Establishing a Reputation

The positive effects of a favorable reputation on one's career are well known. What is less established is how reputations are developed and spread throughout an organization. When integrated, a variety of theories can provide a better understanding of personal reputation. Calling upon sense making, role theory, gossip, and a variety of other paradigms, the authors present a model of personal reputation in organizations.     

Whose idea is it anyway? The importance of reputation in acknowledgement

Six‐year‐old children negatively evaluate plagiarizers just as adults do (Olson & Shaw, 2011), but why do they dislike plagiarizers? Children may think plagiarism is wrong because plagiarizing negatively impacts other people's reputations. We investigated this possibility by having 6‐ to 9‐year‐old children evaluate people who shared their own or other people's ideas (stories). In Experiment 1, we found that children consider it acceptable to retell someone else's story if the source is given credit for their story (improving the source's reputation), but not if the reteller claims credit for the story (steals credit away from someone else). Experiments 2 and 3 showed that children do not consider it bad to lie by giving someone else credit for one's own good story (improving someone else's reputation), but do consider it bad to give someone else credit for one's own bad story (improving one's own reputation at the expense of someone else's). Experiment 4 demonstrated that children think it is equally bad to take credit for someone else's idea for oneself as it is to take someone else's idea and give credit to someone else, suggesting that children dislike when others take credit away from someone else, regardless of whether or not it improves the plagiarizer's reputation. Our results suggest that children dislike plagiarism because it negatively affects others' reputations by taking credit away from them.     

On the Misrecognition of Identity: Muslims' Everyday Experiences in Scotland

Political theory is interested in the misrecognition of identity because it impacts individuals' autonomy in their self-definition and thus their ability to articulate and pursue identity-related interests. Here, we explore minority group members' experiences of being seen in terms that do not accord with their self-definition. Our data are qualitative, gathered through walking interviews with 24 Muslims in Scotland. Focusing on interactions in which they reported discrepancies between how they and others saw them, we differentiate four forms of misrecognition: (1) having the meaning of a valued identity (i.e., one's Muslim identity) defined by others in ways that one judges inaccurate and inappropriate; (2) having one's membership of a valued community (e.g., as a member of Scottish society) denied or rejected; (3) having one's identity (i.e., one's Muslim identity) overlooked such that one's distinctive identity-related needs are not taken into account; (4) being seen in terms of just one of one's many social identities (i.e., one's Muslim identity) such that other identities (judged more situationally relevant) are ignored. This empirically grounded typology contributes to wider debates about the forms of identity (mis)recognition and their political implications.     

The desire to be remembered: A review and analysis of legacy motivations and behaviors

The psychological motivations and mechanisms underlying a desire to be remembered after death is an understudied area in the social sciences. While previous research has indirectly investigated the pursuit of legacy as a means of coping with death anxiety, little attention has been paid to other potential factors involved in the appeal of leaving an individualistic (usually positive) mark in society that will outlive the self. In the present paper, we broaden the theoretical examination of the human drive for legacy, considering proximate motivations (e.g., alleviating death anxiety, concluding one's “life story” well, etc.) and ultimate causes (i.e., the direct or indirect reproductive effects that post-mortem reputations confer to surviving relatives). Additionally, we consider cognitive factors related to afterlife beliefs and perceptions of post-mortem consciousness, and their potential role in legacy-related desires. We conclude by discussing areas for further empirical investigations of the legacy drive.     

Can appraisals of common political life events impact subjective well‐being?

This study examined the psychological impact of global subjective appraisals of influence exerted on people's lives by common political events. A list of 24 political events was administered to a random sample of 400 adults in Poland. Political self‐efficacy, interest in politics, perceived political social support, and political collective efficacy were also assessed as potential moderators of the link between political stress appraisals and subjective well‐being (satisfaction with life, sense on anomie, positive affect). Perceptions of the negative influence of political stressors on one's life and the life of the country were associated with concomitant variations in subjective well‐being. Among psychosocial resources, political self‐efficacy consistently moderated the influence of appraisals of political stressors on satisfaction with life and positive affect.     

A Predictive Investigation of Reputation as Mediator of the Political‐Skill/Career‐Success Relationship1

Career success is determined by a number of factors, including some combination of specific competencies and a performance record, along with network development, organizational politics, and reputation building. Theory and research suggest that employees' political skill predicts their career success, and that this relationship is mediated by employees' reputation in the workplace. These hypotheses were tested in a predictive study, collecting 2 waves of data from 135 career employees, covering a 1‐year timeframe. Political skill at Time 1 predicted hierarchical position, income, and career satisfaction at Time 2. Furthermore, reputation mediated the relationships between political skill, hierarchical position, and career satisfaction. Contributions, implications, limitations, strengths, and future research directions are discussed.     

Role of Political Skill in Job Performance Prediction Beyond General Mental Ability and Personality in Cross‐Sectional and Predictive Studies1

Political skill is the capacity to understand others in working life effectively, and to apply such knowledge to induce others to act in ways that add to one's personal or organizational goals. The present investigation reported the results of 2 studies designed to examine the job performance prediction effectiveness of political skill when investigated in conjunction with general mental ability (GMA) and personality characteristics. The results demonstrated that political skill accounted for a significant proportion of job performance variance beyond GMA and personality variables cross‐sectionally in Study 1, and predictively (i.e., using a 1‐year timeframe) in Study 2 examining effects on multiple dimensions of job performance. The implications of these results, strengths, limitations, and directions for future research are discussed.     

Do they know how hard I work? Investigating how implicit/explicit achievement orientation,reputation, and political skill affect occupational status

Researchers have yet to precisely test the Socioanalytic proposition that social skill moderates the personality identity–personality reputation relationship. Further, although research has found personality to have both explicit and implicit aspects, scholars have not examined these differences with respect to the Socioanalytic perspective on personality. The present study investigates how explicit and implicit achievement orientation identities relate to one’s reputation for that trait in the workplace and to career success, as measured by occupational status. We propose that explicit and implicit achievement orientation, political skill and their interplay positively relate to reputation of achievement orientation at work, which, in turn, is positively related to occupational status. We found that (1) both explicit and implicit achievement orientation were positively associated with its reputation, as rated by co-workers; (2) reputation mediated both relations between implicit/explicit achievement orientation and occupational status and (3) heightened political skill strengthened the relationship between explicit achievement orientation and its reputation, as well as its indirect effect on occupational status via reputation (first stage moderated mediation). Our research provides a potential explanation for why observer ratings of personality are more strongly associated with outcomes than self-ratings: Observers perceive both implicit and explicit personality behaviours.     

Job insecurity and creativity: The buffering effect of self‐affirmation and work‐affirmation

It is well documented that job insecurity is a detrimental work stressor. The literature aimed at counteracting the adverse outcomes of job insecurity has focused on either individual differences, which are less amenable to modification, or organizational‐level interventions, which largely depend on organizational initiatives. This study introduced a self‐affirmation intervention to working adults and examined whether self‐affirmation could weaken the negative association between job insecurity and creativity. In order to enrich self‐affirmation theory and increase the applicability of the intervention to the workplace, this study also investigated whether work‐affirmation could attenuate the negative relationship between job insecurity and creativity. In a quasi‐experiment with employees recruited from Mturk, I found that a negative link between job insecurity and creativity, but not among those who were given an opportunity to affirm one's value (i.e., self‐affirmation) or one's work (i.e., work‐affirmation).     

The real me: Authenticity,interpersonal goals,and conflict tactics

Dispositional authenticity is associated with positive intra- and interpersonal outcomes, yet how authenticity relates to conflict solving strategies has not been examined. The present study aims to explore the relationship between authenticity and conflict solving strategies in close friendships and proposes that interpersonal goals (i.e., compassionate goals and self-image goals) might mediate the relationship. Three hundred sixty-three Taiwanese college students completed a survey package. Results showed that authenticity was positively associated with strategies that promote the needs of both oneself and one's friend (i.e., integrating and compromising) while negatively, or not, associated with those that don't concern one's own needs (i.e., obliging) or one's friend's needs (i.e., dominating and avoiding). Further, compassionate goals mediated the relationship between authenticity and integrating, compromising, and dominating strategies, while suppressing the relationship between authenticity and avoiding and obliging strategies. Self-image goals mediated only dominating and avoiding strategies.     

A pull versus push framework for reputation

Reputation is a powerful driver of human behavior. Reputation systems incentivize 'actors' to take reputation-enhancing actions, and 'evaluators' to reward actors with positive reputations by preferentially cooperating with them. This article proposes a reputation framework that centers the perspective of evaluators by suggesting that reputation systems can create two fundamentally different incentives for evaluators to reward positive reputations. Evaluators may be pulled towards 'good' actors to benefit directly from their reciprocal cooperation, or pushed to cooperate with such actors by normative pressure. I discuss how psychology and behavior might diverge under pull versus push mechanisms, and use this framework to deepen our understanding of the empirical reputation literature and suggest ways that we may better leverage reputation for social good.     

Explaining the Relationship between Religiosity and Political Participation: The Mediating Roles of Transcendent Accountability and Religiopolitical Awareness

Prior research tends to find a positive relationship between religiosity and political participation. Explanations of this relationship have focused mostly on religiosity-generated organizational resources (e.g., civic skills), while paying less attention to psychological resources. We simultaneously examined different aspects of religiosity (belief, behavior, and belonging) and political participation (electoral and nonelectoral) in a structural equation model with two psychological resources as mediators: (1) “transcendent accountability”—seeing oneself as responsible to God or a higher power for one's impact on other people and the environment, and (2) “religiopolitical awareness”—perceiving the influence of one's religion and/or spirituality on one's political views and activities. Results from analyzing survey data from a US representative sample showed that transcendent accountability and religiopolitical awareness, whether together or awareness only, mediated positive relationships between religiosity (belief, private and public behaviors, and membership) and political participation (voting and other political activity), highlighting key psychological motivators of political participation.     

The nature of stress experienced by lesbians and gay men

Abstract

This study examined both the meanings and sources/causes of stress from the perspectives of lesbians and gay men (n=30), using a series of focus groups. The findings suggest that stress is considered a part of life itself, and is perceived to contain both negative (e.g. detrimental effects on health and overall functioning, unfairness, out-of-control), and positive (e.g. a motivator, growth-facilitator) elements. The sources/causes of stress (i.e. stressors) identified include stress experienced from the “coming out” process, stress in family relations and intimate relationships, conflict over one's sexuality given society's homophobic and heterosexist attitudes toward lesbians and gay men, as well as stress from financial and work-related issues. More importantly, this study suggests that culture/ethnicity, gender, and aging, which are interconnected with one's sexual identity, play an important role in shaping the experiences of stress among lesbians and gay men.     

Beyond self-report in the study of hedonic and eudaimonic well-being: Correlations with acquaintance reports, clinician judgments and directly observed social behavior

Surprisingly little is known about how well-being is related to social reputation, clinician judgments, and directly observed social behaviors. This study presents data that bear directly on these issues, along with comparing the personality and behavioral correlates of subjective happiness, a measurement based on a hedonic conceptualization of well-being, with psychological well-being, a eudaimonic conceptualization. The findings demonstrate remarkable consistency in the pattern of correlates of the two measures across acquaintance ratings, clinician judgments, and directly observed social behaviors. By either conceptualization, people high in well-being enjoy positive social reputations (e.g., cheerful, sociable, satisfied with life), are rated as well-adjusted by clinicians (e.g., consistent, resilient), and can be observed to exhibit adaptive social behaviors (e.g., social skill, expressiveness).     

Achievement Orientation and Psychological Involvement in Job Tasks: The Interactive Effects of Work Alienation and Intrinsic Job Satisfaction1

As the tendency to strive for competence in one's work, achievement orientation is considered to engender psychological involvement in job tasks (i.e., job involvement‐role). However, this study posits that the positive relationship between achievement orientation and job involvement‐role is moderated by an attitude of disaffection toward the work role in general (i.e., high work alienation) and by dissatisfaction with the content of one's present job (i.e., low intrinsic job satisfaction). The results of hierarchical moderated regression analyses support the existence of complex interactions and suggest that a positive outlook toward the work role is necessary for achievement orientation to translate into greater job involvement‐role. Practical implications and directions for future research on job involvement role are considered.     

Extending the metatheoretical framework of social/political influence to leadership: Political skill effects on situational appraisals,responses, and evaluations by others

Building off and extending the metatheoretical framework of political skill, we examined the cognitive and behavioral mechanisms through which the intrapsychic effects of political skill inform its interpersonal effects, and how these interpersonal effects ultimately are transmitted into desirable outcomes. Specifically, we argue that politically skilled leaders demonstrate better situational appraisals (i.e., understanding), and thus, more appropriate situational responses (e.g., consideration and initiating structure behaviors); the demonstration of appropriate situational responses is argued to positively affect subordinates’ evaluations of their leaders (i.e., instrumentality) and subordinates’ concomitant attitudes (e.g., job satisfaction) and behaviors (e.g., performance). Results provided mixed support for the hypothesized relationships. Specifically, leader understanding mediated the relationship between political skill and consideration but not the relationship between political skill and structuring behaviors. Moreover, consideration was positively related to subordinates’ group-level instrumentality perceptions, whereas initiating structure was not. Finally, subordinates’ individual (within-level) perceptions of leader instrumentality were positively related to job satisfaction and performance. The implications of these findings as they relate to theory and practice are discussed along with this investigation's strengths, limitations, and directions for future research.     

Examining Positive Performance Implications of Role Stressors by the Indirect Influence of Positive Affect: A Study of New Business Managers

This article examines whether managers' performance in new businesses improves when they are exposed to role stressors. In a 3‐year longitudinal survey, we drew on the challenge–hindrance framework and Karasek's (1979 ) job demand‐control model to acknowledge direct and interaction effects of role stressors (i.e., role conflict, role ambiguity, role overload) on positive affect. In addition to finding support for such influences, our results support that positive affect facilitates performance, thus suggesting that role stressors can be indirectly positive for performance. This study encourages research to go beyond the traditional stressor–strain perspective, to incorporate positive affect in role‐stress models, and pay more attention to interaction effects between role stressors.     

Minority stress and intimate partner aggression among male same-sex couples

Intimate partner aggression (IPA) is high among gay, bisexual, queer, and other sexual minority men (SMM), and is strongly linked to minority stress. These links might be further magnified or buffered by communication between partners (i.e., negative and positive communication, respectively). The present study investigated associations of minority stress and IPA, and the moderating role of positive/negative communication, among male couples (N = 932 individuals, 466 couples). Partners completed measures of communication skills, minority stress, and IPA, which were analyzed using moderated actor-partner interdependence models. Results suggested that microaggressions increase one's own (i.e., an actor effect) and one's partner's (i.e., a partner effect) verbal IPA victimization, verbal IPA perpetration, and physical IPA victimization. Positive communication moderated the association between microaggressions and verbal IPA victimization, suggesting that high levels of positive communication may buffer the microaggression-verbal IPA link. Thus, minority stress' detrimental impacts on relationship functioning among male same-sex couples may be reduced by the presence of positive communication (e.g., effective conflict resolution). We discuss structural and clinical innovations to prevent IPA among male couples, with particular emphasis on the absence of positive communication as an aggravating factor.     

Being in one's chosen job determines pre‐training attitudes and training outcomes

The present study introduces a new important variable into a model of training motivation, namely that of being in one's chosen job. Evidence exists that having some control and choice over aspects of training have positive effects on training motivation. We propose that being in one's chosen job will also have such an effect, as it provides trainees with greater autonomy regarding their career progression (e.g., Gagné & Deci, 2005 ) and aligns their training activity closely with their personal goals (e.g., Locke & Latham, 2002 ). Pre‐ and post‐training surveys were completed by 232 instructors who were themselves on a military training course. Results confirmed the positive effects of being in one's chosen job on the pre‐training attitudes of self‐efficacy and training motivation with further direct effects on motivation to transfer, and indirect effects on knowledge acquisition and post‐training self‐efficacy. Findings have both theoretical and practical ramifications. Being in one's chosen job should be incorporated into models of training motivation and, whenever possible, employees being re‐deployed should be granted their job preference because this is associated with important positive effects on pre‐training attitudes and motivation to transfer new skills to the work environment.     

My Country,Right or Wrong: Education,Accumulated Democratic Experience,and Political Socialization of Blind Patriotism

Although educational attainment has been identified as a significant factor that reduces uncritical positive attachment to one's country (i.e., blind patriotism), little is known about whether the remedial effect of education on uncritical patriotism is universal across countries with different histories of democratic rule. This article examines the extent to which democracy stock (the accumulated amount of democratic traditions, legacies, and experiences consolidated over time) conditions the relationship between education and blind patriotism. Using international data from 33 countries, the article shows that the remedial effect of education is more pronounced in countries with larger stocks of democracy than in countries with higher levels of democracy (current or recent). The results imply that the political socialization of critical patriotism is a cumulative process in which citizens internalize their potentially democratic competencies (e.g., knowledge, skills, and dispositions) and develop a sense of national attachment based on critical reflection on government policy and practice (i.e., critical loyalty) over an extended period of time.