On the Importance of the Superior's Interpersonal Sensitivity for Good Leadership

This research is aimed at showing that interpersonal sensitivity (being attuned to and correctly inferring another person's thoughts and feelings) is an important aspect of what people expect from a good leader and that interpersonally sensitive leaders have more satisfied subordinates. In the first study, participants indicated how much they expected a good superior to be interpersonally sensitive (among other characteristics). People expect leaders to be interpersonally sensitive more so than subordinates. In the second study, participants interacted in same‐gender dyads as leaders and subordinates. We measured subordinate satisfaction and leader interpersonal sensitivity. More interpersonally sensitive leaders had more satisfied subordinates. Interpersonal sensitivity is important for good leadership: It is expected from leaders, and it contributes to increased subordinate satisfaction.     

Combining Emotion Appraisal Dimensions and Individual Differences to Understand Emotion Effects on Gift Giving

Multiple studies have revealed that emotion appraisal dimensions can predict the effects of emotions on decision making. For example, givers' intention to buy gifts depends on whether they feel positive or negative (valence) and on whether the feeling is caused by the givers themselves or by gift receivers (agency). However, there is little understanding of how the effects of such appraisal dimensions might depend on individual characteristics. The current research addresses this gap by studying the interaction effects of emotions and individual characteristics on gift giving. Study 1 demonstrates that emotion effects on gift‐giving behavior are explained by two things: the cause of those emotions (self or others, agency) and whether those emotions are positive or negative (valence). Moreover, four studies reveal that these effects depend on the givers' interpersonal orientation. For high interpersonally oriented givers, who care mostly about interpersonal relationships, emotion effects on gift giving depend on both valence and agency. In contrast, for low interpersonally oriented givers, who care mostly about their own gains, emotion effects on gift giving depend only on valence. Together, these findings suggest that although a focus on appraisal dimensions can be useful, individual characteristics should also be taken into account when trying to understand emotion effects on gift giving, in particular, and on decision making, in general. Copyright © 2016 John Wiley & Sons, Ltd.     

Self-defeating behaviors in organizations: the relationship between thwarted belonging and interpersonal work behaviors

This multisource field study applied belongingness theory to examine whether thwarted belonging, defined as the perceived discrepancy between one's desired and actual levels of belonging with respect to one's coworkers, predicts interpersonal work behaviors that are self-defeating. Controlling for demographic variables, job type, justice constructs, and trust in organization in a multilevel regression analysis using data from 130 employees of a clinical chemical laboratory and their supervisors, the authors found that employees who perceive greater levels of desired coworker belonging than actual levels of coworker belonging were more likely to engage in interpersonally harmful and less likely to engage in interpersonally helpful behaviors. Implications for the application of belongingness theory to explain self-defeating behaviors in organizations are discussed.     

Interpersonal self‐support and attentional bias on negative and positive interpersonal information

Interpersonal self‐support is an indigenous Chinese personality concept. It represents the idealized notion of the kind of personality traits that help individuals deal with interpersonal problems and develop and maintain the harmonic and appropriate social relationships required in China's collectivistic and interdependent culture. It also was assumed to be a protective personality factor with regard to mental health and was found to be negatively related to psychosomatic symptoms. In the current study, cognitive processing of interpersonal information is assumed to be an underlying mechanism that connects interpersonal self‐support with interpersonal relationships and mental health. To test this hypothesis, we conducted two experiments to investigate whether attentional bias on positive and negative interpersonal information was related to high and low interpersonal self‐support. A spatial cueing task and the emotional Stroop task were administered to two samples of high and low interpersonal self‐support Chinese undergraduate students to measure attentional bias. The results from both experiments suggested that high interpersonal self‐support students had an attentional bias toward positive interpersonal information, while low interpersonal self‐support students preferentially attended to negative interpersonal information. Study 1 indicated that attentional bias toward positive interpersonal information was easily engaged in the high interpersonal self‐support group, while attentional bias toward negative interpersonal information was both easy to engage and difficult to disengage in the low interpersonal self‐support students. These results support our hypotheses that high interpersonal self‐support people engage in positive processing of interpersonal information, whereas low interpersonal self‐support people engage in negative processing of interpersonal information. The differential balance between positive and negative processing on interpersonal information may explain why interpersonal self‐support predicts both mental health and interpersonal relationships. In addition, the relational schema may explain why interpersonal self‐support is associated with an attentional bias toward interpersonal information.     

Gender and leadership aspiration: Interpersonal and collective elements of cooperative climate differentially influence women and men

Female leaders remain a minority. Because leadership aspiration is a predictor of advancement, understanding stimulating conditions is important. A neglected perspective is the impact of organizational climate. We propose that cooperative climate can engender individuals’ motivation to contribute to the organization through leadership, and that leadership aspiration of women and men is differentially sensitive to interpersonal and collective aspects of cooperative climate. We argue that women are more disposed toward relational self‐construal and men toward collective self‐construal, and hence women's leadership aspiration is more influenced by the interpersonal element of cooperative climate whereas men's leadership aspiration by the collective element of cooperative climate. Results of a survey of N = 404 employed men and women supported both hypotheses.     

Social Identification and Interpersonal Communication in Computer‐Mediated Communication: What You Do Versus Who You Are in Virtual Groups

This study investigates the influence of interpersonal communication and intergroup identification on members’ evaluations of computer‐mediated groups. Participants (N= 256) in 64 four‐person groups interacted through synchronous computer chat. Subgroup assignments to minimal groups instilled significantly greater in‐group versus out‐group identification. One member in each group was instructed to exhibit interpersonally likable or dislikable behavior. Analysis revealed that confederates acting likably were more attractive than those acting dislikably regardless of their in‐group or out‐group status. Further results indicated that interpersonal behavior interacted with subgroup membership on identification shifts following online discussions. Interpersonal dynamics generally provided stronger effects on members in virtual groups than did intergroup dynamics, in contrast to predictions from previous applications of social identification to computer‐mediated communication.     

How Individuals and Organizations Can Reduce Interpersonal Discrimination

Individuals do not always face overt, unambiguous forms of discrimination that often have legal repercussions. Rather, the current paper introduces the construct of interpersonal discrimination, a set of behaviors (e.g., increased interpersonal hostility, decreased eye contact, abbreviated interactions) that has negative implications for both individuals and organizations. For individuals, interpersonal discrimination may result in consequences such as lowered performance (2009, doctoral dissertation, Rice University). For organizations, this type of discrimination may lead to negative bottom line consequences (Journal of Applied Psychology, 91 , 2006, 579–592). Individuals and organizations can both take steps to combat this discrimination and in this article, we review these strategies. While research on some individual‐level strategies in reducing interpersonal discrimination is showing success, the research on other strategies (from allies and organizations) is sparse, and we end by encouraging such future research.     

Giving to Organizations that Help People in Need: Differences Across Denominational Identities

This article uses multiple‐year data to examine charitable giving to organizations that help people in need of food, shelter, or other basic necessities. Families that give to basic necessity organizations in any single year are a mix of occasional givers and regular givers. Controlling for family characteristics that affect giving, giving to basic necessity organizations does not vary across Christian denominations and nonaffiliated families in any notable way. However, Jewish families are both more likely to give and, when they do give, give larger amounts. Given recent policy interest in how churches, synagogues, and mosques help with the voluntary provision of a safety net for people in need, the results draw attention to the importance of a research agenda focused on the differences between occasional givers and regular givers and on explaining why Jewish families give more to organizations that help people in need.     

The helping orientations inventory: Measuring propensities to provide autonomy and dependency help

Research on helping behavior distinguishes between giving recipients the tools to solve problems for themselves (autonomy‐oriented help) and direct solutions not requiring recipients' involvement (dependency‐oriented help). Across three studies, we examined whether individuals can be characterized by dispositional propensities toward offering autonomy‐oriented and/or dependency‐oriented help. In initial studies, factor analyses revealed the two hypothesized Helping Orientations Inventory scales along with an additional scale capturing opposition to helping, all acceptable in internal consistency and test–retest reliability (Studies 1a–1c). Next, we found that the three scales related in distinct ways to constructs from the intergroup (e.g., social dominance orientation) and interpersonal (e.g., empathic concern) helping literatures (Studies 1d and 1e). Additionally, these orientations predicted satisfaction with volunteer behavior (Study 2) and interest in future volunteering (Study 3). Overall, people vary in their helping orientations, and these orientations implicate a range of variables relevant to intergroup and interpersonal helping.     

Effects of Interpersonal Affect Upon Fairness Judgment

We examined the effect of interpersonal affect on fairness judgment. In Experiment 1, participants were asked to write down fair and unfair behaviors that positive and negative persons performed, giving as many examples as possible within 5 minutes. Participants wrote more fair behaviors for the positive person than for the negative, and wrote more unfair behaviors for the negative person than for the positive. In Experiments 2 and 3, subjects rated the perceived frequency of 60 behaviors (30 fair and 30 unfair). In both experiments, they evaluated fair behaviors by the positive person to be more frequent than those of the negative, and unfair behaviors by the negative person to be more frequent than those of the positive. The results indicate that fairness judgment is influenced by the participant's positive and negative affect toward the judged object. The effects of positive and negative interpersonal affect on fairness judgment are discussed.     

Strong body,clear mind: Physical activity diminishes the effects of supervisor interpersonal injustice

We integrate exercise physiology tenets with self-regulation theory to explain how physical activity diminishes the effects of supervisor interpersonal injustice. We posit that individuals can help prevent self-regulation depletion from interpersonal injustice when they engage in physical activity. In Study 1, we manipulated physical activity and interpersonal injustice in a laboratory setting, and in Study 2, utilizing a two-week experience sampling method we examined how employees reacted differently to daily interpersonal injustice as a function of their general level of physical activity engagement. Our results demonstrate that both acute and chronic levels of physical activity attenuate the effects of supervisor interpersonal injustice episodes on self-regulation depletion, which subsequently reduces social undermining directed toward the supervisor. Our findings highlight the theoretical and practical significance of physical activity for interpersonal injustice and for organizations in general.     

Activating Culture Through Persuasion Appeals: An Examination of the Bicultural Consumer

In this research, I examined how biculturals, or individuals who have been equally influenced by an East Asian and Western cultural orientation, respond to various types of persuasion appeals that promote values unique to a particular culture. In the first experiment, I found that biculturals, relative to monoculturals, tend to react favorably toward both individually and interpersonally focused appeals due to their having 2 equally developed and accessible cultural dispositions. In the second experiment, I identified boundary conditions under which having relatively equal access to both cultural dispositions leads to favorable responses. Results indicate that biculturals who tend to compartmentalize each culture react less favorably toward appeals that are both individually and interpersonally focused than biculturals who tend to integrate the 2 cultures. In other words, the former type of bicultural prefers appeals that activate one cultural disposition, whereas the latter type of bicultural favors appeals that activate both cultural dispositions. These findings are discussed in light of the growing trend toward multiculturalism and the increasing need for researchers to understand the impact of this trend on various consumer behavior issues.     

Interpersonal orientation and the accuracy of personality judgments

Are those who are more invested in developing and maintaining interpersonal relationships able to provide more accurate judgments of others' personality characteristics? Previous research has produced mixed findings. In the present study, a conceptual framework was presented and methods were used that overcome many of the problems encountered in past research on judgmental accuracy. On four occasions, 102 judges watched a 12‐min videotaped dyadic interaction and described the personality of a designated target person. Judges' personality characteristics were described by self, parents, and friends. Results revealed that psychological communion was positively associated with judges' accuracy in rating targets' personality characteristics. In addition, whereas women were more communal and provided more accurate judgments than men, the relationship between communion and accuracy held after controlling for the effect of gender. Finally, preliminary findings suggested that interpersonally oriented individuals may sometimes draw on information about themselves and about stereotypical others to facilitate accurate judgments of others.     

United States and Japanese college students' attitudes toward seeking professional psychological help

The purpose of the study was to find how nationality, sex, and past experience of seeking professional psychological services are related to attitudes toward seeking professional psychological help. Three hundred Japanese college students and 300 US college students responded to the Attitudes Toward Seeking Professional Psychological Help (ATSPPH) questionnaire. The ATSPPH consists of four subscales: Need (recognition of need), Stigma Tolerance (the degree of tolerance against stigma associated with help‐seeking action), Openness (interpersonal openness), and Confidence (confidence in mental health professionals). As predicted, past experience of seeking professional psychological service and sex were important predictor variables of performance on the ATSPPH scales. Those who had past experience of seeking professional psychological help had more favourable attitudes toward seeking professional psychological help than those who never consulted psychological professionals. Similarly, in testing the past experience separately with the two nation groups, past experience with seeking professional psychological services was found to be a predictor of the overall attitudes toward seeking professional psychological help among Japanese and US participants. Furthermore, Japanese participants with past experience also showed greater recognition of need for professional psychological help and confidence in psychological health professions than Japanese without past experience. The degree of stigma tolerance associated with help‐seeking behaviour and the tendency of interpersonal openness, however, did not differ between Japanese participants with and without the past experience of seeking professional psychological services. The same results were also found among the US participants. In terms of sex as a predictor variable, females tended to have more positive attitudes toward seeking professional psychological help than males. There was a significant nationality by sex interaction effect. US females had significantly more favourable attitudes than the other three groups, indicating that there was sex difference in help‐seeking attitudes in the US group, but not in the Japanese group. If the sex variable is ignored, Japanese students have less favourable overall attitudes toward seeking professional psychological services than US students. Other results and limitations of the study are discussed.     

Weight discrimination in helping behavior

IntroductionAlthough obesity stigma is pervasive, relatively little research has examined the extent to which the discrimination obese individuals experience extends to helping behavior.ObjectivesThe purpose of the current set of experiments was to determine whether strangers help heavy individuals less than non-heavy individuals, and to examine the impact that moderating cues (e.g., justifying or suppressing prejudice, Crandall & Eshleman, 2003) of weight-based discrimination and gender might have on helping behavior.Study 1The first study was an experiment conducted online through MTurk. Participants rated their willingness to support a proposed charity event and their perceptions of the event organizer, whose picture was manipulated to be heavy or non-heavy. We found evidence that people were less willing to help and held more negative perceptions of heavy (than non-heavy) individuals.Study 2The second study was a field experiment in which confederates either wearing or not wearing obesity prosthetics solicited help from others on a college campus. Relative to the non-heavy, heavy individuals again were less likely to be helped and received more impolite interpersonal treatment, as rated by observers. Additionally, women were denigrated more than men for being heavy, but cues that suppressed discrimination helped increase the amount of help received and the politeness of strangers.ConclusionThe overt and subtle discrimination overweight individuals experience extends to situations when they are asking for help, and this is especially the case for heavy women. However, displaying stereotype-inconsistent cues benefit overweight individuals by increasing the likelihood of them being helped and treated well.     

Generating Trust in Congregations: Engagement,Exchange, and Social Networks

The relationship between religion and trust is complex and there is little consensus on why, in general, religious people appear to be more trusting than their unaffiliated peers. Most research on religion and trust focuses on differences between traditions and denominations, which offers rather limited insight into the genesis of trust for religious persons. In this study, we draw on recent theoretical developments in social psychology to explore how specific patterns of social interactions within congregations enhance within‐congregation trust among members to the benefit of both churches and individuals. Using survey data from the Portraits of American Life Study, we find that the positive relationship between religiosity and trust is driven less by religious beliefs or practices and more by particular characteristics of micro‐level processes that occur in churches (e.g., closeness of relationships to religious leaders, density of congregational ties, and both giving and receiving aid from other congregation members). In light of research on social learning and trust, we also discuss the potential benefits of this particularized trust for individuals’ levels of generalized trust.     

Perceptions of wisdom: What is it and who has it?

One hundred fifty-five men and 233 women, aged 20 to 79 years, were asked to name both the most wise and the most interpersonally wise persons they knew personally and to give the age and sex of each. Participants were also asked for the areas in which their nominees were particularly wise. Overall, men and women responded similarly. The subjects tended to nominate individuals who were older than they were; the difference between their own age and their nominees' age decreased with increasing age. Subjects nominated males more often than females as wise and this tendency increased with the subjects' age. With the exception of older women, participants nominated females more often than males as interpersonally wise. When asked to report the areas in which their wise nominees were particularly wise, subjects tended to mention specific skill areas (e.g., business or science) for male nominees and interpersonal skill areas for female nominees.Please note that Nancy W. Denney is deceased.     

The Moderating Role of Gender in Relationships of Stressors and Personality with Counterproductive Work Behavior

Purpose

Gender differences in counterproductive work behavior (CWB: behavior that harms organizations or people) have been understudied. We explored gender mean differences, and the moderating effect of gender on the relationship of personality (agreeableness, conscientiousness, emotional stability, trait anger, and hostile attribution bias) and stressors (interpersonal conflict and organizational constraints) with three forms of CWB (directed toward organizations, directed toward persons, and relational aggression which are acts that damage relationships with other employees).

Design/methodology/approach

A survey was conducted of 915 employed individuals recruited from university classes. All worked at least 20 h per week (mean 26.3 h), and held a variety of jobs in many industries.

Findings

Men reported more CWB with correlations ranging from 0.12 to 0.18. Gender was found to moderate the relationship of job stressors and personality with CWB. The tendency for males to report engaging in more CWB was greater at high as opposed to low levels of interpersonal conflict, organizational constraints, trait anger and HAB and at low as opposed to high levels of agreeableness, conscientiousness, and emotional stability.

Implications

These results suggest that gender differences in overall CWB are rather small, with men engaging in more than women only when they have certain personality characteristics or perceive high levels of job stressors. In other words men may be more reactive than women.

Originality/value

This study shows that gender serves a moderator role, and is the first to adapt the construct of relational aggression to the workplace.     

Online low‐key conspicuous behavior of fashion luxury goods: The antecedents and its impact on consumer happiness

Nowadays, people tend to show off in a more conservative rather than ostentatious way, that is, “low‐key style.” This paper focuses on consumers' low‐key conspicuous behavior on social media after they purchase fashion luxury goods, so as to explore the antecedents of this behavior, as well as its impact, on consumer happiness. Our results show that motivations for self‐representation and avoidance of negative comments from others trigger the low‐key conspicuous behavior. Afterward, this behavior will positively affect consumers' short‐term happiness through both perceived self‐image and perceived interpersonal relationship, while enhancing long‐term happiness only through perceived interpersonal relationship. The reason may be that the temporary pleasure brought by the improvement of perceived self‐image is not enough to raise the quality of life, but an improvement in one's interpersonal relationship is a lifelong benefit.     

Interpersonal evaluation bias in borderline personality disorder

Background

The cognitive theory of personality disorders hypothesizes that the emotional dysregulation and interpersonal problems in individuals with borderline personality disorder (BPD) are, at least partially, caused by dysfunctional cognitive schemas. These schemas lead to biased evaluation of environmental and interpersonal stimuli.

Method

This study examined the interpersonal evaluations of individuals with BPD, depressive and healthy control participants with the thin-slice judgments paradigm. Participants were asked to evaluate six persons in six film clips, which showed these persons for 10 s, during which these persons entered a room and took a seat. Interpersonal style of the BPD group was investigated with the Inventory of Interpersonal Problems (IIP-C) questionnaire.

Results

Individuals with BPD judged the persons as being more negative and aggressive and less positive than the healthy participants, and more aggressive than the depressive individuals. In addition, individuals with BPD reported more extreme interpersonal behavior relative to the controls.

Conclusions

The findings indicate an aggressivistic evaluation bias and elevated levels of interpersonal problems in individuals with BPD as suggested in the cognitive theory.