Physical Attractiveness Biases in Ratings of Employment Suitability: Tracking Down the “Beauty is Beastly” Effect

ABSTRACT

The “what is beautiful is good” heuristic suggests that physically attractive persons benefit from their attractiveness in a large range of situations, including perceptions of employment suitability. Conversely, the “beauty is beastly” effect suggests that attractiveness can be detrimental to women in certain employment contexts, although these findings have been less consistent than those for the “what is beautiful is good” effect. The current research seeks to uncover situations in which beauty might be detrimental for female applicants. In two studies, we found that attractiveness can be detrimental for women applying for masculine sex-typed jobs for which physical appearance is perceived as unimportant.     

It's a Total Way of Life? Catholic Priests,Women's Ordination,and Identity Work

Research has shown Catholic priests to be polarized on a few issues, including women's ordination. Explanations have been offered for why priests are initially polarized—particularly the influence of ordination cohort—but not for how attitudes are maintained over time. Using 31 in‐depth interviews with Catholic priests in the United Kingdom, I find that priests are indeed polarized into groups I call “Total Identity Priests” and “Plural Identity Priests.” Taking the example of women's ordination, I show that these two groups of priests maintain their anti‐ or pro‐women's ordination attitudes (respectively) via patterned, everyday identity work, in which they mobilize available cultural schemata. I highlight four areas in which their identity work differs: explicit identity talk, narratives of calling, clericalism and titles, and clothing. This identity work serves to summarize, communicate, and reinforce their personal identities, which in turn reinforce their existing attitudes towards women's ordination.     

Social identity and cycling among women: The case of Tel-Aviv-Jaffa

Through the lens of the Social Identify Theory (Tajfel, 1974), this research aims to understand how social identity affects the perception of cycling as a mode of transport among women from different socio-income backgrounds. Using the case study of Tel-Aviv-Jaffa (Israel), we found that cycling is associated with distinct social categories rather than seen as a 'socially neutral' practice. In particular, we found cycling to be associated with 'being a Tel-Avivian' and with a healthy and active lifestyle. Such distinct identification of cycling is likely to enhance cycling uptake among more privileged groups, who are often able to identify with these social categories. In contrast, it may create a barrier for underprivileged groups, who do not identify with these social categories. In addition, we show how e-bikes – which are not identified with privileged groups – do not provide an identifiable alternative for women from all groups, as it is identified with “tough” and “violent” men. Furthermore, we show how cycling, in general, is perceived as “tough”, “dangerous” and as requiring a “constant struggle” over space with other road users, and hence fits a typical “masculine” behavior. Finally, we show how currently cycling is perceived by the underprivileged as a threat to their way of life or even as a symbol of them being pushed out of their neighborhood – a perception that limits cycling uptake among these social groups. These findings underscore the importance of accounting for social identity in cycling research and policymaking, especially in low-cycling contexts.     

Actions Pour l’intégration Socioprofessionnelle Des Travailleurs Issus De L’immigration: La Valorisation Identitaire Comme Mode d’Accompagnement Spécifique

In industrialized countries, economic problems linked to the changing world and working habits potentially impact all workers; however, immigrant workers experience additional difficulties owing to their status as foreigners or as people of foreign origin. While these employment obstacles are varied, the problems are not absolute and do not affect all foreign job seekers with the same intensity. Moreover, various attitudes can be effective when faced with certain obstacles. We call them “bypassing strategies”: the behaviour of foreign job seekers trying to negotiate these obstacles. This article presents and discusses several cases of adult training and job seeker support initiatives from French-speaking Belgium; within a specific context, these experiences are based on the concept of “professional and identity development” of immigrant workers.     

Reading the writing in the margins: dysfunction,disjunction, disgust,and the bodies of others

ABSTRACT

Intersex’s representation as “border case,” explored via six fictional treatments of unusually sexed bodies, echoes the ways “atypical” and “marginal” sex and sexuality receive attention to defer focus on that never queried because it seems so ordinary. Across the novels, the purported otherness of the intersex character highlights the dysfunctionality of those around them. In this way, dysfunction, disjunction, and disgust exist across the relationships and dynamics surrounding the scapegoated identity and are a means to avoid the hard work of critical self-reflection on the parts of those who do not usually deem themselves “other.” If the supporting characters in all these novels are guilty of failing fully to explore their own marginality, the same has frequently happened with religious bodies’ attitudes to intersex, and this is discussed with reference to accounts of intersex in Judaism and Islam, and tensions surrounding the casting out of sexual “violators” in one Christian tradition.     

Studying Sexual Harassment in the Laboratory: Are Egalitarian Women at Higher Risk?

A laboratory experiment is reported in whichmale participants in Northern Italy (N = 120 universitystudents) were given the opportunity to sendpornographic material to a female interaction partner(“computer harassmentparadigm”). The allegedgender-role orientation of the female (traditional vs.egalitarian) and the construal of the interaction aseither intergroup or interpersonal were variedsystematically. Results show that participants molest femaleinteraction partners more when they express egalitarianrather than traditional gender-role attitudes; this isparticularly true for males with a high propensity to harass (high scores on likelihood of sexualharassment scale, Pryor, 1987), with sexist attitudes,with a strong identification as “males,” andfor low self-monitors. Also, males with a highpropensity to harass were more likely to harass theirinteraction partner when they perceived the situation asa male-female inter-group setting (rather than asinterpersonal). Results are interpreted as supporting a social identity account ofmisogyny.     

The Role of Conviction in Personal Disease Risk Perceptions: What Can We Learn From Research on Attitude Strength?

Perceived risk for disease is included as a predictor of intentions and behavior in many health behavior theories. However, perceived risk is not always a strong predictor of intentions and behaviors. One reason may be suboptimal conceptualization and measurement of risk perceptions; in particular, research may not capture the conviction and certainty with which a risk perception is held. The rich and independent literature on attitudes might be leveraged to explore whether conviction is an important moderator of the effects of risk perceptions on intentions and behavior. Attitudes are more predictive of intentions when they are high in multiple aspects of attitude strength, including attitude certainty and being more accessible and stable over time. Working from the assumption that risk perceptions have a similar structure and function to attitudes, we consider whether factors known to strengthen the attitude–behavior correspondence might also strengthen the risk perception–behavior correspondence. Although by strict definition risk perceptions are not evaluations (a critical component of attitudes), the predictive validity of risk perceptions may be increased by attention to one's “conviction” or certainty of perceived risk. We also review recent strategies designed to improve risk perception measurement, including affective and experiential assessments of perceived risk and the importance of allowing people to indicate that they “don't know” their disease risk. The aim of this paper is to connect two disparate literatures – attitudes and persuasion in social psychology with risk perceptions in health psychology and decision science – in an attempt to stimulate more work on characteristics and proper measurement of risk perceptions.     

真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

The presence of the past: Identity continuity and group dynamics

Social psychologists are increasingly interested in the temporal dimensions of social life and in identity continuity in particular. Focusing on ethnicity and national identity we discuss the implications of perceived group continuity and collective self-continuity, and their interplay, for group dynamics. Using the social identity perspective and theories of identity motivation, we show, first, that the need for collective self-continuity forms a unique motivational basis for group identification. Second, we demonstrate that people are more likely to derive a sense of collective self-continuity from groups that are seen as relatively stable and immutable over time (i.e., essentialist in-groups). Third, we find that existential threats to group identity strengthen a sense of collective self-continuity, which, in turn, increases in-group defence mechanisms in the form of negative attitudes towards immigrant out-groups and towards social developments that potentially undermine in-group continuity. Fourth, we discuss empirical findings that indicate that group-based nostalgia for the nation is an identity management strategy in response to in-group continuity threats and that nostalgia leads to immigrant out-group exclusion.     

Dropping the weight stigma: Nostalgia improves attitudes toward persons who are overweight

Weight stigma, a negative attitude toward persons who are overweight, can lead to emotional detriment (increased vulnerability to depression and anxiety, decreased self-esteem) and discriminatory practices (denial of employment, lower wages, refusal of job promotion or college admission, healthcare deprivation), which have increased dramatically in the United States over the past decade. We report two experiments that implicate nostalgia as a resource or strategy for weight stigma reduction. We hypothesized and found that nostalgia about an encounter with a person who is overweight improves attitudes toward the group “overweight.” Undergraduates who recalled a nostalgic (vs. ordinary) interaction with an overweight person subsequently showed more positive outgroup attitudes. The effect of nostalgia on outgroup attitudes was mediated by greater inclusion of the outgroup in the self and increased outgroup trust (Experiments 1 and 2), as well as reduced intergroup anxiety and greater perceptions of a common ingroup identity (Experiment 2). The findings have interventional potential.     

Modulation de l’expression de l’identité professionnelle par l’utilisation d’appellations synonymes : « chômeur », « demandeur d’emploi » et « chercheur d’emploi »

The present research aimed to investigate whether and how terminology influences the expression of the self-concept, as well as that of the representation of others. More precisely, this paper explores, in the context of unemployment, how the words “unemployed person”, “job enquirer” and “jobseeker” can enhance the expression of the professional self concept and that of the representation of others. The Multistage Investigator of Social Identity method (IMIS; Zavalloni & Louis-Guérin, 1984) has been implemented to collect data from the French employment services. As expected, results provided evidence that the terminology used modulates professional identity expression; such that the words “unemployed person” and “job enquirer” lead individuals to unfavorably describe and perceive themselves. On the other hand, the designation “job seeker” helps them to put forward positive components of their professional self- concept and a less negative representation of others. These findings are discussed by stressing the relevance of using a terminology that does not stigmatize individuals and therefore avoids the disengagement from the job-seeking process.     

What's in a Name? The Effects of the Labels “Fat” Versus “Overweight” on Weight Bias1

This research examined the effects of the labels “fat” vs. “overweight” in the expression of weight bias, with the prediction that the label “fat” biases individuals to respond more negatively than does the label “overweight.” In Study 1, participants' attitudes toward people labeled as fat were less favorable than were their attitudes toward people labeled as overweight. In Studies 2 and 3, although participants chose similar‐sized figures to depict fat and overweight targets, weight stereotypes and weight attitudes were more negative toward people labeled as fat than those labeled as overweight. In addition, the endorsement of weight stereotypes mediated the biasing effect of the “fat” label on weight prejudice. Implications of this work for prejudice researchers and for public attitudes are discussed.     

Intergroup Perceptions and Attitudes toward Immigrants in a Culturally Plural Society

The research examined perceptions of Chinese immigrants held by New Zealanders of European and Maori descent. The study (N = 318) adopted an intergroup perspective to test a predictive model of attitudes toward immigrants. It was based on a nation‐wide survey with prospective respondents randomly selected from the New Zealand Electoral rolls. Findings revealed that Maori differed from their European counterparts in predictable ways, reporting more relative deprivation and greater perceived threat, and holding more negative outgroup attitudes. Less contact and greater perceived threat predicted more negative attitudes toward immigrants; in addition, when intergroup boundaries were permeable, the link between perceived threat and negative attitudes was stronger in Maori than New Zealand Europeans. While intergroup relations are traditionally analysed in a dual group formation involving a privileged “dominant” ingroup and disadvantaged “minority” immigrant outgroup, the current research suggests the need to advance beyond this dichotomy to a more inclusive approach and to consider the interface between the historical and political milieux in specific national contexts.     

Integrated learning communities as a peer support initiative for first year university students

Peer Mentoring schemes tend to be developed as retention strategies, however, they can also serve other purposes (psychosocial or career-related). However, evidence of the effectiveness of these presents mixed results and less is known about the horizontal peer support schemes which may help students capitalize on existing peer relationships. We developed an integrated learning communities (ILC) peer support scheme, building on the theoretical principles of social identity theory, which we embedded within our existing teaching framework and designed functional activities. Collective activities were undertaken to promote the processes of social identity with the intention that these may foster social and academic integration experiences. This intervention was undertaken with an entire cohort of first year undergraduate psychology students. We conducted semi-structured interviews with a self-selected sample of these students (N = 17). Thematic analysis revealed two main themes, each with two sub-themes. These were: “Divergent Experiences” with the sub-themes of “dependent on people” and “types of support”, and “Good idea in principle” with the sub-themes of “Theory ≠ Practice” and “Dependent on student engagement”. Although identifying with a peer group was not transparent in the interviews, the existence of a peer support scheme was perceived positively by students which might explain the success of the newly developed student-led Psychology Society. Indeed, this Psychology Society can provide a lasting framework for further amplification of the student voice. We conclude that our embedded ILC was both feasible and potentially valuable, but it is crucial for the peer support approach to have transactional significance.     

Attitudinal and Social Factors in Adolescent Smoking: In Search of Peer Group Influence1

The smoking attitudes and behavior of two samples of British 15-year-olds (N = 278) were studied by questionnaire. “Smokers” (anyone who had smoked at all within the previous week) held less negative attitudes about smoking, were more likely to have a father who smoked, and anticipated less parental disapproval of their smoking. When asked to name their five best friends among their classmates, smokers were more likely to name other smokers than were nonsmokers. On the basis of these results, we argue that the notion of “peer group influence” should be reconceptualized in terms of intergroup processes and social identity concerns within the peer group.     

The Concept of Culture and Its Significance for School Counselors

Understanding the role of culture, as it affects attitudes and behavior, can be extremely useful in the social service fields for enabling more effective communication across social barriers. However, in connection with the “culture of poverty,” or “cultural disadvantage,” the culture concept has often been distorted, and transformed into a stereotype behind which the individual is not revealed, but hidden. Specific examples of productive and unproductive uses of the concept in school guidance work are discussed. Another aspect of the cultural dimension, understanding of which is useful to the school counselor, is the nature of the counselor's role in relation to the institutional structure of the school.     

The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models

A gender gap in earnings has proven both persistent and universal. This paper relies mainly on U.S. data, but a gap between women’s and men’s earnings exists in every country. There is a continuing debate as to the extent to which the gap reflects merely the inevitable and reasonably fair result of differing work patterns and behaviors by women and men or the impact of employment discrimination against women. The human capital approach, in which various explanatory variables are used to shrink the perceived size of the gap, is often used to argue that much of the gap is due, not to discrimination, but to differing investments in employment by women and men. However, neither “investments” nor “outcomes” can be assessed in gender-neutral ways and the model’s underlying notion of rational choices made against the backdrop of a gender-neutral playing field is flawed. Discrimination appears to be entwined with gendered work patterns and behaviors; many of the human capital “explanatory” variables themselves require explanation. Understanding the gap requires recognition of the limitations of human capital models, and a willingness both to take a more sophisticated approach to such models, and to think beyond this approach.