Showing papers in "Journal of Applied Social Psychology in 2021"

When and how health-oriented leadership relates to employee well-being—The role of expectations, self-care, and LMX

Abstract: Despite the increasing interest in leaders’ health-promoting behavior, the employees’ role in the effectiveness of such behavior and the mechanisms underlying how such leadership behavior affects their well-being have largely been ignored. Drawing on implicit leadership theories, we advance the health-oriented leadership literature by examining employees’ ideals, that is, their expectations regarding such leader behavior, as a moderating factor. We propose that higher expectations increase the association between actual health-oriented leader behavior and employee-rated leader-member relationships (LMX) and health-oriented behaviors by employees, which, in turn, positively relate to their well-being (here: exhaustion and work engagement). We tested our theoretical model in three studies, using a cross-sectional design (Study 1, N = 307), a two-wave time-lagged design (Study 2, N = 144) and an experimental design (Study 3, N = 173). We found that the effect of actual health-oriented leader behavior on LMX is contingent on employees’ ideal health-oriented leader behavior. Yet, for employees’ self-care behavior, the proposed moderation was only significant in Study 1. High expectations strengthened the relationship between actual health-oriented leader behavior with LMX and self-care behavior, which, in turn, were associated with less exhaustion and more work engagement (only LMX), supporting most of our mediation hypotheses. Our results highlight the pivotal role of employees’ expectations regarding leaders’ health support and help in building practical interventions with regard to leaders’ health promotion.

Can a pandemic make people more socially conservative? Political ideology, gender roles, and the case of COVID-19.

Abstract: The first months of 2020 rapidly threw people into a period of societal turmoil and pathogen threat with the COVID-19 pandemic. By promoting epistemic and existential motivational processes and activating people's behavioral immune systems, this pandemic may have changed social and political attitudes. The current research specifically asked the following question: As COVID-19 became pronounced in the United States during the pandemic's emergence, did people living there become more socially conservative? We present a repeated-measures study (N = 695) that assessed political ideology, gender role conformity, and gender stereotypes among U.S. adults before (January 25-26, 2020) versus during (March 19-April 2, 2020) the pandemic. During the pandemic, participants reported conforming more strongly to traditional gender roles and believing more strongly in traditional gender stereotypes than they did before the pandemic. Political ideology remained constant over time. These findings suggest that a pandemic may promote the preference for traditional gender roles.

A little shot of humility: Intellectual humility predicts vaccination attitudes and intention to vaccinate against COVID-19.

Abstract: Vaccinations remain a critical, albeit surprisingly controversial, health behavior, especially with the promise of widely available COVID-19 vaccine. Intellectual humility, a virtue characterized by nonjudgmental recognition of one's own intellectual fallibility, may counter rigidity associated with anti-vaccination attitudes and help promote vaccine-related behaviors. This study investigated whether intellectual humility is related to anti-vaccination attitudes and intentions to vaccinate against COVID-19, and whether intellectual humility can predict unique variance in these outcomes beyond participant demographic and personal factors. Participants (N = 351, 57.23% male, mean age = 37.41 years, SD = 11.51) completed a multidimensional measure for intellectual humility, the anti-vaccination attitudes (VAX) scale, and a two-item COVID-19 vaccination intention scale. Bivariate correlations demonstrated that intellectual humility was negatively related with anti-vaccination attitudes overall, r(349) = -.46, p < .001, and positively related to intentions to vaccinate against COVID-19, r(349) = .20, p < .001. Hierarchical multiple regression revealed that intellectual humility predicted all four types anti-vaccination attitudes, overall anti-vaccination attitudes, and COVID-19 vaccination intentions above and beyond demographic and personal factors (i.e., sex, race/ethnicity, age, education, socioeconomic status, and political orientation), ΔR 2 between .08 and .18, ps < .001. These results bolster intellectual humility as a malleable psychological factor to consider in efforts to combat anti-vaccination attitudes and promote COVID-19 vaccination uptake.

Emotions during the Covid-19 pandemic: Fear, anxiety, and anger as mediators between threats and policy support and political actions

Abstract: The Covid-19 pandemic has significantly changed the lives of most people. It has been described as the most severe global health disaster of modern times by the United Nations. No doubt such a major crisis influences what citizens think of different policies, and how they become politically active, not to mention, the forceful emotional experiences that the Covid-19 pandemic brings. This study evaluates how emotions affect support for policies related to restricting the spread of the virus and economic assistance, and how emotions affect intentions to engage politically. In an experiment (N = 1,072), we manipulated emotional reactions to threat by highlighting different aspects of the pandemic. Our findings show that different experimental treatments elicit different emotions, and that fear, anxiety, and anger are all related to policy support and political action intentions, but in different ways. Fear and anger predict support for restrictive policies to limit the spread of the virus, while anxiety predicts support for economic policies. Anger and anxiety, but not fear, increase intentions to engage politically. Hence, we find support for a mechanism where different aspects of the Covid-19 crisis evoke different emotional reactions, which in turn affects policy support and political actions differently.

Witnessing racial discrimination shapes collective action for racial justice: Enhancing awareness of privilege among advantaged groups

Abstract: Three studies tested whether witnessing incidents of racial discrimination targeting Black people may motivate White people to engage in collective action for racial justice. In studies of White Americans (Study 1) and self-identified White activist “allies” (Study 2), witnessing incidents of racial discrimination predicted greater willingness to participate in collective action for racial justice, through the pathway of enhanced awareness of racial privilege. Studies 1 and 2 showed that awareness of racial privilege uniquely predicted the link between witnessing incidents of racial discrimination and willingness to participate in collective action for racial justice; these effects were consistent both with and without controlling for Whites’ sense of identification with their own racial group. Study 3 tested experimentally how witnessing incidents of racial discrimination may compel White people to become more motivated to engage in collective action for racial justice. Compared to those in a control condition, White participants who were randomly assigned to watch a brief video depicting recent discriminatory incidents targeting Black people (e.g., Starbucks incident in Philadelphia, housing incident at Yale University) tended to show greater motivation to engage in collective action for racial justice, an effect accounted for largely by enhanced awareness of racial privilege. How witnessing incidents of racial discrimination can transform views of privilege and willingness to stand up for racial justice among members of advantaged racial groups is discussed.

The right thing to do or the smart thing to do? How communicating moral or business motives for diversity affects the employment image of Dutch public and private sector organizations

Abstract: Many organizations have diversity statements in place in which they publicly declare their appreciation of and commitment to workforce diversity. These statements can either contain moral motives (e.g., “diversity reduces social inequalities”), business motives (e.g., “diversity enhances innovation”), or a combination of moral and business motives. In a desk study involving 182 Dutch organizations, we found that (a) private sector organizations more often than public sector organizations communicate business motives, (b) that public and private sector organizations are equally likely to communicate moral motives, and (c) that public sector organizations more frequently than private sector organizations communicate a combination of moral and business motives. Next, we used an experimental design to examine the causal influence of communicating different diversity motives on organizations' employment image (i.e., perceptions of organizational morality, competence, and attractiveness) among prospective employees (n = 393). Here, we used a scenario in which a healthcare organization was portrayed as either a public or a private sector organization and communicated either only moral motives, only business motives or a combination of moral and business motives for diversity. We found that for a public sector organization communicating moral instead of business motives for valuing diversity induced a more favorable employment image. For a private sector organization, there were no differences in employment image depending on the motive communicated. Together, these two studies shed new light on the role of diversity motives in establishing a positive employment image.

Community cohesion during the first peak of the COVID-19 pandemic: A social antidote to health anxiety and stress.

Abstract: Social support gained through community ties has been pivotal in dealing with stressful events. A cross-sectional community sample (N = 2,329) was gathered to assess community cohesion buffering against heath anxiety and perceived stress during the first peak of the pandemic in the UK, using structural equation modeling analyses. Community cohesion acted as a protective mechanism against both health anxiety and stress during the first national lockdown. A strong positive association was also found between health anxiety and stress. Stress and health anxiety scores peaked in the first weeks of the imposed quarantine; as the lockdown was extended, participants reported lower stress, health anxiety and community cohesion scores. The reduction of community cohesion scores was greater for those younger than 45 while the positive association between stress and health anxiety was stronger among males during the lockdown. While community cohesion effects against health anxiety were enhanced for females, community's buffering against stress were greater for males. Strengthening citizens' psychological sense of community through the publicization and support of local initiatives and mutual-aid groups and utilizing methodically green (and blue) spaces to boost neighborhood attraction might be viable strategies within which stress and health anxiety can be suppressed. Conversely, allowing community, regional and national cracks to deepen can exacerbate the impact of stressful events experienced during the COVID-19 pandemic.

The role of social identity in the explanation of collective action: An intergroup perspective on the Yellow Vests movement

Abstract: Social psychologists have developed influential theoretical models to understand intergroup conflicts, radicalism, and collective action. November 2018 saw the emergence of a new powerful movement in France named the Yellow Vests. Born on social media, the movement has sustained an unprecedented period of intense protests and violent clashes with the police, challenging the French government. As such, this movement offers an ideal context to examine the real‐world relevance of current social‐psychological theorizing. Using a social identity and self‐categorization perspective, two correlational studies (three samples, N = 1,849) tested the role of self‐categorization as a group member, or social identity, in accounting for individual participation in normative and nonnormative collective action. Using different operationalizations of identification, both studies confirm a powerful role of identification as a Yellow Vest and provided evidence that the effect of social media use on collective action is fully mediated by self‐categorization as a Yellow Vest. An alternative model suggesting that social media use mediated the relation between social identity and collective action was not supported by the data.

“Maybe Baby?” - The Employment Risk of Potential Parenthood

Abstract: Research grounded in gender role theories has shown that women face numerous employment disadvantages relative to men, with mothers often facing the greatest obstacles. We extend this literature by proposing that motherhood is not a necessary condition for women to face motherhood penalties. Instead, managers’ expectations that an applicant will have a child in the near future (i.e., “maybe baby” expectations) increases their perceptions of risk associated with employing childfree, childbearing-aged women–but not men. Investigating the intersection of gender and age, and integrating economic theories of discrimination, we conceptualize hiring as a risk assessment process, proposing that managers’ risk perceptions drive more precarious employment conditions for this group of women. Results from a field study with early career employees (Study 1) and a randomized experiment with hiring managers (Study 2) support our predictions across attitudinal (e.g., desire to offer a temporary job contract; Study 2) and objective indicators (e.g., having a temporary job contract; Study 1); female applicants can also mitigate this “maybe baby” risk by signaling a lack of interest in having children or by emphasizing their commitment and work ethic (Study 2). Our findings suggest that the perceived risks of parenthood can be hazardous for child-bearing-aged, childfree working women who simply may become parents (vs. men and mothers; vs. childfree women who are significantly younger or older than the average age of first childbearing in the local context).

The anti-scientists bias: The role of feelings about scientists in COVID-19 attitudes and behaviors.

Abstract: Across three studies, we investigated who expresses concern for COVID-19, or coronavirus, and engages in behaviors that are consistent with slowing the spread of COVID-19. In Studies 1 and 2 (n = 415, n = 199), those with warmer feelings toward scientists were more concerned and engaged in greater COVID-preventative behaviors, regardless of partisanship. That is, an anti-scientists bias was related to lessened concern and toward less preventive behaviors. Furthermore, those who were the most optimistic about hydroxychloroquine, a purported but unproven treatment against the virus, were less likely to engage in behaviors designed to decrease the spread of COVID-19. In Study 3 (n = 259), asking participants to watch a scientist discuss hydroxychloroquine on Fox News led people to greater endorsement of COVID behaviors. In short, positive feelings toward scientists, rather than political attitudes or knowledge, related to who was concerned and those willing to engage in pandemic reducing behaviors. These behaviors were not immutable and can be changed by scientific out-reach.

Reducing the gap between pro-environmental disposition and behavior: The role of feeling power

Abstract: Environmental issues are some of the most pressing threats the world is facing nowadays. In this context, motivating individual pro-environmental behavior becomes highly relevant. One strategy is to harness people's pro-environmental dispositions (e.g., biospheric values, pro-environmental attitudes). Although acknowledging the need to behave pro-environmentally lies at the core of these dispositions, the extent to which they are reflected in day-to-day pro-environmental practices fluctuates to a great extent. How to bridge this gap between dispositions and behaviors in pro-environmentalism? This research tests a novel psychological solution, that is, to heighten subjective feelings of power. Power depicts people's control over their own and others’ outcomes. Two studies (total N = 338, with n = 200 in Study 1 and n = 138 in Study 2) manipulated people's situational sense of high versus low power (by recalling and writing about relevant incidents), measured pro-environmental dispositions (biospheric values in Studies 1 and 2; attitude toward a specific environmental cause in Study 2), and examined their effects on pro-environmental behaviors (spending time on environmental persuasion in Study 1 and spending money on environmental donation in Study 2). Overall, both studies revealed that pro-environmental dispositions predicted pro-environmental behaviors, but only when the actors were prompted to experience a high instead of a low sense of power. The findings illuminate power as an important and viable communication tactic—to orient people toward their dispositions and practice what they preach in pro-environmentalism.

In traditionally male‐dominated fields, women are less willing to make sacrifices for their career because discrimination and lower fit with people up the ladder make sacrifices less worthwhile

Abstract: Women's lower career advancement relative to men is sometimes explained by internal factors such as women's lower willingness to make sacrifices for their career, and sometimes by external barriers such as discrimination. In the current research, positing a dynamic interplay between internal and external factors, we empirically test how external workplace barriers guide individuals' internal decisions to make sacrifices for the advancement of their careers. In two high-powered studies in traditionally male-dominated fields (surgery, N = 1,080; veterinary medicine, N = 1,385), women indicated less willingness than men to make sacrifices for their career. Results of structural equation modeling demonstrated that this difference was explained by women's more frequent experience of gender discrimination and lower perceptible fit with people higher up the professional ladder. These barriers predicted reduced expectations of success in their field (Study 1) and expected success of their sacrifices (Study 2), which in turn predicted lower willingness to make sacrifices. The results explain how external barriers play a role in internal career decision making. Importantly, our findings show that these decision-making processes are similar for men and women, yet, the circumstances under which these decisions are made are gendered. That is, both men and women weigh the odds in deciding whether to sacrifice for their career, but structural conditions may influence these perceived odds in a way that favors men. Overall, this advances our understanding of gender differences, workplace inequalities, and research on the role of “choice” and/or structural discrimination behind such inequalities.

Two tales of two protests: Principled and partisan attitudes toward politically charged protests

Abstract: The First Amendment of the United States Constitution protects individual's right to protest, but people tend to have differing attitudes toward protests depending on the issue being protested. Across two studies we examined general attitudes toward protests, racial attitudes, and political ideology as predictors of support for two separate pairs of recent, politically distinct protest actions. In Study 1, participants provided attitudes toward the 2017 Charlottesville and 2016 NFL protests. In Study 2, attitudes toward the 2020 George Floyd and COVID‐19 lockdown protests were assessed. In both studies, support was highest for protests aligned with political ideology, and racial prejudice consistently emerged as a predictor of protest support, even for the COVID‐19 lockdown protest that was not explicitly racially motivated. These findings provide further evidence of prejudice being a political force and partisan beliefs biasing understandings of social issues. [ABSTRACT FROM AUTHOR] Copyright of Journal of Applied Social Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Gender diversity in recruitment: Influence of gender trouble on applicant attraction and evaluation

Abstract: The current research addresses gender trouble (acts that question the naturalness of a binary gender system) in two parts of the recruitment situation: applicant attraction and evaluation. Experiment 1 (N = 1,147) investigated how different Equal Employment Opportunity (EEO) statements in an organization description influenced organizational evaluations. The EEO statements emphasized gender as binary (women and men), gender as diverse (multi-gender), or gender as irrelevant (de-gender; compared with no EEO statement). Gender minority participants experienced decreased identity threat in response to the multi-gendered and the de-gendered EEO statements, which increased organizational attractivity. There was no significant effect of EEO statement for gender majority participants. Multi-gendered and de-gendered EEO statements increased perceived gender diversity within the organization. Experiment 2 (N = 214) investigated how applicants with a normative or non-normative gender expression were evaluated by HR-specialists. Applicants with a non-normative gender expression were rated as more suitable for the position and recommended a higher starting salary than applicants with a normative gender expression. Women with a non-normative gender expression were rated as more likely to be employed than men with a non-normative gender expression, while women applicants regardless of gender expression were rated as the most likely to acquire the position. This research indicates that gender minorities can be explicitly included in EEO statements without negative impact on gender majority groups and with a positive impact on gender minority groups. Furthermore, a non-normative gender expression was not found to be a cause for biased evaluations in an initial recruitment situation.

Working toward eradicating weight stigma by combating pathologization: A qualitative pilot study using direct contact and narrative medicine

Abstract: Author(s): Fox, Rachel; Park, Kelly; Hildebrand-Chupp, Rowan; Vo, Anne T | Abstract: Stigma against fat people permeates every level of healthcare, yet most attempts to reduce weight stigma among healthcare providers have shown only marginal results. Fat studies, a field that rigorously interrogates negative assumptions about fatness,ncan help social psychologists understand weight stigma by centering the pathologizationnof fatness as a major contributor to weight stigma at the structural and interpersonal level. A fat studies approach also reorients the normative goal of weight stigma interventions from reducing stigma to eradicating stigma and calls for methods that reject weight stigma’s roots in medicine and medical discourse. Even nuanced and sympathetic models of “obesity” cannot combat stigma that is structurally based in medical authority. We applied these principles to develop a new method of weight stigma intervention: direct contact structured through narrative medicine. In a qualitative pilot study, four medical students and two fat activist community members met for five 2-hour narrative medicine workshops over 5 weeks. All participants completed focus group interviews about the experience. Interview transcript analysis revealed that these workshops provided a space for depathologizing, humanizing, empathy-inducing, and power-leveling interactions between medical students and fat people, where members of both groups reported benefiting from the experience. We conclude that non-pathologizing approaches to eradicating weight stigma are notnonly feasible, but both ethically and methodologically necessary.

Hindsight bias and outcome bias in judging directors’ liability and the role of free will beliefs

Abstract: Following a corporate disaster such as bankruptcy, people in general and damaged parties, in particular, want to know what happened and whether the company's directors are to blame The accurate assessment of directors' liability can be jeopardized by having to judge in hindsight with full knowledge of the adverse outcome The present study investigates whether professional legal investigators such as judges and lawyers are affected by hindsight bias and outcome bias when evaluating directors' conduct in a bankruptcy case Additionally, to advance our understanding of the mechanisms underlying these biases, we also examine whether free will beliefs can predict susceptibility to hindsight bias and outcome bias in this context In two studies (total N = 1,729), we demonstrate that legal professionals tend to judge a director's actions more negatively and perceive bankruptcy as more foreseeable in hindsight than in foresight and that these effects are significantly stronger for those who endorse the notion that humans have free will This contribution is particularly timely considering the many companies that are currently going bankrupt or are facing bankruptcy amidst the COVID‐19 pandemic [ABSTRACT FROM AUTHOR] Copyright of Journal of Applied Social Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission However, users may print, download, or email articles for individual use This abstract may be abridged No warranty is given about the accuracy of the copy Users should refer to the original published version of the material for the full abstract (Copyright applies to all Abstracts )