The link between anger and admiration toward governmental actions and self-reported preventive behaviour in the context of the COVID-19 pandemic

In the context of the COVID-19 pandemic, across six correlational studies in four different countries (total N = 4937), we examined the link between citizens' anger with and admiration for the government's actions and decisions (i.e., system-based anger and admiration) and engagement in preventive behaviour. The internal meta-analyses showed that individuals who admired the government's actions were more likely to adopt personal hygiene and social distancing behaviour. Yet, the link between emotions and preventive behaviour differed concerning the target of emotions, especially for anger. Specifically, anger about restrictions imposed by the government was negatively related to preventive behaviours, but this relationship was not significant when the target of anger was the government's overall handling of the pandemic. Our findings emphasise the importance of citizens' emotions and the targets of those emotions during the crisis.     

What's in a Forename? Cue Familiarity and Stereotypical Thinking

Recent research has characterized categorical thinking as an essential component of the person perception process. Yet relatively little is known about the myriad factors that moderate the accessibility of this mode of thought. With regard to this we hypothesized that the subjective familiarity of a person's forename may play an important role in triggering categorical thinking. Specifically, category-based knowledge may be more accessible when triggered by familiar than unfamiliar forenames. We report the results of three experiments that supported this prediction. Relative to unfamiliar names, participants required less time to verify the gender of familiar forenames (Experiment 1) and semantic priming was more pronounced when stereotype-related material followed the presentation of familiar than unfamiliar items (Experiment 2). Also, familiar forenames attracted more extreme gender-based evaluations than their unfamiliar counterparts (Experiment 3). We consider the theoretical and methodological implications of these findings for a variety of issues in person perception.     

The anatomy of loneliness

Loneliness is a potent but little understood risk factor for broad-based morbidity and mortality. We review five social neurobehavioral mechanisms that may account for this association. The evidence suggests that different mechanisms explain short-term and long-term effects, and that the long-term effects operate through multiple pathways. Implications for the design of interventions are discussed.     

Eliciting salient beliefs in research on the theory of planned behaviour: The effect of question wording

The authors of the theory of reasoned action (TRA) and its extension, the theory of planned behaviour (TPB) recommend that researchers who use these theories to investigate the determinants of a given behaviour should first conduct an elicitation study to identify the modal salient beliefs in the target population. In spite of the importance accorded to salient beliefs by the TRA/TPB, the elicitation stage has received little research attention. This paper reports a detailed analysis of beliefs about “being more physically active in the next 12 months.” A general population sample of 213 adults completed a questionnaire while attending a research centre for a series of tests. The findings showed that the beliefs that were elicited by questions designed to prompt affective outcomes (like or enjoy, dislike or hate) differed systematically from those that were elicited by the traditional questions designed to prompt instrumental out-comes (advantages and disadvantages). Whether this resulted in different final sets of modal salient beliefs was found to depend on the particular decision rule that was employed. An alternative decision rule is proposed, based on maximizing the degree of overlap between the modal set and the full set of salient beliefs generated by the sample. The index of overlap can be used to gauge the adequacy of using a modal set of a given size to represent the salient beliefs of the whole sample. In the current dataset, the optimal modal set for “advantages and disadvantages” was associated with only 26 percent overlap with the salient beliefs of the whole sample, which was judged to be insufficient. In such cases, a better strategy may be to ask participants to generate and rate their own beliefs.     

A Statistic Strikes Back

A recent college dropout relates her view of the pressures on students from society's Great Plan for the young, critically evaluates some of the implicit assumptions of the higher education establishment, and reacts to the three articles following on college dropouts by Williams, Leach and Goetz, and Berger. This paper enables the reader to learn not only about but from the dropout by reminding him that statistics sometimes interfere with our view of the people behind them, who are our only legitimate concern.     

Predictors of Participation in Performance Appraisal: A Voluntary System in a Blue-Collar Work Environment

Organisations have long acknowledged the value of performance appraisal in both administration decisions and in motivating employees. However, it would appear that most empirical research has focused on compulsory systems designed for use with executives and managers (Bannister and Balkin 1990; Ilgen, Fisher and Taylor 1979; Klein 1989). The reluctance to implement appraisal systems with lower level and base-grade employees may be due to several factors, including employee and union resistance to compulsory systems of appraisal (Nankervis 1990). Faced with this problem, appraisal can be viewed by appraisees and appraisers as an `innovation'. In a climate with growing emphasis on participative management styles, self-regulated or voluntary systems of performance appraisal may become increasingly prevalent and important. Thus, 476 base-grade (shop floor) employees of an Australian government business enterprise completed a survey regarding issues such as attitude to performance appraisal, source credibility, system satisfaction, anticipated feedback, perceived consequences of participation and intention to enter the system. Roger's (1983) innovation-decision model was utilised in the structure and analysis of the data and provided useful insights regarding the factors which are related to participation in a voluntary system of performance appraisal. Findings indicated that attitude towards, and support of, performance appraisal in general, perception of consequences of performance appraisal, satisfaction with the supervisor, anticipated feedback, and awareness and knowledge of the system in place in the organisation, were important in predicting the decision to adopt or reject the performance appraisal scheme.