Journal of Social Psychology最新文献

Generalized reciprocity and negative reciprocity have been demonstrated to influence employees' psychological states and outcomes differently. Drawing upon social exchange theory and emotion regulation theory, we develop a model that specifies whether and how generalized reciprocity and negative reciprocity influence employees' task performance. A cross-sectional survey study (N = 584) reveals that generalized reciprocity is positively related to task performance, whereas negative reciprocity is adversely related to task performance, and both of these relationships are mediated by social exchange. Interestingly, the findings also indicate that emotional labor moderates the associations between generalized reciprocity and social exchange and between negative reciprocity and social exchange. Specifically, individuals with high deep acting or low surface acting can experience higher social exchange after perceiving generalized reciprocity, whereas individuals with high surface acting or low deep acting can experience lower social exchange after perceiving negative reciprocity. These results provide significant implications for academic research and managerial practice.

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.

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.

Toxic Shock Syndrome (TSS) is a severe acute disease characterized by high fever, hypotension, rash, multiple organ dysfunction and desquamation during convalescence. TSS is caused by toxin-producing strains of Staphylococcus aureus or Streptococcus pyogenes. TSS remains a rare but severe disease. Early diagnosis is important because specific treatments with antitoxin effects must be started as soon as possible. This manuscript presents a set of images that illustrate the main findings in the peripheral blood film of a patient with TSS.

Although the effectiveness of intergroup contact as a mechanism for reducing prejudice is well-established, limited research has simultaneously examined this effect among groups that are in different contact relationships. Using data based on a between-group cross-sectional design from 335 Turkish undergraduate students, this study compared the direct and the indirect association of intergroup contact with prejudice toward Kurds and Syrians in Turkey through intergroup threat. The results showed that intergroup contact predicted less prejudice toward Kurds but not toward Syrians, and intergroup threat mediated the role of intergroup contact in prejudice toward Kurds but not toward Syrians. The findings were discussed based on theories of intergroup contact and intergroup threat, with a reflection on the limitations, extensions, and implications of the study.

Two studies examine Multiracial Asian-White, Black-White, Latinx-White, and Native American-White people's experiences of rejection (Study 1) and acceptance (Study 2) from potential racial ingroups, and associations with life satisfaction. In Study 1, Multiracial participants reported comparable levels of rejection from their monoracial minoritized ingroups and White ingroup, but significantly less rejection from their Multiracial ingroup. In Study 2, participants reported feeling slightly less accepted from monoracial minoritized ingroups than from the White ingroup. Across both studies, greater rejection, and less acceptance, from the White ingroup was related to lower life satisfaction. Notably, this effect was strongest among Native American-White Multiracial people relative to other Multiracial groups in our sample. Findings highlight how Multiracial people's multiple potential ingroups relate to their social rejection and acceptance experiences, and that rejection and acceptance from higher status potential ingroups (i.e., White people) may play a role in subjective well-being disparities for some Multiracial groups.

In two studies, participants completed an implicit attractiveness task with faces as primes varying on (a) facial features from Afrocentric to Eurocentric and (b) skin tone from dark to light, and target pictures of environmental scenes varying in attractiveness. On each trial, participants were briefly primed with a face. Next, they categorized a target picture as either attractive or unattractive as quickly as possible. In addition, in Study 2, participants rated the same faces on an attractiveness scale. While results of Study 1 showed that when faces were medium in skin tone, participants were more accurate when primed with a Eurocentric face responding to attractive targets, but also more accurate when primed with an Afrocentric face responding to unattractive targets, a more powerful Study 2 failed to replicate this effect. There was no relationship between participants' explicit ratings of attractiveness and accuracy rates in the implicit attractiveness task.

The current research examined the interaction of race and mental illness stereotypes to determine if there is a racial stereotype about mental illness. Study 1 (N = 144) showed that participants predominantly imagined White people when thinking about mental disorders and rated mental disorders as most typical of Whites. Participants in Study 2 (N = 162) rated Whites as best fitting their image of patient in a mental hospital. Study 3 (N = 510) demonstrated that the White racial stereotype of mental illness occurs across races but that it is significantly less common among nonwhites. Participants in Study 4 (N = 279) perceived mental illness as least likely among Asians, followed by Blacks and Whites. The results show that people stereotypically associate mental illness more with Whites than other races. Such a belief could help to explain racial discrepancies in mental health care and the interpretation of problematic behaviors.

Using the stereotype content model and behavior from intergroup affect and stereotypes map model, we examined whether stereotype content directed toward specific disabilities conforms to the high warmth/low competence stereotype associated with "disabled people" or whether individual disabilities, or clusters, would elicit different stereotypes. Participants from the USA rated 12 disabilities on perceived warmth, competence, courage, emotions and behavioral tendencies. All disabilities, except schizophrenia and disability, were rated higher in warmth than competence. Four clusters emerged, varying on relative warmth, competence and courage. Pity was the highest rated emotion, and negative behavioral intentions were generally low. Perceived warmth predicted positive behavioral intentions, but mean ratings suggest actual help might be minimal. Results suggest some uniformity in stereotypes of different disabilities, but some variation in stereotypes indicates the need for targeted interventions to reduce prejudice and discrimination against disabled people.