The fleeting gleam of praise: cognitive processes underlying behavioral reactions to self-relevant feedback

We propose that a preference for favorable social feedback (i.e., self-enhancement) requires only that feedback be characterized as favorable or unfavorable but that a preference for self-confirming feedback (i.e., self-verification) is based on a more elaborate set of cognitive operations that requires both the characterization of feedback and a subsequent comparison of that feedback to a representation of self stored in memory. Study 1 set the stage for testing this hypothesis by showing that depriving people of processing resources interfered with their tendency to access their self-conceptions. In Studies 2 and 3, participants who were deprived of resources preferred the favorable, self-enhancing evaluator, whereas control participants displayed a preference for the self-verifying evaluator, even if that evaluator was relatively unfavorable.     

The effects of feedback about self and others on the recall and judgments of feedback-relevant information

After people have received feedback about the outcome of their behavior, their responses to information bearing on the validity of this feedback may be influenced by their desire to maintain a favorable self-image. This experiment investigated the cognitive mediators of these responses. Subjects who received negative feedback about their performance on an intelligence test disparaged intelligence tests in general and judged a report they had read to be unfavorable to intelligence tests. Nevertheless, they recalled more arguments in the report that were favorable to intelligence tests than did positive feedback recipients. These results contradicted the hypothesis that subjects selectively attend to information that helps them to maintain a positive self-concept in light of negative information about themselves. Rather, they may attempt to refute arguments that support the validity of the negative feedback they receive, and this relatively greater processing may facilitate the recall of these arguments later on. In contrast, there was no evidence that subjects try to refute information that calls the validity of positive feedback into question. Results had implications for two additional issues: first, whether the effect of performance feedback depends on whether it is received before or after information bearing on its validity; second, whether feedback has similar effects on recall and judgments by persons to whom it does not directly pertain.     

Reactions to and Desire for Prognostic Testing in Choroidal Melanoma Patients

To determine if choroidal melanoma patients want cytogenetic prognostic information. Ninety-nine choroidal melanoma patients completed a questionnaire regarding their opinions about receiving prognostic information. The perceived usefulness of prognostic information was evaluated in patients who had undergone cytogenetic testing. Depressive symptoms, quality of life, and interest in supportive counseling during test receipt were assessed. Ninety-seven percent of respondents reported that they would have wanted prognostic information at the time of their treatment and 98% of respondents reported that supportive counseling should be offered when prognostic information is given. Patients who had received a more favorable prognostic result were more likely to endorse the usefulness of cytogenetic testing than were patients who had received a less favorable prognostic result. Psychological status did not vary significantly as a function of cytogenetic test result. Prognostic information was important to patients with choroidal melanoma, even in the absence of prophylactic measures which might improve prognosis.     

Black Students' Reactions to Feedback Conveyed by White and Black Teachers1

The present investigation examined some processes mediating self-fulfilling prophecies among black students. Specifically, we hypothesized that feedback conveyed by black and white teachers would differentially influence black students' perceptions of how the teacher viewed their success/failure, effort, ability, luck and task difficulty. In addition, we hypothesized that negative feedback would affect perceptions of evaluations differently than positive feedback. Ninety black undergraduates participated in an experiment in which a black or white teacher (confederate) expressed one of five evaluative feedback responses to a student's score on an analogies test. The results provided partial support for the first hypothesis: black female students perceived white teachers as assessing their performance less positively: that is, they perceived them to underestimate their ability and the difficulty of the task. Negative feedback also led students to believe the teacher held an unfavorable but inaccurate impression of their ability and effort, and that the teacher underestimated the difficulty of the task. These findings suggest that black students—black females in particular—may assume that white teachers hold less favorable assessments of them than black teachers and all students may be sensitive to negative evaluations.     

Does Outcome Favorability Affect Procedural Fairness as a Result of Self‐Serving Attributions?

In a situation indicating possible pseudo-participation, we examined whether outcome favorability affects perceived procedural fairness and resentment as a result of self-serving attributions for outcomes. Laboratory participants received a production target that was either substantially above (i.e., unfavorable outcome) or substantially below (i.e., favorable outcome) a target they had voiced to a supervisor. As hypothesized, outcome favorability was related to procedural fairness (positively) and resentment (negatively) among participants who lacked persuasive evidence of pseudo-participation. In support of the idea that these effects were a result of self-serving attributions, rather than instrumental concerns, they did not emerge among participants who had persuasive evidence of pseudo-participation.     

The Relationship Between Rorschach Responses and Attitudes Toward Parents

Effects of self-ideal discrepancy and favorability of content on subjects' acceptance of personality interpretations were studied. Subjects accepted more favorable than neutral statements and more neutral than unfavorable statements. A significant effect was found for self-ideal discrepancy and for the interaction between self-ideal discrepancy and content favorability. In contrast to moderate and low discrepancy subjects, high discrepancy subjects accepted more of the interpretations, accepted more unfavorable, and rejected more favorable interpretations. High discrepancy subjects also accepted more neutral interpretations than did low discrepancy subjects. High discrepancy subjects expected to receive more negative feedback than low discrepancy subjects, and also interpreted this feedback more negatively than did low discrepancy subjects, while scores for the moderate discrepancy subjects were consistently between these two groups.     

Emotional Intelligence in Personnel Selection: Applicant reactions,criterion, and incremental validity

In two studies, based on four samples and more than 600 participants, the authors examined applicant reactions, criterion and incremental validity, and differential prediction of emotional intelligence (EI) in personnel selection using the Mayer–Salovey–Caruso Emotional Intelligence Test. The first study examined applicant reactions in terms of face validity and fairness evaluation of the EI test. The second study examined across three samples (salespeople, front‐desk public employees, and hospital chief executive officers) the criterion validity, incremental validity, and differential prediction of EI. Results suggest that the EI test is perceived as a fair selection tool, and is predictive of performance. The EI test has incremental validity over cognitive abilities and personality (big five) when predicting subjective and objective performance criteria. Based on these results, the authors encourage further research on the use of EI in selection settings.     

Self-Relevance as a Moderator of Self-Enhancement and Self-Verification

We examined the influence of self-esteem on reactions to favorable or unfavorable feedback. We also varied the relevance of this information for participants' self-image—the information was either low or high in self-relevance. When asked how important it was to personally perform well, low self-esteem persons were more likely to engage in self-enhancement in the low than in the high self-relevant context. This finding supports predictions derived from Swann and Schroeder's (1995) analysis. Furthermore, low self-esteem participants engaged in self-enhancement strategies to a greater extent than high self-esteem participants in the low self-relevant condition, whereas an opposite pattern was obtained in the high self-relevant condition. Our analysis bridges the gap between two opposing schools of thought—one that believes that low self-esteem persons will evidence especially strong self-enhancement tendencies and the other that believes that it is high not low self-esteem persons that will demonstrate especially strong self-enhancement tendencies. We discuss the importance of self-relevance for determining when self-enhancement and self-verification will and will not occur.     

Leader Arrogance and Subordinate Outcomes: the Role of Feedback Processes

Purpose

The purpose of this study was to investigate the association between leader arrogance on subordinate outcomes of feedback seeking, morale, and burnout through its relationships with subordinate feedback environment perceptions. Additionally, perceived organizational support and subordinate feedback orientation are examined as moderators that influence the degree to which leader arrogance exerts its effects on these outcomes.

Design/Methodology/Approach

Survey data were obtained from 302 participants on Amazon’s Mechanical Turk website and analyzed using Hayes’ (2013) PROCESS in SPSS.

Findings

Subordinates with more arrogant supervisors reported less favorable feedback environment perceptions, and subsequently, lower levels of feedback seeking, morale, and higher levels of burnout. Perceived organizational support and feedback orientation were identified as significant moderators in these relationships. Subordinates were less vulnerable to the negative outcomes of leader arrogance when they experienced higher levels of perceived organizational support. Finally, subordinates with favorable feedback orientations exhibited lower levels of feedback seeking in the face of the unfavorable feedback environments associated with arrogant leaders.

Implications

Given these findings, leader arrogance should be of great concern to organizations, as subordinates exposed to arrogant leaders are likely to experience adverse outcomes. Supplementing perceptions of organizational support may help alleviate some of these effects. Additionally, subordinates with favorable feedback orientations may be particularly vulnerable to the effects of leader arrogance on outcomes of feedback seeking and morale.

Originality/Value

This study is the first to demonstrate the interpersonal implications of leader arrogance for subordinates, as well as explore mediators that play a role in these relationships.

     

Sex differences in the generalization of attraction

The effects of intergroup evaluations on intragroup attraction were assessed in a situation involving two-person teams that were all of the same sex. Male (N=123) and female (N=118) group members separately reported their political views to another dyad and then received either unfavorable, favorable, or no feedback regarding their team as a whole on the basis of this information. The results indicated that females evidenced more anger in response to the out-group's unfavorable feedback than did males. These anger responses were related to attraction to ward a teammate for males but not for females. Moreover, males evidenced less attraction toward an in-group member after receiving unfavorable rather than favorable intergroup evaluations, whereas females did not. On the other hand, only for females was attraction to ward a teammate related to the perceived similarity of that individual within experimental conditions. Apparently, the greater cognitive orientation of females as compared to males to ward another ingroup member resulted in their being less susceptable to the influence of situationally induced affect.This research was performed as part of the author's doctoral dissertation submitted to the Department of Psychology, Purdue University. Portions of this paper were presented at the meeting of the Eastern Psychological Association held in Boston, 1977.It should be noted that the views expressed in this paper are those of the author and do not reflect those of the Army or any other government agency.     

Self-esteem and cognitive consistency effects on self-other evaluation

Reactions to bogus evaluations of one's self, either positively or negatively discrepant from one's own self-evaluation, were investigated among subjects differing in self-ideal discrepancy. All subjects exhibited greater acceptance of the source of favorable information than the source of unfavorable information, and changed their self-evaluation more toward the favorable than unfavorable position. However, among low self-ideal discrepancy subjects, the change in self-evaluation was accompanied by a similar change in friend evaluation, thereby maintaining their standing in relation to this friend after receiving either positive or negative evaluations. In contrast, high discrepancy subjects downgraded the friend more and upgraded the friend less than themselves, thereby enhancing their relative standing as a result of the feedback. These findings indicated that defensive or self-enhancing effects on self-evaluation processes are determined by self-ideal discrepancy.     

Intention to communicate BRCA1/BRCA2 genetic test results to the family.

Guided by the theory of planned behavior, this analysis explores the communication skills of women who had genetic testing for BRCA1 and BRCA2. The key outcome was intention to tell test results to adult first-degree relatives. The theory predicts that global and specific attitudes, global and specific perceived social norms, and perceived control will influence the communication of genetic test results. A logistic regression model revealed that global attitude (p < .05), specific social influence (p < .01), and perceived control (p < .05) were significant predictors of intention to tell. When gender and generation of relatives were added to the regression, participants were more likely to convey genetic test results to female than to male relatives (p < .05) and were also more likely to communicate test results to children (p < .01) or siblings (p < .05) than to parents. However, this association depended on knowing the relative's opinion of genetic testing. Intention to tell was lowest among participants who did not know their relative's opinion. These results extend the theory of planned behavior by showing that gender and generation influence intention when the relative's opinion is unknown.     

Interpreting claims in offender profiles: the role of probability phrases,base‐rates and perceived dangerousness

Offender profilers use verbal and numerical probability expressions to convey uncertainty surrounding claims made about offender's characteristics. No previous research has examined how these expressions might affect the recipient's interpretation of the information. Seventy participants completed an online questionnaire and results showed a diverse range of interpretations of these uncertainty expressions. Moreover, characteristic base‐rates and dangerousness affected the perceived likelihood of the profiling claim, such that increased base‐rates and perceived dangerousness resulted in an increased perception of the claim being likely. Perceived likelihoods also depended on the framing of characteristics as well as the framing of the claim itself. Finally, where claims involved presenting a characteristic qualified by a low probability these claims were interpreted as more likely than not to be present. These findings have practical implications for profilers and more general theoretical implications for the study of risk perception. Copyright © 2008 John Wiley & Sons, Ltd.     

Consequences of Power in a Simulated Job: Understanding the Turnover Decision1

A great deal of research examines sources of power in organizations, but relatively little research examines its consequences. This paper investigates the effects of employees’ perceived power on the likelihood that they will leave the organization. A competitive test between a power based approach to modeling turnover and a more traditional job satisfaction based model supports the utility of the power based model. In each of two studies, high power subjects were significantly less likely to leave a simulated job than were low power subjects, and high opportunity subjects were significantly more likely to leave than were low opportunity subjects. Each of these effects was significant even after controlling for the effect of job satisfaction. Implications and possible extensions of these results are discussed.     

What individuals believe they can and cannot do: explorations of realistic and unrealistic control beliefs

We examined construct validity and implications of scales that assess perceived control over controllable events (realistic control belief) and perceived control over uncontrollable events (unrealistic control belief). We found that people high in unrealistic control belief are less likely to discriminate between controllable and uncontrollable situations and to distort task outcomes so as to make them appear more favorable (more under control). We also found that people high in realistic control belief are more likely to assume responsibility for past mistakes. In additional studies on coping and health risk behavior, higher realistic control belief was related to direct engagement with the stressor and to less risky sexual behavior; higher unrealistic control belief was related to less emotional processing and to more risky sexual behavior. The results demonstrate a need to discriminate between the two types of control beliefs.     

Effort as Person-Focused Praise: “Hard Worker” Has Negative Effects for Adults After a Failure

Although work with children demonstrates a benefit of process-focused praise relative to person-focused praise on post-failure motivation, few studies have examined this result in adults. We tested the effect of three types of praise on adults' post-failure outcomes: person-focused intelligence (“high intelligence”), person-focused effort (“hard worker”), and process-focused effort (“worked hard”) in a sample of 156 adults recruited from Amazon's MTurk. Participants completed a set of easy visual pattern recognition problems and were told that they performed better than most adults and were given one of the three types of feedback. They then completed more difficult problems and were told that they had not performed well. Participants in the “hard worker” condition (compared to “worked hard”) were more likely to endorse intelligence as a reason for failure. They also reported lower perceived success and less enjoyment than participants in other conditions. Participants in the “high intelligence” condition were more likely to attribute their failure to intelligence than participants in the “worked hard” condition. The results suggest that the benefit of process-focused praise typically found in children (worked hard compared to intelligent) was mostly not replicated in adults, and person-focused effort praise was detrimental in a non-college student adult sample.     

Procedural fairness in ultimatum bargaining: Effects of interactional fairness and formal procedure on respondents’ reactions to unequal offers1

Abstract: Ninety‐nine Japanese students received one of three offers in an ultimatum bargaining scenario: unfavorable and unequal; equal; or favorable but unequal. These offers were determined by either the other participant or by a computerized lottery. We also manipulated the arbitrariness of the role assignment procedure. Participants perceived the intentional small offer as more unfair in the interactional sense than the unintentional small offer, while they perceived the same offers as unfair in the distributive sense, regardless of intentionality. The intentional small offer was more likely to be rejected than the unintentional small offer. Participants perceived the arbitrary procedure of the role assignment as highly unfair, whereas the difference of arbitrariness in role assignment procedures had no significant impact on their reactions to the offer. Acceptance of the offer was strongly determined by interactional fairness, as well as by distributive fairness, and these types of fairness were influenced by different situational characteristics, such as intentionality, the size of the offer, and the equality of the offer.