversely, challenges in developing their cultural toolkit may lead to experiences of emotional exhaustion and the eventual psychological detachment of female executives from their teams and work environment. Unlike the focus of existing literature on general social and cultural challenges faced by female workers, this research offers a unique theoretical direction regarding the essence of extensive psychological changes and their long-term prospects for females in male-dominated TMTs. Finally, it also offers practical implications for highlighting various ways to encourage proactivity and social support for creating diversity and inclusion-based leadership in organizations.

Adolescence is a transitional phase in psychosocial development in which individuals learn to navigate their social worlds. The need to socialize, connect with, and empathize with others is especially pronounced in this phase. This study aimed to develop and validate a self-report empathy measure for adolescents, the Multidimensional Empathy Scale for Adolescents (MESA). Based on the theories and research on empathy, we created 24 items to measure six dimensions of empathy (cognitive, affective, positive, negative, majority, and minority). The dimensional structure of the MESA was examined in two independent samples of adolescents. The hypothesized six-factor model of the MESA showed a good fit for both samples. Reliability analyses demonstrated that the MESA had high internal consistency and test–retest reliability. Furthermore, the MESA showed high convergent, discriminant, and incremental validity, as indicated by positive correlations with existing measures of empathy, idiocentrism–allocentrism, and social interest scales. The MESA, as a unique measure of six types of empathy, can be a valuable tool to assist adolescents in developing a balanced sense of empathy.

This article investigates the impact of individualism–collectivism on a person's willingness to donate organs. In Study 1, an online survey showed that individualism–collectivism was significantly and positively associated with participants' willingness to register as organ donors while perceived benefit mediated this relationship. Study 2 demonstrated the causal effect of individualism–collectivism on organ donation intentions using a priming technique. Participants primed with collectivism were more likely to register as organ donors than those primed with individualism. Our findings provide unique insights into whether cultural values (i.e., individualism–collectivism) can predict people's organ donation intentions.

The literature on emotion regulation in general lacks cultural and contextual sensitivity and is mainly focused on adult participants. Therefore, we developed the Children's Dual Emotion Regulation Strategy (CDERS) scale as a scenario-based measurement that integrates Western and East Asian cultural perspectives. In Study 1 (N = 1120), six interpersonal conflict scenarios were generated, and each scenario consisted of four emotion regulation strategies (i.e., expression, forbearance, impulsiveness, and suppression), thereby including 24 items in total. A confirmatory factor analysis confirmed the four-factor structure. Concurrent validity revealed that the four strategies in the CDERS accounted for 18%–20% of the variance in predicting positive self-concept and life adjustment. In Study 2 (N = 319), predictive validity revealed that CDERS accounted for 12%–16% of the variance in predicting six outcomes. Incremental validity showed that the CDERS significantly accounted for an additional 3%–11% of the variance in predicting all outcomes above and beyond the existing Western and East Asian emotion regulation measures. The CDERS subscales showed acceptable internal and test–retest reliability. In summary, these studies suggest that the CDERS is a reliable and valid measure. The implications of the results point out suggestions for culturally sensitive practices.

Scientific evidence shows that institutional decisions can change individuals' private attitudes towards relevant issues. However, little is known about their effect on individuals' perceptions of social norms. This intriguing question has gained the attention of scholars. Nonetheless, the findings are primarily observed only in samples of the Western, Educated, Industrialised, Rich, and Democratic countries, leading to doubts about their generalisability. This study experimentally tested residents' (N = 411) reactions to the new Tokyo ordinance prohibiting discrimination against sexual minorities enacted on October 5, 2018, and tested whether it dispelled self–other discrepancies regarding tolerance towards sexual minorities (i.e., pluralistic ignorance). The results showed that exposure to information about enactment increased future perceptions of support and understanding of sexual minorities. By contrast, private attitudes, perceptions of current social norms, and willingness to speak out did not change. Willingness to speak out was indirectly enhanced through increased perceptions of gaining future support. Furthermore, Tokyo residents overestimated other residents' negative attitudes towards sexual minorities. However, even when informed of the new ordinance, this self–other discrepancy in intolerance towards sexual minorities was not corrected. These findings suggest that institutional decisions can shape the perception of social norm change in the future beyond Western countries.

We tested the effect of mask use and other-race effect on (a) face recognition, (b) recognition of facial expressions, and (c) social distance. Caucasian subjects were tested in a matching-to-sample paradigm with either masked or unmasked Caucasian and Asian faces. The participants exhibited the best performance in recognizing an unmasked face condition and the poorest to recognize a masked face that they had seen earlier without a mask. Accuracy was poorer for Asian faces than Caucasian faces. The second experiment presented Asian or Caucasian faces having emotional expressions, with and without masks. The participants' emotion recognition performance decreased for masked faces. From the most accurately to least accurately recognized emotions were as follows: happy, neutral, disgusted, fearful. Performance was poorer for Asian stimuli compared to Caucasian. In Experiment 3 the same participants indicated the social distance they would prefer with each pictured person. They preferred a wider distance with unmasked faces compared to masked faces. Distance from farther to closer was as follows: disgusted, fearful, neutral, and happy. They preferred wider social distance for Asian compared to Caucasian faces. Altogether, findings indicated that during the COVID-19 pandemic mask wearing decreased recognition of faces and emotional expressions, negatively impacting communication among people from different ethnicities.