Pub Date : 2023-03-31DOI: 10.1177/01902725231162074
J. Ermisch, Diego Gambetta, S. L. Iacono, Burak Sonmez
We provide a conceptual replication of an experimental study that uncovered a robust correlation between the strength of individuals’ family ties and their distrust of strangers, striving to establish whether the link is causal. Using a different subjects pool and an online setting, we repeat the binary trust-game experiment from Ermisch and Gambetta and enrich it by manipulating the payoffs to create a low-trust and high-trust environment. The key finding is corroborated, but as expected, only in the high-trust environment. The two environments further allow us to impose a diff-and-diff design on the data, which rules out selection of low-trusting individuals into strong-tied families and gives us indirect evidence of causation, namely, that having strong family ties stunts the development of trust in strangers. Our findings support the emancipatory theory of trust proposed by Toshio Yamagishi and could be interpreted as uncovering the micro foundations of classic ethnographic studies, such as that by Edward Banfield, which described how subcultures fostering tight bonds within families or small groups make cooperation harder to be achieved.
{"title":"Trust and Strength of Family Ties: New Experimental Evidence","authors":"J. Ermisch, Diego Gambetta, S. L. Iacono, Burak Sonmez","doi":"10.1177/01902725231162074","DOIUrl":"https://doi.org/10.1177/01902725231162074","url":null,"abstract":"We provide a conceptual replication of an experimental study that uncovered a robust correlation between the strength of individuals’ family ties and their distrust of strangers, striving to establish whether the link is causal. Using a different subjects pool and an online setting, we repeat the binary trust-game experiment from Ermisch and Gambetta and enrich it by manipulating the payoffs to create a low-trust and high-trust environment. The key finding is corroborated, but as expected, only in the high-trust environment. The two environments further allow us to impose a diff-and-diff design on the data, which rules out selection of low-trusting individuals into strong-tied families and gives us indirect evidence of causation, namely, that having strong family ties stunts the development of trust in strangers. Our findings support the emancipatory theory of trust proposed by Toshio Yamagishi and could be interpreted as uncovering the micro foundations of classic ethnographic studies, such as that by Edward Banfield, which described how subcultures fostering tight bonds within families or small groups make cooperation harder to be achieved.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":"86 1","pages":"195 - 207"},"PeriodicalIF":2.7,"publicationDate":"2023-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45030700","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-31DOI: 10.1177/01902725231162351
David Melamed, O. Okuwobi, Leanne Barry
Existing theories explain how the states of nominal characteristics acquire status value and the implications of status characteristics for the distribution of rewards, honor, and esteem in groups. It is less clear how characteristics lose status value. In this article, we combine the logic of status construction theory with loss aversion from decision theory to develop novel predictions about status loss. We predict that removing the mechanism of status construction theory will result in fading consensual status beliefs and that this will occur faster for low status actors. This results in a period of conflicting or asymmetric status beliefs between groups. Results from a six-condition controlled experiment support key predictions of consensual status loss, with low status actors viewing a gain in their status faster than high status actors view a loss to theirs. We discuss ways to extend and refine the work and the implications of our theory for racial and gender status-based inequalities.
{"title":"How Do Nominal Characteristics Lose Status Value? Asymmetry in Status Deconstruction","authors":"David Melamed, O. Okuwobi, Leanne Barry","doi":"10.1177/01902725231162351","DOIUrl":"https://doi.org/10.1177/01902725231162351","url":null,"abstract":"Existing theories explain how the states of nominal characteristics acquire status value and the implications of status characteristics for the distribution of rewards, honor, and esteem in groups. It is less clear how characteristics lose status value. In this article, we combine the logic of status construction theory with loss aversion from decision theory to develop novel predictions about status loss. We predict that removing the mechanism of status construction theory will result in fading consensual status beliefs and that this will occur faster for low status actors. This results in a period of conflicting or asymmetric status beliefs between groups. Results from a six-condition controlled experiment support key predictions of consensual status loss, with low status actors viewing a gain in their status faster than high status actors view a loss to theirs. We discuss ways to extend and refine the work and the implications of our theory for racial and gender status-based inequalities.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":" ","pages":""},"PeriodicalIF":2.7,"publicationDate":"2023-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44409584","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-17DOI: 10.1177/01902725231159938
Lisa Fourgassie, Baptiste Subra, R. Sanitioso
The present research examines the stereotypes held about North Africans in French society today. Extending past works, we included gender and separately studied the stereotypes of North African men and women. Using three techniques, namely, spontaneous generation, attribute rating, and pathfinder analysis, our results revealed distinct stereotypes of North African men and women in French society. North African men are ascribed more antisocial traits. Traits associated with North African women are related to submissiveness and domestic chores. This suggests that stereotypes revealed in past studies concerned mainly the men of the group. The results underscore the need to consider gender when studying stereotypes of ethnic and minority groups.
{"title":"Stereotype Content of North African Men and Women in France and Its Relation to Aggression","authors":"Lisa Fourgassie, Baptiste Subra, R. Sanitioso","doi":"10.1177/01902725231159938","DOIUrl":"https://doi.org/10.1177/01902725231159938","url":null,"abstract":"The present research examines the stereotypes held about North Africans in French society today. Extending past works, we included gender and separately studied the stereotypes of North African men and women. Using three techniques, namely, spontaneous generation, attribute rating, and pathfinder analysis, our results revealed distinct stereotypes of North African men and women in French society. North African men are ascribed more antisocial traits. Traits associated with North African women are related to submissiveness and domestic chores. This suggests that stereotypes revealed in past studies concerned mainly the men of the group. The results underscore the need to consider gender when studying stereotypes of ethnic and minority groups.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":" ","pages":""},"PeriodicalIF":2.7,"publicationDate":"2023-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45218124","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-15DOI: 10.1177/01902725221117834
T. Zhang
Analyzing a thread of online interaction, I apply conversation analysis and discursive psychology methods to explicate how experiences of racism are reported and contested by participants in interaction. The person reporting their experience of racism (the reporter) applies commonsense knowledge to assess the perpetrator's racist intent. Recipients of the report contest the reporter's rights to assess the perpetrator's intent while managing their lack of independent access to the reported encounter. In milder contestations, they cast doubt while avoiding assessing the situation themselves, which leads to negotiations over the accusation without contesting the correctness of the reporter's assessment. In aggravated contestations, recipients explicitly contest the reporter's assessment of the perpetrator, which leads to interactional breakdowns where moral culpabilities of both sides are implicated. Implications for understanding the moral difficulties involved in accusing racism, the interactional contingencies involved in responding to and contesting such accusations, and members’ understandings of racism are discussed.
{"title":"Contesting Reports of Racism, Contesting the Rights to Assess","authors":"T. Zhang","doi":"10.1177/01902725221117834","DOIUrl":"https://doi.org/10.1177/01902725221117834","url":null,"abstract":"Analyzing a thread of online interaction, I apply conversation analysis and discursive psychology methods to explicate how experiences of racism are reported and contested by participants in interaction. The person reporting their experience of racism (the reporter) applies commonsense knowledge to assess the perpetrator's racist intent. Recipients of the report contest the reporter's rights to assess the perpetrator's intent while managing their lack of independent access to the reported encounter. In milder contestations, they cast doubt while avoiding assessing the situation themselves, which leads to negotiations over the accusation without contesting the correctness of the reporter's assessment. In aggravated contestations, recipients explicitly contest the reporter's assessment of the perpetrator, which leads to interactional breakdowns where moral culpabilities of both sides are implicated. Implications for understanding the moral difficulties involved in accusing racism, the interactional contingencies involved in responding to and contesting such accusations, and members’ understandings of racism are discussed.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":"86 1","pages":"130 - 150"},"PeriodicalIF":2.7,"publicationDate":"2023-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48121012","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-10DOI: 10.1177/01902725221126188
S. Benard, Bianca Manago, Anna Acosta Russian, Youngjoo Cha
How are people of Asian origin perceived in contemporary U.S. culture? While often depicted as a “model minority”—competent and hardworking but also quiet, unsociable, or cold—little work measures whether and how these stereotypes vary for Asians in different social locations. We use a large (n ≈ 4,700) quota sample of the United States, matched to key U.S. demographics, to map the content of Asian stereotypes across ethnicity, gender, income, and birthplace. We find that some stereotypes are largely consistent across subgroups—such as the perception that Asians lack sociability, but not warmth, relative to White Americans—while others vary substantially. Perceptions of dominance vary by income, while perceptions of competence are moderated by income and ethnicity in complex ways. Stereotypes have important consequences, ranging from everyday frustrations to depressive symptoms and employment discrimination. Our work provides a detailed picture of how stereotypes vary across social locations.
{"title":"Mapping the Content of Asian Stereotypes in the United States: Intersections with Ethnicity, Gender, Income, and Birthplace","authors":"S. Benard, Bianca Manago, Anna Acosta Russian, Youngjoo Cha","doi":"10.1177/01902725221126188","DOIUrl":"https://doi.org/10.1177/01902725221126188","url":null,"abstract":"How are people of Asian origin perceived in contemporary U.S. culture? While often depicted as a “model minority”—competent and hardworking but also quiet, unsociable, or cold—little work measures whether and how these stereotypes vary for Asians in different social locations. We use a large (n ≈ 4,700) quota sample of the United States, matched to key U.S. demographics, to map the content of Asian stereotypes across ethnicity, gender, income, and birthplace. We find that some stereotypes are largely consistent across subgroups—such as the perception that Asians lack sociability, but not warmth, relative to White Americans—while others vary substantially. Perceptions of dominance vary by income, while perceptions of competence are moderated by income and ethnicity in complex ways. Stereotypes have important consequences, ranging from everyday frustrations to depressive symptoms and employment discrimination. Our work provides a detailed picture of how stereotypes vary across social locations.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":"1 1","pages":""},"PeriodicalIF":2.7,"publicationDate":"2023-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42265245","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-02-08DOI: 10.1177/01902725231153307
J. McLeod
In this address, I consider the realized and potential contributions of sociological social psychology to research on inequality based on invisible disabilities and the challenges that invisible disabilities pose to current social psychological theories. Drawing from the social structure and personality framework, I advance the general notion of invisible disability as a dimension of inequality, consider how four basic social psychological processes (social categorization, identity, status, and stigmatization) have and can help us understand how invisible disabilities shape outcomes over the life course, and suggest new lines of research social psychologists could pursue. I close with brief comments about the benefits of such an agenda for sociological social psychology as well as how these lines of research can inform theories of stratification.
{"title":"Invisible Disabilities and Inequality","authors":"J. McLeod","doi":"10.1177/01902725231153307","DOIUrl":"https://doi.org/10.1177/01902725231153307","url":null,"abstract":"In this address, I consider the realized and potential contributions of sociological social psychology to research on inequality based on invisible disabilities and the challenges that invisible disabilities pose to current social psychological theories. Drawing from the social structure and personality framework, I advance the general notion of invisible disability as a dimension of inequality, consider how four basic social psychological processes (social categorization, identity, status, and stigmatization) have and can help us understand how invisible disabilities shape outcomes over the life course, and suggest new lines of research social psychologists could pursue. I close with brief comments about the benefits of such an agenda for sociological social psychology as well as how these lines of research can inform theories of stratification.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":"86 1","pages":"6 - 29"},"PeriodicalIF":2.7,"publicationDate":"2023-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45413281","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-02-03DOI: 10.1177/01902725231151671
J. Adriaans, C. Sauer, C. Moya
This study compares two pay evaluations: pay justice and pay satisfaction. Conceptually, pay justice entails a moral assessment and is more specific to work, whereas pay satisfaction is a broader attitude that includes non-work-related factors. We analyzed German employee data and found overall similarity in determinants but differences in proximity to work contexts. Pay satisfaction was more strongly associated with private pay comparisons and standard of living, whereas pay justice was more strongly associated with reciprocity in the employer-employee relationship through working hours and comparisons at work. The results therefore suggest that employers can influence pay justice more easily than pay satisfaction by means of addressing imbalances in the employer-employee exchange and within organizational pay structures.
{"title":"Pay Justice and Pay Satisfaction: The Influence of Reciprocity, Social Comparisons, and Standard of Living","authors":"J. Adriaans, C. Sauer, C. Moya","doi":"10.1177/01902725231151671","DOIUrl":"https://doi.org/10.1177/01902725231151671","url":null,"abstract":"This study compares two pay evaluations: pay justice and pay satisfaction. Conceptually, pay justice entails a moral assessment and is more specific to work, whereas pay satisfaction is a broader attitude that includes non-work-related factors. We analyzed German employee data and found overall similarity in determinants but differences in proximity to work contexts. Pay satisfaction was more strongly associated with private pay comparisons and standard of living, whereas pay justice was more strongly associated with reciprocity in the employer-employee relationship through working hours and comparisons at work. The results therefore suggest that employers can influence pay justice more easily than pay satisfaction by means of addressing imbalances in the employer-employee exchange and within organizational pay structures.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":"86 1","pages":"95 - 106"},"PeriodicalIF":2.7,"publicationDate":"2023-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47613056","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-02-01DOI: 10.1177/01902725231153308
Kathryn J. Lively
Every year, the Cooley Mead Award is given to an individual who has made lifetime contributions to distinguished scholarship in the field of sociological social psychology. It is with great honor and deep humility that I introduce this year’s recipient: Jane McLeod, Professor of Sociology, and Associate Executive Dean of the College of Arts and Sciences at Indiana University. As with other recipients before her, it could be said that Jane needs no introduction. But it might be the case that we simply want to highlight the impressive—and enviable—breadth and depth of Jane’s substantive and theoretical scholarship. Jane’s distinguished opus of work includes her path-breaking scholarship in four distinct yet complementary areas. The first area is her detailed exploration in social disparities in children’s physical and mental health—in particular, the profound effect that poverty has on children’s affect, behavior, depression, education, and overall well-being (e.g., McLeod, Nonnemaker, and Call 2004; McLeod and Owens 2004; McLeod and Shanahan 1996). The second is her innovative development of the social structure and personality school within social psychology (e.g., McLeod, Hallett, and Lively 2005; McLeod and Lively 2003). The third area is her bold reenvisioning of the stress model of mental health research to include a broader range of social psychological processes (e.g., McLeod 2012; McLeod, Erving and Caputo 2014). Fourth, and finally, we recognize her spirited promotion of the theoretical and empirical linkages between inequality and social psychology (McLeod, Schwalbe, and Lawler 2014). Jane’s tireless efforts in any one of these areas would be worthy of receiving this award, which makes her enduring commitment to all four that much more extraordinary. If there is, indeed, anyone here who is unfamiliar with Jane, it likely is attributable more to her calm and gentle demeanor or her unassuming presentation of self, as opposed to the magnitude and the scope of her substantive, empirical, and theoretical genius. Jane received all her training at the University of Michigan, starting with a BS in statistics (1981), followed by an MA in sociology (1985) and an MHP in biostatistics (1985), which might well explain her impressive empirical chops. She went on to receive her PhD in sociology (1987) under the guidance and tutelage of Ronald Kessler. Since her time in Ann Arbor, Jane has published 59 book chapters and journal articles, an impressive proportion of which are placed in first-rate academic journals and presses.
{"title":"Introduction of Jane McLeod, 2022 Recipient of the Cooley Mead Award","authors":"Kathryn J. Lively","doi":"10.1177/01902725231153308","DOIUrl":"https://doi.org/10.1177/01902725231153308","url":null,"abstract":"Every year, the Cooley Mead Award is given to an individual who has made lifetime contributions to distinguished scholarship in the field of sociological social psychology. It is with great honor and deep humility that I introduce this year’s recipient: Jane McLeod, Professor of Sociology, and Associate Executive Dean of the College of Arts and Sciences at Indiana University. As with other recipients before her, it could be said that Jane needs no introduction. But it might be the case that we simply want to highlight the impressive—and enviable—breadth and depth of Jane’s substantive and theoretical scholarship. Jane’s distinguished opus of work includes her path-breaking scholarship in four distinct yet complementary areas. The first area is her detailed exploration in social disparities in children’s physical and mental health—in particular, the profound effect that poverty has on children’s affect, behavior, depression, education, and overall well-being (e.g., McLeod, Nonnemaker, and Call 2004; McLeod and Owens 2004; McLeod and Shanahan 1996). The second is her innovative development of the social structure and personality school within social psychology (e.g., McLeod, Hallett, and Lively 2005; McLeod and Lively 2003). The third area is her bold reenvisioning of the stress model of mental health research to include a broader range of social psychological processes (e.g., McLeod 2012; McLeod, Erving and Caputo 2014). Fourth, and finally, we recognize her spirited promotion of the theoretical and empirical linkages between inequality and social psychology (McLeod, Schwalbe, and Lawler 2014). Jane’s tireless efforts in any one of these areas would be worthy of receiving this award, which makes her enduring commitment to all four that much more extraordinary. If there is, indeed, anyone here who is unfamiliar with Jane, it likely is attributable more to her calm and gentle demeanor or her unassuming presentation of self, as opposed to the magnitude and the scope of her substantive, empirical, and theoretical genius. Jane received all her training at the University of Michigan, starting with a BS in statistics (1981), followed by an MA in sociology (1985) and an MHP in biostatistics (1985), which might well explain her impressive empirical chops. She went on to receive her PhD in sociology (1987) under the guidance and tutelage of Ronald Kessler. Since her time in Ann Arbor, Jane has published 59 book chapters and journal articles, an impressive proportion of which are placed in first-rate academic journals and presses.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":"86 1","pages":"1 - 5"},"PeriodicalIF":2.7,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47964572","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-11DOI: 10.1177/01902725221141059
Christin L. Munsch, L. O'Connor, Susan R. Fisk
This article presents results from an experimental study of workers tasked with evaluating professionals with identical workplace performances who differed with respect to hours worked and gender, isolating two mechanisms through which overwork leads to workplace inequality. Evaluators allocated greater organizational rewards to overworkers and perceived overworkers more favorably compared to full-time workers who performed similarly in less time, a practice that disproportionately rewards men over equivalently performing, more efficient women. Additionally, the magnitude of the overwork premium is greater for men than for women. We then use path analyses to explore the processes by which evaluators make assumptions about worker characteristics. We find overwork leads to greater organizational rewards primarily because employees who overwork are perceived as more committed—and, to a lesser extent, more competent—than full-time workers, although women’s overwork does not signal commitment or competence to the same extent as men’s overwork.
{"title":"Gender and the Disparate Payoffs of Overwork","authors":"Christin L. Munsch, L. O'Connor, Susan R. Fisk","doi":"10.1177/01902725221141059","DOIUrl":"https://doi.org/10.1177/01902725221141059","url":null,"abstract":"This article presents results from an experimental study of workers tasked with evaluating professionals with identical workplace performances who differed with respect to hours worked and gender, isolating two mechanisms through which overwork leads to workplace inequality. Evaluators allocated greater organizational rewards to overworkers and perceived overworkers more favorably compared to full-time workers who performed similarly in less time, a practice that disproportionately rewards men over equivalently performing, more efficient women. Additionally, the magnitude of the overwork premium is greater for men than for women. We then use path analyses to explore the processes by which evaluators make assumptions about worker characteristics. We find overwork leads to greater organizational rewards primarily because employees who overwork are perceived as more committed—and, to a lesser extent, more competent—than full-time workers, although women’s overwork does not signal commitment or competence to the same extent as men’s overwork.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":" ","pages":""},"PeriodicalIF":2.7,"publicationDate":"2023-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42984263","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-10DOI: 10.1177/01902725221132517
Ashley Harrell, T. Wolff
Norms, typically enforced via sanctions, are key to resolving collective-action problems. But it is often impossible to know what each individual member is contributing to group efforts and enforce cooperation accordingly. Especially as group size increases, people commonly have access to the behaviors of—and can sanction—only those to whom they are tied in a broader network. Here we integrate two streams of research: one conceptualizing ties in networked collective-action groups as access to information about what others are doing and a second where ties represent information plus opportunities to enforce cooperation via punishment. While both have pointed to the cooperation benefits of more ties in the network, we argue that these benefits will depend on group size and whether ties provide access to information about what others are doing or whether they also entail opportunities for norm enforcement. Our experiment demonstrates that densely tied information networks facilitate cooperation but only when the group size is small. When people can also enforce their ties’ cooperation, however, densely tied networks particularly benefit larger groups. The results demonstrate how network-level properties and individual-level tie patterns intersect to promote contributions in small and large collective-action groups.
{"title":"Cooperation in Networked Collective-Action Groups: Information Access and Norm Enforcement in Groups of Different Sizes","authors":"Ashley Harrell, T. Wolff","doi":"10.1177/01902725221132517","DOIUrl":"https://doi.org/10.1177/01902725221132517","url":null,"abstract":"Norms, typically enforced via sanctions, are key to resolving collective-action problems. But it is often impossible to know what each individual member is contributing to group efforts and enforce cooperation accordingly. Especially as group size increases, people commonly have access to the behaviors of—and can sanction—only those to whom they are tied in a broader network. Here we integrate two streams of research: one conceptualizing ties in networked collective-action groups as access to information about what others are doing and a second where ties represent information plus opportunities to enforce cooperation via punishment. While both have pointed to the cooperation benefits of more ties in the network, we argue that these benefits will depend on group size and whether ties provide access to information about what others are doing or whether they also entail opportunities for norm enforcement. Our experiment demonstrates that densely tied information networks facilitate cooperation but only when the group size is small. When people can also enforce their ties’ cooperation, however, densely tied networks particularly benefit larger groups. The results demonstrate how network-level properties and individual-level tie patterns intersect to promote contributions in small and large collective-action groups.","PeriodicalId":48201,"journal":{"name":"Social Psychology Quarterly","volume":"1 1","pages":""},"PeriodicalIF":2.7,"publicationDate":"2023-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"65341183","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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