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Trust and Strength of Family Ties: New Experimental Evidence 信任与家庭关系的强度:新的实验证据
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-03-31 DOI: 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.
我们提供了一项实验研究的概念复制,该研究揭示了个人家庭关系的强度与他们对陌生人的不信任之间的强大相关性,并努力确定这种联系是否是因果关系。使用不同的受试者库和在线设置,我们重复了Ermisch和Gambetta的二元信任游戏实验,并通过操纵收益来丰富它,以创造一个低信任和高信任的环境。关键发现得到了证实,但正如预期的那样,只有在高度信任的环境中。这两种环境进一步使我们能够对数据进行差异化设计,从而排除了将低信任度的个人选择到紧密联系的家庭中的可能性,并为我们提供了因果关系的间接证据,即拥有紧密的家庭联系会阻碍对陌生人的信任发展。我们的研究结果支持了山城敏夫提出的信任解放理论,可以被解释为揭示了经典人种学研究的微观基础,比如爱德华·班菲尔德的研究,该研究描述了在家庭或小团体中培养紧密联系的亚文化如何使合作更难实现。
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引用次数: 0
How Do Nominal Characteristics Lose Status Value? Asymmetry in Status Deconstruction 名义特征如何失去状态值?身份解构中的不对称
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-03-31 DOI: 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.
现有理论解释了名义特征状态如何获得地位价值,以及地位特征对群体中奖励、荣誉和尊重分配的影响。目前尚不清楚特征是如何失去地位价值的。在这篇文章中,我们将地位建构理论的逻辑与决策理论中的损失厌恶相结合,提出了关于地位损失的新预测。我们预测,去除地位建构理论的机制将导致双方同意的地位信念消退,而对于低地位行为者来说,这种情况会更快发生。这导致了群体之间地位信念的冲突或不对称。一项六条件对照实验的结果支持了对双方同意的地位丧失的关键预测,低地位参与者看到自己地位的提高比高地位参与者看到他们地位的丧失更快。我们讨论了如何扩展和完善这项工作,以及我们的种族和性别地位不平等理论的含义。
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引用次数: 0
Stereotype Content of North African Men and Women in France and Its Relation to Aggression 法国北非男女刻板印象的内容及其与侵略的关系
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-03-17 DOI: 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.
本研究考察了当今法国社会对北非人的刻板印象。在以往研究的基础上,我们将性别纳入研究范围,并分别研究了对北非男性和女性的刻板印象。使用三种技术,即自发生成、属性评级和探路者分析,我们的结果揭示了法国社会对北非男性和女性的独特刻板印象。北非男性被认为有更多反社会的特征。北非女性的特征与顺从和家务有关。这表明,在过去的研究中揭示的刻板印象主要涉及该群体中的男性。研究结果强调,在研究对少数民族和少数群体的刻板印象时,需要考虑性别因素。
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引用次数: 0
Contesting Reports of Racism, Contesting the Rights to Assess 对种族主义报告的质疑,对评估权的质疑
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-03-15 DOI: 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.
通过分析一条在线互动的线索,我运用对话分析和话语心理学方法来解释互动参与者是如何报道和质疑种族主义经历的。报告其种族主义经历的人(报告人)运用常识性知识来评估施暴者的种族主义意图。报告的接受者质疑记者评估施暴者意图的权利,同时管理他们无法独立接触所报道的遭遇。在较温和的争论中,他们提出质疑,同时避免自己评估情况,这导致了对指控的谈判,而不会质疑记者评估的正确性。在激烈的争论中,接受者明确质疑记者对施暴者的评估,这会导致互动破裂,双方都有道德责任。讨论了理解指控种族主义所涉及的道德困难的含义,回应和质疑此类指控所涉及的互动偶然性,以及成员对种族主义的理解。
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引用次数: 1
Mapping the Content of Asian Stereotypes in the United States: Intersections with Ethnicity, Gender, Income, and Birthplace 绘制美国亚裔刻板印象的内容:与种族、性别、收入和出生地的交集
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-03-10 DOI: 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.
当代美国文化如何看待亚裔?虽然经常被描述为“模范少数族裔”——能干、勤奋,但也安静、不善交际或冷漠——但很少有工作可以衡量这些刻板印象在不同社会地位的亚洲人身上是否以及如何变化。我们使用了美国的一个大(n≈4700)配额样本,与美国的主要人口统计数据相匹配,以绘制跨种族、性别、收入和出生地的亚洲刻板印象的内容。我们发现,有些刻板印象在不同的子群体中是基本一致的——比如,与美国白人相比,亚洲人缺乏社交能力,但不温暖——而另一些人则大相径庭。对支配地位的看法因收入而异,而对能力的看法则以复杂的方式受到收入和种族的影响。陈规定型观念会产生严重后果,从日常挫折到抑郁症状和就业歧视。我们的工作提供了刻板印象在不同社会位置如何变化的详细图景。
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引用次数: 1
Invisible Disabilities and Inequality 隐性残疾与不平等
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-02-08 DOI: 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.
在这篇演讲中,我认为社会学社会心理学对基于无形残疾的不平等研究的已实现和潜在贡献,以及无形残疾对当前社会心理学理论构成的挑战。从社会结构和人格框架出发,我提出了将无形残疾作为不平等维度的一般概念,思考了四个基本的社会心理过程(社会分类、身份、地位和污名化)是如何产生的,并可以帮助我们理解无形残疾如何影响人生过程中的结果,并提出了社会心理学家可以进行的新的研究方向。最后,我简要评论了这样一个议程对社会学社会心理学的好处,以及这些研究路线如何为分层理论提供信息。
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引用次数: 0
Pay Justice and Pay Satisfaction: The Influence of Reciprocity, Social Comparisons, and Standard of Living 薪酬公平与薪酬满意度:互惠、社会比较和生活水平的影响
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-02-03 DOI: 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.
本研究比较了两种薪酬评价:薪酬公正性和薪酬满意度。从概念上讲,薪酬公正需要道德评估,更具体地针对工作,而薪酬满意度是一种更广泛的态度,包括与工作无关的因素。我们分析了德国员工的数据,发现决定因素总体上相似,但在接近工作环境方面存在差异。薪酬满意度与私人薪酬比较和生活水平密切相关,而薪酬公正与工作时间和工作比较中的雇主与雇员关系中的互惠关系密切相关。因此,研究结果表明,雇主通过解决雇主与雇员交流和组织薪酬结构中的不平衡问题,比薪酬满意度更容易影响薪酬公正。
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引用次数: 0
Introduction of Jane McLeod, 2022 Recipient of the Cooley Mead Award 简·麦克劳德介绍,2022年库利米德奖获得者
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-02-01 DOI: 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.
每年,库利·米德奖都会颁发给在社会学社会心理学领域为杰出学术做出终身贡献的个人。我怀着极大的荣誉和深深的谦卑向大家介绍今年的获奖者:印第安纳大学社会学教授、文理学院副执行院长简·麦克劳德。和她之前的其他收件人一样,可以说Jane不需要介绍。但我们可能只是想强调简的实质性和理论性学术的广度和深度,这令人印象深刻,也令人羡慕。简的杰出作品包括她在四个不同但互补的领域的开创性学术。第一个领域是她对儿童身心健康方面的社会差异的详细探索,特别是贫困对儿童情感、行为、抑郁、教育和整体幸福感的深刻影响(例如,McLeod、Nonnemaker和Call 2004;McLeod和Owens 2004;McLeod和Shanahan 1996)。第二是她在社会心理学中对社会结构和人格学派的创新发展(例如,McLeod、Hallett和Lively 2005;McLeod和Lively 2003)。第三个领域是她大胆地重新构想了心理健康研究的压力模型,以包括更广泛的社会心理过程(例如,McLeod 2012;McLeod、Erving和Caputo 2014)。第四,也是最后一点,我们认识到她对不平等与社会心理学之间的理论和实证联系的积极推动(McLeod,Schwalbe,and Lawler,2014)。简在其中任何一个领域的不懈努力都值得获得这个奖项,这使她对这四个领域的持久承诺更加非凡。如果这里确实有人不熟悉简,那可能更多地归功于她冷静温和的举止或谦逊的自我展示,而不是她实质性、实证性和理论天才的规模和范围。Jane在密歇根大学接受了所有的培训,从1981年的统计学学士学位开始,到1985年的社会学硕士学位和1985年的生物统计学硕士学位,这很可能解释了她令人印象深刻的实证能力。1987年,她在罗纳德·凯斯勒的指导和指导下获得了社会学博士学位。自从在安娜堡工作以来,简已经出版了59本书的章节和期刊文章,其中很大一部分被刊登在一流的学术期刊和出版社上。
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引用次数: 0
Gender and the Disparate Payoffs of Overwork 性别与加班报酬的差异
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-01-11 DOI: 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.
这篇文章介绍了一项针对工人的实验研究结果,该研究的任务是评估工作表现相同、在工作时间和性别方面不同的专业人员,并分离出过度工作导致工作场所不平等的两种机制。评估人员为加班人员分配了更大的组织奖励,与在更短时间内表现相似的全职员工相比,他们认为加班人员更有利,这种做法对男性的奖励超过了表现同等、效率更高的女性。此外,男性的过度工作保险费幅度大于女性。然后,我们使用路径分析来探索评估人员对员工特征做出假设的过程。我们发现,过度工作会带来更大的组织回报,主要是因为过度工作的员工被认为比全职员工更投入,而且在较小程度上更有能力,尽管女性的过度工作并不像男性的过度工作那样表明承诺或能力。
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引用次数: 1
Cooperation in Networked Collective-Action Groups: Information Access and Norm Enforcement in Groups of Different Sizes 网络集体行动群体中的合作:不同规模群体中的信息获取与规范执行
IF 2.7 2区 心理学 Q3 PSYCHOLOGY, SOCIAL Pub Date : 2023-01-10 DOI: 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.
规范(通常通过制裁来执行)是解决集体行动问题的关键。但通常不可能知道每个成员对团队的贡献,并相应地加强合作。尤其是随着群体规模的扩大,人们通常只有在一个更广泛的网络中与他们联系在一起的人,才能接触到他们的行为,并且可以制裁他们。在这里,我们整合了两种研究流:一种是将网络集体行动群体中的关系概念化为获取他人正在做什么的信息,另一种是将关系代表信息加上通过惩罚来加强合作的机会。虽然两者都指出了网络中更多的关系对合作的好处,但我们认为,这些好处将取决于群体的规模,以及关系是否提供了关于其他人正在做什么的信息,或者它们是否也带来了规范执行的机会。我们的实验表明,紧密联系的信息网络促进合作,但只有在群体规模较小的情况下。然而,当人们也可以加强他们的关系的合作时,紧密联系的网络特别有利于更大的群体。结果表明,网络层面的属性和个人层面的联系模式如何相互交叉,以促进小型和大型集体行动群体的贡献。
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引用次数: 1
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Social Psychology Quarterly
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