The effect of public social context on self-control: depletion for neuroticism and restoration for impression management

The present study explores the role of personality in moderating the effect of public social context on self-control. The authors predicted that in public settings neuroticism would be associated with ego-depletion effects and individual differences in impression management (IM) would be associated with restoration effects. Three experiments supported the hypothesis. In Study 1 neuroticism was associated with impaired self-control and IM was associated with enhanced self-control following an initial phase of working on a simple task in public (vs. in private). Study 2 replicated and extended these results to other domains of self-control. Study 3 explored whether public social context can cancel out early depletion effects. In this study, depleted participants engaged in a task that required self-control either alone or in public. As expected, the public settings were associated with restored self-control resources mostly among high IM individuals. Implications for self-control, neuroticism, and IM are discussed.     

Appearing smart: the impression management of intelligence, person perception accuracy, and behavior in social interaction

Intelligence is an important trait that affects everyday social interaction. The present research utilized the ecological perspective of social perception to investigate the impression management of intelligence and strangers' evaluations of targets' intelligence levels. The ability to effectively portray an impression of intelligence to outside judges as well as interaction partners was appraised and the effect of impression management on the accurate judgment of intelligence was assessed. In addition, targets' behavior was studied in relation to impression management, perceived intelligence, and actual measured intelligence. Impression-managing targets appeared more intelligent to video judges but not to their interaction partner as compared to controls. The intelligence quotient (IQ) of impression-managing targets was more accurately judged than controls' IQ. Impression-managing targets displayed distinct nonverbal behavioral patterns that differed from controls. Looking while speaking was a key behavior: It significantly correlated with IQ, was successfully manipulated by impression-managing targets, and contributed to higher perceived intelligence ratings.     

Look at me, I'm happy and creative: The effect of impression management on behavior in social presence

The present research tested competing approaches to individual differences in impression management (as measured with social desirability scales) and their implication for behavior in social contexts. A defensiveness approach argues that impression management is a source of defensive self-presentation, which causes performance impairment in public social settings. The competing adjustment approach argues that impression management measures friendliness and self-control, which should bring about performance facilitation in public social settings. To decide between these approaches, two experiments utilized a social facilitation paradigm, whereby task performance was compared between an alone and a public condition. The results supported the predictions of the adjustment approach. Across different tasks, a high impression management score was associated with performance facilitation in social presence, expressed in greater creativity, positive implicit affect, and high self-control. The results reveal previously unnoticed constructive effects of impression management, supporting the reframing of the trait as reflecting interpersonally oriented self-control.     

Religiosity and social desirability: impression management and self-deceptive positivity

The first aim of the present study was to replicate previous research, which has investigated the association between scores on the Francis Scale of Attitudes towards Christianity (FSAC) (Francis & Stubbs, 1987) and scores on Eysenck's Personality Questionnaire (EPQ-R Short Scale) (Eysenck & Eysenck, 1991). Further evidence is presented that higher religiosity is associated with lower scores on the psychoticism scale. The main aim of the present study, however, was to investigate the association between social desirability and religiosity. Although no association was found between religiosity and Lie scale scores in the present study, there is debate over what the Lie scale is actually measuring and so we also included, among other measures, the Balanced Inventory of Desirable Responding (BIDR: Paulhus, 1988), which consists of two subscales, self deceptive positivity and impression management. It was found that although religiosity was not associated with self-deception it was associated with impression management.     

Conceptual structure and social functions of behavior explanations: beyond person--situation attributions

The traditional approach to studying behavior explanations involves treating them as either person causes or situation causes and assessing them by using rating scales. An analysis of people's free-response behavior explanations reveals, however, that the conceptual distinctions people use in their explanations are more complex and sophisticated than the person-situation dichotomy suggests. The authors, therefore, introduce a model of the conceptual structure of folk behavior explanations (the network of concepts and assumptions on which explanations are based) and test it in 4 studies. The modes and features of behavior explanations within this conceptual structure also have specific social functions. In 2 additional studies, the authors demonstrate that people alter distinct features of their explanations when pursuing particular impression-management goals and that listeners make inferences about explainers' goals on the basis of these features.     

Attitudes in the social context: the impact of social network composition on individual-level attitude strength

Four studies, using both experimental and correlational designs, explored the implications of being embedded within attitudinally congruent versus attitudinally heterogeneous social networks for individual-level attitude strength. Individuals embedded within congruent social networks (i.e., made up of others with similar views) were more resistant to attitude change than were individuals embedded within heterogeneous social networks (i.e., made up of others with a range of views). Mediational evidence suggests that attitudinally congruous social networks may increase attitude strength by decreasing attitudinal ambivalence and perhaps by increasing the certainty with which people hold their attitudes. These results suggest that features of the social context in which an attitude is held have important implications for individual-level attitude strength.     

Emotions in context: pictorial influences on affective attributions

The visual illusion Terror Subterra, by Roger Shepard (1990), depicts a seemingly large creature chasing another in a tunnel, yet both creatures are physically identical. In addition to this visual illusion, the two creatures also appear to exhibit different emotions, as the background creature (the pursuer) appears angry whereas the foreground creature (the pursued) appears fearful. We explored this context effect by first establishing the magnitude of the emotional bias effect. We then modified the original drawing in various ways, such as equating for perceived size, removing one creature from the scene, and removing the pictorial context altogether. Findings suggest that the emotional bias is due to the pictorial setting and to the perceived social-emotional relationship between the two creatures. These results highlight the importance of both perceptual and social-emotional influences in driving affective attributions.     

The impact of political skill on impression management effectiveness

In this study, the authors investigated the effect of an individual's political skill on the relationships between 5 different impression management tactics (intimidation, exemplification, ingratiation, self-promotion, and supplication) and supervisor evaluations of performance. To test these relationships, the authors used a matched sample of 173 supervisor-subordinate dyads who worked full time in a state agency. Findings showed that individuals who used high levels of any of the tactics and who were politically skilled achieved more desirable supervisor ratings than did those who used the tactics but were not politically skilled. Opposite results were found when impression management usage was low. That is, individuals who were not politically skilled created a more desirable image in their supervisors' eyes than did their politically skilled counterparts when they did not use these tactics. Practical and research implications for the findings as well as directions for future research are offered.     

The impact of attributions in marriage: a longitudinal analysis

In this study, we investigate the longitudinal relation between attributions for relationship events and marital satisfaction. Thirty-four couples were assessed at two points separated by approximately 12 months. Causal and responsibility attributions for marital difficulties and negative spouse behaviors were strongly related to concurrent marital satisfaction. For wives, later marital satisfaction was predicted by both causal and responsibility attributions after the effects of earlier satisfaction were removed. For husbands, attributions did not predict later marital satisfaction. Marital satisfaction did not predict later attributions for either husbands or wives. Marital satisfaction and the two types of attributions were related to concurrent unrealistic relationship expectations, but these expectations did not predict later marital satisfaction. The results are discussed in terms of a possible causal relation between attributions and marital satisfaction.     

Effect of actor depression on observer attributions: existence and impact of negative attributions toward the depressed

This experiment examined whether others explain the successes and failures of depressed versus nondepressed people differently and how these attributions are related to affective and behavioral reactions to a request for psychological help. Ss reported attributions about the success and failure experiences of hypothetical depressed and nondepressed people. Ss also responded to a hypothetical request for psychological help by indicating their attributions, affective reactions, willingness to help, and desire for future social contact. As hypothesized, Ss displayed more negative attributions toward depressed people. Replicating prior research, Ss responded to the depressive's request for help with mixed emotional and behavioral reactions. Path analyses revealed that attributions influenced affective reactions, which influenced willingness to help; but a more complex pattern emerged from the analysis of desire for future social contact. Results are discussed in terms of the interpersonal impact and possible causes of negative attributions about the experiences of depressed people.     

The role of fairness orientation and supervisor attributions in absence disciplinary decisions

The present study investigated the role of the work value of fairness and attributions regarding the causes of absence in supervisor disciplinary decisions. It was hypothesized that supervisors who valued fairness, and those who made internal attributions regarding the cause of a particular absence incident, render more severe disciplinary decisions than supervisors who value fairness less, and who make external attributions. Furthermore, it was hypothesized that the degree to which supervisors valued fairness moderates the relationship between external attributions and the severity of disciplinary decisions. Using a policy capturing approach, results were consistent with predictions. Implications of the results for research and practice are discussed.     

When modesty fails: The social impact of group-effacing attributions following success or failure

This study explored how group members perceived a fellow group member who made either group-serving or group-effacing attributions following success or failure. Forty male undergraduates from the Chinese University co-operated in pairs with a confederate on a demanding group task. After learning that their group's performance had exceeded or failed to meet a standard, the subjects heard their confederate-partner make group-effacing or group-serving attributions. As predicted, subjects evaluated the group-serving partners more highly (p < 0.05). Preference for group-enhancing members was discussed as a pancultural response arising from the interdependence of group members. Given the process of social categorization, group members rise or fall together and are therefore socialized to support their group.     

Type a behavior pattern and attributions of responsibility

This study set out to examine the relationship between the Type A/B behavior pattern and reaction to negative outcomes. It was predicted that whereas the B types would show clear differences in their reactions to controllable versus uncontrollable situations, A types would show significantly less differentiation. Over 160 subjects completed two A-type questionnaires and an attributional control questionnaire with either six controllable or six uncontrollable situations. Results revealed, as predicted, that A and B types differed mainly in their reactions to uncontrollable situations, whereas A types perceived more causal responsibility and more moral responsibility, and reported more anger with self. These results are discussed within the context of the research on attributional style, depression and Type A behavior.     

伦理导向人力资源管理实践的跨层次作用机制:基于社会情境与社会认知理论

伦理 ¹( ¹ 与组织管理领域的常规做法一致, 本文将伦理与道德看作同义概念, 交替使用。)危机给企业经营带来巨大挑战, 现有文献较多关注微观视角的伦理行为, 缺乏从中观视角对人力资源管理制度开展研究, 导致在实践上无法形成有效的制度化抓手。人力资源管理实践作为中观视角的企业伦理实践之一, 正是针对伦理问题的有效回应。立足于人力资源管理与企业伦理领域的交叉点, 从三个方面构建伦理导向人力资源管理实践的研究框架:(1)基于社会情境理论探讨伦理导向人力资源管理实践对组织伦理绩效的影响机制; (2)基于社会认知理论探讨伦理导向人力资源管理实践对团队伦理建言的跨层次影响机制; (3)基于社会认知理论探讨伦理导向人力资源管理实践对个体伦理建言的跨层次影响机制。研究将丰富人力资源管理理论, 并为企业有效实施伦理导向人力资源管理实践提供启示与帮助。     

The influence of red on impression formation in a job application context

Recent research has shown that the color red can influence psychological functioning. In the present research we tested the hypothesis that red influences impression formation related to another person’s abilities. We conducted three experiments examining the influence of red on the evaluation of male target persons. In Experiment 1, participants viewing red, relative to green, on the shirt of a person presented on a photograph perceived him to be less intelligent. This effect was strongest in a job application context compared to other contexts. In Experiment 2, focusing solely on the job application context, participants viewing red, relative to blue, on an applicants’ tie perceived him to have less earning and leadership potential. In Experiment 3, participants viewing red, relative to green, on a job applicants’ tie rated him as less likely to be hired, and perceptions of ability and leadership potential mediated this effect. Both the conceptual and applied implications of these findings are discussed.