Antecedents and consequences of autonomy- and dependency-oriented help toward refugees

We tested antecedents (paternalistic beliefs; Study 1) and consequences (social change potential; Study 2) of autonomy- and dependency-oriented help and developed scales assessing paternalistic beliefs and both forms of help. In Study 1 (N = 143 Germans), we focused on paternalistic beliefs as an antagonist to social change and a key distinguishing variable between engagement in both forms of help. As expected, paternalistic beliefs were positively related to dependency-oriented help, mediated by concern for a positive national moral image, but negatively related to autonomy-oriented help, mediated by perceived competence of refugees. In Study 2, both refugees (N = 80) and Germans (N = 94) perceived autonomy-oriented help to have more potential for social change than dependency-oriented help.     

Supervisory Abuse of High Performers: A Social Comparison Perspective

Prior research linking employee performance to abusive supervision suggests that supervisors have instrumental and non-instrumental reasons for engaging in abuse while dealing with low performers in the workplace. Drawing on social comparison theory, we argue that high-performing subordinates can make supervisors envious, which in turn leads to abusive supervisory behavior. Furthermore, we hypothesize supervisor social comparison orientation as a key boundary condition for the indirect positive effect of subordinate performance on abusive supervision through supervisor envy; that is, supervisors are more likely to abuse high performers when the supervisors’ social comparison orientation is high. A multi-source, multi-wave field study was conducted with data collected from supervisor-subordinate dyads (N = 95 supervisors and 385 subordinates). The data supported a positive indirect effect of employee performance on abusive supervision through supervisor envy. Moreover, the indirect effect was statistically significant for supervisors with high social comparison orientation but it was not significant for supervisors with low social comparison orientation. Implications of these findings for reducing abusive supervision are discussed.     

Supervisor Reactions to Avoidance Job Crafting: The Role of Political Skill and Approach Job Crafting

Avoidance job crafting refers to employees proactively changing work boundaries by reducing tasks and/or interactions with others. Although avoidance job crafting may help employees to address work demands, if noticed by others, specifically supervisors, it may trigger negative reactions from them. While previous research posits that job crafting is largely unnoticed by supervisors, using a dyadic supervisor-employee study (N = 141 dyads), we found that supervisors were in fact aware of their employees’ avoidance job crafting, which related to a reduction in supervisor support. This relationship was moderated by employee political skill (but not approach job crafting), such that high avoidance job crafting in combination with high political skill resulted in fewer negative outcomes, presumably because supervisors were less likely to notice their employees’ avoidance job crafting. In a second, vignette study (N = 92 supervisors), we experimentally replicated the relation between observed avoidance job crafting and negative supervisor reactions, and found that this relation can be explained by supervisors perceiving avoidance job crafting as destructive work behavior. Our findings introduce the supervisor perspective to the job crafting literature and highlight the importance of engaging in avoidance job crafting in a skillful way that aligns with the external context.     

Dominance and competence face to face: Dissociations obtained with a reverse correlation approach

The article explores whether the traits representing the dimensions underlying the structure of facial and non-facial impressions are similarly mapped in the face space. Two studies examine whether the trustworthiness-by-dominance and the warmth-by-competence two-dimensional models overlap in face perception. In Study 1 (N = 200), we used a reverse-correlation task to obtain classification images (CIs) reflecting how each dimension is mapped onto a face. Results show that the similarity between CIs was higher between warmth and trustworthiness than between competence and dominance. In Study 2 (N = 31) the evaluations of each CI on each social dimension show a higher dissociation between dominance and competence than between trustworthiness and warmth. These results, obtained at both perceptual and judgment levels, suggest that there is only a partial correspondence between the two models that seems to be driven by the relationship that the competence and dominance dimensions establish with valence.     

Abusive leadership versus objectifying job features: Factors that influence organizational dehumanization and workers’ self-objectification

Recent research has revealed that work often can undermine people's humanness by promoting a view of them as mere objects. In particular, the workers’ meta-perceptions of being treated as company resources (i.e., organizational dehumanization) and their self-perceptions of being instrument-like (i.e., self-objectification) could be triggered by several factors. Previous research has identified that abusive supervisors and engaging in objectifying (repetitive, fragmented and other oriented) tasks are two of the main key factors that affect worker's dehumanization. The present project aims to disentangle the extent both factors (perceptions of abusive leadership and performing objectifying tasks) contribute to created perceptions of organizational dehumanization and self-objectification among workers that, ultimately, affects workers job satisfaction. In Study 1 (N = 208 workers), we measured the extent perceived abusive supervisors and objectifying job features predicted organizational dehumanization, self-objectification, and job satisfaction. The results indicate that abusive supervisors predicted perceptions of organizational dehumanization and workers self-objectification in a higher extent than objectifying job features, while workers job satisfaction was predicted in a higher extent by objectifying job features. In Study 2 (N = 141), we experimentally manipulated the abusive (versus nonabusive) supervisors and the objectifying (versus nonobjectifying) tasks in a laboratory setting. Results also indicated that the abusive supervisor exerts a greater influence than performing objectifying tasks on organizational dehumanization, self-objectification, and job satisfaction. The detrimental effect of an abusive supervisor in comparison with other working conditions on workers’ humanness is discussed, and practical implications are highlighted.     

Reaping the benefits of cultural diversity: Classroom cultural diversity climate and students’ intercultural competence

Culturally diverse schools may constitute natural arenas for training crucial intercultural skills. We hypothesized that a classroom cultural diversity climate fostering contact and cooperation and multiculturalism, but not a climate fostering color-evasion, would be positively related to adolescents’ intercultural competence. Adolescents in North Rhine-Westphalia (N = 631, M_age = 13.69 years, 49% of immigrant background) and Berlin (N = 1,335, M_age = 14.69 years, 52% of immigrant background) in Germany reported their perceptions of the classroom cultural diversity climate and completed quantitative and qualitative measures assessing their intercultural competence. Multilevel structural equation models indicate that contact and cooperation, multiculturalism, and, surprisingly, also color-evasion (as in emphasizing a common humanity), were positively related to the intercultural competence of immigrant and non-immigrant background students. We conclude that all three aspects of the classroom climate are uniquely related to aspects of adolescents’ intercultural competence and that none of them may be sufficient on their own.     

When proactivity produces a power struggle: how supervisors’ power motivation affects their support for employees’ promotive voice

Previous research informs us about facilitators of employees’ promotive voice. Yet little is known about what determines whether a specific idea for constructive change brought up by an employee will be approved or rejected by a supervisor. Drawing on interactionist theories of motivation and personality, we propose that a supervisor will be least likely to support an idea when it threatens the supervisor’s power motive, and when it is perceived to serve the employee’s own striving for power. The prosocial versus egoistic intentions attributed to the idea presenter are proposed to mediate the latter effect. We conducted three scenario-based studies in which supervisors evaluated fictitious ideas voiced by employees that – if implemented – would have power-related consequences for them as a supervisor. Results show that the higher a supervisors’ explicit power motive was, the less likely they were to support a power-threatening idea (Study 1, N = 60). Moreover, idea support was less likely when this idea was proposed by an employee that was described as high (rather than low) on power motivation (Study 2, N = 79); attributed prosocial intentions mediated this effect. Study 3 (N = 260) replicates these results.     

Coping with unpleasant group memberships in Japan and Germany: Cultural differences in disidentification,confrontation and emotion regulation

Disidentification, the psychological distancing from unpleasant group memberships, has mainly been studied in individualistic societies. We tested whether disidentification is a coping strategy to deal with conflicts in small and large groups, in Japan and Germany. Study 1 (N = 79) illustrates that Japanese recalled more unpleasant situations related to small than large groups. Study 2 (N = 198) confirms that Japanese, but not German students’ disidentification varied with group size and was stronger after small-group conflict. Study 3 (N = 132) shows that anger was related to disidentification in Japan but to confrontation in Germany. Study 4 (N = 335) shows that, after group conflict, Japanese felt relieved when imagining to disidentify, whereas Germans felt relieved when imagining to confront the source of conflict. Combining correlational and experimental designs with culture-sensitive situation sampling, we show that disidentification exists as a psychological construct across cultures, albeit serving different psychological functions.     

Culturally intelligent supervisors: Inclusion,intercultural cooperation,and psychological safety

By integrating the cultural intelligence (CQ) and diversity/inclusion literature, we attempt to make a dual contribution to the literature by understanding how subordinates' perceptions of their supervisors' CQ may enhance their intercultural cooperation via their individual psychological climate for inclusion. We further examine the role of minority members' psychological safety as a result of perceived supervisor CQ and psychological climate for inclusion. To explore these processes, we conducted three studies. Based on social processing and social learning theories, we empirically tested the relationship between perceived supervisor CQ and subordinates' intercultural cooperation and initially determined the role of one of the three dimensions of psychological climate for inclusion (i.e. integration of differences) (Study 1: two-waves; N = 316). To address the data limitation and to expand the framework (i.e. adding in the other dimensions of psychological climate), we conducted Study 2 (two-waves; N = 173). We further extended the framework to include psychological safety and obtained two-waves of data from ethnic minority members in Study 3 (N = 155). Our results supported our predictions offering novel insights into why CQ matters for supervisors of culturally diverse work units and clarify the various mechanisms on how supervisors' CQ influences intercultural cooperation in those units.     

Right-wing adherence and objective numeracy as predictors of minority group size perceptions and size threat reactions

Racial, ethnic, religious, and sexual minority populations are growing rapidly in the West. We investigate predictors and consequences of threat responses to perceived minority group size, and perceptions of minority group size itself. Study 1 (N = 274) finds that right-wing adherence predicts greater size threat, whereas lower numerical ability predicts larger perceived group size (confirmed in Studies 2–3). Study 2 (Sample 1, N = 124; Sample 2, N = 263) finds that the relation between right-wing adherence and prejudice toward minorities exhibits an indirect effect via group size threat (but not perceived size), explaining 35–66% of this relation. Study 3 (N = 310) finds a comparable indirect effect explaining 27–40% of this relation, even after statistically controlling for indirect effects of realistic, symbolic, and terroristic threat. These findings provide novel insights into psychological processes surrounding perceived minority group size, identifying size threat as especially crucial in understanding intergroup relations.     

National identification and support for discriminatory policies: The mediating role of beliefs about laïcité in France

In France, laïcité is a legal principle enforcing State secularism. However, research indicates that Modern (vs. traditional) beliefs about laïcité (ML) help legitimate prejudice against minorities. From Social Identity Theory, we hypothesized that ML should be positively linked with national identification, stereotyping, prejudice and support for discrimination. Accordingly, we demonstrate that ML independently predicts support for discriminatory policies (Study 1a, N = 241) and Maghrebi IAT scores (Study 1b, N = 242). ML mediates the link between national identification and Generalized Prejudice (Study 2a, N = 215; Study 2d, N = 114) as well as Support for Discriminatory Policies (Study 2b, N = 250). Experimental corroboration of this mediation was provided (Study 2c, N = 100). An exploratory study showed that priming ML led to more support for discrimination through national identification (Study 3, N = 89). These results reveal the important intergroup regulation feature of ML beliefs in France.     

When it's not easy to do the right thing: Developmental changes in understanding cost drive evaluations of moral praiseworthiness

Recent work identified a shift in judgments of moral praiseworthiness that occurs late in development: adults recognize the virtue of moral actions that involve resolving an inner conflict between moral desires and selfish desires. Children, in contrast, praise agents who do the right thing in the absence of inner conflict. This finding stands in contrast with other work showing that children incorporate notions of cost and effort into their social reasoning. Using a modified version of Starmans and Bloom's (2016) vignettes, we show that understanding the virtue of costly moral action precedes understanding the virtue of resolving inner conflict. In two studies (N = 192 children, range = 4.00–9.95 years; and N = 193 adults), we contrasted a character who paid a personal cost (psychological in Study 1, physical in Study 2) to perform a moral action with another who acted morally without paying a cost. We found a developmental progression; 8- and 9-year-old children and adults recognized the praiseworthiness of moral actions that are psychologically or physically costly. Six- and 7-year-old children only recognized the praiseworthiness of moral actions that are physically costly, but not actions that are psychologically costly. Moreover, neither adults nor children inferred that paying a cost to act morally required having a moral desire or resolving inner conflict. These results suggest that both adults and children conceptualize obligation as a direct motivational force on actions. They further suggest that costly choice—a hallmark of moral agency—is implicated in judgments of praiseworthiness early in development.     

Religiosity and the value of being moral: Understanding the meaning of morality through a personal values perspective

We demonstrate how religiosity predicts relationships between personal values and perceptions of morality in four studies across two cultures (Jews in Israel and mainly Christians in the US). In Studies 1A (N = 337) and 1B (N = 200), we explored the commonalities and differences between religious and non-religious participants in the association between values and the importance of being moral. In Studies 2A (N = 131) and 2B (N = 250), we tested the role of religiosity in the association between values and evaluations of others’ morality. Power (negatively) and Benevolence (positively) were associated with morality across levels of religiosity. The associations with Conservation were more positive for more religious participants; the associations with Universalism were more positive for less religious participants. Finally, the associations with at least one of the Openness-to-change values were more negative if a person was more religious. Studies 2A and 2B showed these associations existed over and above differences in personal values.     

Anxious attachment as an antecedent of people's aversion towards pattern deviancy

Research suggests that people's aversion towards pattern deviancy—distortions of repeated forms or models—contributes to social phenomena, such as prejudice. Yet, the factors motivating pattern deviancy aversion remain unclear. Potentially, anxious attachment, as it entails hypervigilant detection of and reactivity to social inconsistency and unreliability, heightens pattern deviancy aversion. In Studies 1 (N = 137) and 2 (N = 102), anxious but not avoidant attachment predicted aversion towards broken patterns of geometric shapes. In Studies 3 (N = 310) and 4 (N = 470), experimentally inducing anxious versus avoidant and secure attachment (Study 3), and versus a neutral prime (Study 4), heightened pattern deviancy aversion. Controlling for participants’ aversion towards unbroken patterns, novel objects, and negative stimuli did not change these results. Our findings demonstrate that anxious attachment is one antecedent of pattern deviancy aversion, and suggest that pattern deviancy aversion may underlie links between anxious attachment and certain social phenomena.     

Same‐gender supervisors protect women's leadership aspirations after negative performance feedback

Two studies examined how the gender of a workplace supervisor can affect a woman's response to performance evaluations and also her professional advancement aspirations. In Study 1, employed women reviewed a performance evaluation in which feedback was manipulated to reflect one of two stereotypes of women (high in warmth or low in competence). Findings showed that participants were more likely to attribute negative (i.e., low competence) feedback from men supervisors to gender biases than the same feedback from women supervisors. There was no effect of supervisor gender when the feedback was positive (i.e., high warmth) or neutral. In Study 2, negative feedback from men supervisors, regardless of evaluative dimension (competence or warmth) resulted in women reporting decreased professional aspirations. This relationship was mediated by women's attribution of supervisor feedback to gender biases. Together, these findings suggest that same‐gender supervisors can potentially buffer women's long term professional aspirations after a discouraging performance review.     

Moral psychology of nursing robots: Exploring the role of robots in dilemmas of patient autonomy

Artificial intelligences (AIs) are widely used in tasks ranging from transportation to healthcare and military, but it is not yet known how people prefer them to act in ethically difficult situations. In five studies (an anthropological field study, n = 30, and four experiments, total n = 2150), we presented people with vignettes where a human or an advanced robot nurse is ordered by a doctor to forcefully medicate an unwilling patient. Participants were more accepting of a human nurse's than a robot nurse's forceful medication of the patient, and more accepting of (human or robot) nurses who respected patient autonomy rather than those that followed the orders to forcefully medicate (Study 2). The findings were robust against the perceived competence of the robot (Study 3), moral luck (whether the patient lived or died afterwards; Study 4), and command chain effects (Study 5; fully automated supervision or not). Thus, people prefer robots capable of disobeying orders in favour of abstract moral principles like valuing personal autonomy. Our studies fit in a new era in research, where moral psychological phenomena no longer reflect only interactions between people, but between people and autonomous AIs.     

Marines,medics, and machismo: Lack of fit with masculine occupational stereotypes discourages men's participation

Women have made substantial inroads into some traditionally masculine occupations (e.g., accounting, journalism) but not into others (e.g., military, surgery). Evidence suggests the latter group of occupations is characterized by hyper‐masculine ‘macho’ stereotypes that are especially disadvantageous to women. Here, we explore whether such macho occupational stereotypes may be especially tenacious, not just because of their impact on women, but also because of their impact on men. We examined whether macho stereotypes associated with marine commandos and surgeons discourage men who feel that they are ‘not man enough’. Study 1 demonstrates that male new recruits' (N = 218) perceived lack of fit with masculine commandos was associated with reduced occupational identification and motivation. Study 2 demonstrates that male surgical trainees' (N = 117) perceived lack of fit with masculine surgeons was associated with reduced identification and increased psychological exit a year later. Together, this suggests that macho occupational stereotypes may discourage the very men who may challenge them.     

The approach–avoidance dilemma at the heart of group-based support: Evidence that group identification increases willingness to seek support at the same time that identity-based support threat reduces it

Despite the benefits of shared group membership, group members often experience an approach–avoidance dilemma when seeking support. At the same time that group members’ willingness to seek support is increased by the positive implications of group identification (the approach hypothesis), it is reduced by negative implications, including the capacity for support to threaten their standing in the group (the avoidance hypothesis). As this dilemma predicts, we find evidence that as participants’ group identification increases, their willingness to seek support increases, but that this willingness is simultaneously reduced by increased identity-based support threat (Study 1, N = 125; Study 2, N = 161). Furthermore, manipulated support threat decreases willingness to seek support. In a team-based game (Study 3, N = 117), support threat is reduced when group norms encourage support-seeking, leading to increases in support-seeking behavior through increases in willingness to seek support, as predicted by the avoidance-reduction hypothesis. Implications for strategies to promote effective social support in intragroup contexts are discussed.     

Do individual differences in need strength moderate the relations between basic psychological need satisfaction and organizational citizenship behavior?

An important theoretical debate in the literature on psychological needs concerns the potential moderating role of individuals’ need strength in the effects of basic psychological need satisfaction. The present study adds to the relatively small literature with inconsistent findings by examining whether the relations between work-related basic psychological need satisfaction (autonomy, competence, and relatedness) and organizational citizenship behavior (i.e., constructive voluntary job performance) are enhanced when employees’ work-specific explicit need strength increases. Survey data from two samples of employees in the United States (N = 353; M_Age = 38.13) and in the Netherlands (N = 298; M_Age = 44.57) consistently showed that across the need domains, need satisfaction was positively associated with organizational citizenship behavior through work engagement. However, we only found minor evidence for a moderating role of need strength. These findings largely endorse core self-determination theory assertions, as they underscore the relevance of employees’ psychological need satisfaction rather than fit between high psychological need satisfaction and high need strength in the workplace.

     

Straight to heaven: Rectitude as spatial representation of morality

Abundant literature in cognitive sciences has shown that morality is grounded in bodily experience. Four studies tested the perceptual association between the spatial dimension of straightness and the abstract concept of morality. Study 1 (n = 61) employed an IAT and revealed an association between straight figures and moral related words. Study 2 (n = 83) employed a similar paradigm and further revealed that the effect we found in Study 1 cannot be attributable to the general association between straight figures and positivity. Study 3 (n = 64) revealed that participants showed a stronger preference for straight figures after recalling moral (vs. immoral) deeds. Study 4 (n = 183) showed the specific role of morality, in this sense, as recalling sociable (vs. unsociable) deeds had no significant influence on figure preferences. A small‐scale meta‐analysis confirmed the robustness of our findings. Results are discussed in light of the embodiment theory.