Journal of Social Psychology最新文献

Psychological entitlement describes the dispositional tendency to claim excessive and unearned rewards and resources, and to demand undeserved special treatment. In one experiment, one cross-sectional survey, and one time-separated survey (total n = 721), we show that psychological entitlement is associated with general conspiracy theory endorsement, COVID-19 specific conspiracy theory endorsement, and conspiracy theorizing as an overarching cognitive style. We find those high in entitlement are more likely to report having made discretionary visits to non-essential venues and services (e.g. buffets, spas, casinos) during the pandemic, and that these risky public health behaviors are mediated through beliefs in conspiracy theories. We identify consequences for public health behavior and conclude with a research agenda for better understanding the underlying mechanisms linking entitlement and conspiracy beliefs.

We verified whether social class shapes different models of the self in China, by integrating individuals' social mobility beliefs and exploring the mediating effect of sense of control. Participants were randomly assigned to one of 2 (subjective social class: upper vs. low class) × 2 (social mobility beliefs: high vs. low mobility) manipulation conditions. They then completed the sense of control questionnaire and self-focused attention task. High mobility belief could alleviate the difference in perception among different subjective social classes and improve lower classes' control perception. Sense of control mediates subjective social class effects and social mobility beliefs on self-focused attention.

Two nonexperimental studies were conducted to test how and why transgression victims' narcissism influences their grudge holding, using undergraduate students and a community sample of adults, respectively. Study 1 tested the association between victims' vulnerable narcissism and grudge holding, including emotional persistence, perceived longevity, and disdain toward the transgressor. It also tested the extent to which victims' grandiose narcissism moderated the association. Study 2 was conducted to replicate Study 1 and test whether victims' rumination about the transgression mediated the moderated association. Overall, those with higher degrees of grandiosity showed a positive relation between vulnerable narcissism and reported emotional persistence (Studies 1 and 2) and perceived longevity (Study 2). Finally, rumination explained the moderated relation (Study 2).

Following the recent emphasis on supervisory interactions in abusive supervision, this study explains why and how supervisors' job insecurity and authoritarianism are related to abusive supervision and how subordinates' characteristics, agreeableness and negotiating resistance interact with the effects of supervisors' characteristics. We conducted a field study with 261 supervisor and subordinate dyads in South Korea, and the study findings confirmed that supervisors' authoritarianism is positively related to abusive supervision and that the effect is enhanced when subordinates are highly agreeable and display resistant behaviors. The study contributes to the leadership literature, particularly on abusive supervision and personality. Moreover, our findings have practical implications for employees to manage their work relationships with their supervisors or subordinates.

Conspiracy theories tend to be disseminated in times when anxiety and uncertainty prevail. Thus, the outbreak of the COVID-19 pandemic was fertile ground for the dissemination of conspiracy theories. The current study examined the role of conspiracy belief in the association between individual differences in perceptions of lack of control and certainty, and willingness to get vaccinated against COVID-19. Participants (N = 323) completed measures of willingness to get vaccinated, belief in COVID-19 vaccines conspiracy, intolerance of uncertainty (IOU), perceived personal control, and political uncontrollability. Results show that conspiracy beliefs mediated the positive association between perceived personal control and willingness to get vaccinated, and the negative association between political uncontrollability and willingness to get vaccinated. Additionally, conspiracy belief had a suppression effect on the association between IOU and willingness to get vaccinated. These findings indicate that uncertainty and sense of lack of control heighten the need for an explanation that offers some degree of clarity, which in turn is related to adoption of conspiracy theories and may consequently have negative effects on health behavior.

In this investigation, we tested hypotheses concerning how external validity, in relation to leadership and teamwork, was affected as participants moved from organizational to academic settings. Participants consisted of working business students (N = 159) from two countries, Peru and the United States, who adopted leader/teammate roles across settings. Results indicated that (a) transactional leadership and teamwork behavior demonstrated in organizational contexts were predictive of similar behavior in academic contexts, (b) the cultural setting of the study moderates the carry over effect of teamwork and leadership behavior from organizations to laboratories, and (c) for several leadership and teamwork behaviors, role identity and self-awareness incrementally added to the prediction of similar behaviors in academic contexts. We discuss the implications of our findings for enhancing the external validity of laboratory studies in applied psychology and for instruction of teamwork and leadership in academe.

Research on coping with workplace ostracism has mainly focused on victims' behaviors. This study provides additional insights by focusing on victims' cognitive processes and emotion regulation to determine how workplace ostracism leads them to reflect and act on their emotions. Drawing on emotion regulation theory and ego depletion theory, we proposed a moderated mediation model to examine the mediating role of reflective learning in the relationships between workplace ostracism and emotional labor and the moderating effect of anger on the process. We conducted an experimental vignette study with 199 working adults in China. When the participants reported low levels of anger in response to workplace ostracism, they engaged in more surface acting and deep acting through reflective learning. However, when the participants reported high levels of anger, they did not use reflective learning effectively. We discuss the implications of these results for both research and practice.

Grounded in self-regulation theory, this research assesses the relationship between employees' experiences of workplace ostracism and organizational deviance, further exploring the mediating function of procrastination and the buffering role of psychological flexibility. Results based on longitudinal (three-wave) data collected from employees in North American organizations illustrate that workplace ostracism elicits organizational deviance because employees suffer from impaired self-regulation, shown through procrastination. Accordingly, this study identifies procrastination as a way by which workplace ostracism facilitates organizational deviance but highlights that the association between procrastination and deviant behavior is mitigated when employees can actively engage in psychological flexibility. Examining the interplay between these variables may present an opportunity to potentially understand how to curb adverse workplace outcomes by encouraging employees to adapt their behaviors in the pursuit of organizational goals, despite the distracting thoughts and emotions associated with the experience of workplace ostracism.

Economic inequality has consequences at the social-psychological level, such as in the way people make inferences about their environment and other people. In the present two preregistered studies, we used a paradigm of an organizational setting to manipulate economic inequality and measured ascriptions of agentic versus communal traits to employees and the self. In Study 1 (N = 187), participants attributed more agency than communion to a middle-status employee, and more communion than agency when economic equality was salient. In Study 2 (N = 198) this finding was replicated. Further, this inequality-agency association was explained by perceptions of competitive employee relationships. Results, moreover, suggested that participants mainly attributed more communion than agency to themselves in the equality condition. We conclude that agency and communion ascriptions may be functional and thus inform about the expectations people have on the nature of social relationships in the face of economic inequality.

Time management is a beneficial tool for both individuals and their organizations. In this study, we conduct a meta-analytic review of the consequences of employee time management behaviors. Our results suggest that time management is associated with a variety of beneficial employee outcomes such as increased job satisfaction, job performance, and lower levels of stress and burnout. In addition, we found that the relationship between time management and employee outcomes is partially mediated by work-family conflict. Finally, relative weight analyses results indicated that perceived control over time exhibits incremental validity in predicting job satisfaction, job performance, and stress vis a vis conscientiousness. Directions for future research and practical implications of these findings are discussed.