Attachment avoidance and feelings of connection in social interaction

Individuals high in attachment avoidance claim to be indifferent to the opinions of others. Carvallo and Gabriel (2006) showed that dismissive avoidants who received positive social feedback reported higher levels of positive affect and state self-esteem than dismissives in control conditions. Their data suggest that avoidant individuals are sensitive to acceptance cues, despite avoidants' claims to the contrary. However, the affect and self-esteem effects could represent feelings of hubristic pride (and thus superiority) rather than connection (and thus belongingness). In the current study, participants were randomly assigned to interact with either a highly positive or mildly negative research confederate. Low avoidant individuals felt more connected with the positive than negative confederate, but this effect of experimental condition was even stronger for those high in avoidance. These findings affirm that avoidantly attached invidividuals' feelings of belonging are sensitive to the positivity of social conditions, supporting the universality of the need to belong.     

Self-esteem moderates the response to forgiveness instructions among women with a history of victimization

The present study examined whether self-esteem would moderate women’s affect after being exposed to brief instructional interventions tapping into two dimensions of forgiveness: an interpersonal dimension focusing on forgiving the offender, and an intrapersonal dimension focusing on letting go of one’s negative affect toward the offender. The positive and negative affect of 79 women with a history of victimization was assessed after they listened to instructions for either granting forgiveness, letting go of their negative affect, or relaxation (control). Results indicated differential effects of the instructions on emotions directed toward themselves versus toward the offender. Women had more negative emotions about themselves when they received the granting forgiveness instructions, but they had greater positive emotions toward their offenders. Women’s responses were moderated by self-esteem in that there was no differential effect of the instructions among women low in self-esteem, but women high in self-esteem had a relatively positive response to the letting-go instructions and a generally negative reaction to the traditional forgiveness instructions.     

Dispositional Influences on Pay Preferences

This study tested whether individual measures of intrinsic and extrinsic motivation and positive and negative affect predict a job seeker's attraction to organizations offering merit pay, skill-based pay, or broad banding. Intrinsic motivation was found to predict a decision for merit pay while extrinsic motivation did not. Hierarchical regression analysis results suggested that job seekers who were intrinsically motivated or experienced positive affect were attracted to pay plans that offer high levels of personal involvement. Individuals who were extrinsically motivated or experienced negative affect were attracted to pay plans that offer higher than average starting salaries.     

Be Happy,don't Wait: The Role of Trait Affect in Job Search

In this study we developed and tested a self‐regulatory model of trait affect in job search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity. Using longitudinal data from 245 graduating students who were searching for a full‐time position, we found that positive, but not negative, affect influenced the self‐regulatory variables of motivation control and procrastination, which in turn influenced the job search outcomes. Procrastination had direct effects on the number of first interviews, controlling for job search intensity, and on the number of second interviews, controlling for first interviews, suggesting the importance of timeliness of job search activities. We discuss the implications of such results for understanding the role of affect and self‐regulation in the job search process and for measuring the quality as well as quantity (i.e., intensity) of job search tactics.     

Across the (Not So) Great Divide: Cultural Similarities in Self-Evaluative Processes

Although it is widely assumed that East Asians and Westerners evaluate themselves differently, there is much support for cultural convergences. In this article, I review evidence showing that in both cultures (and to a largely comparable degree), people (a) experience high feelings of self-regard; (b) view themselves and loved ones in highly positive terms; and (c) exhibit self-serving biases that promote feelings of self-worth. Moreover, in both cultures (and to a largely comparable degree), individual differences in self-esteem predict (d) psychological well-being and (e) emotional regulation in response to negative outcomes. These commonalities suggest that self-love is a universal human motivation.     

Friendly or just polite? The effect of self-esteem on attributions

Studied the effect of a person's self-esteem on his inferences about another person's feelings toward him. Fifty-six mule and female college student subjects of high or low chronic self-esteem (median split; modified version of Janis and Field's ‘Feelings of Inadequacy Scale’) received either a negative or a positive evaluation of themselves. They were told that the evaluation had been written by another subject who had acted either under ‘sincere’ instructions, which allowed him to give his own opinion, or under ‘role-playing’ instructions, which assigned him to write either a positive or a negative evaluation. The subject's take was to decide under which instruction his evaluation had been written. It was predicted from a self-concistency logic that low self-esteem subjects would attribute negative evaluations to ‘sincere’ and positive evaluations to ‘role-playing’ instructions, while high self-esteem subjects would make the reverse attributions. A significant self-esteem × evaluation positivity interaction (p <.01) supported this prediction.     

Sensitivity to disgust, stigma, and adjustment to life with a colostomy

We examined whether trait disgust sensitivity predicts well-being in colostomy patients, and whether disgust predicts stigmatizing attitudes about colostomy in non-patients. 195 patients with a colostomy returned a mailed survey including measures of disgust sensitivity, life satisfaction, mood, and feelings of being stigmatized. We also conducted an internet-survey of a non-patient sample (n = 523). In the patient sample, we observed negative correlations between a bowel-specific measure of disgust sensitivity and life satisfaction (r = -.34, p<.01), and colostomy adjustment ( r = -.42, p<.01), and a positive correlation with feeling stigmatized because of the colostomy (r = .54, p<.01). Correlations between a general trait disgust measure and these outcomes were more modest. A structural equation model indicated that colostomy patients who had high disgust sensitivity felt more stigmatized, and this was in turn strongly related to lower life satisfaction. Concordantly, in the non-patient sample we observed that disgust sensitivity was a significant, positive predictor of wanting less contact with colostomy patients (r = .22, p < .01).     

Does being attractive always help? Positive and negative effects of attractiveness on social decision making

Previous studies of organizational decision making demonstrate an abundance of positive biases directed toward highly attractive individuals. The current research, in contrast, suggests that when the person being evaluated is of the same sex as the evaluator, attractiveness hurts, rather than helps. Three experiments assessing evaluations of potential job candidates (Studies 1 and 3) and university applicants (Study 2) demonstrated positive biases toward highly attractive other-sex targets but negative biases toward highly attractive same-sex targets. This pattern was mediated by variability in participants' desire to interact with versus avoid the target individual (Studies 1 and 2) and was moderated by participants' level of self-esteem (Study 3); the derogation of attractive same-sex targets was not observed among people with high self-esteem. Findings demonstrate an important exception to the positive effects of attractiveness in organizational settings and suggest that negative responses to attractive same-sex targets stem from perceptions of self-threat.     

Self-handicapping, excuse making, and counterfactual thinking: consequences for self-esteem and future motivation

Researchers interested in counterfactual thinking have often found that upward counterfactual thoughts lead to increased motivation to improve in the future, although at the cost of increased negative affect. The present studies suggest that because upward counterfactual thoughts indicate reasons for a poor performance, they can also serve as excuses. In this case, upward counterfactual thoughts should result in more positive self-esteem and reduced future motivation. Five studies demonstrated these effects in the context of self-handicapping. First, upward counterfactual thinking was increased in the presence of a self-handicap. Second, upward counterfactual thoughts indicating the presence of a self-handicap protected self-esteem following failure. Finally, upward counterfactual thoughts that protect self-esteem reduced preparation for a subsequent performance as well as performance itself. These findings suggest that the consequences of upward counterfactuals for affect and motivation are moderated by the goals of the individual as well as the content of the thoughts.     

Stress in 1st-year women teachers: the context of social support and coping

The effects of adverse work environments were examined in the context of other risk/protective factors in this extension of a short-term longitudinal study involving 184 newly appointed women teachers. Regression analyses revealed that-adjusting for preemployment levels of the outcomes and negative affectivity-social support and adversity in the fall work environment were among the factors that affected spring depressive symptoms, self-esteem, job satisfaction, and motivation to teach. Support from nonwork sources was directly related to future improved symptom levels and self-esteem; supervisor and colleague support were directly related to future job satisfaction. Effects of occupational coping, professional efficacy, locus of control, and school factors (e.g., special vs. regular education) were largely nonsignificant. Structural equation analyses indicated that adverse working conditions began to seriously affect the women soon after they started teaching.     

An examination of the relation of individual difference variables to loneliness

This study investigated the relation of five individual difference variables (extroversion, depression, self-esteem, neuroticism, and attitude toward others) to loneliness. The relative contributions of two different models that might explain these relations were examined. One model suggests that individual difference variables are related to loneliness through the mediation of social network variables; that is, individual difference variables may reduce people's motivation and/or ability to build and maintain social relationships, which in turn leads to loneliness. The second model, the cognitive bias model, states that both the individual difference variables and loneliness are influenced by the same intrapersonal, cognitive processes. Some people are prone to negative affect and tend to evaluate themselves and their relationships negatively. The relations of self-esteem, neuroticism, and depression to loneliness were hypothesized to reflect the cognitive bias model, while extroversion and attitudes toward others were hypothesized to be related to loneliness through the mediation of social network variables. Eighty-two female and 42 male adults completed measures of loneliness and the five individual difference variables, as well as an instrument assessing their social networks. The results indicated partial support for both models for each of the individual difference variables. Together, the two models did a good job of explaining the correlations of the individual difference variables and loneliness. The implications of these findings, as well as their relation to previous research, are discussed.     

Life-span development of self-esteem and its effects on important life outcomes

We examined the life-span development of self-esteem and tested whether self-esteem influences the development of important life outcomes, including relationship satisfaction, job satisfaction, occupational status, salary, positive and negative affect, depression, and physical health. Data came from the Longitudinal Study of Generations. Analyses were based on 5 assessments across a 12-year period of a sample of 1,824 individuals ages 16 to 97 years. First, growth curve analyses indicated that self-esteem increases from adolescence to middle adulthood, reaches a peak at about age 50 years, and then decreases in old age. Second, cross-lagged regression analyses indicated that self-esteem is best modeled as a cause rather than a consequence of life outcomes. Third, growth curve analyses, with self-esteem as a time-varying covariate, suggested that self-esteem has medium-sized effects on life-span trajectories of affect and depression, small to medium-sized effects on trajectories of relationship and job satisfaction, a very small effect on the trajectory of health, and no effect on the trajectory of occupational status. These findings replicated across 4 generations of participants--children, parents, grandparents, and their great-grandparents. Together, the results suggest that self-esteem has a significant prospective impact on real-world life experiences and that high and low self-esteem are not mere epiphenomena of success and failure in important life domains.     

Effect of perceived choice,expected outcome,and observed outcome of an action on the causal attributions of actors

An experiment was conducted to test the hypothesis that actors' causal attributions for success and failure would be affected by the degree of perceived choice they had in taking an action. Actors either were assigned, or selected one of four therapeutic outlines which were expected to have either a positive or a negative effect, and which actually had either a positive or negative outcome on a purportedly phobic person. For negative outcomes, it was predicted that perceived choice would induce a sense of personal responsibility when a positive outcome was expected, and lead actors to attribute more responsibility to themselves as a result. Results supported this prediction. For positive outcomes, however, actors attributed responsibility to themselves regardless of expectancy or choice. Actors were also found to attribute generally more responsibility to themselves for positive than negative outcomes. Results were discussed in terms of self-esteem motivation and the information available to the actor.     

Harm-doing and victim's racial or orthopedic stigma as determinants of helping behavior.

Three experiments tested a prediction derived from an ambivalence theory of behavior toward the stigmatized. The prediction was that unintentional harm-doers would be more likely to make restitution by doing a favor for a stigmatized victim than for a nonstigmatized one. In Experiment 1 it was upheld for black versus white victims. In Experiment 2, where the victim of harm-doing was either physically handicapped or normal, the prediction was upheld only among older subjects, following the post hoc introduction of an age variable. Experiment 3 also used a physical disability variable. The data were consistent with the prediction, although the adequacy of the harm-doing manipulation was not checked empirically. On the whole, these results are seen as complementing previous findings of amplified post-harm-doing denigration of black and disabled victims. An assumption that the relationship between harm-doing and altruism was mediated by guilt arousal received only fragmentary support. That is, self-reports of guilt were highest in the harm-doing black confederate condition in Experiment 1, and self-reports of negative affect were highest in the harm-doing/wheelchair confederate condition in Experiment 3, but there were no significant relationships between individual differences in guilt or negative affect on the one hand, and amount of helping, on the other.     

Self-determined work motivation predicts job outcomes,but what predicts self-determined work motivation?

Self-determined work motivation predicts important job outcomes, such as job satisfaction [Richer, S. F., Blanchard, C., & Vallerand, R. J. (2002). A motivational model of work turnover. Journal of Applied Social Psychology, 32, 2089–2113], but what predicts self-determined work motivation is less fully understood. We tested general causality orientation—specifically autonomy and control orientation—as a predictor of self-determined work motivation, which in turn was expected to predict job satisfaction and identification commitment as job outcomes. Regression analyses confirmed our hypotheses such that autonomy orientation predicted job outcomes via increased self-determined work motivation. Control orientation predicted self-determined work motivation but did not affect either of the two job outcomes. Findings are discussed with respect to the importance of individual differences in understanding job outcomes.     

Acknowledging One's Stigma in the Interview Setting: Effective Strategy or Liability?1

The current research examines how members of stigmatized groups remediate hiring biases by adopting the strategy of directly acknowledging their stigmatizing condition within the interview context. In the first study, 123 participants responded to a videotaped interview involving an obese or physically disabled job applicant who either did or did not acknowledge a stigma. In the second study, 87 participants responded to scenarios that manipulated type of stigma, controllability of its onset, and acknowledgment. Results across both experiments reveal that applicants who did not acknowledge their obesity or physical disability in an employment context were not viewed differently from each other. However, if applicants did acknowledge, the perceived controllability of the stigmas strongly influenced how they would be perceived.     

A preliminary study of self-esteem,stigma, and disclosure in adolescents who stutter

This study examined the self-esteem, perceived stigma, and disclosure practices of 48 adolescents who stutter divided into two age cohorts: younger (13, 14, and 15 years) and older (16, 17, and 18 years) adolescents. Results revealed that 41 (85%) of the participants scored within 1 S.D. from the mean on a standardized measure of self-esteem, indicative of positive self-esteem. Results also showed that stuttering did not present a stigmatizing condition for the majority (65%) of adolescents who stutter. However, 60% of participants indicated that they "rarely" or "never" discussed their stuttering. The younger adolescents perceived stuttering as a more negative and stigmatizing condition than older adolescents. Implications for understanding stuttering in adolescents are discussed. EDUCATIONAL OBJECTIVES: Readers will learn about and understand (a) the role of stigma, disclosure, and self-esteem in stuttering; (b) the methods used to evaluate stigma, disclosure, and self-esteem in adolescents; and (c) the similarities between adolescents who stutter and normative data on self-esteem and stigma scales.     

Police officer job satisfaction in relation to mood,well-being,and alcohol consumption

The authors examined job satisfaction, job stress, and thoughts of quitting in relation to positive and negative affect, life satisfaction, self-esteem, and alcohol consumption among police officers. Exploratory and confirmatory factor analyses revealed that 2 dimensions, positive affect and negative affect, provided a clear family-tree organizational framework for representing the otherwise confusing pattern of associations between job and well-being variables. Job satisfaction was primarily associated with positive affect, life satisfaction, and self-esteem; job stress was primarily associated with negative affect and alcohol consumption; thoughts of quitting had moderate loadings on both factors. The 2-dimensional framework may prove useful as a guide in reviewing research in this field and in selecting constructs and measures for inclusion in future research.     

The affective consequences of social comparison: either direction has its ups and downs

Research on social comparison processes has assumed that a comparison in a given direction (upward or downward) will lead to a particular affective reaction. In contrast, the present two studies proposed and found that a comparison can produce either positive or negative feelings about oneself, independent of its direction. Several factors moderated the tendency to derive positive or negative affect from upward and downward comparisons. In Study 1, cancer patients low in self-esteem and with low perceived control over their symptoms and illness were more likely to see downward comparisons as having negative implications for themselves. Those low in self-esteem were also more likely to perceive upward comparisons as negative. In Study 2, individuals with high marital dissatisfaction and those who felt uncertain about their marital relationship were more likely to experience negative affect from upward and downward comparisons. The implications of these findings for social comparison theory and for the coping and adaptation literature are discussed.