Perceived similarity, proactive adjustment, and organizational socialization

The present study explores how perceived demographic and attitudinal similarity can influence proactive behavior among organizational newcomers. We propose that newcomers who perceive themselves as similar to their co-workers will be more willing to seek new information or build relationships, which in turn will lead to better long-term adjustment. Results from a three-wave field investigation of newcomer proactive behavior show that newcomer perceptions of surface-level similarity to the rest of the work group in education and gender increased proactive adjustment behavior. Contrary to our expectations, perceived similarity in terms of age decreased proactive adjustment behavior—in other words, newcomers who were significantly different from their co-workers in age engaged in more proactive adjustment behaviors. Deep-level similarity in terms of work style was associated with higher levels of role clarity, but this relationship was not mediated by proactive adjustment behavior.     

Finding The “Self” in Self-Regulation: The Identity-Value Model

Many psychological theories suggest a link between self-regulation and identity, but, until now, a mechanistic account that suggests ways to improve self-regulation has not been put forth. The identity-value model (IVM) connects the idea from social psychology that aspects of identity such as core values and group affiliations hold positive subjective value to the process-focused account from decision making and behavioral economics that self-regulation is driven by a dynamic value integration across a range of choice attributes. Together, these ideas imply that goal-directed behaviors that are identity relevant are more likely to be enacted because they have greater subjective value than identity-irrelevant behaviors. A central hypothesis, therefore, is that interventions that increase the degree to which a target behavior is perceived as self-relevant will improve self-regulation. In addition, identity-based changes in self-regulation are expected to be mediated by changes in subjective value and its underlying neural systems. In this article we define the key constructs relevant to the IVM, explicate the model and delineate its boundary conditions, and describe how it fits with related theories. We also review disparate results in the research literature that might share identity-related value as a common underlying mechanism of action. We close by discussing questions about the model, the answers to which could advance the study of self-regulation.     

Why are some individuals not racially biased? Susceptibility to affective conditioning predicts nonprejudice toward blacks

Two studies investigated the psychological underpinnings of racial nonbias, defined as extremely low or null bias on measures of implicit and explicit racial attitudes. In Study 1, racially nonbiased Whites showed differential susceptibility to affective conditioning compared with subjects with greater bias. A significant two-way interaction emerged, indicating that nonbiased individuals were significantly less likely than other individuals to acquire negative affective associations to neutral stimuli in a classical conditioning paradigm, but were more likely than other individuals to acquire positive affective associations to neutral stimuli. This pattern of findings was replicated in Study 2, in which the identification of nonbiased Whites was facilitated by their nomination by an African American acquaintance. Implications for bias formation and prejudice reduction are discussed.     

THE IMPACT OF QUESTIONNAIRE ADMINISTRATION MODE ON RESPONSE RATE AND REPORTING OF CONSENSUAL AND NONCONSENSUAL SEXUAL BEHAVIOR

Computer-administered self-interviewing (CASI) has been advocated as a way of overcoming underreporting of sensitive sexual behaviors. The present study compared reports of consensual and nonconsensual sexual behaviors (including childhood and adulthood sexual victimization) among women using CASI ( n = 1014) versus a self-administered questionnaire (SAQ; n = 318). Women, ages 18–30 years old, were recruited through random-digit dialing in the community. Response rates were significantly higher for the SAQ, which was sent and returned by mail (87.6% of those eligible), than for the CASI, which involved in-person assessment at a central location (61.4%). There were a few modest differences in reports of consensual or nonconsensual sexual behavior according to mode of administration, suggesting greater willingness to report sexual experiences among the SAQ sample. Mailed SAQ following telephone contact and with financial incentive may be a cost-effective way of obtaining data on sexual behavior from a community sample.     

Construct validity of Wechsler factor scores.

The construct validity of the Verbal Comprehension. Perceptual Organization, and Freedom from Distractibility factor scores was examined in a sample of school-aged referred children. Examination of correlations between factor scores and neuropsychological and achievement tests generally supported the construct validity of the factors. The Verbal Comprehension factor was associated with verbal, quantitative, and concept-formation abilities. The Perceptual Organization factor was related to nonverbal concept formation, tactual performance, and visual attention. The Freedom from Distractibility factor demonstrated a complex pattern of correlations and appeared to reflect a range of abilities including quantitative, language, attentional, and concept formation.     

Status conferral in intergroup social dilemmas: behavioral antecedents and consequences of prestige and dominance

Bridging the literatures on social dilemmas, intergroup conflict, and social hierarchy, the authors systematically varied the intergroup context in which social dilemmas were embedded to investigate how costly contributions to public goods influence status conferral. They predicted that contribution behavior would have opposite effects on 2 forms of status-prestige and dominance-depending on its consequences for the self, in-group and out-group members. When the only way to benefit in-group members was by harming out-group members (Study 1), contributions increased prestige and decreased dominance, compared with free-riding. Adding the option of benefitting in-group members without harming out-group members (Study 2) decreased the prestige and increased the dominance of those who chose to benefit in-group members via intergroup competition. Finally, sharing resources with both in-group and out-group members decreased perceptions of both prestige and dominance, compared with sharing them with in-group members only (Study 3). Prestige and dominance differentially mediated the effects of contribution behavior on leader election, exclusion from the group, and choices of a group representative for an intergroup competition. Taken together, these findings show that the well-established relationship between contribution and status is moderated by both the intergroup context and the conceptualization of status.