Opinion leadership types or continuous opinion leadership traits?

Opinion leadership is typically conceptualised as a continuous personality trait. However, many authors adhere to the view of qualitatively different opinion leadership types and apply arbitrary criteria to split continuous trait scores into two groups (i.e., opinion leaders vs. non‐leaders). The present study is the first to empirically evaluate this approach. A sample of N = 3812 adults (67% women) was administered a validated opinion leadership scale. Finite mixture models examined whether the latent trait distribution can be represented by a set of discrete trait levels that reflected distinct opinion leadership types. The results did not give support to a discrete typology that distinguished leaders from non‐leaders. Rather, opinion leadership was best characterised as a continuous trait.     

Pseudo‐Transformational Leadership: Model Specification and Outcomes1

A model of pseudo‐transformational leadership was tested in 4 experiments. 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. 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.     

Intergroup time bias and racialized social relations

Within the framework of intergroup relations, the authors analyzed the time people spent evaluating ingroup and outgroup members. They hypothesized that White participants take longer to evaluate White targets than Black targets. In four experiments, White participants were slower to form impressions of White than of Black people; that is, they showed an intergroup time bias (ITB). In Study 1 (N = 60), the ITB correlated with implicit prejudice and homogeneity. Study 2 (N = 60) showed that the ITB was independent of the type of trait in question (nonstereotypical vs. stereotypical). Study 3 (N = 100) demonstrated that ITB correlates with racism measured 3 months beforehand, is independent of motivation to control prejudice, and is not an epiphenomenon of homogeneity. In Study 4 (N = 40) participants not only showed the ITB in a racialized social context but also displayed it following a minimal group manipulation.     

To Be,or Not to Be,Linear: An expanded representation of personality and its relationship to leadership performance

In this study, we tested for a set of complex, nonlinear relationships between derailing/dark side personality composites and leadership performance using two independent samples of managers/leaders (N=1306 and N=290 for Study 1 and 2, respectively). Based on the structure and characteristics of the derailing/dark side trait composites, we expected the relationship between these composites and leadership performance would best be described with an inverted U function. In Study 1, we found evidence of a nonlinear relationship between the derailing composite, as measured by the Global Personality Inventory^©, and behaviorally based, structured ratings of leadership performance in an assessment center. Similarly, Study 2 found evidence for a nonlinear relationship between dark side composites, as measured by the Hogan Development Survey^©, and supervisory/other ratings of leadership performance. We discuss the implications of these complex, nonlinear findings with respect to the continued use of personality for the selection and promotion of future leaders. Limitations of the current study and directions for future research are noted.     

Development of the positive–negative asymmetry effect: in‐group exclusion norm as a mediator of children's evaluations on negative attributes

Two studies were conducted that go beyond previous research by examining when and why children might show intergroup bias in the attribution of positive, but not negative traits (PNAE: the positive–negative asymmetry effect, Mummendey & Otten, 1998, European review of social psychology, Vol. 9). In Study 1 (n = 107) children completed a ‘mixed’ trait attribution task in a dichotomous group context. As predicted there was a developmental trend between 7 and 12 years of age in the PNAE. The 7‐year olds were the only age group not to show the effect. Study 1 also found a quadratic developmental trend in children's national intergroup bias. Study 2 (n = 62) replicated the developmental path of the PNAE found in Study 1 using a wider age range of 6–16 years. This study used a ‘mixed’ list of traits which were not only antonyms and a procedure that made the positive and negative trait dimensions explicitly independent. Significantly, Study 2 found in‐group exclusion norm partially mediated the development of the PNAE. These findings support an account of the positive–negative asymmetry effect based upon normative processes. Copyright © 2006 John Wiley & Sons, Ltd.     

Low trait self-control predicts self-handicapping

Past research has shown that self‐handicapping stems from uncertainty about one's ability and self‐presentational concerns. The present studies suggest that low dispositional self‐control is also associated with self‐handicapping. In 3 studies (N = 289), the association between self‐control and self‐handicapping was tested. Self‐control was operationalized as trait self‐control, whereas self‐handicapping was operationalized as trait self‐handicapping in Study 1 (N = 160), self‐reported self‐handicapping in Study 2 (N = 74), and behavioral self‐handicapping in Study 3 (N = 55). In all 3 studies, hierarchical regression analyses revealed that low self‐control predicts self‐handicapping, independent of self‐esteem, self‐doubt, social desirability, and gender.     

Effects of a Visual Technology on Mock Juror Decision Making

Two studies explored the effects of lawyers' use of PowerPoint on liability judgments in a case involving statistical evidence. Participants (Study 1, N = 192; Study 2A, N = 180; Study 2B, N = 189) watched videotaped opening statements for plaintiffs and defendant. In general, defendant's responsibility was judged to be greater when plaintiffs used PowerPoint slides than when they did not and less when defendant used PowerPoint slides than when it did not. Furthermore, PowerPoint's impact was greatest when its use was unequal. PowerPoint enhanced persuasion partly through central and partly through peripheral processing. In general, each party's use of PowerPoint increased participants' recall of that party's evidence, which in turn increased defendant's judged responsibility (when plaintiffs used PowerPoint) or reduced it (when defendants used PowerPoint), indicative of central processing. PowerPoint also functioned as a peripheral cue, influencing participants' judgments of defendant's responsibility by affecting their perceptions of the respective attorneys. Copyright © 2012 John Wiley & Sons, Ltd.     

Eliciting Empathy for Adults in Chronic Pain through Autobiographical Memory Sharing

Two studies (N = 80; N = 91) investigated whether sharing an autobiographical memory increases empathy for a person experiencing chronic pain. Across studies, empathy was assessed after reading a pain‐related narrative of either a 25‐ or 85‐year‐old target and again after assignment to one of two recall conditions. Conditions involved recalling a pain‐related autobiographical memory (Studies 1 and 2), or as comparisons, recalling the target's pain narrative (Study 1) or recalling a character in pain from a movie (Study 2). Looking across both studies, empathy levels appear to increase after sharing an autobiographical memory but not in the comparison conditions. Increases in empathy were related to trait‐level agreeableness. When target‐age differences emerged (Study 2), participants felt greater empathy for the older person. Findings are discussed in terms of the function of autobiographical memory in eliciting pro‐social emotions such as empathy and implications for training empathic responding. Copyright © 2012 John Wiley & Sons, Ltd.     

Different roles of shared and vertical leadership in promoting team creativity: Cultivating and synthesizing team members’ individual creativity

Drawing on the componential model of creativity (Amabile), we examined how shared leadership and a formally appointed leader's transformational leadership jointly cultivate team creativity in two studies. We conducted an experiment with a sample of 109 undergraduate students (32 teams) enrolled in a business plan competition (Study 1) and a field survey based on multisource, time-lagged data collected from 251 full-time employees working on 64 research and development teams (Study 2). The results from both studies revealed that shared leadership enhanced team members’ individual creative self-efficacy and individual creativity, which in turn improved team creativity. Moreover, the results from Study 2 showed that a formally appointed leader's use of different transformational leadership behaviors had different impacts on individual and team creativity. Individual-focused transformational leadership strengthened the positive effect of shared leadership on team members’ average individual creativity, whereas group-focused transformational leadership facilitated the translation of teams with high average individual creativity into teams with high levels of team creativity. The theoretical and practical implications of the findings are discussed.     

Playing the game: when group success is more important than downgrading deviants

Partisan respondents evaluated a potential party leader (Study 1) or an ingroup political candidate (Study 2) who expressed normative or deviant opinions against a backdrop of public opinion that was either supportive of, or hostile toward, the ingroup's traditional beliefs (Study 1) or the normative ingroup position on a specific issue (Study 2). Across both studies, high identifiers gave stronger support to a normative candidate over a deviant candidate when public opinion was with the group, but not when public opinion was against the group. Under the latter conditions, high identifiers instead upgraded the deviant candidate. Additional analyses revealed this pattern of differential support for normative and deviant candidates among high identifiers appeared to be related to strategic considerations—specifically, the candidate's perceived chances of gaining public support and being elected. Among low identifiers, support for normative and deviant candidates was less affected by the broader context of public opinion, and was not related to such strategic considerations. These results demonstrate that responses to deviance depend on the broader context in which deviance occurs. Deviance can, at times, be a way through which groups achieve important goals. Copyright © 2006 John Wiley & Sons, Ltd.     

The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

The Perceived Leadership Communication Questionnaire (PLCQ) is a short, reliable, and valid instrument for measuring leadership communication from both perspectives of the leader and the follower. Drawing on a communication-based approach to leadership and following a theoretical framework of interpersonal communication processes in organizations, this article describes the development and validation of a one-dimensional 6-item scale in four studies (total N = 604). Results from Study 1 and 2 provide evidence for the internal consistency and factorial validity of the PLCQ's self-rating version (PLCQ-SR)—a version for measuring how leaders perceive their own communication with their followers. Results from Study 3 and 4 show internal consistency, construct validity, and criterion validity of the PLCQ's other-rating version (PLCQ-OR)—a version for measuring how followers perceive the communication of their leaders. Cronbach's α had an average of.80 over the four studies. All confirmatory factor analyses yielded good to excellent model fit indices. Convergent validity was established by average positive correlations of.69 with subdimensions of transformational leadership and leader–member exchange scales. Furthermore, nonsignificant correlations with socially desirable responding indicated discriminant validity. Last, criterion validity was supported by a moderately positive correlation with job satisfaction (r =.31).     

Prediction of symptoms of emotional distress by mood regulation expectancies and affective traits

Three studies examined negative mood regulation expectancies (NMRE) and affective traits as independent predictors of self‐reported symptoms of emotional distress. NMRE represent individuals' beliefs that they can alleviate unpleasant emotional states. Stronger NMRE are associated with more adaptive coping, more positive cognition during negative moods, more effective responses under stress and less emotional distress. Affective traits represent long‐term tendencies toward particular affective experiences; they confer risk for specific symptoms of emotional distress. In Study 1, NMRE, trait negative affect (TNA) and trait positive affect (TPA) were all independently associated with depression among students and staff of a German university. In Study 2, in prospective analyses among U.S. college students traits exhibited hypothesised relationships with anxiety and depressive symptoms, and NMRE uniquely predicted anhedonic depression. Study 3 revealed independent prediction of change in symptoms over time by NMRE among U.S. college students, whereas traits were not associated with change in distress, anxiety and depression symptoms. Results suggest independent roles for NMRE and traits in the development of depression and anxiety symptoms and highlight the importance of NMRE as a potential target of therapeutic intervention in the process of symptom change.     

The role of network centrality in the flow of consumer influence

The authors find that a consumer's position in a social network is related to both opinion leadership and susceptibility to influence. Using two field network studies, the authors show that people see themselves as opinion leaders when they perceive that they are popular (i.e., central) in the network. However, these self-assessments are sometimes at odds with the perceptions of the rest of the network. Counter-intuitively, the authors demonstrate that consumers who are central in networks are quite susceptible to others' influences. The findings extend the field's knowledge by demonstrating how network centrality is associated with consumer influence.     

Stereotype threat impairs ability building: Effects on test preparation among women in science and technology

Stereotype threat is an uncomfortable psychological state that has been shown to impair cognitive ability test scores. It is an open question whether and in what ways it affects processes involved in learning and knowledge acquisition. This research examined whether stereotypes also interfere with test preparation among women in the domain of science, technology, engineering, and mathematics (STEM). Study 1 (N = 1058) revealed that people are aware of a stereotype portraying women as less proficient in STEM‐test preparation than men. Women's note‐taking activities were impaired under stereotype threat (Study 2, N = 40), particularly when domain identification was high (Study 3, N = 79). Moreover, stereotype threat impaired women's performance evaluating the notes of others (Study 4, N = 88). Our work thus shows that stereotype threat not only hinders stereotyped individuals' capacity to demonstrate their abilities but also impairs behaviors that develop them. Copyright © 2011 John Wiley & Sons, Ltd.     

A social-cognitive model of trait and state levels of gratitude

Three studies tested a new model of gratitude, which specified the generative mechanisms linking individual differences (trait gratitude) and objective situations with the amount of gratitude people experience after receiving aid (state gratitude). In Study 1, all participants (N = 253) read identical vignettes describing a situation in which they received help. People higher in trait gratitude made more positive beneficial appraisals (seeing the help as more valuable, more costly to provide, and more altruistically intended), which fully mediated the relationship between trait and state levels of gratitude. Study 2 (N = 113) replicated the findings using a daily process study in which participants reported on real events each day for up to 14 days. In Study 3, participants (N = 200) read vignettes experimentally manipulating objective situations to be either high or low in benefit. Benefit appraisals were shown to have a causal effect on state gratitude and to mediate the relationship between different prosocial situations and state gratitude. The 3 studies demonstrate the critical role of benefit appraisals in linking state gratitude with trait gratitude and the objective situation.     

Personality vulnerabilities to psychopathology: relations between trait structure and affective-cognitive processes

The present research examined (a) the relations among various affective-cognitive vulnerabilities to psychopathology, (b) the relations between vulnerabilities and dispositional traits, and (c) the mediating role of vulnerabilities between dispositional traits and psychopathological symptoms. Self-report questionnaires were administered to two independent samples in Study 1 (total N=274), whereas a longitudinal experience-sampling method was employed in Study 2 (N=100). All samples consisted of college students. Results suggested that affective-cognitive vulnerabilities showed a pattern of intercorrelations consistent with a 2-factor model representing general vulnerability to internalizing and externalizing psychopathology, respectively. The vulnerabilities also revealed common and unique aspects when mapped onto the trait structure represented by the Five-Factor Model. Most important, affective-cognitive vulnerabilities were found to constitute proximal-specific mechanisms that mediated between distal-broad dispositional vulnerabilities, such as Neuroticism, and different psychopathological symptoms. Our data support a model of personality-psychopathology relations that benefits from an integration of both the dispositional trait and social-cognitive approaches.     

Footsteps I would like to follow? How gender quotas affect the acceptance of women leaders as role models and inspirations for leadership

This research examines how the method of selecting women leaders affects other women's leadership interest. The results of three experiments (N = 1,015) indicated that only when women leaders were selected due to merit, not quota-based policies, did they boost female participants’ interest in a leadership position. These reactions were mediated by perceptions of the woman leader's deservingness of her position (Studies 1–3) and consequent acceptance as a role model (Studies 2 and 3). Accordingly, success information validating quota-based selected leaders’ competence provided a boost in leadership interest equal to that of merit-based selected leaders (Study 2). For male participants, quota but not merit-based selected women leaders lowered interest in leadership due to their pessimistic assessment of the probability of being selected (Study 1). These results suggest that a wise implementation of quota regulations includes validating women's competence so they are perceived as deserving of their leader roles and can thus serve as inspiring role models.     

Female first,leader second? Gender bias in the encoding of leadership behavior

In the current paper we investigate whether gender affects the encoding of leadership behavior. In three studies we found evidence that perceivers had difficulty encoding leadership behaviors into their underlying prototypical leadership traits when the behavior implied an agentic trait and the behavior was enacted by a female. Using a lexical decision making task, in Study 1 we demonstrated that agentic leadership traits were less accessible than communal leadership traits when the leader was female. Additionally, Study 1 also demonstrated that agentic traits were less accessible when the leader was female versus male. In Studies 2a and 2b, we replicated the differences we found for agentic leadership behaviors using perceiver’s self-ratings as the dependent variable. Results are discussed both in terms of their implications for future research on gender bias in leadership and their practical implications for eliminating gender bias against females who aspire to leadership positions.     

Temporal stability of the implicit association test-anxiety

The Implicit Association Test-Anxiety (IAT-Anxiety; Egloff & Schmukle, 2002) provides an indirect assessment of anxiety by measuring associations of self (vs. other) with anxiety-related (vs. calmness-related) words. In 3 studies (using 3 independent samples), we examined the temporal stability of the IAT-Anxiety. In Study 1, 65 participants responded twice to the IAT-Anxiety with a time lag of 1 week. The test-retest correlation was .58. In Study 2 (N = 39), we extended the time interval between test and retest to 1 month and this yielded a stability coefficient of .62. In Study 3 (N = 36), we examined the long-term stability (time lag: 1 year) of the IAT-Anxiety and this showed a correlation of .47. We discuss implications of these results for the assessment of personality dispositions with the IAT.     

Connectedness and its consequences: a study of relationships with the natural environment

Recent interest in people's engagement with the natural environment has resulted in a series of empirical measures and important research findings. Two studies reported here complement this literature in producing a concise measure of connectedness to the natural environment and assessing its independent predictive impact within the structure of the theory of planned behavior. In Study 1 (n = 71), new measures of connectedness and caring were constructed; in Study 2 (n = 163), the connectedness measure was shown to be an independent predictor of people's intentions to reduce personal energy consumption levels. It is suggested that the measure of connectedness may capture some identity‐related and/or affective experience that impacts (independently of more cognitive predictors) upon people's motivation in this domain.