Showing papers in "Journal of Applied Social Psychology in 2011"
TL;DR: The authors explored the effect of exposure to entrepreneurial role models on entrepreneurial career intention, and found that role models have a significant and positive impact on intention, that gender moderated the effects, and that self-efficacy mediated it.
Abstract: This paper addresses the effects of role models and self-efficacy on forming career intentions, and whether the effects vary by gender and process. Focusing on entrepreneurship as a career choice, we explored (a) the effect of exposure to entrepreneurial role models on entrepreneurial career intention; (b) the difference in effects between men and women; and (c) the mediating functionality of self-efficacy. Results indicate that role models have a significant and positive impact on intention, that gender moderated the effects, and that self-efficacy mediated it. A moderated mediation relationship was observed such that, for women, role models had stronger influence on self-efficacy, which, in turn, influenced entrepreneurial career intention. Results are discussed in terms of implications for theory and practice.
395 citations
TL;DR: This article examined out-group alliance, focusing on predictors of heterosexuals' advocacy for lesbian, gay, bisexual, and transgender (LGBT) rights, and found that women, educated individuals, and those with gay and lesbian friends were more likely to be allies.
Abstract: Despite their prominence in civil rights movements, out-group allies have been understudied. The current research examined out-group alliance, focusing on predictors of heterosexuals' advocacy for lesbian, gay, bisexual, and transgender (LGBT) rights. Heterosexuals who were recruited through an online panel of research participants completed a survey containing measures of empathy, out-group contact, gender, education, and attitudes toward gays and lesbians. Additionally, participants indicated whether they had engaged in several allied behaviors (e.g., donating money for LGBT causes). Women, educated individuals, and those with gay and lesbian friends were more likely to be allies. Additionally, alliance was greatest among individuals lower in prejudice and simultaneously higher in positivity toward gays and lesbians. Implications regarding intergroup relations and future research are discussed.
148 citations
TL;DR: In this article, the authors examined age and gender differences in coping strategies used by adolescents (N = 342; age = 14-19 years) in dealing with everyday minor stressors.
Abstract: This study examined age and gender differences in coping strategies used by adolescents (N = 342; age = 14–19 years) in dealing with everyday minor stressors. Relationships with coping resources (self-efficacy, social support) and the impact of coping on psychological well-being were assessed. Coping strategies were measured using the Coping Across Situations Questionnaire (CASQ; Seiffge-Krenke, 1995). Results showed that adolescents’ coping strategies differed according to problem domain. The most frequently used strategies were active and internally focused. Females used a wider range of coping strategies than did males. Significant correlations were found among coping strategies and coping resources. Moreover, the adoption of some strategies significantly affected adolescents’ psychological well-being. jasp_726 559..578
146 citations
142 citations
TL;DR: In this article, the authors examined two mediating mechanisms that explain the leader positive moods and team performance linkage: transformational leadership and positive group affective tone, and found that leader positive attitudes not only directly enhanced team performance, but also indirectly led to improved team performance through the explicit mediating process (i.e., transformational leader) and the implicit mediation process (e.g., positive group aff ective tone).
Abstract: Extending previous research regarding the relationship between leader positive moods and team performance, the present study examined 2 mediating mechanisms that explain the leader positive moods–team performance linkage: transformational leadership, and positive group affective tone. Data were collected from 85 sales teams (85 team leaders, 365 team members). Structural equation modeling analyses were performed to test the hypotheses. The results showed that leader positive moods not only directly enhanced team performance, but also indirectly led to improved team performance through the explicit mediating process (i.e., transformational leadership) and the implicit mediating process (i.e., positive group affective tone). Theoretical and practical implications are discussed.
130 citations
TL;DR: In this article, the authors examined the effect of an expressive-writing paradigm intervention designed to increase emotional self-efficacy in employees and found that participants in the intervention condition with lower pre-test selfefficacy scores showed significant increases in selfefficacies.
Abstract: This study examined the effect of an expressive-writing paradigm intervention designed to increase emotional self-efficacy in employees. Participants in the intervention condition with lower pre-test self-efficacy scores showed significant increases in self-efficacy. Further, participants in the writing intervention condition showed increased emotional intelligence and positive affect, and decreased workplace incivility perpetration compared to participants in the control writing condition. Overall, the results indicate that an expressive-writing intervention may be an effective strategy for increasing positive workplace outcomes.
123 citations
TL;DR: In this article, the authors present a model to demonstrate how two types of conflict (task and relationship conflict) affect employees' knowledge sharing through three psychological states (experienced meaningfulness, experienced safety, experienced availability) and work engagement, which, in turn, increased knowledge sharing.
Abstract: By integrating work-engagement theory with conflict framework, this paper presents a model to demonstrate how 2 types of conflict (task and relationship conflict) affect employees' knowledge sharing through 3 psychological states (experienced meaningfulness, experienced safety, experienced availability) and work engagement. Employees (N = 139) in 2 software development companies in China responded to a survey. The results show that task conflict improved 2 psychological states (experienced safety, experienced availability) and work engagement, which, in turn, increased knowledge sharing. Relationship conflict deteriorated the 3 psychological states and work engagement, which, in turn, affected knowledge sharing. Theoretical and applied implications of these findings are discussed.
108 citations
TL;DR: In this paper, the authors reported the results of two studies designed to examine the job performance prediction effectiveness of political skill when investigated in conjunction with general mental ability (GMA) and personality characteristics.
Abstract: Political skill is the capacity to understand others in working life effectively, and to apply such knowledge to induce others to act in ways that add to one's personal or organizational goals. The present investigation reported the results of 2 studies designed to examine the job performance prediction effectiveness of political skill when investigated in conjunction with general mental ability (GMA) and personality characteristics. The results demonstrated that political skill accounted for a significant proportion of job performance variance beyond GMA and personality variables cross-sectionally in Study 1, and predictively (i.e., using a 1-year timeframe) in Study 2 examining effects on multiple dimensions of job performance. The implications of these results, strengths, limitations, and directions for future research are discussed.
95 citations
TL;DR: In this article, the authors compare the support networks of 2,754 Flemish LGBs and 1,199 Belgian citizens and find convincing support for the family-of-choice hypothesis.
Abstract: Despite the judicial and cultural progress that has been made in Flanders (i.e., Dutch-speaking part of Belgium), lesbians, gay men, and bisexuals (LGBs) are still a stigmatized sexual minority. They are assumed to rely extensively on the support of friends to compensate for lack of familial support (i.e., family-of-choice hypothesis). In this article, we compare the support networks of 2,754 Flemish LGBs and 1,199 Flemish citizens and find convincing support for the family-of-choice hypothesis. LGBs seem to rely primarily on friends, while the average Fleming primarily relies on family for confidant support. We discuss the supportive potential captured in these friendship networks and raise the question "Are friends all a person needs?".
93 citations
TL;DR: This article found that modern homonegativity predicted discriminatory behavioral intentions toward a gay, but not a straight mayoralty candidate, in a sample of 196 community participants, irrespective of participant sex.
Abstract: Two studies examined modern homonegative attitudes among nonstudents. In Study 1, participants completed the Modern Homonegativity Scale (MHS; Morrison & Morrison, 2002) and other measures. Results indicated that MHS scores correlated positively with neoracism, neosexism, and the Protestant work ethic, and negatively with humanitarianism–egalitarianism. Gender differences were found and, irrespective of participant sex, greater modern homonegativity was directed toward gay, rather than lesbian targets. Study 2 extended research in the realm of modern homonegativity by investigating the linkage between modern homonegative attitudes and behavioral intentions in a sample of 196 community participants. As expected, modern homonegativity predicted discriminatory behavioral intentions toward a gay, but not a straight mayoralty candidate. Applications of these findings and future research directions are discussed.
86 citations
TL;DR: The authors examined attitudes toward diversity as a moderator of outcomes of diversity in workgroups and found that high scores on the productive and affective dimensions of the ADWS enhanced brainstorming performance in actual diverse groups and positive psychological reactions to the group experiences, respectively.
Abstract: The present study examined attitudes toward diversity as a moderator of outcomes of diversity in workgroups. Two studies were conducted that focused on the development of the Attitudes Toward Diverse Workgroups Scale (ADWS) and on the impact of diversity attitudes on task performance and psychological reactions in actual face-to-face diverse brainstorming groups. The first study supported the internal consistency and stability of the ADWS and revealed that it was related, in the predicted way, to the Big Five and general prejudice. The second study revealed that high scores on the productive and affective dimensions of the ADWS enhanced brainstorming performance (quality of ideas) in actual diverse groups and positive psychological reactions to the group experiences, respectively.
TL;DR: In this article, the authors investigate application of a theory of planned behavior, including involvement and decision-making style in predicting undergraduates' borrowing attitudes, and explore antecedents of students' debt-consumption/borrowing attitudes.
Abstract: This study was designed to investigate application of a theory of planned behavior, including involvement and decision-making style in predicting undergraduates' borrowing attitudes. We conducted interviews to explore antecedents of students' debt-consumption/borrowing attitudes. We employed exploratory factor analysis to identify attitudinal dimensions utilized in hierarchical regression as independent variables. The results suggest students regard themselves as good money managers, but lack control over borrowing and debt. Combining involvement and decision-making style as a style/involvement variable had a powerful mediating effect in predicting borrowing intention. Research suggests that grouping students, based on their involvement level with finance and decision-making style, into debtor types offers opportunities for more understanding of their debt-consumption intentions. Strategies are proposed for dealing with different debtor types.
TL;DR: A model of pseudo-transformational leadership is defined by self-serving, yet highly inspirational leadership behaviors, unwillingness to encourage independent thought in subordinates, and little caring for one's subordinates more generally as mentioned in this paper.
Abstract: A model of pseudo-transformational leadership was tested in 4 experiments. Pseudotransformational leadership is defined by self-serving, yet highly inspirational leadership behaviors, unwillingness to encourage independent thought in subordinates, and little caring for one’s subordinates more generally. Study 1 (N = 167) used vignettes to differentiate among transformational, pseudo-transformational, and laissez-faire leadership styles. Study 2 (N = 179) replicated this model using ratings of characters in the film 12 Angry Men (Fonda, Rose, & Lumet, 1957). Study 3 (N = 120) tested the model, controlling for participant perceptions of leader affect and prototypical leadership behaviors. Study 4 (N = 127) extended the ecological validity of the model and range of outcomes. Across the studies, support was obtained for the model. jasp_858 2943..2984
TL;DR: This paper found that role conflict and role ambiguity act as stressors to increase burnout and personality, however, serves as a resource that moderates the negative effects of role conflict on burnout.
Abstract: We propose that role conflict and role ambiguity act as stressors to increase burnout. Personality, however, serves as a resource that moderates the negative effects of role conflict and role ambiguity on burnout. To test these hypotheses, we used a sample of 263 faculty members at a large state university. Stepwise regression shows that role conflict increased emotional exhaustion, while extraversion and emotional stability reduced emotional exhaustion. Role conflict increased depersonalization, while agreeableness decreased depersonalization. Role ambiguity reduced personal accomplishments, while agreeableness and emotional stability increased personal accomplishments. Role conflict combined with extraversion, and role ambiguity combined with conscientiousness to increase personal accomplishments. Our results highlight the complexity of burnout in the workplace.
TL;DR: Affective forecasting in public transport was investigated in two studies as discussed by the authors, which revealed differences in satisfaction between users and non-users, and found that users were more satisfied than nonsupported users.
Abstract: Affective forecasting in public transport was investigated in 2 studies. Study 1 revealed differences in satisfaction between users (n = 870) and non-users (n = 137). Users were more satisfied than ...
TL;DR: This paper examined the effects of the labels "fat" vs. "overweight" in the expression of weight bias, with the prediction that the label 'fat' biases individuals to respond more negatively than does 'overweight'.
Abstract: This research examined the effects of the labels “fat” vs. “overweight” in the expression of weight bias, with the prediction that the label “fat” biases individuals to respond more negatively than does the label “overweight.” In Study 1, participants' attitudes toward people labeled as fat were less favorable than were their attitudes toward people labeled as overweight. In Studies 2 and 3, although participants chose similar-sized figures to depict fat and overweight targets, weight stereotypes and weight attitudes were more negative toward people labeled as fat than those labeled as overweight. In addition, the endorsement of weight stereotypes mediated the biasing effect of the “fat” label on weight prejudice. Implications of this work for prejudice researchers and for public attitudes are discussed.
TL;DR: In this paper, the authors attempted to understand how corporate citizenship affects job behaviors and employee feelings by examining a hypothesized positive effect of perceived corporate citizenship (PCC) on three dependent variables: work-role definitions, organizational citizenship behavior, and organizational identification.
Abstract: There has been little research focus to date on individual level reactions to corporate citizenship. Our study attempted to understand better how corporate citizenship affects job behaviors and employee feelings by examining a hypothesized positive effect of perceived corporate citizenship (PCC) on 3 dependent variables: work-role definitions, organizational citizenship behavior, and organizational identification. Additionally, the personal value of other-regarding value orientation was hypothesized to interact with PCC. The findings supported 4 of 6 hypotheses. We consider theoretical and practical implications of how corporate citizenship impacts employees.
TL;DR: In this paper, the authors examined the relationships among cooperative experiences, social interdependence predispositions, harm-intended aggression, victimization, and prosocial behaviors with 217 elementary school children from 3rd to 5th grade.
Abstract: This study examined the relationships among cooperative experiences, social interdependence predispositions, harm-intended aggression, victimization, and prosocial behaviors with 217 elementary school children from 3rd to 5th grade. Path analysis using LISREL indicates that cooperative experiences predicted cooperative predispositions, the absence of individualistic predispositions, and prosocial behaviors. Cooperative predisposition predicted prosocial behaviors and the absence of harm-intended aggression. Competitive predisposition predicted harm-intended aggression. These findings validate social interdependence theory and partially support theories related to social dominance. Providing frequent cooperative learning experiences may be an important tool to increase students' cooperativeness and thereby reduce the frequency of harm-intended aggression, increase the frequency of prosocial behaviors, and reduce students' individualistic predispositions.
TL;DR: In this paper, the authors examined the relationship of role clarity and organization-based self-esteem with four dimensions of commitment to supervisors and organizations (affective, normative, perceived high sacrifice, perceived lack of alternatives) and turnover intentions.
Abstract: We examined the relationships of role clarity and organization-based self-esteem with 4 dimensions of commitment to supervisors and organizations (affective, normative, perceived high sacrifice, perceived lack of alternatives) and turnover intentions. Confirmatory factor analyses supported the hypothesized 8-factor model of commitment. Structural equation modeling analyses revealed that role clarity was positively related to affective, normative, and perceived high sacrifice supervisory commitment; while it was not related to organizational commitments. Organization-based self-esteem was positively associated with affective commitment to organizations and supervisors; it was also negatively associated with the lack of alternatives component of supervisory and organizational commitment. Finally, the affective and high-sacrifice dimensions of supervisory commitment related to turnover intentions via parallel forms of organizational commitment.
TL;DR: This article examined the effects of stereotype threat nullification among African Americans and Hispanic Americans and found that there was a moderate improvement in scores for both groups when stereotype threat was nullified (d = 0.52).
Abstract: Stereotype threat theory posits an explanation for cognitive underperformance in groups based on social stereotypes. When stereotypes are negatively related to a cognitive task, awareness of this relationship leads to decreased performance on that task; however, this underperformance can be reduced by actively dismissing the stereotype or disguising the nature of the task. This meta-analysis examined the effects of stereotype threat nullification among African Americans and Hispanic Americans. There was a moderate improvement in scores for both African American and Hispanic Americans' performance when stereotype threat was nullified (d = 0.52). However, there were no differences between African Americans and Hispanic Americans or between the experimental methods used to create stereotype threats in terms of their effects on the outcomes.
TL;DR: In this article, a predictive study was conducted on 135 career employees, covering a 1-year timeframe, to investigate the relationship between political skill, hierarchical position, income, and career satisfaction.
Abstract: Career success is determined by a number of factors, including some combination of specific competencies and a performance record, along with network development, organizational politics, and reputation building. Theory and research suggest that employees’ political skill predicts their career success, and that this relationship is mediated by employees’ reputation in the workplace. These hypotheses were tested in a predictive study, collecting 2 waves of data from 135 career employees, covering a 1-year timeframe. Political skill at Time 1 predicted hierarchical position, income, and career satisfaction at Time 2. Furthermore, reputation mediated the relationships between political skill, hierarchical position, and career satisfaction. Contributions, implications, limitations, strengths, and future research directions are discussed. jasp_862 1..24
TL;DR: Together, the studies highlight the substantial influence of peers in a risk-related situation; in real life, peer influence to be risky could contribute to automobile accidents.
Abstract: In 2 studies, college students were socially influenced to be risky or not in a driving simulation. In both studies, confederate peers posing as passengers used verbal persuasion to affect driving behavior. In Study 1, participants encouraged to drive riskily had more accidents and drove faster than those encouraged to drive slowly or not encouraged at all. In Study 2, participants were influenced normatively or informationally to drive safely or riskily. As in Study 1, influence to drive riskily increased risk taking. Additionally, informational influence to drive safely resulted in the least risk taking. Together, the studies highlight the substantial influence of peers in a risk-related situation; in real life, peer influence to be risky could contribute to automobile accidents.
TL;DR: This paper found that liking a socially compromised target increases both empathic concern and empathic embarrassment, whereas imagining oneself in the person's situation primarily increases empathic discomfort and self-awareness.
Abstract: Much research has investigated the cognitive-perceptual factors that promote empathic concern. However, little research has investigated such factors for a related emotion: empathic embarrassment. We suggest that 2 factors promote empathic embarrassment for a target in a compromising situation: liking the target, and imagining oneself in the target’s situation. Results revealed that liking a socially compromised target increases both empathic concern and empathic embarrassment (Experiment 1). Furthermore, imagining the person’s thoughts and feelings increases empathic concern and a desire for future exposure to the person, whereas imagining oneself in the person’s situation primarily increases empathic embarrassment (Experiment 2). Implications of these results for future empathy research and applications for those who suffer from chronic embarrassability are discussed. jasp_699 1..26 Imagine overhearing two people conversing, during which details about a rather unpleasant first date are recounted. Although you are not directly involved in the situation, it is nonetheless possible to experience a range of emotions for, or about, the person describing that unpleasant experience. For example, one might feel embarrassment on the other’s behalf. Or, one might experience compassion for his or her troubles. In some cases, one might feel nothing at all in response to the other’s plight. This rather commonplace scenario raises important questions about when—and for whom—one will experience various empathic emotions in response to events in the lives of others.
TL;DR: In this paper, the authors examined whether the association between perceived sexual stigma and psychological distress is influenced by individuals' level of identity disclosure and their typical coping strategies and revealed an interaction between participants' perceived level of stigma, the extent of their identity disclosure, and their utilization of problem-solving coping strategies in predicting their endorsement of depressive symptoms.
Abstract: The current study examined whether the association between perceived sexual stigma and psychological distress is influenced by individuals' level of identity disclosure and their typical coping strategies. Regression analyses were conducted with data from a survey of 79 gay men and lesbians. Results revealed a 3-way interaction between participants' perceived level of stigma, the extent of their identity disclosure, and their utilization of avoidant coping strategies in predicting their endorsement of depressive symptoms. Findings also revealed an interaction between participants' perceived level of stigma, the extent of their identity disclosure, and their utilization of problem-solving coping strategies in predicting their endorsement of depressive symptoms. The implications are discussed with regard to various models of minority stress.
TL;DR: This paper examined relationships between leaders' emotional intelligence (EI) and subordinates' emotion and work attitudes, and found that EI was positively related to their own work emotionality and job satisfaction.
Abstract: The present study examined relationships between leaders’ emotional intelligence (EI) and subordinates’ emotion and work attitudes and between leaders’ and subordinates’ EI and work outcomes. School directors and educators completed measures of EI, affect at work, job satisfaction, and burnout. A series of multilevel analyses found that leaders’ use of emotion was positively related to subordinates’ work emotionality and attitudes, whereas leaders’ emotion regulation and selfemotion appraisal were negatively related to subordinates’ emotion and work attitudes. Leaders’ and subordinates’ own EI was positively related to their own work emotionality and job satisfaction. These findings support a social interactionist perspective on emotions at work and a multilevel understanding of the effects of leaders’ emotions intrapersonally and interpersonally. jasp_750 1121..1144 Do leaders’ emotion-related skills influence employees’ emotions and psychological states, and if so, via what processes? Despite voices of skepticism (e.g., Conte, 2005), an evolving research literature in social and organizational psychology suggests that emotional intelligence (EI) skills are important for employees’ emotion-related processes and outcomes at different levels of management (Ashkanasy, Hartel, & Daus, 2002; Mayer, Roberts, & Barsade, 2008). Nevertheless, research on the effects of leaders’ emotional skills on employees’ emotions and work attitudes is limited (Bono, Foldes, Vinson, & Muros, 2007). The few existing studies examining such questions typically conclude that leaders’ overall EI is positively related to both leaders’ and subordinates’ well-being and performance at work (Sy, Tram, & O’Hara, 2006; Wong & Law, 2002).
TL;DR: In this paper, the authors examined two strategies used by people with HIV to cope with the effects of prejudice and discrimination: hiding of stigma and in-group identification, and found that perceived group-based discrimination was positively associated with ingroup identification and was positively related to collective action intentions and well-being.
Abstract: We examined 2 strategies used by people with HIV (N = 68) to cope with the effects of prejudice and discrimination: hiding of stigma and in-group identification. In support of the first proposed path, we found that group-based discrimination enhanced hiding of stigma. This reduces the perception of personal discrimination; and this, in turn, is positively related to well-being. We also found evidence for a second, more collective path by which those who are HIV-positive protect their well-being. Perceived group-based discrimination was positively associated with in-group identification, which, in turn, was positively related to collective action intentions and well-being. The discussion focuses on how well-being can be protected through both individual- and group-level processes.
TL;DR: In this paper, a case study was conducted to investigate the impact of character education on school climate and pupil behavior within a primary school situated in an Education Action Zone of East Anglia, England.
Abstract: Within an action research framework, this investigation used a mixed-method case-study approach to investigate what impact character education has on school climate and pupil behavior within a primary school situated in an Education Action Zone of East Anglia, England. Both quantitative and qualitative data sets suggest that the implementation of a multicomponent socioculturally inspired character-education program can have positive effects on school climate, pupil behavior, and staff morale. In addition, the findings indicate that there is a positive effect on the school's ability to meet the social, emotional, and cognitive needs of pupils following the implementation of a whole-school prosocial development program rooted in empirical evidence from psychological and educational research.
TL;DR: In this paper, the authors argue that perceptions of organizational support and obstruction will have unique implications for employees' cognitive association and disassociation with their employers, and they support the hypothesis that perceived organizational support is positively related to an overlap in individual and organizational identities.
Abstract: We argue that perceptions of organizational support and obstruction will have unique implications for employees' cognitive association and disassociation with their employers. As expected, the results of 2 studies support the hypothesis that perceived organizational support is positively related to an overlap in individual and organizational identities (i.e., organizational identification). Further, perceptions of organizational obstruction predict cognitive separation in individual and organizational identities (i.e., disidentification, ambivalent identification, and neutral identification). Implications for research and practice are discussed.
TL;DR: Based on recent identity research, the Multi-Dimensional Identity Scale (MDIS) as mentioned in this paper was developed, and the psychometric properties of the MDIS were examined, and three studies used for item generation and analyses and exploratory factor structure analysis (Study 1, 2, and 3).
Abstract: Based on recent identity research, we developed the Multi-Dimensional Identity Scale (MDIS), and the psychometric properties of the MDIS are examined. We report the results of 3 studies used for item generation and analyses and exploratory factor structure analysis (Study 1), confirmatory factor structure analyses (Studies 1, 2, and 3), and construct validity (Study 3). Collectively, these studies illustrate the psychometric properties of a new measure of identity that is multidimensional and adaptable to various identity bases (i.e., organizational, family, social). Based on exploratory and confirmatory studies, our measure demonstrates the same factor structure for organization-based identity and social-based identity and a similar factor structure for family-based identity. Convergent and discriminant validity are demonstrated. jasp_770 1632..1658
TL;DR: McCutcheon, Lange, & Houran as discussed by the authors proposed the Celebrity Attitude Scale (CAS) to identify celebrity worshipers, useful for identifying individuals who are overly absorbed or addicted to their interest in a celebrity.
Abstract: McCutcheon, Lange, & Houran (2002) proposed the Celebrity Attitude Scale (CAS) to identify celebrity worshipers, useful for identifying individuals who are overly absorbed or addicted to their interest in a celebrity. Problematic is the absence of a conceptual definition for celebrity worshiper and how this term relates to use of the term fan. Currently, these terms are most often used as if they were synonyms (Haspel, 2006; Maltby, Day, McCutcheon, Gillett et al., 2004; McCutcheon, Lange, & Houran, 2002). Sampled groups of serious fans contained many individuals who met none of the criteria for celebrity worship, as identified by the CAS. The use of celebrity worshiper as a synonym for fan appears to be conceptually flawed.