Condom Use Among U.S. Students: The Importance of Confidence in Normative and Attitudinal Perceptions

Abstract

The author performed a study among U.S. undergraduates to test an earlier conclusion (D. Trafimow, 1994) that confidence in the correctness of one's perceptions of normative pressure to use a condom influences the correspondence between those perceptions and the intentions actually to perform the behavior. Consistent with previous findings (Trafimow), the participants' perceptions of normative pressure strongly predicted their intentions to use condoms only under conditions of extreme normative confidence. Otherwise, their attitudes were better predictors of their intentions to use condoms. In addition, 2 other variables (attitudinal confidence and perceived behavioral control) were found to be unimportant predictors of intentions. Results of a 2nd study suggest that behaviors performed by sexual partners and knowing the sexual partners affected the participants' normative confidence.     

Condom use among US students: the importance of confidence in normative and attitudinal perceptions

The author performed a study among U.S. undergraduates to test an earlier conclusion (D. Trafimow, 1994) that confidence in the correctness of one's perceptions of normative pressure to use a condom influences the correspondence between those perceptions and the intentions actually to perform the behavior. Consistent with previous findings (Trafimow), the participants' perceptions of normative pressure strongly predicted their intentions to use condoms only under conditions of extreme normative confidence. Otherwise, their attitudes were better predictors of their intentions to use condoms. In addition, 2 other variables (attitudinal confidence and perceived behavioral control) were found to be unimportant predictors of intentions. Results of a 2nd study suggest that behaviors performed by sexual partners and knowing the sexual partners affected the participants' normative confidence.     

Organizational commitment,turnover intentions and the influence of cultural values

The moderating influence of idiocentrism and allocentrism on the relationship between organizational commitment and turnover intentions was examined. The investigation evolved over two phases. In Study 1, emic (culture‐specific) items were generated through in‐depth interviews with Turkish employees, and the commitment scales by Meyer, Allen, and Smith (1993) were revised to make them more appropriate for the Turkish context. In Study 2, turnover intentions were predicted as a function of an individual's affective, continuance, normative commitment, and social factors, operationalized as the approval of the family. The results indicated that affective commitment was an important predictor of turnover intentions irrespective of idiocentric or allocentric values. However, normative commitment and social factors were weaker predictors for individuals who endorsed idiocentric, values and social factors were a stronger predictor for allocentrics. These findings underline the importance of a normative perspective on organizational commitment, especially for collectivistic contexts.     

The Effects of Anticipated Informational and Normative Influence on Perceptions of Hypothetical Opinion Change

Two experiments addressed the role of anticipated informational or normative influence on perceptions of hypothetical opinion change in the context of either an intellective or judgmental task. The findings from Experiment 1 indicate that informational and normative influence processes are perceived as being differentially effective in changing people's opinions about a judgmental task but not about an intellective task. Experiment 2 explores some possible causes of these findings.     

Racial Tolerance and Reactions to Diversity Information in Job Advertisements1

The present paper reports the results from two investigations that examined the degree to which racial tolerance influences Caucasians' attraction to organizations. In Study 1, 280 Caucasian job seekers rated the extent to which various organizational features would influence their interest in an organization. Findings suggested that (a) racial tolerance was related to the importance placed on organizational diversity, but not other factors (e.g., pay), and (b) that racial tolerance predicted the importance placed on organizational diversity above and beyond other relevant individual differences. Study 2 extended Study 1 by examining whether the diversity values expressed in job advertisements affect Caucasians' perceptions of organizational image and subsequent job pursuit intentions. The results of Study 2 indicated that racial tolerance was significantly related to organizational perceptions and pursuit intentions when strong diversity values were communicated in a job advertisement.     

Social identity and the attitude–behaviour relationship: effects of anonymity and accountability

Two experiments examined the impact of anonymity and accountability on the expression of group‐mediated attitude‐behaviour consistency. In Study 1, low and high identifiers (N = 106) were exposed to an attitude‐congruent norm and provided information about their intentions under anonymous and in‐group accountable conditions. In Study 2, salience of identity was manipulated, and participants (N = 185) were exposed to either an attitude‐congruent or an attitude‐incongruent norm, and provided information on their intentions and behaviour under anonymous and in‐group accountable conditions. In both studies, accountability elicited group‐normative attitudes and behaviour among individuals for whom the group was not a salient basis for self‐definition. When the group was a salient basis for self‐definition, the expression of attitude‐consistent intentions and behaviour was greater in anonymous conditions. It is suggested that strategic effects, such as those that occur in the presence of an in‐group audience, influence displays of group‐normative attitude–behaviour consistency. Copyright © 2006 John Wiley & Sons, Ltd.     

Chinese Perceptions of Threats from the United States and Japan

People's threat perceptions play a role in influencing foreign policies towards perceived adversary countries. Earlier research has identified multiple components shaping mass-level threat perceptions including military power, adversary country's perceived intentions, and national identities. On the individual level, education, use of media, and interest in politics have been shown to influence threat perceptions. However, most studies on perceptions of security threats fail to include both contextual and individual-level explanatory factors and to consider that different national threats may be constructed differently. This research bridges formation of threat perceptions on the individual level to wider societal processes and provides an empirical perspective to understanding threat perceptions among the educated section of the Chinese population. To analyze threat perceptions, students from leading Chinese universities (N = 771) took part in a survey in the autumn of 2011 and spring of 2012. Respondents who followed conventional media were more likely to perceive both the United States and Japan as threatening, and the effect of media consumption was particularly strong with regards to perceived threat from Japan. In addition, each threat perception was significantly associated with threat-specific explanatory factors. Potential explanatory factors of threat perceptions were explored with linear regression models.     

When immigrant groups “misbehave”: The influence of perceived deviant behavior on increased threat and discriminatory intentions and the moderating role of right‐wing authoritarianism

In two studies, we tested the relationship between non‐immigrant individuals' perceptions of deviant behavior carried out by Muslims and foreigners and discriminatory intentions towards these outgroups. Based on a longitudinal and a representative cross‐sectional sample, we showed that two different types of perceived deviant behavior (Study 1, Muslims' unwillingness to integrate; and Study 2, foreigners' hostility towards the non‐immigrant majority group) are related to increased intergroup threat, which in turn is related to increased intentions to show passive discrimination (i.e., avoidance) towards these outgroups. In line with theorizing about an increased sensitivity for threat in authoritarian individuals, the relationship between perceptions of deviant behavior and threat was especially strong among high authoritarian individuals. Theoretical and practical implications of our results are discussed.     

Conflict Behavior in Clinical Couples: Interpersonal Perceptions and Stable Outcomes

The purpose of the present study was to examine the relation between a couple's perceptions of each other while engaged in a conflict situation, and their management of the conflict itself. One-hundred-eighty couples undergoing family therapy interacted in a mixed-motive game that served as the standard conflict situation. Each couple's interactions were classified into one of four categories, depending upon how they managed this conflict. The interpersonal perceptions of each group were then examined, and several differences were found. Couples who resolved the conflict in a cooperative manner perceived each other as cooperative and themselves expressed more appeasing intentions than any other group. Couples who managed the conflict in a mutually destructive manner perceived each other as competitive and themselves expressed the highest level of exploitative and defensive intentions. Couples who developed either a dominant-submissive relationship, or those who waivered between cooperating and competing and failed to attain any stable solution to the conflict, also differed from each of the other groups.     

Applicants' and Employees' Reactions to Corporate Social Responsibility: The Moderating Effects of First‐Party Justice Perceptions and Moral Identity

This research explored individuals’ reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario‐based experiment (N = 81) showed that the effect of CSR perceptions on job applicants’ job pursuit intentions was mitigated by applicants’ first‐party justice experiences, whereas it was amplified by their moral identity (Study 1). Survey data from 245 full‐time employees (Study 2) further supported the interactive effects revealed in Study 1. Specifically, first‐party justice perceptions attenuated the positive relationship between employees’ CSR perceptions and their organizational citizenship behavior (OCB); and the relationship between CSR perceptions and OCB was more pronounced among employees high (versus low) in moral identity. Our findings bridge the CSR and organizational justice literatures, and reveal that the effects of individuals’ CSR perceptions are more complicated than previously thought. The findings shed light on micro (employee)‐level CSR phenomena and offer implications for both research and practice.     

组织政治知觉对乡村教师离职意向的影响:组织公平和组织认同的中介作用

以353名乡村中小学教师为样本,采用结构方程模型等统计方法,分析了组织政治知觉对乡村教师离职意向的影响,以及组织公平和组织认同的中介作用。结果表明：（1）组织政治知觉与乡村教师离职意向之间存在显著正相关,组织政治知觉与组织公平之间存在显著负相关;组织公平与组织认同之间存在显著正相关;组织认同与乡村教师离职意向之间存在显著负相关。（2）组织公平和组织认同在组织政治知觉对乡村教师离职意向的影响中起双重中介作用。     

Relationship Commitment and Perceptions of Harm to Self

Commitment to a relationship is associated with a number of consequences, including willingness to sacrifice for the relationship, greater cognitive interdependence between partners, and increased trust in one's partner. Consistent with such consequences, we hypothesized that greater commitment is associated with decreased perceptions of one's partner as a source of harm to the self. We conducted two studies (one correlational, one experimental) to test hypotheses regarding the association between commitment level and personal harm perceptions, based on tenets from interdependence theory and balance theory. Study 1 revealed significant negative associations between commitment and personal harm perceptions. Results from Study 2 suggest that greater commitment leads to decreased perceptions of partner-based risk and increased risky behavioral tendencies.     

Perceptions As Reality: The Influence of Actual and Perceived Demographic Dissimilarity

Two studies were conducted to examine the effects of demographic dissimilarity from others in the workgroup. Results from Study 1 (n = 87 coaches) indicate that actual demographic differences were reliably related to perceptions of such differences. Study 2 investigated the effects of perceived demographic dissimilarity. Data were gathered from an additional 175 coaches. Structural equation modeling indicated that perceived demographic differences were associated with perceived deep-level dissimilarity (i.e., differences in personality, values, and attitudes). In turn, perceived deep-level dissimilarity was negatively related to coworker satisfaction and held a positive association with organizational turnover intentions. Results are discussed in terms of theoretical contributions to the relational demography perspective.     

Evaluating advisors: A policy‐capturing study under conditions of complete and missing information

Decision‐makers' relative preferences for various advisor characteristics were investigated in two multilevel policy‐capturing studies. The characteristics under consideration were: advisor expertise, advisor confidence, advisor intentions, and whether that advisor was the sole available source of advice. In Study 1, decision‐makers had access to all relevant information about the advisors. In contrast, some relevant information about the advisors was systematically made unavailable in Study 2, which allowed an investigation of the effect of missing information on decision‐makers' evaluations of advisors. Results from both studies indicated that advisor expertise and intentions were most important in promoting decision‐makers' positive evaluations of advisors, that this effect was even more pronounced under conditions of missing information, and that advisor expertise and intentions also interacted synergistically. Given that expertise and good intentions are determinants of an advisor's trustworthiness, the results highlight the interpersonal nature of advice giving and taking. Copyright © 2009 John Wiley & Sons, Ltd.     

Consumer perception of salesperson influence strategies: an examination of the influence of consumer goals

• Consumers regularly interact with retail salespeople in order to make purchases across a wide range of products and services. Retail sales encounters occur on a daily basis yet we know little about these complex interactions, especially from the consumer's perspective in terms of his or her perceptions with regard to these types of persuasive attempts. Understanding consumer perceptions is an important precursor to understanding consumer behavior during retail sales encounters. In three experiments subjects' perceptions of specific influence strategies were measured with regard to the degree of sales‐orientation of each strategy. Support was found for hypotheses that proposed that certain influence strategies would be perceived as significantly more sales‐oriented than others and that the interaction of consumer goals with salesperson influence would affect how influence strategies are perceived. Willingness to interact with and purchase from a salesperson using specific influence strategies was also examined in order to shed light on how the use of specific influence strategies is likely to affect consumers' intentions.

Copyright © 2006 John Wiley & Sons, Ltd.