Journal of Social Psychology最新文献

We offer an alternative conceptualization of the construct of susceptibility to emotional contagion and four related studies where two separate measures were developed and initially validated. The Contagion of Affective Phenomena Scale-General (CAPS-G) is a 5-item scale that measures the general susceptibility to the contagion of affect, and the Contagion of Affective Phenomena Scale - Emotion (CAPS-E) assesses six distinct emotions. Study 1 generated items with experts. Study 2 explored and confirmed construct validity and the factorial structure of both measures using exploratory structural equation modeling. Study 3 established test-retest reliability, concurrent validity, and discriminant validity. Study 4 found predictive validity with a sample of competitive swimmers. In four separate samples, a 21-item and 6-factor first-order structure of CAPS-E provided the best model fit. We provide initial evidence that supports the use of CAPS-E and CAPS-G as reliable and valid measures of the susceptibility to contagion of affective phenomena.

Prior research has shown that U.S. cultures of honor have higher rates of depression and suicide. While links between honor endorsement and suicide have been established in the literature, a direct test of the primary mechanism underlying this association (reputation damage leading to depression) has not yet been tested. The current study sought to address whether shifts in perceived reputation might be associated with higher levels of depression for honor endorsing individuals. An online sample of 305 participants were tracked across two time points, assessing perceived individual reputation and perceived family reputation, as well as depressive symptoms. Analyses revealed that higher levels of honor concern at Time 1 were linked with higher levels of depressive symptoms at Time 2, but only for those with low perceived reputation - these relationships held while controlling for the stability in reputation and depression across time points, as well as controlling for participants' gender. Findings provide the first empirical evidence that reputation damage may contribute to detriments in mental health in honor endorsers.

According to the self-expansion model, people increase their positive self-concept content when they form and maintain romantic relationships, and self-expansion is an important predictor of relationship outcomes. Although thought to be universal, no prior research has examined self-expansion among sexual minority individuals. In the current study, sexual minority (N = 226) and heterosexual (N = 104) participants completed measures of self-expansion and relationship outcomes, and sexual minority participants completed measures of sexual minority stress. Overall, sexual minorities reported similar levels of self-expansion as heterosexuals, and sexual minority status did not moderate the association between self-expansion and relationship satisfaction, investments, or quality of alternatives. However, sexual minority status moderated the association between self-expansion and commitment. For sexual minority participants, self-expansion negatively correlated with sexual minority stressors (i.e. internalized homonegativity, concealment, inauthenticity) and moderated the association between internalized homonegativity and relationship satisfaction and commitment, as well as concealment and relationship satisfaction and commitment, such that the negative association between sexual minority stressors and relationship outcomes was weaker in relationships characterized by high (vs. low) levels of self-expansion.

Research on how uncertainty affects the preference for prototypical over non-prototypical leaders has produced mixed results. To understand these discrepancies, two studies explored leader status (prospective versus incumbent) as a potential moderator. Participants reported levels of self-uncertainty (Study 1) or were primed with high versus low self-uncertainty (Study 2) before evaluating a prototypical or non-prototypical leadership candidate who was incumbent or prospective. For incumbent candidates, prototypicality predicted more favorable evaluations under low self-uncertainty, but this relationship was weakened under high self-uncertainty. For prospective candidates, prototypicality predicted more favorable evaluations under high self-uncertainty, but this relationship was weakened under low self-uncertainty.

Listeners who interrupt speakers upset the speakers and prevent the benefits of good listening. Interruptions can be avoided with "time-sharing," where each partner listens (silently) for an equal amount of time. Yet, is time-sharing good for all? In an experiment with 50 pairs (95 participants with useable data), participants conversed freely for one minute and were then assigned either to a time-sharing (of three minutes each) or a free conversation condition. Consistent with our hypotheses, speakers in the time-sharing condition showed reduced social anxiety if they were high on narcissism but elevated social anxiety if high on depression, explaining past inconsistent effects of time-sharing.

People with autonomous motives (e.g., personal importance) may use automated strategies to effortlessly sustain goal-directed behavior and overcome obstacles. We investigated whether conscious effort, ease of goal striving, physiological effort, and the number of obstacles encountered mediate relations between motives and goal attainment for a competitive cycling goal. Additionally, half the participants (n = 57) were trained in Mental Contrasting with Implementation Intentions (MCII) - a technique that facilitates development of goal-directed behavior - with remaining participants (n = 54) treated as controls. Conscious investment of effort mediated relations between autonomous motives and goal attainment. Subjective ease of goal striving and physiological effort did not. This result indicates that successful goal striving is not perceived as effortless for autonomously motivated individuals working on competitive goals. Conversely, MCII predicted a reduction in obstacles, which in turn was associated with easier goal striving but not goal attainment. Although MCII did not support goal attainment in the current study, its ability to minimize the influence of obstacles may still be useful for other types of goals or for sustaining long-term goal pursuit.

We conducted three studies to examine perceptions of grandiose narcissism in college professors. Narcissism might appear incompatible with the profession if professors are viewed fundamentally as helpers or as introverted bookworms. Then again, people might expect professors to display big egos congruent with the prestige of their profession and their privileged public platforms. Our research indicates that professors are generally not seen as highly narcissistic according to the criteria of the Narcissistic Personality Inventory and the Narcissistic Admiration and Rivalry Questionnaire, though they are viewed as more narcissistic than elementary school teachers. More professor narcissism was expected at colleges that prioritize scholarly productivity over teaching excellence. Male professors were viewed as more narcissistic, but only for narcissism dimensions associated with interpersonal hostility and for judgments of whether professors are "narcissistic." We discuss possible implications for narcissistic professors' ability to exploit the gap between academic ideals and reward system realities.

Previous research in psychology has focused on how confronting racial prejudice affects White people - White perpetrators and bystanders - and reduces their prejudice. We shift the focus to Black people - Black people targeted by prejudice and Black observers - and examine how Black people perceive White people's confrontations. Two hundred forty-two Black participants evaluated White participants' responses to anti-Black comments (i.e., confrontations), which were text-analyzed and content-coded to identify the characteristics that Black participants valued the most. Analyses revealed that Black participants valued confrontations that were coded as direct, targeting the action, labeling the prejudiced action as such, and connecting individual acts of prejudice to systemic racism. Notably, this style of confrontation is not what research suggests is best for White people, for reducing Whites' prejudice. Accordingly, the present work contributes to our understanding of confronting prejudice and the value of centering Black experiences and perspectives rather than White comfort and prejudice.

Kim and Markus (1999; Study 3) found that 74% of European Americans selected a pen with an uncommon (vs. common) color, whereas only 24% of East Asians made such a choice, highlighting a pronounced cross-cultural difference in the extent to which people opt for originality or make majority-based choices. The present high-powered study (N = 729) conceptually replicates the results from Kim and Markus (1999; Study 3), although our effect size (r = .12) is significantly weaker than that of the original study (r = .52). Interestingly, a larger proportion of Chinese, but not US, participants selected a pen with an uncommon color now than during the original study. Thus, our findings indicate a potential transmission of certain Western values to cultures traditionally characterized by collectivism and conformity, likely exacerbated by the globalization of mass media and the rapid economic growth in many East Asian countries.

The purpose of this study was to examine the ways in which mock jurors justified their verdict decisions using moral foundations language. Participants read a trial transcript describing a second-degree murder charge featuring an automatism plea (which negates the physical volition of a crime). They then provided a two-to-three sentence rationale for their verdict choice, which we coded for the contextually-valid presence of words from the Moral Foundations (MF) Dictionary. Mock jurors were most likely to use harm-related language in justifying murder votes. A qualitative description also revealed differences in the content of the justifications.