Material Aid and Social Attraction1

Aid programs can be used as an antidote to social conflict. Under certain conditions, however, they may create hostility. In this experiment subjects representing six hypothetical countries (1) either received or did not receive material aid from a seventh nation and (2) had a high or low level of material need. Attraction for the aid-giver decreased markedly when aid was denied, but increased very little when it was granted. When subjects were high in material needs, the denial of aid produced maximal antagonism. However, when aid was received, high need did not enhance attraction to the donor. The implications of these findings for an exchange theory of attraction and for aid giving are discussed.     

图形面积判断任务下信息加工模式和信息呈现方式对吸引效应的影响

研究使用图形面积判断任务取代典型的双属性决策框架, 考察了不同信息加工模式和信息呈现方式对吸引效应的影响。实验1比较了不同信息加工模式对吸引效应的影响, 结果发现, 当被试以直觉的信息加工方式进行面积比较判断时, 吸引效应不显著, 而以分析的信息加工方式判断时吸引效应明显存在, 后者效应强度显著大于前者。实验2通过调整图形排列顺序, 比较了刺激材料呈现方式对吸引效应的影响, 结果表明, 被试以直觉的信息加工方式进行判断时吸引效应依然存在, 但其表现要受信息呈现方式影响, 相对于将目标图形放置于诱引图形和竞争图形之间, 将诱引图形放置于目标图形和竞争图形之间而成为判断背景时, 吸引效应强度更大。研究提出了吸引效应形成的两阶段理论, 认为吸引效应产生的根源同时来自直觉的和分析的两个信息加工阶段, 研究也证实信息呈现方式对被试信息加工方式造成较大影响, 进而影响吸引效应强度。     

Corporate Social Responsibility, Applicants’ Individual Traits, and Organizational Attraction: A Person–Organization Fit Perspective

The purpose of this study is to explore whether different aspects of corporate social responsibility (i.e., economic, legal, and ethical) have independent association with job applicants?? attraction to organizations and how applicants combine the information. Further, from a person?Corganization fit perspective, we examine whether applicants are attracted to organizations whose corporate social responsibility (CSR) reflects their differences in ethical predispositions (i.e., utilitarianism and formalism) and Machiavellianism. Using factorial design, we created scenarios manipulating CSR and pay level. Participants read each scenario and answered questions about their attraction to the organization depicted in the scenario. We found that each aspect of CSR had an independent relationship with organizational attraction and the probability of accepting a job offer. Participants combined information from each type of CSR in an interactive, configural manner. Applicants with different ethical predispositions and Machiavellianism personality were affected by CSR to different extents. Understanding how job applicants evaluate CSR information may give managers an opportunity to influence applicant attraction. Further, our study shows that organizations may be able to maximize the utility of their CSR investments by selectively conveying CSR information in recruitment brochures that are attractive to their ideal applicants. This is the first study to examine how job applicants form their perception based upon different configurations of the multiple aspects of CSR. In addition, this is the first study to examine the moderating effect of individual differences in ethical predispositions and Machiavellianism on the relationship between CSR and applicant attraction.     

Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study

This longitudinal field study examined the relationship between perceived person–job (PJ) and person–organization (PO) fit and organizational attraction, intentions to accept a job offer, and actual job offer decision. Data were collected from 193 graduate applicants prior to the selection process, during the selection process, at the end of the selection process, and after job acceptance decision. The findings showed support for the hypothesis that perceptions of PJ and PO fit influenced attraction at different stages of selection. The second hypothesis that the relationship between perceptions of PJ and PO fit and intentions to accept a job offer are mediated by organizational attraction was partially supported. Mid‐selection, the relationship between PJ fit perceptions and intentions to accept a job offer was mediated by organizational attraction; in contrast, at the end of the selection process, there was a direct relationship between PJ fit perceptions and intentions. PO fit perceptions were unrelated to intentions to accept a job offer. PJ and PO fit perceptions (before and during the selection process) were unrelated to actual job acceptance decision. These findings highlight the importance of ensuring that applicants have sufficient information about the job during the recruitment and selection process.     

The Similarity-Attraction Link: Sequential Versus Parallel Multiple-Mediator Models Involving Inferred Attraction,Respect, and Positive Affect

We tested the hypothesis that the attitude similarity effect spreads sequentially through positive affect, respect, and inferred attraction to attraction. In Experiment 1, participants received information about a partner's similar or dissimilar attitudes and reported one of the three mediators before attraction. The similarity-attraction link was mediated by positive affect or respect but more strongly by inferred attraction. In Experiment 2, the three mediators were measured in different orders. Results falsified parallel and combined parallel-sequential multiple-mediator models and two of the fully sequential multiple-mediator models but supported four fully sequential models that were consistent with the affect-centered and affect primacy hypotheses.     

The Donor's Dilemma: Recipient's Reactions to Aid from Friend or Foe1

Subjects participating as decision-makers in the Tactical and Negotiations Game experimental simulation encountered a programed emergency and then received an offer of aid from either an ally or an enemy donor. Findings indicate that recipients of aid from an ally donor perceived the donor to be more positively motivated and perceived the aid to reflect greater effort and to be of greater value than recipients of an equal amount of aid from an enemy donor. In addition, aid from an ally precipitated a positive shift in recipient perceptions of the donor and a negative shift in recipient perceptions of the enemy nondonor, while aid from an enemy had essentially no effects. The applied implications of these findings are discussed.     

Perceived organizational support: a review of the literature

The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.     

Some effects of attitudinal similarity and exposure on attraction and aggression

Previous research investigating the relationship of attraction and aggression has yielded somewhat equivocal results. The present study investigated the influence of two variables, attitudinal similarity and exposure, on interpersonal attraction and physical aggression. Fifty-four subjects received differential exposure to another individual and were later given information concerning this individual's attitudes. The subject's attraction toward the stimulus person was assessed followed by measures of aggression toward the stimulus person. Analysis of variance indicated that an attitudinally similar other was liked significantly more (p < .01) and aggressed against significantly less (p < .05) than an attitudinally dissimilar other. The exposure variable had no main effect on either attraction or aggression but interacted significantly (p < .05) with the attitudinal variable in producing differential attraction.     

When Can One Requirement Override Another?

I argue that any theory of moral obligation must be able toexplain two things: why we cannot be thrust into a moraldilemma through no fault of our own, and why we can get intoa moral dilemma through our own negligence. The most intuitivetheory of moral obligation cannot do so. However, I offer atheory of moral obligation that satisfies both of these criteria,one that is founded on the principle that if you are required todo something, then you would be blameworthy for failing to do it.I conclude by relating these results to the current literatureon moral dilemmas.     

Acquiring Resources from Intimates When Obligation Substitutes for Persuasion

The acquisition of needed resources is a necessary part of human activity. Persuasion is a tool that can be used to acquire commodities. However, because of obligations inherent in intimate relationships, the necessity of elaborated persuasive messages is lessened Furthermore, when an intimate's request is rejected, negative responses and counterpersuasion are likely. This article presents the results of a study in which three measures of intimacy are related to the obligation to grant requests for resources, the obligation to offer resources in a time of need, characteristics of requests for resources, and characteristics of responses to rejection. Although not all three measures yielded identical results, increasing intimacy with a potential helper increased obligations to grant requests for resources, and obligation to offer resources in a time of need. Moreover, increasing intimacy was negatively associated with request elaboration, frequency of explanations, and inducements. When responding to rejection, increasing intimacy was negatively related to forgiving statements and positively related to counterpersuasion. Finally, after rejection, intimates composed messages, judged to be less polite than those that contained their initial request. The politeness of postrejection messages created by nonintimates was not perceived to differ from that of their initial requests.     

Privileged Groups and Obligation: Engineering Bad Concepts

Assuming that there is an obligation to combat structural injustice, what does it look like? I suggest that discerning what this obligation is, and on whom it falls, first requires being sensitive to facts about social structure. Importantly, we need to know how social structure is constituted, and the ways in which it can be disrupted. I argue that since social structure is constituted, in part, by concepts that undergird social practices, then our critical attention should be focused on those concepts that undergird oppressive social practices. In the end, I suggest that the obligation to combat structural injustice falls on privileged social groups to significantly aid in the processes that give rise to conceptual change.     

Adding versus averaging: Evaluability theory applied to job choice decisions

While the unique roles of individual job attributes (e.g., salary and benefits) in job and organizational attraction have received extensive research attention, research examining the mechanisms through which an overall evaluation of a job option is made by combining evaluations of individual attributes is scarce. The current study examined the process through which job choice decisions are made under three conditions: when evaluating a single job offer, when comparing two job offers, and when evaluating more than two job offers. In Study 1, it was found that when a single job offer is evaluated, the average of perceived values of attributes in an offer (e.g., the perceived attractiveness of a salary) drives the choice, whereas the difference between jobs is what matters when two jobs are evaluated simultaneously, potentially leading to a preference reversal between conditions when the same two jobs are evaluated. In Study 2, it was found that average values of attributes across options (e.g., average salary in all job offers received) influence job choice when more than two job offers are evaluated simultaneously. These findings indicate that in all three conditions, job choice decisions are influenced by the evaluability of the choice set, which becomes low when a single job offer is evaluated without any context, or when more than two job offers are evaluated simultaneously, and becomes high when two jobs are compared with each other. When evaluability is low, candidates resort to averaging as the decision rule, whereas adding is used when evaluability is high.     

Understanding attraction in formal mentoring relationships from an affective perspective

Despite the critical role affect can play in mentoring, a type of close relationships in the workplace, affect has not received much attention in existing mentoring research. Drawing upon Byrne's affect-centered model of attraction, we examined the relationships among mentors' moods during their interaction with protégés, mentors' liking of protégés, and mentoring support received by protégés. Moreover, we also examined the moderating effect of protégés' emotional intelligence (EI) on the relationship between mentors' moods and liking. Based on data collected from 237 ongoing formal mentoring dyads, we found that mentors' positive moods were positively related, and negative moods were negatively related, to mentoring support received through mentors' liking. Furthermore, protégés' EI only moderated the positive relationship between mentors' positive moods and liking such that the positive relationship was stronger for protégés low on EI. Theoretical and practical implications of the findings are discussed.     

Trust in Supervisor and Job Engagement: Mediating Effects of Psychological Safety and Felt Obligation

In the social context of job engagement, the role of trust in supervisor in predicting engagement of employees has received attention in research. Very limited research, however, has investigated the mechanisms mediating this dynamic relationship. To address this important gap in knowledge, the aim of this study was to examine psychological safety and felt obligation as two psychological mechanisms mediating the effect of trust in supervisor on job engagement. Drawing from job engagement and social exchange theories, the mediating roles of psychological safety and felt obligation in the trust-engagement relationship were empirically investigated in the Malaysian context. Using self-report questionnaires, data were collected from 337 nurses employed in a public hospital located near Kuala Lumpur, Malaysia. Results fully supported the proposed serial multiple mediator model. Trust in supervisor was indirectly related to job engagement via psychological safety followed by felt obligation. This study provides empirical evidence that trust in supervisor makes employees feel psychologically safe to employ and express their selves in their job roles. This satisfaction of the psychological safety need is interpreted by employees as an important socioemotional benefit that, in turn, makes them feel obligated to pay back to their organization through their enhanced level of job engagement. Implications for theory and practice were discussed.     

Facilitating Performance with Cued Wording: An Examination of Reasoning in the Tax Context

Researchers have consistently found increased accuracy for reasoning tasks that involve permission and obligation situations; however, little is known about the task characteristics that aid the reasoning processes in these situations. This study investigates the ability of cued wording (i.e., ‘is permitted’ or ‘is required’) to increase the accuracy of subjects' reasoning. Specifically, two experiments were conducted using versions of the Wason selection task to present tax rules involving permission and obligation situations. Results of both experiments generally support the use of cued wording to increase reasoning accuracy, especially for those subjects with no experience with the rule. These results have implications for rule-driven fields like taxation, where taxpayers must comply with numerous provisions containing permission and obligation situations. © 1997 John Wiley & Sons, Ltd.     

Leaving to Love: Filipina Caregivers and The Queer Kinship of Transnational Childcare

This article considers the affective and psychosocial dimensions of transnational childcare. It offers a transdisciplinary engagement with the subjectivity of Filipina caregivers, suggesting that the ways in which their love and care are split across borders and nations “queers” conceptions of family, childhood, and maternal obligation. Specifically, queer theories of kinship and diaspora are employed to offer an affective reading of Canada’s Caregiver Program. D. W. Winnicott’s theory of the “good enough” mother is also engaged in an effort to complicate narratives of maternal obligation, neglect, and love.     

The Effect of Acceptance/Rejection Status, Status Notification, and Organizational Obligation Fulfillment on Applicant Intentions

Reactions to receiving or failing to receive rejection/acceptance letters were examined from the perspective of psychological contracts. In Study 1, a laboratory experiment, organizational obligation fulfillment was predicted by status (rejection/acceptance) and notification (no notification; notification only; notification plus explanation) such that those rejected without notification reported the lowest level of organizational obligation fulfillment. In Study 2, a field survey, applicants who were rejected with no rejection communication were more likely to believe that the organization failed to fulfill its obligations, and reported more negative intentions toward the organization compared to those who received a rejection communication. In both studies, organizational obligation fulfillment accounted for incremental variance in applicant intentions, beyond that of applicant status and type of rejection notification.     

Drawn to the gloss: Examining the effect of product reflection on product aesthetics

While advertising products with reflections is a common industry practice, this research is the first to investigate their impact on product aesthetics. Reflections are endowed with an inherent shine since they are naturally formed by the interaction of light with an object and a reflecting surface. We draw upon this property along with Evolutionary Psychology (EP) research documenting an intrinsic human attraction towards gloss to predict their positive effect on product aesthetics. Further in line with the EP principles, we propose that this effect is mediated by enhanced pristineness perceptions about the product in the presence of its reflection in the ad. Finally, we draw upon the Elaboration Likelihood Model (ELM) to identify product design complexity as a boundary condition for the positive effect of reflection on product attractiveness perceptions. For a product with relatively high (vs. low) design complexity, with design being the focal aspect that is elaborated via a central route, we predict the effect of a peripheral stylistic cue like product reflection to attenuate. Three experimentally designed studies employing different product types offer empirical support to these predictions. Our work extends prior marketing research studying the effects of executional elements in advertising on consumers' product reactions, particularly the aesthetic impact of product reflections as creative stylistic cues. The managerial implications of this work span both traditional and digital marketing channels. Incorporating a product reflection in advertising can work as an easy-to-implement option that can help practitioners elevate product pristineness and aesthetics. On the other hand, avoiding their use when advertising products with relatively complex designs can save both ad space and money.     

Looking as a Measure of Attraction1

Byrne's reinforcement theory of attraction is almost exclusively based upon studies that use the Interpersonal Judgment Scale (IJS) as their measure of attraction. The present study used Byrne's general experimental procedure but employed an unobtrusive “looking” measure of attraction as well as the more familiar IJS measure. The degree of attitude similarity between women subjects and a female stranger was not significantly related to the IJS measure of attraction but was significantly related to the proportion of looking time measure (p < .01). This was true for both subjects who verbalized and did not verbalize awareness of the relationship between the independent variable and the dependent measures of the study.