Social exclusion modulates pre-reflective interpersonal body representation

Perception of affordance is enhanced not only when that object is located in one’s own peripersonal space, as compared to when it is located within extrapersonal space, but also when the object is located in another person’s peripersonal space [as measured by a spatial alignment effect (SAE)]. It has been suggested that this reflects the existence of an interpersonal body representation (IBR) that allows us to represent the perceptual states and action possibilities of others. Here, we address the question of whether IBR can be modulated by higher level/reflective social cognition, such as judgments about one’s own social status. Participants responded with either the right or the left hand as soon as a go signal appeared. The go signal screen contained a task-irrelevant stimulus consisting of a 3D scene in which a mug with a left- or right-facing handle was positioned on a table. The mug was positioned either inside or outside the reaching space of the participants. In a third of the trials, the mug was positioned within the reaching space of an avatar seated at the table. Prior to this task we induced an experience of social ostracism in half of the participants by means of a standardized social exclusion condition. The results were that the SAE that normally occurs when the mug is in the avatar’s reaching space is extinguished by the induced social exclusion. This indicates that judgments about one’s own social status modulate the effect of IBR.     

Supportive Organizations,Work–Family Enrichment,and Job Burnout in Low and High Humane Orientation Cultures

The present study draws on the work–family and cross-national management literature to examine the relationships between Family-Supportive Organizational Perceptions (FSOP), work–family enrichment, and job burnout across five countries with different cultural backgrounds: Malaysia, New Zealand, France, Italy, and Spain. Using a combined sample of 980 employees, we find support for a partial mediation model in which FSOP is positively associated with work–family enrichment, which in turn is negatively related to job burnout. Given our focus on support, we test the moderating role of the cultural value humane orientation, that is, the extent to which a society values altruism, kindness, and compassion. The five countries in our sample offer variation in their country-level scores as determined by the GLOBE study (House et al., 2004). We found that individuals from cultures that scored higher in “as is” humane orientation (i.e., scores for actual practices) experienced lower job burnout when FSOP increased. This pattern was reversed when considering “should be” humane orientation (i.e., scores for ideal values). The implications for the work–family and the cross-national management literature, and for practice, are discussed.     

Assessing Private and Public Need for Uniqueness: Validation of French Versions of the Need for Uniqueness (NfU) and Self-Attributed Need for Uniqueness (SANU) Scales

Need for uniqueness represents the need for people to feel different and distinguish themselves from others. Two major scales exist that measure this need: the Need for Uniqueness scale (NfU; Snyder &; Fromkin, 1977 Snyder, C. R., &; Fromkin, H. L. (1977). Abnormality as a positive characteristic: The development and validation of a scale measuring need for uniqueness. Journal of Abnormal Psychology, 86, 518–527. https://doi.org/10.1037/0021-843X.86.5.518[Crossref], [Web of Science ®] , [Google Scholar]) and the Self-Attributed Need for Uniqueness scale (SANU; Lynn &; Harris, 1997b Lynn, M., &; Harris, J. (1997b). Individual differences in the pursuit of self-uniqueness through consumption. Journal of Applied Social Psychology, 27, 1861–1883. https://doi.org/10.1111/j.1559-1816.1997.tb01629.x[Crossref], [Web of Science ®] , [Google Scholar]). We propose here a French version of both scales. Through a dual approach of exploratory and confirmatory factorial analyses, we investigated the scales' structure in student samples from two French-speaking countries (France and Switzerland, N = 1,348) as well as measures of internal and external validity. Both scales presented good psychometric properties in French. Additionally, we investigated differences between the scales, as literature suggests that the NfU relies mostly on public and risky displays of uniqueness, whereas the SANU focuses on private and more socially acceptable means to acquire a feeling of uniqueness. Differences arose in the links with several personality characteristics (emotionality, extraversion, agreeableness, sensation seeking, and self-consciousness), suggesting that the NfU corresponds rather to a need to demonstrate uniqueness through public displays and the SANU to a need to feel unique through more private means. We discuss implications for research and provide advice on choosing by the scale most appropriate to the researcher's aims.