Moderating Role of the Experience of having had a Female Boss in Relationship between Neosexism and Unfavorable Attitudes toward Female Leaders

Modern sexist beliefs are currently emerging as one of the most important barriers to achieving gender equality in managerial positions in organizations. However, little research addresses the factors that can reduce or soften the negative effects that these beliefs have on unfavorable attitudes toward female leaders. In the present study, it is analyzed whether the experience of having a female leader moderates this relationship. Additionally, we sought to verify whether this moderation is found in both genders. A sample of 307 employees from various positions in Spanish companies participated in this study. We performed regression analyses in blocks. The results indicate that this moderating role emerges only among women. Nevertheless, the findings also indicate that coming into contact with female leaders can increase these attitudes when the level of neosexism is low. The results suggest that the organizational policies that are introduced with the aim of reducing unfavorable attitudes and discriminatory behaviors toward female leaders should take into account that the assignment of women to leadership positions may favor the achievement of this aim in, at least, female employees who highly adhere to neosexist beliefs. However, this could also lead to an increase of these attitudes in female employees who present a low adherence to them.     

Is It a Name or a Fact? Disambiguation of Reference Via Exclusivity and Pragmatic Reasoning

Adults reason by exclusivity to identify the meanings of novel words. However, it is debated whether, like children, they extend this strategy to disambiguate other referential expressions (e.g., facts about objects). To further inform this debate, this study tested 41 adults on four conditions of a disambiguation task: label/label, fact/fact, label/fact, and fact/label (Scofield & Behrend, 2007 ). Participants also provided a verbal explanation for their referent selections to tease apart the underlying processes. Results indicated that adults successfully discerned the target object in the label/label and label/fact condition, yet not the remaining two conditions. Verbal reports indicated that the strategy utilized to disambiguate differed depending upon communicative context. These findings confirm that the tendency to reason by exclusivity becomes restricted to word‐learning situations with growing linguistic and communicative experience.     

Perceived collective continuity and social well‐being: exploring the connections

Research has shown that people tend to perceive the groups to which they belong (e.g., national groups) as temporally persistent. In this paper we argue that enhanced perceptions of collective continuity lead to lower levels of anomy and misfit, and to higher levels of social well‐being (SWB). Furthermore, we argue that the effects of perceived collective continuity (PCC) on SWB are mediated by collective self‐esteem (CSE). Finally, we contend that PCC has positive effects on perceived group entitativity (PGE), which in turn has a positive influence on CSE. This model is tested by means of a cross‐sectional study using a sample of Spanish nationals (N = 145) drawn from the general public. Results confirm that the data fit the model well. These findings are in line with research demonstrating that a sense of personal continuity through time is related with better mental health and personal well‐being. Copyright © 2007 John Wiley & Sons, Ltd.     

Work Passion Through the Lens of Culture: Harmonious Work Passion,Obsessive Work Passion,and Work Outcomes in Russia and China

Purpose

This cross-cultural study with employee–supervisor dyads in Russia and China examines links between harmonious and obsessive work passion and four job- and organization-focused outcomes (job satisfaction, intentions to quit, job performance, and organizational citizenship behaviors) and two career-focused outcomes (career satisfaction and occupational commitment).

Design/Methodology/Approach

Data were collected from employee–supervisor dyads in Russia (N = 223) and China (N = 193). We undertook a series of hierarchical regressions to examine the hypothesized relationships.

Findings

We found considerable support for the harmonious passion–work outcome relationships and less support for the obsessive passion–work outcome relationships. In both Russia and China, harmonious passion predicted all six hypothesized outcomes. However, obsessive work passion predicted job satisfaction and occupational commitment in Russia, but was unrelated to any of the hypothesized outcomes in China. We also identified several culture-specific work passion–outcome relationships.

Implications

Our research extends the duality of the work passion construct to non-Western cultures. The examination of a variety of work passion outcomes provides a finer-grained approach to how two types of passion uniquely link to different work consequences. Several culture-specific findings refute the traditionally held assumption that harmonious passion relates to solely positive outcomes, whereas obsessive passion relates to solely negative outcomes. Collectively, the results augment the nomological framework of the passion construct. The study informs managerial practices by suggesting when work passion needs to be encouraged or tamed.

Originality/Value

This is the first study that examines a variety of job-, organization-, and career-focused outcomes of work passion in non-Western organizations.

     

Parental Attitudes,Attachment Styles,Social Networks,and Psychological Processes in Autism Spectrum Disorders: A Cross-Cultural Perspective

In this study the authors used a cross-cultural approach to examine parental attitudes, attachment styles, social networks, and some of the psychological processes involved in Autism Spectrum Disorders (ASD). Fifty-two children (aged 4–11 years) took part in the study: 30 Italians (15 with ASD and 15 controls) and 22 Cubans (11 with ASD and 11 controls). Findings indicated significant differences between the two cultural groups in terms of the structure of the children's social network and parental attitudes toward their children. However, the mother–child attachment relationship and cognitive and emotional functioning of the study participants were independent of culture.     

Cognitive Consistency Theory in Social Psychology: A Paradigm Reconsidered

Abstract

From the 1950s onward, psychologists have generally assumed that people possess a general need for cognitive consistency, whose frustration by an inconsistency elicits negative affect. We offer a novel perspective on this issue by introducing the distinction between epistemic and motivational impact of consistent and inconsistent cognitions. The epistemic aspect is represented by the updated expectancy of the outcome addressed in such cognitions. The motivational aspect stems from value (desirability) of that outcome. We show that neither the outcome’s value nor its updated expectancy is systematically related to cognitive consistency or inconsistency. Consequently, we question consistency’s role in the driving of affective responses and the related presumption of a universal human need for cognitive consistency.     

Motivation and self‐regulation: The role of want‐to motivation in the processes underlying self‐regulation and self‐control

Research on self‐regulation has largely focused on the idea of effortful self‐control, which assumes that exerting willpower will lead to greater success. However, in recent years, research has challenged this perspective and instead proposes that effortless self‐regulation is more adaptive for long‐term goal pursuit. Taking into consideration the burgeoning literature on effortless self‐regulation, here we propose that motivation—or the reasons why we pursue our goals—plays an integral role in this process. The objective of the present paper is to highlight how motivation can play a role in how self‐regulation unfolds. Specifically, we propose that pursuing goals because you want‐to (vs. have‐to) is associated with better goal attainment as a function of experiencing less temptations and obstacles. While the reason why want‐to motivation relates to experiencing fewer obstacles has yet to be thoroughly explored, here we propose some potential mechanisms drawing from recent research on self‐regulation. We also provide recommendations for future research, highlighting the importance of considering motivation in the study of self‐regulatory processes.     

Parental attitudes, attachment styles, social networks, and psychological processes in autism spectrum disorders: a cross-cultural perspective

In this study the authors used a cross-cultural approach to examine parental attitudes, attachment styles, social networks, and some of the psychological processes involved in Autism Spectrum Disorders (ASD). Fifty-two children (aged 4-11 years) took part in the study: 30 Italians (15 with ASD and 15 controls) and 22 Cubans (11 with ASD and 11 controls). Findings indicated significant differences between the two cultural groups in terms of the structure of the children's social network and parental attitudes toward their children. However, the mother-child attachment relationship and cognitive and emotional functioning of the study participants were independent of culture.