Journal of Social Psychology最新文献

In accordance with the similarity attraction paradigm, this paper investigates when and how proactive employees can be rated as proactive performers by proposing supervisor-subordinate marital status similarity as a relational moderator and leader-member exchange as the mediator. It therefore advances understanding of performance evaluation of proactive employees. Data from a sample of 471 Chinese employees and their 161 supervisors are used to examine the models hypothesized. The results show that LMX mediates the interaction effect between a proactive personality and supervisor-subordinate marital status similarity on supervisors' evaluations of proactive performance. When proactive employees and their supervisors have similar (dissimilar) marital status, the indirect relationship between proactive personality and supervisor-rated proactive performance via LMX is stronger (weaker). Theoretical and practical implications are discussed.

In investigating the relationship between employees' proactive personality and idea championing, this study addresses how this relationship might be augmented when employees can draw from pertinent personal resources (persuasion self-efficacy and job enthusiasm) and organizational resources (social interaction and organizational support for change). Two-wave survey data, collected among employees in a banking organization, show that employees' proactive personalities increase the likelihood that they mobilize support for innovative ideas, especially if they (1) feel confident that they can defend these ideas successfully, (2) experience their jobs as sources of personal fulfillment, (3) maintain informal relationships with peers, and (4) believe their organizations embrace change. For managers, these findings indicate that employees will leverage their positive energy, derived from their desire for initiative taking, into enhanced change-oriented championing activities if they also can draw from pertinent resources that enhance their ability or motivation to engage in those leveraging efforts.

Legacy media contribute to gendered depictions of culinary themes by associating meat with masculinity, influencing social realities. The current research examines whether similar gendered representations can be found on social media, reinforcing gendered patterns in food consumption. Using content analysis, we examine how men and women tweet about the (non-)consumption of meat. Results confirm gender stereotypes: men tweet more about meat and are more likely to hold negative attitudes toward vegetarianism and veganism. These expressions may reinforce gendered meat consumption patterns, where men continue to choose meat over more healthy and sustainable options.

Although intergroup contact is effective at reducing prejudice, avoidance of intergroup contact often creates a barrier to prejudice reduction. The present study aimed to reduce majority members' desire to avoid intergroup interactions by devising an intervention aimed at altering cognitive appraisals. Majority group participants (156 Anglo Australians) were assigned to either the intervention or one of two control conditions. The intervention educated majority members about evidence-based techniques to improve interactions with minority members. Participants were provided with two interaction scenarios, one involving an outgroup minority and one involving an ingroup majority member. As predicted, the intervention reduced threat appraisal for the scenario involving outgroup minority member, but not for one involving ingroup majority member. The intervention similarly reduced avoidance desire, but this reduction was not restricted to the minority partner scenario; it was independent of the partner group. The importance of cognitive appraisals in improving intergroup relations is discussed.

Past research demonstrates that prejudice toward women and Black Americans often co-occur in individuals. The present studies examine factors related to accuracy in estimating the co-occurrence, or overlap, of prejudice toward women and Black Americans. Across two studies, criterion overlap percentages were computed using national datasets and separate participant samples estimated prejudice overlap. Results indicate that beliefs about the generalized nature of prejudice can improve accuracy by reducing faulty underestimation of the overlap in anti-Black racism and sexism. In addition to greater displayed accuracy in perceptions of prototypical perpetrators of prejudice (i.e., estimates of White men compared to White women), the present work suggests that accuracy is improved when estimating sexist attitudes from racist attitudes, rather than vice versa. Together, this work documents the accuracy of prejudice overlap perceptions, for the first time, and factors that facilitate accuracy (i.e., perpetrator prototypicality, known prejudicial attitude), with implications for intergroup dynamics research.

Research suggests that people at the interface of two different cultures may face a dilemma regarding how or whether to adopt aspects of the new culture in light of their existing cultural identity. A growing body of research in fan communities suggests that similar group processes may operate in recreational, volitional identities. We tested this by examining the associations between acculturation attitudes and identification with fan communities across three studies. Fanfiction fans, Star Wars fans, and furries completed measures of four different acculturation strategies with respect to managing their fan and non-fan communities as well as a measure of their identification with the fan community. Results across the three studies consistently found that integration and assimilation strategies positively predicted fan community identification, while separation and marginalization strategies negatively predicted fan community identification. Together, the results conceptually replicate and find evidence for the acculturation model.

We investigate relations between benign and malicious in-group envy and the two types of national identity (i.e. secure national identification vs. national narcissism). In two studies (Ns = 1000 and 633), we found that secure national identification was negatively linked to malicious envy, while national narcissism was positively related to both malicious and benign envy. In Study 2, we additionally analyzed how in-group envy and two types of national identity shape in-group altruism. We found that low malicious envy significantly mediated the relationship between secure identification and in-group altruism. We discuss the role of envy in shaping the links between secure (vs. narcissistic) identity and positive intragroup attitudes.

The present research empirically examines the links between political knowledge, national narcissism, and climate change conspiracy beliefs. National narcissism (i.e., an unrealistic belief about in-group's greatness which is maladaptive both from the perspective of intra- and inter-group processes) was previously linked to conspiracy beliefs. In this research, we hypothesized that low theoretical political knowledge would boost national narcissism and further lead to adopting climate change conspiracy theories.

Methods: This hypothesis was tested in a two-wave study conducted among Polish participants (N = 558).

Results: We found negative effect of political knowledge on climate change conspiracy beliefs. Moreover, national narcissism mediated between theoretical political knowledge and conspiracy beliefs.

Conclusion: People having low political knowledge are prone to believe in climate change conspiracy theories. Moreover, those less informed about the way political system works in their country are more narcissistically identified with their nation and, thus, deny the climate change.

The current research examined how people forecast and experience screen time, social interaction, and solitude. When participants could freely use their smartphone, they forecasted (Study 1) and experienced (Study 2) better mood for face-to-face conversation, but worse mood for sitting alone. When participants were instructed to engage in specific screen time activities, they forecasted (Study 3) and experienced (Study 4) the best mood after watching television; followed by conversation, texting, and browsing social media (no difference); then sitting alone. Although participants in Studies 1 and 2 ranked conversation as their most preferred activity, participants in Studies 3 and 4 ranked it below television and texting, even though conversation improved mood compared to baseline (Study 4). These findings suggest that people may use their smartphones because they enable them to escape the unpleasant experience of being alone, or because they do not recognize or prioritize the mood benefits of social interaction.

The current work examined whether being forgotten or remembered by a boss or a coworker affects employee's interpersonal closeness to that person and, in turn, affective organizational commitment (AOC). A first correlational study examined these possibilities in an employed student (1a) and general employed (1b) samples. Perceived memory by both bosses and coworkers was a significant predictor of closeness to the boss or coworker and, in turn, of AOC. The indirect effect of perceived memory on AOC was stronger for boss memory than coworker memory, but only when memory ratings were supported by specific examples of memory. Study 2 provided additional support for the direction of effects posited in Study 1 using vignettes depicting memory and forgetting in the workplace. Overall, these findings suggest that perceptions of boss and coworker memory have an effect on employee's AOC through interpersonal closeness, and that this indirect effect is stronger for boss memory.