The role of psychosocial processes in explaining the gradient between socioeconomic status and health

The gradient between socioeconomic status (SES) and health is well established: Many measures of health show that health increases as SES increases. However, the mechanisms underlying this association are not well understood. Behavioral, cognitive, and affective tendencies that develop in response to the greater psychosocial stress encountered in low-SES environments may partially mediate the impact of SES on health. Although these tendencies might be helpful for coping in the short term, over time they may contribute to the development of allostatic load, which increases vulnerability to disease. Debate remains regarding the direction of causation between SES and health, the impact of income inequality, the interaction of SES with race-ethnicity and gender, and the effects of SES over the life course.     

Letter-specific processing in children and adults matched for reading level

Expert readers perform faster and more accurately during tasks that involve letters from the known language compared to tasks that involve unfamiliar letter-like forms (e.g., pseudoletters). Previous work with typically developing participants suggests that this letter-specific processing emerges as a consequence of increased reading ability, rather than increased age. In contrast, others have suggested that adults rely on visual information to a greater extent than children when reading, despite reading at similar less-than-expert levels, implying that adults may exhibit greater letter specificity than children. The present study aimed to discriminate between these possibilities by comparing the advantage for letters over pseudoletters in children and adults reading at the same less-than-expert (fourth grade) level. Results revealed greater letter specificity in adults than in children in both error rate and response time measures. Moreover, the magnitude of letter specificity did not vary with reading ability. Thus, results suggest that adults are more sensitive than children to the visual forms of letters, and that differences in letter specificity are not necessarily dependent on reading skill.     

“License to Fail”: Goal definition,leader group prototypicality,and perceptions of leadership effectiveness after leader failure

Leaders who fail to achieve group or organizational goals risk losing follower endorsement. We propose a model in which leader characteristics (leader group prototypicality—the leader’s representativeness of group identity) and goal definition (a maximal goal that ideally would be reached vs. a minimal goal that ought to be reached) interact to affect leadership perceptions after failure. Group prototypical (vs. non-prototypical) leaders are proposed to receive more trust in leadership and, therefore, to be evaluated as more effective by their followers after failing to achieve a maximal goal, but not after failing to achieve a minimal goal. This model was supported in a series of four studies including experimental, field, and scenario paradigms. In addition, we showed that this model holds only after failure and not after success, and more for followers who identify strongly (vs. weakly) with their group.     

Stress modulates the use of spatial versus stimulus-response learning strategies in humans

Animal studies provided evidence that stress modulates multiple memory systems, favoring caudate nucleus-based "habit" memory over hippocampus-based "cognitive" memory. However, effects of stress on learning strategy and memory consolidation were not differentiated. We specifically address the effects of psychosocial stress on the applied learning strategy in humans. We designed a spatial learning task that allowed differentiating spatial from stimulus-response learning strategies during acquisition. In 13 subsequent trials, participants (88 male and female students) had to locate a "win" card out of four placed at a fixed location in a 3D model of a room. Relocating one cue in the last trial allowed inferring the applied learning strategy. Half of them participated first in the "Trier Social Stress Test." Salivary cortisol and heart rate measurements were taken. Stressed participants used a stimulus-response strategy significantly more often than controls. Subsequent verbal report revealed that spatial learners had a more complete awareness of response options than stimulus-response learners. Importantly, learning performance was not affected by stress. Taken together, stress prior to learning facilitated simple stimulus-response learning strategies in humans-at the expense of a more cognitive learning strategy. Depending on the context, we consider this as an adaptive response.     

High in the hierarchy: How vertical location and judgments of leaders’ power are interrelated

Leadership implies power. We argue, from a social embodiment perspective, that thinking about power involves mental simulation of vertical location. Three studies tested whether judgments of leaders’ power and information on a vertical location are interrelated. In Studies 1a–1c, participants judged a leader’s power after being presented with, among other information, an organization chart containing either a long or a short vertical line. A longer vertical line increased judged power. Study 2 showed that this effect persists when longer (vs. shorter) vertical lines are presented in an independent priming task and not in an organization chart, and that horizontal lines do not have the same effect. Finally, Studies 3a and 3b showed the reverse causal effect: information about a leader’s power influenced participants’ vertical positioning of a leader’s box in an organization chart and of a leader picture into a team picture. Implications for leadership communication are discussed.     

The challenge of merging: merger patterns, premerger status, and merger support

Employees of merging organizations often show resistance to the merger. The employees' support depends on the companies' premerger status and on the merger pattern. Based on an intergroup perspective, three studies were conducted to investigate the influence of premerger status (high, low) and merger pattern (assimilation, integration-equality, integration-proportionality, transformation) on participants' support for a pending organizational merger. Students (Study 1) and employees (Study 2) had to take the perspective of employees of a fictitious merging organization. Study 3 investigated students' perceptions of a potentially pending university merger using a 2 (status) x 3 (merger pattern: assimilation, integration-equality, integration-proportionality) design. Across all studies, the low-status group favored integration-equality and transformation whereas the high-status group preferred integration-proportionality and assimilation. Perceived threat mediated the effects. Legitimacy was a stronger mediator for effects of the low-status group.     

When “decoy effect” meets gender bias: The role of choice set composition in hiring decisions

A large body of research has found evidence that hiring decisions are frequently subject to strong gender bias and has explored factors that help to predict and prevent such a bias from occurring. In this paper, we explore a novel factor that has received only little attention: the composition of the choice set. Drawing on prior research on the attraction effect of decoys in consumer choice and personnel decisions, we posit that when decision makers need to decide whether to hire a male or a female applicant for a stereotypically male position, the presence of a third applicant whose profile is asymmetrically dominated by one of the two applicants can in many circumstances strongly increase the odds that the male applicant will be selected, but will not be beneficial for the female applicant. We test our hypotheses in five experimental studies with different designs, experimental settings, and participant pools—including managers with professional experience in hiring decisions. Our results provide robust evidence demonstrating the strong effects of choice set composition on the emergence of gender bias. In addition, we found that the presence of asymmetrically dominated applicants makes decision makers more confident in their biased decisions and more likely to implement them immediately without searching for further information. Finally, our results also provide some initial evidence that our results for stereotypically male positions will be reversed when hiring decisions are made for stereotypically female positions where the presence of decoys instead gives an advantage to female over male applicants.