The Relationship Between Sexualized Appearance and Perceptions of Women’s Competence and Electability

Women do not have a uniform or standardized “suit” to wear in the workplace so they must make daily decisions about what to wear. Some propose that women should dress in a sexualized way to gain power and influence, but sexy attire is related to lower perceptions of competence for women in leadership positions. We explored the effect of revealing or conservative attire on perceptions of women’s leadership competence. We also used eye-tracker technology to determine whether looking at sexualized body parts (i.e., breasts, hemline) was related to lower perceptions of leadership competence and electability. A female candidate for a student senate presidency at a U.S. university wearing revealing clothing was perceived by 191 college students as less honest and trustworthy, electable, and competent than one wearing conservative clothing. Sexualized body parts were looked at longer when the candidate was wearing revealing clothing compared to conservative clothing. Furthermore, mediation analyses indicated that the revealing clothing led participants to gaze at sexualized body parts, which, in turn, led to perceiving the candidate as less honest/trustworthy, which lowered their evaluations of her competence and electability. These findings suggest that viewing a woman in a sexy outfit can lead others to stare more at her body and make negative evaluations of her personal attributes. This finding has implications for the choices women make in workplace and leadership contexts.     

Dressing up posture: The interactive effects of posture and clothing on competency judgements

Individuals often receive judgements from others based on their clothing and their posture. While both of these factors have been found to influence judgements of competency independently, their relative importance in impression formation is yet to be investigated. We address this by examining interactive effects of posture and clothing on four competency measures: confidence, professionalism, approachability, and likeliness of a high salary. Participants rated photographs of both male and female models pictured in different postures (strong, neutral, weak) in smart clothing (a suit for males; both a trouser suit and skirt suit for females) and casual clothing. We confirm that posture manipulations affected judgements of individuals differently according to the clothing they were pictured in. The nature of these interactions varied by gender and, for women, competency judgements differed according to attire type (trouser or skirt suit). The implications of these findings in relation to impression formation are discussed.     

Workplace Branding: Leveraging Human Resources Management Practices for Competitive Advantage Through “Best Employer” Surveys

Workplace branding has generated more attention in the practitioner community than academia. A contributing factor for the sparse academic research is the fact that the theoretical foundation of workplace branding has not been fully developed. In addressing this need, this article outlines how workplace branding uses a similar approach used in marketing a product or service to build an effective workplace brand. An increasing potent form of workplace branding lies in the new popular annual “best employer” surveys. In reviewing various “best employer” surveys, we identify eight common themes in terms of human resources best practices associated with outcomes ranging from high levels of retention to increased rates of growth in sales and profit. Finally, this article presents several research issues and questions that should be addressed in the future.     

Subjectivity uncertainty theory of objectification: Compensating for uncertainty about how to positively relate to others by downplaying their subjective attributes

Why do people sometimes view others as objects rather than complete persons? We propose that when people desire successful interactions with others, yet feel uncertain about their ability to navigate others' subjectivity, they downplay others' subjective attributes, focusing instead on their concrete attributes. This account suggests that objectification represents a response to uncertainty about one's ability to successfully interact with others distinct from: instrumentalizing others in response to power; dehumanizing others in response to threat; and simplifying others in response to general uncertainty. Supporting this account: When uncertainty about navigating women's subjectivity was salient, men showed increased sexual objectification to the extent that they desired successful interactions with women (Study 1) and were primed to view such interactions as self-esteem relevant (Study 2). In a workplace scenario, participants made uncertain about their managerial ability felt less confident about their ability to navigate employees' subjectivity and, consequently, role-objectified employees (Study 3).     

Histrionic Managers Wreak Havoc in the Workplace: Identifying the Phenomenon

Histrionic thinking and behavior derive more from emotion than from reason, creating a condition that causes problems for both those who display this emotional style and those they interact with. When histrionic people “manage” others in the workplace, a destructive dynamic often supervenes as employee and manager pursue the goals of work, frequently at cross purposes. In a naturalistic study, three incidents from my experience with histrionic managers are described and the underlying phenomenon of the histrionic manager is identified. This phenomenon is postulated to be universal, which is to say that managers with a histrionic style will be found wherever work is done.     

On feeling understood and feeling well: The role of interdependence

The present research examined whether people feel happier and healthier when they feel more understood in daily social interactions. A two-week diary study showed that people reported greater life satisfaction and fewer physical symptoms on days in which they felt more understood by others. Moreover, we found that individuals who tend to see themselves in relations to others (i.e., women or those scored high on interdependent self-construal measure) showed a stronger association between daily felt understanding and daily life satisfaction or physical symptoms. These findings demonstrate that daily social experiences, such as felt understanding, are associated with daily well-being, particularly for individuals with greater interdependent self-construal.     

The Roots of Patriotism Across Political Contexts

Why do some Americans feel more patriotic than others? We argue that feelings of national pride are reinforced by cues from people's political and social environments. When Americans reside in contexts that align with their values, traits, and civic orientations, they are more likely to express pride in their country. We consider both civic and ethnic pathways to patriotism. We expect that minorities and those who particularly value political equality will feel increasingly patriotic as the racial and ethnic diversity of their state climbs. For those who see politics through a partisan lens, we expect that environments defined by political competition will enhance feelings of national pride. We test our theory using data from the 2012 American National Election Studies (ANES). We find that Americans are more likely to say that they feel love for their country when they reside in political contexts congruent with their values and approach to citizenship.     

Proactive Vitality Management and Creative Work Performance: The Role of Self-Insight and Social Support

Integrating proactivity and creativity literatures, we argue that people can perform more creatively at work when they proactively manage their levels of vitality. Proactive vitality management is defined as individual, goal-oriented behavior aimed at managing physical and mental energy to promote optimal functioning at work. We hypothesize that this process may be facilitated by being aware of one's own state and by support from others. A total of 242 employees participated in a weekly diary study for three consecutive weeks, yielding 610 observations. Results of multilevel analyses show that participants reported more creative work performance during weeks in which they had proactively used vitality management. In addition, in line with our predictions, self-insight and social support for creativity in the workplace acted as cross-level moderators and strengthened the relationship between proactive vitality management and creativity. We conclude that a proactive approach regarding physical and mental energy is an important bottom-up strategy that may foster creativity in work settings.     

Ostracism and prosocial behavior: A social dilemma perspective

Prior research has yielded mixed findings regarding the relation of ostracism to prosocial behavior, with studies indicating ostracism leads people to become less prosocial, more prosocial, or that prosocial behavior is unaffected by workplace ostracism. By conceptualizing prosocial behavior at work as a social dilemma, we hypothesized that whether or not individuals reduce prosocial behaviors following ostracism can be understood by how individuals manage the conflict between the immediate temptation to treat others poorly and the long-term benefits of not giving into such temptations. Across three studies – a scenario (Study 1), experimental (Study 2), and field study on employed adults (Study 3) – we find support for the hypothesis that individuals who are less (versus more) oriented towards future outcomes engage in less prosocial behaviors with others who have ostracized them during prior interactions. We discuss both the practical and theoretical implications of these findings.     

Co-Rumination in the Workplace: Adjustment Trade-offs for Men and Women Who Engage in Excessive Discussions of Workplace Problems

Purpose  

Developmental psychology research finds that when children and adolescents engage in excessive discussion of problems with friends, a phenomenon termed “co-rumination,” they experience trade-offs between negative adjustment outcomes (e.g., depression), but better friendship quality. This study examines the possibility that adults in the workplace engage in co-rumination about workplace problems, and that co-rumination, gender, and the presence of abusive supervision influence both positive and negative individual outcomes.     

The loss of power: How illusions of alliance contribute to powerholders’ downfall

Though people in positions of power have many advantages that sustain their power, stories abound of individuals who fall from their lofty perch. How does this happen? The current research examined the role of illusions of alliance, which we define as overestimating the strength of one’s alliances with others. We tested whether powerholders lose power when they possess overly positive perceptions of their relationships with others, which in turn leads to the weakening of those relationships. Studies 1 and 2 found that powerful individuals were more likely to hold illusions of alliance. Using laboratory as well as field contexts, Studies 3, 4, and 5 found that individuals with power who held illusions of alliance obtained fewer resources, were excluded more frequently from alliances, and lost their power. These findings suggest that power sometimes leads to its own demise because powerful individuals erroneously assume that others feel allied to them.     

Social and personal determinants of workplace aggression: Evidence for the impact of perceived injustice and the Type A Behavior Pattern

Four hundred fifty‐two employed persons rated the frequency with which they had been the victims of a wide range of aggressive actions at work. In addition, they also rated the frequency with which they themselves had aggressed against others in their workplaces. Three hypotheses were investigated: (1) covert forms of aggression, in which aggressors seek to conceal their identity from target persons, are significantly more frequent in workplaces than overt forms of aggression; (2) the greater the perceived injustice reported by employees, the greater their tendency to engage in workplace aggression; and (3) the higher individuals' scores on a measure of the Type A Behavior Pattern, the greater their reported frequency of engaging in various forms of workplace aggression. Results offered support for all three hypotheses. In addition, several demographic variables (participants' age and gender; the physical location of their workplaces) were also found to play a role in the occurrence of workplace aggression. Together, these findings were interpreted as underscoring the importance of establishing close conceptual links between research on workplace aggression and basic research on human aggression. Aggr. Behav. 25:281–296, 1999. © 1999 Wiley‐Liss, Inc.     

Modesty and style in Islamic attire: Refashioning Muslim garments in a Western context

My ethnographic fieldwork conducted with female converts to Islam in France and in Quebec (Canada) shows that, for these women, being Muslim does not necessarily mean wearing clothes with ‘oriental’ designs. Rather, they are starting their own clothing companies so as to produce distinct Muslim-Western fashions that they promote through the Internet. By interpreting Islam in a context where Muslims are a minority religious group, converts construct alternative religious and social representations of Muslim identity that accord with their feminist interpretation of the Qu’ran while simultaneously incorporating the Western background within which they were socialized. In this regard, the strategies that they develop for wearing the veil and for integrating into their environment (family, workplace, etc.) make it clear that fashion, religion and politics are interacting in multiple, creative ways. In this paper, I look at how new Muslim feminist subjectivities are produced and realized through habits of dress, resulting in new representations of the body. I explore this issue by considering dress and hairstyle strategies developed by Muslim converts, in order to examine new perspectives on the place of gender in religion as it relates to particular social contexts.     

员工被上司信任感的形成机制

员工感知到上级对自己的信任是成功建立上下级信任关系的重要前提。然而,学界和业界对员工被上司信任感的形成机制却知之甚少。符号互动理论与社会信息加工理论为深入探究员工被信任感产生的机理提供了理论视角。根据这两个理论,我们提出授权与培养这两种管理行为是影响员工被上司信任感产生的重要因素;授权与培养对员工被上司信任感影响的有效性依赖于员工的目标导向、上司的可信度以及团队焦虑水平;员工被上司信任感的产生会影响员工的忠诚与敬业奉献,影响程度受制于上司所面临的管理风险。     

Normative goals and the regulation of social behavior: The case of respect

The rational actor model has a long and successful history of explaining human motivation across several disciplinary fields, but its focus on material self-interest fails to explain the many courtesies that people extend to each other and the frequent sacrifices they make on a day-to-day basis. What promotes this pro-social behavior—in particular trust in other people? I argue that interpersonal trust is supported by normative goals, in that people trust others, even complete strangers, because of a sense of what they ought to do, by social rules and obligations they feel they must follow. In particular, people feel they must respect the character of the other person, constrained to act as though the other individual is an honorable human being, irrespective of what they may privately believe. I describe how respect underlies trust in economic games as well as pro-social behavior in other social settings. This focus on normative goals, such as respect, suggests that people do not always act in alignment with their expectations, regulate themselves in terms their actions rather than possible outcomes of those actions, and choose pro-social action not out of desire to benefit others as much as a simple acquiescence to situational demands.     

Distributive justice and pay satisfaction: A field test of an equity theory prediction

Equity theory predicts that one's inputs and outcomes are evaluated in relation to the inputs and outcomes of others. Inequity can result from getting fewer outcomes or more outcomes than relevant others. For example, workers may feel dissatisfied with their wages if they are either overpaid or underpaid relative to their coworkers. Although the underpaid hypothesis has received a good deal of research support, the overpaid hypothesis has not. In fact, research on the latter prediction has been confined almost exclusively to laboratory experiments. This paper presents the results of three field tests of the overpaid/underpaid predictions of equity theory. Three national probability samples, involving many different kinds of workers and companies, show a curvilinear relationship between perceptions of equity and pay level satisfaction. The data show that both being underpaid and overpaid relative to comparison standards results in greater pay dissatisfaction than those who are compensated equitably. As predicted by Adams (1965), however, the threshold for overpayment inequity is higher than that for underpayment. Results are consistent across different measures within and across studies. Implications of the results are discussed.     

Olfactory Comfort: Smelling a Partner's Clothing During Periods of Separation1

We demonstrate for the first time that most women, and some men, deliberately smell their partners' clothing when they are apart. We asked undergraduate men and women who were, or who had ever been, in a committed heterosexual relationship if they had ever slept with an article of a partner's clothing or deliberately smelled a partner's clothing during periods of separation. Both men and women reported that smelling an absent partner's clothing made them feel happy, comfortable, and secure. We suggest that olfactory comfort is a significant component of attachment and is likely to involve family members other than partners.     

Canadian Arab Youth at the Border: Cultural Dissociation,Fear Management,and Disciplining Practices in Securitized Spaces

In this paper, we explore what Canadian Arab youth do to navigate border and travel transit sites. Arab youth are the focus for this study because they are a neglected demographic of research in ethnic studies, compared to the more copious studies on Canadian Arabs. Our research empirically investigates the struggles that this youth demographic faces, and the efforts they undertake to manage their marginalization. Some of these efforts involve practices of cultural dissociation, fear management, and self-disciplining through behavioral self-surveillance. Drawing upon an existing body of research that recognizes the highly fraught and securitized nature of air travel and border transfer, particularly for Arab/Muslim populations, we use the findings from focus groups conducted in Kitchener-Waterloo to theoretically situate some of the real struggles of Canadian Arab youth. As prominent racialized and securitized identities in the War on Terror (WoT), Arab youth are often forced, or feel that they are forced to perform their Canadian-ness to substantiate their innocence, and in some cases, this requires minimalization, or even erasure of part of who they are.     

The excluded player in coalition formation

Coalition research generally assumes that people strive to maximize their share of the coalition payoff and that they exclude others from joining a coalition if these others are not needed to obtain the coalition payoff. In two experiments, the authors show that this view is too narrow and that willingness to include such others is dependent on the extent to which people feel that exclusion affects the payoff of the excluded player. This finding was moderated by social value orientations. Proselfs were not affected by the consequences for the excluded players. Prosocials were less willing to exclude others the more harmful were the consequences of exclusion. Results are related to research on social exclusion, the do-no-harm principle, and social value orientations.