Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment

Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.

Design: The study design was a three-wave self-reported questionnaire.

Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.

Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.

Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.     

Longitudinal effects of contact on intergroup relations: The role of majority and minority group membership and intergroup emotions

A field study was conducted in the Italian context to examine the longitudinal effects of contact on improved intergroup relations, and to test whether the effects were different for majority and minority group members. Furthermore, we examined the processes underlying contact effects. Participants were 68 Italian (majority) and 31 immigrant (minority) secondary school students, who completed a questionnaire at two time points. The results of regression analyses showed that, consistent with the contact hypothesis (Allport, 1954 ), quantity and quality of contact longitudinally improved outgroup evaluation and increased the attribution of positive stereotypes to the outgroup; the reverse paths were non‐significant. Notably, whereas quantity of contact improved intergroup attitudes and stereotypes for both majority and minority participants, quality of contact had reliable effects only for the majority group. Intergroup anxiety and empathy mediated the longitudinal effects of quantity of contact for both Italians and immigrants; the cross‐lagged effects of contact quality on criterion variables for the Italian group were mediated by intergroup empathy. The theoretical and practical implications of findings are discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

Supervisor ostracism and defensive silence: a differential needs approach

This study investigates the sequential mediating effects of threats to efficacy needs and defensive silence between supervisor ostracism and emotional exhaustion, explained through need-threat/need-fortification framework. We collect time-lagged data at two measurement points from 300 employees working in service sector organizations in Pakistan. We find that supervisor ostracism threatens employees’ efficacy needs which results in reduced evaluation of resources. Consequently, employees seek to fortify these endangered needs through defensive silence, a proactive and self-protective behaviour. However, defensive silence affects employees’ trust, morale, motivation and eventually elicits emotional exhaustion. Our results show that supervisor ostracism, threat to efficacy needs and defensive silence contribute towards emotional exhaustion, and we offer several corrective options. We believe that one direct path involves actions that discourage supervisor ostracism through training and role plays. Another indirect step highlights competence of firm to create a perception of high status and influence. It may even involve managers to improve employees’ perception of work control through job redesign. Finally, we propose that supervisors may anticipate motives for defensive silence and plan targeted strategies to facilitate employees’ psychological safety.     

Specific emotions as mediators of the effect of intergroup contact on prejudice: findings across multiple participant and target groups

Emotions are increasingly being recognised as important aspects of prejudice and intergroup behaviour. Specifically, emotional mediators play a key role in the process by which intergroup contact reduces prejudice towards outgroups. However, which particular emotions are most important for prejudice reduction, as well as the consistency and generality of emotion–prejudice relations across different in-group–out-group relations, remain uncertain. To address these issues, in Study 1 we examined six distinct positive and negative emotions as mediators of the contact–prejudice relations using representative samples of U.S. White, Black, and Asian American respondents (N?=?639). Admiration and anger (but not other emotions) were significant mediators of the effects of previous contact on prejudice, consistently across different perceiver and target ethnic groups. Study 2 examined the same relations with student participants and gay men as the out-group. Admiration and disgust mediated the effect of past contact on attitude. The findings confirm that not only negative emotions (anger or disgust, based on the specific types of threat perceived to be posed by an out-group), but also positive, status- and esteem-related emotions (admiration) mediate effects of contact on prejudice, robustly across several different respondent and target groups.     

Belief in altruistic human nature and prosocial behavior: a serial mediation analysis

According to the theory of internal working model, belief in altruistic human nature positively influences prosocial behavior. However, the precise influencing mechanism remains unclear. Based on the determinants of human behavior theory and self-efficacy theory, we hypothesized that belief in altruistic human nature indirectly influences prosocial behavior through causally linked multiple mediators of prosocial attitude and prosocial self-efficacy. The results of the current research supported our hypothesis and demonstrated that this serial mediation model could be generalized across individualistic and collectivistic cultures.     

Feeling Hopeful Inspires Support for Social Change

Hope is an emotion that has been implicated in social change efforts, yet little research has examined whether feeling hopeful actually motivates support for social change. Study 1 (N = 274) confirmed that hope is associated with greater support for social change in two countries with different political contexts. Study 2 (N = 165) revealed that hope predicts support for social change over and above other emotions often investigated in collective action research. Study 3 (N = 100) replicated this finding using a hope scale and showed the effect occurs independent of positive mood. Study 4 (N = 58) demonstrated experimentally that hope motivates support for social change. In all four studies, the effect of hope was mediated by perceived efficacy to achieve social equality. This research confirms the motivating potential of hope and illustrates the power of this emotion in generating social change.     

The bonding effect of money in the workplace: priming money weakens the negative relationship between ostracism and prosocial behaviour

The feeling of being ostracized in the workplace has been associated with the withdrawal of prosocial and helping behaviours. We propose that reminders of money would moderate (weaken) this relationship. We conducted three studies with working adult participants. Results showed that activating thoughts of money, even unrelated to compensation, reduced the negative relationship between ostracism and prosocial intentions (Studies 1 and 3) and behaviour (Study 2) in the organization. Study 3 furthermore showed that this effect occurs by reinforcing organizational identification. Our research identifies a factor that is already present in the work setting that could buffer the negative psychological and behavioural outcomes associated with ostracism: cues of money. We discuss the implications for research on money, social threats, and organizational behaviour.     

焦虑障碍的认知偏向矫正元分析:效果量、影响因素及中介检验

焦虑障碍的认知偏向矫正效果及作用机制是当前一个研究热点且有争议的主题。采用元分析、元回归分析并且组合两步结构方程元分析技术,探索认知偏向矫正对焦虑障碍干预的临床和亚临床有效性,分析可能的影响因素并考察认知偏向改变在认知偏向矫正(Cognitive Bias Modification,CBM)和焦虑症状之间的中介作用。元分析共纳入46篇文献,CBM对焦虑症状干预具有虽小但显著的效果量(包含非标准化测量:g=0.29;标准化测量:g=0.26,p0.001;压力任务后焦虑症状g=0.34,p0.001),对认知偏向有中等效果量(g=0.48,p0.001);干预范式、出版特征、实验环境是焦虑症状CBM效果量的调节因素,焦虑障碍类型和实验环境对CBM认知偏向效果量有调节作用;认知偏向改变在CBM干预与焦虑障碍改变之间起显著的中介效应(z=3.13,SE=0.014,p0.001),为部分中介。将来研究可关注提升CBM症状测量或者认知偏向测量工具的信效度、发展新干预范式,尝试CBM同其他干预方式相结合,进一步探索CBM理论基础和干预机制,提升干预效果。     

Intergroup retaliation and intra‐group praise gain: The effect of expected cooperation from the in‐group on intergroup vicarious retribution

Intergroup vicarious retribution is the phenomenon whereby, after an out‐group member attacks an in‐group member, a member of the victim's group retaliates against a member of the perpetrator's group. This study examined the effect of expected cooperation from the in‐group on intergroup vicarious retribution through intra‐group reputation based on praise gain and exclusion avoidance. In the experiment, we conducted a one‐on‐one match in which, after participants learned that an out‐group member (as the winner) had imposed a fine on an in‐group member (as the loser) in a previous round, winning participants were allowed to impose an arbitrary fine on the other losing out‐group member. As a result, participants imposed a larger fine on their out‐group member opponent in retaliation when they were expected by in‐group members to cooperate than when such cooperation was not expected. Furthermore, participants regarded a fine as intra‐group cooperation. Since a path analysis revealed a mediating effect of praise gain, but no mediating effect of exclusion avoidance, expected cooperation from in‐group members facilitated vicarious retribution because those involved in retribution sought praise from other in‐group members. These findings suggest that the intra‐group reputation dynamics of expected cooperation and praise gain escalate intergroup conflict.     

Negative intergroup contact and support for social policies toward the minority outgroup in the aftermath of a natural disaster

In this field study, we tested whether negative intergroup contact experienced by majority (Italian) survivors in the aftermath of the earthquakes that struck Northern Italy in 2012 was associated with policy attitudes toward minority (immigrant) survivors. Results revealed a negative association between negative contact and support for social policies aimed at favoring immigrant survivors. Moreover, social policies toward immigrant survivors mediated the effect of negative contact on social policy attitudes toward the minority group as a whole. We discuss the theoretical and practical implications of findings.     

Solidarity across group lines: Secondary transfer effect of intergroup contact,perceived moral distance,and collective action

We tested, in three studies, whether the generalization of contact effects from primary to secondary outgroups—the secondary transfer effect (STE)—occurs for collective action. The results supported a serial mediation model: contact with immigrants by advantaged group members (Italians: Study 1, N = 146, 121 females, M_age = 28.31 years; Study 3, N = 406, 239 females, M_age = 36.35; British people, Study 2, N = 160, 113 females, M_age = 32.31) was associated with lower perceived moral distance toward primary outgroups, which in turn was associated with more positive attitudes and greater collective action intentions toward primary outgroups, and lower perceived moral distance toward secondary outgroups. Lower perceived moral distance toward secondary outgroups and stronger collective action intentions toward the primary outgroup were associated with higher collective action intentions toward secondary outgroups (results were inconsistent for attitudes). We discuss the findings with a focus on how a consideration of perceived moral distance extends current theorizing, and the relevance of generalized prejudice for the STE.     

The ironic impact of intergroup apologies on intergroup attitudes: Understanding the role of perceived power for post‐apology outgroup attitudes

The present research investigates how intergroup apologies, defined as apologies between two groups, affect perceived remorse and outgroup attitudes (e.g., explicit and implicit), in the context of power asymmetries. We recruited participants from two countries that differ in perceived power: South Korea and the United States. Participants read a vignette describing a violent act committed by an outgroup member (Korean or American), with or without an intergroup apology. Participants answered questions assessing perceived remorse and explicit attitudes toward the outgroup, followed by the Implicit Association Test (Greenwald, McGhee, & Schwartz, 1998). Results revealed that Koreans perceived less remorse following an intergroup apology from the United States, compared to when they did not read an intergroup apology. Further, a mediated moderation analysis indicated that perceived remorse mediated the relationship between apology and explicit attitudes towards the United States. However, an analogous effect for implicit attitudes was only marginally significant. In contrast, among American participants, no effect of the apology on perceived remorse, explicit attitudes, or implicit attitudes and no evidence for a mediation was found. We discuss the implications of these effects on understanding the effectiveness of intergroup apologies between countries that differ in perceived power.     

职场排斥对员工家庭的溢出效应：归属需求和工作家庭区隔偏好的作用

以往研究证实了职场排斥会对员工组织内诸多方面产生危害, 然而关于职场排斥向组织外部特别是家庭领域的溢出效应还知之甚少。本研究基于资源保存理论构建了一个有调节的中介效应模型, 探讨职场排斥对员工家庭贬损和家庭满意度的溢出效应和具体机制, 研究结果表明：(1)职场排斥对员工家庭贬损有显著正向作用, 对家庭满意度有显著负向作用; (2)工作压力中介了职场排斥与家庭贬损和家庭满意度的关系; (3)员工归属需求调节了职场排斥对工作压力的影响, 同时调节了工作压力在职场排斥与家庭贬损、家庭满意度之间的中介效应; (4)员工工作家庭区隔偏好调节了工作压力对家庭贬损和家庭满意度的作用, 并且调节了职场排斥通过工作压力对家庭贬损和家庭满意度的中介效应。     

When growth mindset backfires: The effect of the perceived malleability of groups and utilitarian motives on support for collective punishment

Collective punishment (CP) is deemed unfair because it sanctions group members who are not responsible for the wrongdoing. However, CP may be driven by utilitarian motives, aiming to deter other group members from committing offenses. This research investigated whether individuals’ inclination to support CP for utilitarian reasons is influenced by their belief in the malleability of groups (their belief that groups can change; a growth mindset). In Studies 1 and 2, we assessed utilitarian motives and manipulated participants’ perception of group malleability. In Study 3 , we assessed perceived group malleability and manipulated motives for justice (utilitarianism vs. retribution). Across these studies, the dependent variable was participants’ support for CP. Results consistently showed that utilitarian (more than retributive) motives increased support for CP, specifically among participants who believed in the growth mindset of groups. We discuss the relevance of these findings for social justice and growth mindset literature.     

The Perception of the Other in International Relations: Evidence for the Polarizing Effect of Entitativity

In an international relations context, the mutual images held by actors affect their mutual expectations about the Other's behavior and guide the interpretation of the Other's actions. Here it is argued that the effect of these images is moderated by the degree of entitativity of the Other—that is, the extent to which it is perceived as a real entity. Two studies tested this hypothesis by manipulating the entitativity of the European Union (EU) among U.S. citizens whose images of the EU varied along the enemy/ally dimension. Results of these studies yielded converging evidence in support of the hypothesized moderating effect of entitativity. Specifically, entitativity showed a polarizing effect on the relationship between the image of the EU and judgments of harmfulness of actions carried out by the EU.     

Anxiety mediates the effect of acute stress on working memory performance when cortisol levels are high: a moderated mediation analysis

Background: Anxiety is an aversive emotional state characterized by perceived uncontrollability and hypervigilance to threat that can frequently cause disruptions in higher-order cognitive processes like working memory. The attentional control theory (ACT) predicts that anxiety negatively affects the working memory system. Design: This study tested the association between anxiety and working memory after the addition of stress and measured the glucocorticoid, cortisol. To better understand this relationship, we utilized a moderated mediation model. Methods: Undergraduate students from a public university (N = 103) self-reported their anxiety levels. Participants first completed a short-term memory test. During and after a forehead cold pressor task (stress vs. control procedure) participants completed a working memory test. Salivary cortisol was taken at baseline and after the last working memory test. Results: Overall, acute stress had no effect on working memory. However, we found that anxiety levels mediated the influence of condition (stressed vs. control) on working memory, but only among those individuals who had high cortisol levels after exposure to acute stress, supporting a moderated mediation model. Conclusions: These results imply that activation of the hypothalamic–pituitary–adrenal axis was necessary for working memory impairment in anxious individuals. These results provide support for the ACT.     

亲子依恋与初中生亲社会行为:有调节的中介效应

亲社会行为是个体在人际交往中表现出的谦让、帮助、合作、分享等行为,是青少年社会能力发展的重要方面。以往研究表明,安全的亲子依恋对亲社会行为具有重要影响,但亲子依恋发挥作用的具体机制及作用条件还有待深入探讨。本研究在发展系统理论及依恋理论指导下,构建一个有调节的中介效应模型,检验心理资本在亲子依恋与亲社会行为之间的中介作用,以及不良同伴交往对上述中介路径的调节作用。采用亲子依恋问卷、心理资本问卷、不良同伴交往问卷以及亲社会行为问卷对737名初中生进行测查。结构方程模型分析表明:(1)在控制了年龄、性别和社会经济地位后,亲子依恋对亲社会行为具有显著的正向预测作用。(2)中介效应检验表明,心理资本在亲子依恋与亲社会行为之间具有完全中介作用。(3)有调节的中介效应检验进一步表明,不良同伴交往调节了"亲子依恋→心理资本→亲社会行为"的前半段,即当初中生的不良同伴交往偏多时,亲子依恋对心理资本的促进作用减弱。本研究的发现表明,安全的依恋关系有利于培养初中生的心理资本,进而促进亲社会行为。但是,较高的不良同伴交往会阻碍亲子依恋积极作用的发挥。本研究验证了家庭系统、同伴系统和个人系统对亲社会行为的联合作用,对初中生亲社会行为的培养具有一定的指导意义。     

Identity practices, ingroup projection, and the evaluation of subgroups: a study among Turkish-Dutch Sunnis

This research focuses on religious subgroup evaluations by examining the attitude of Turkish-Dutch Sunni Muslims towards Alevi and Shiite Muslims. Following the Ingroup Projection Model, it was expected that Sunni participants who practice Islam will project their self-defining subgroup practices on the superordinate Muslim category, which will be related to more ingroup bias towards Alevis, a Muslim subgroup that performs different religious practices. Two studies yielded consistent evidence that practicing Islam increased ingroup bias towards Alevis. Furthermore, in Study 2, we found evidence that the effect of practicing Islam on ingroup bias was mediated by relative ingroup prototypicality (RIP). Moreover, practicing Islam did not affect RIP in relation to Shiites who perform the same religious practices that we examined. These findings support the Ingroup Projection Model.