Individualism and collectivism

Статья посвящена вопросам влияния власти на поведение человека. Авторы рассматривают данные различных источников, в которых увеличение власти связывается с напористостью, а ее уменьшение - с подавленностью. Конкретно, власть ассоциируется с: а) позитивным аффектом; б) вниманием к вознаграждению и к свойствам других, удовлетворяющим личные цели; в) автоматической переработкой информации и резкими суждениями; г) расторможенным социальным поведением. Уменьшение власти, напротив, ассоциируется с: а) негативным аффектом; б) вниманием к угрозам и наказаниям, к интересам других и к тем характеристикам я, которые отвечают целям других; в) контролируемой переработкой информации и совещательным типом рассуждений; г) подавленным социальным поведением. Обсуждаются также последствия этих паттернов поведения, связанных с властью, и потенциальные модераторы.

Power, approach, and inhibition. Власть, напористость и подавленность

The Nature of Prejudice

Stigma and discrimination present an important barrier to finding and keeping work for individuals with a mental health problem. This paper reviews evidence on: 1) employment-related disclosure beliefs and behaviours of people with a mental health problem; 2) factors associated with the disclosure of a mental health problem in the employment setting; 3) whether employers are less likely to hire applicants who disclose a mental health problem; and 4) factors influencing employers' hiring beliefs and behaviours towards job applicants with a mental health problem. A systematic review was conducted for the period 1990-2010, using eight bibliographic databases. Meta-ethnography was used to provide a thematic understanding of the disclosure beliefs and behaviours of individuals with mental health problem. The searches yielded 8,971 items which was systematically reduced to 48 included studies. Sixteen qualitative, one mixed methods and seven quantitative studies were located containing evidence on the disclosure beliefs and behaviours of people with a mental health problem, and the factors associated with these beliefs and behaviours. In the meta-ethnography four super-ordinate themes were generated: 1) expectations and experiences of discrimination; 2) other reasons for non-disclosure; 3) reasons for disclosure; and 4) disclosure dimensions. Two qualitative, one mixed methods and 22 quantitative studies provided data to address the remaining two questions on the employers perspective. By presenting evidence from the perspective of individuals on both sides of the employment interaction, this review provides integrated perspective on the impact of disclosure of a mental health problem on employment outcomes.

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Systematic review of beliefs, behaviours and influencing factors associated with disclosure of a mental health problem in the workplace.

https://hal.archives-ouvertes.fr/hal-00947437/document

The influence of sex stereotypes and gender roles on participation and performance in sport and exercise: review and future directions.

Agency (A) and communion (C) are fundamental content dimensions. We propose a facet-model that differentiates A into assertiveness (AA) and competence (AC) and C into warmth (CW) and morality (CM). We tested the model in a cross-cultural study by comparing data from Asia, Australia, Europe, and the USA (overall N = 1.808). Exploratory and confirmatory factor analyses supported our model. Both the two-factor model and the four-factor model showed good fit indices across countries. Participants answered additional measures intended to demonstrate the fruitfulness of distinguishing the facets. The findings support the model's construct validity by positioning the fundamental dimensions and their facets within a network of self-construal, values, impression management, and the Big Five personality factors: In all countries, A was related to independent self-construal and to agentic values, C was related to interdependent self-construal and to communal values. Regarding the facets, AA was always related to A values, but the association of AC with A values fell below our effect size criterion in four of the five countries. A (both AA and AC) was related to agentic impression management. However, C (both CW and CM) was neither related to communal nor to agentic impression management. Regarding the Big Five personality factors, A was related to emotional stability, to extraversion, and to conscientiousness. C was related to agreeableness and to extraversion. AA was more strongly related to emotional stability and extraversion than AC. CW was more strongly related to extraversion and agreeableness than CM. We could also show that self-esteem was more related to AA than AC; and that it was related to CM, but not to CW. Our research shows that (a) the fundamental dimensions of A and C are stable across cultures; and (b) that the here proposed distinction of facets of A and C is fruitful in analyzing self-perception. The here proposed measure, the AC-IN, may be a useful tool in this research area. Applications of the facet model in social perception research are discussed.

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Facets of the Fundamental Content Dimensions: Agency with Competence and Assertiveness-Communion with Warmth and Morality.

Objective: Building on D. Stone and A. Colella’s (1996) model, this article examines how job applicants with or without a physical disability are evaluated in relation to the nature of the job. Design: Data from 284 management undergraduates were collected through 2 experimental studies based on the same paradigm: Participants had to evaluate individuals with or without a disability applying for jobs that did or did not involve a great deal of interpersonal contact (Study 1) and for jobs typically reserved for men or for women (Study 2). Results: Job applicants with disability were rated more negatively than applicants without disability in poor-fit conditions (job involving a great deal of interpersonal contact, or male job). This devaluation was particularly marked in issues reflecting competence. By way of contrast, individuals with disabilities received higher ratings on personal qualities. Conclusions: To promote the employment of persons with disabilities, it is important not only to improve the level of qualification of people with disabilities but also to attempt to change the nature of perception of these individuals.

Social judgment toward job applicants with disabilities: Perception of personal qualities and competences.

A great deal of recent work has found that two fundamental dimensions underlie social judgment. The most common labels used to denote these dimensions are agency versus communion, and competence versus warmth. The present work aimed to disentangle agency understood as the motivation to promote the self from competence understood as ability, and to address their distinctive role in status perception. In Studies 1 and 2, participants were presented with a high- versus low-status target and asked to rate this target on agency, competence and warmth. In Study 3, participants were presented with an agentic, competent, and warm target and asked to rate their social status. Overall, our findings indicated that agency and competence operate as distinct dimensions in social judgment, and that agency is more related to social status than competence.

The Primacy of Agency Over Competence in Status Perception

Purpose Most of the literature in social psychology on social categorization reveals the primacy of gender and ethnicity in person perception. The purpose of the current research was to examine the salience of visible disability (person in a wheelchair) compared with the salience of gender and ethnicity. Method In two experiments, the authors compared descriptions of targets with or without disability (in a wheelchair or on a bike), female or male (Experiments 1 and 2), Black or White (Experiment 2). Results Results supported the hypothesized salience of disability: Targets with disability are immediately described by disability, independent of gender and ethnicity, whereas targets without disability are primarily identified by gender and ethnicity. Conclusions These results suggest that disability can be considered a superordinate social category.

Describing persons with disability: salience of disability, gender, and ethnicity.

This research investigates the social judgment of people with a disability in a professional context. In Study 1, participants without a disability were asked to rate people with a disability on scales measuring competence and warmth. In Study 2 individuals with and without a disability were asked to present themselves in such a way as to make the best possible impression on a potential employer. In a second round, they were asked to make the best possible impression assuming that they had (or did not have) a disability. As predicted, people with a disability were systematically presented as warm, but incompetent. This evaluation was observed in groups of people with and in those without a disability.

Eva Louvet

Papers

Facets of the Fundamental Content Dimensions: Agency with Competence and Assertiveness-Communion with Warmth and Morality.

Social judgment toward job applicants with disabilities: Perception of personal qualities and competences.

The Primacy of Agency Over Competence in Status Perception

Describing persons with disability: salience of disability, gender, and ethnicity.

Social Judgment of People with a Disability in the Workplace