The rejection of moral rebels: resenting those who do the right thing

Four studies document the rejection of moral rebels. In Study 1, participants who made a counterattitudinal speech disliked a person who refused on principle to do so, but uninvolved observers preferred this rebel to an obedient other. In Study 2, participants taking part in a racist task disliked a rebel who refused to go along, but mere observers did not. This rejection was mediated by the perception that rebels would reject obedient participants (Study 3), but did not occur when participants described an important trait or value beforehand (Study 4). Together, these studies suggest that rebels are resented when their implicit reproach threatens the positive self-image of individuals who did not rebel.     

A Social Disorganization Perspective on Bullying-Related Attitudes and Behaviors: The Influence of School Context

Social disorganization theory suggests that certain school-level indictors of disorder may be important predictors of bullying-related attitudes and behaviors. Multilevel analyses were conducted on bullying-related attitudes and experiences among 22,178 students in 95 elementary and middle schools. The intraclass correlation coefficients indicated that 0.6–2% of the variance in victimization, 5–10% of the variance in retaliatory attitudes, 5–6% of the variance in perceptions of safety, and 0.9% of the variance in perpetration of bullying was associated with the clustering of students within schools. Although the specific associations varied somewhat for elementary schools as compared to middle schools, the hierarchical linear modeling analyses generally suggested that school-level indicators of disorder (e.g., student–teacher ratio, concentration of student poverty, suspension rate, and student mobility) were significant predictors of bullying-related attitudes and experiences. Student-level characteristics (i.e., sex, ethnicity, status in school) were also relevant to students’ retaliatory attitudes, perceptions of safety, and involvement in bullying. Implications for school-based research and violence prevention are provided.     

Verbal discrimination reversal in a whole/part re-pairing transfer paradigm

Whole/part transfer and re-pairing of rights and wrongs were employed in a study of verbal discrimination reversal learning. The whole/part and re-pairing procedures were used to create reversal conditions (0%, 50%, or 100% reversal) that were similar at the outset of reversal learning in that all correct alternatives on the reversal list were higher in situational frequency than their respective incorrect alternatives. Similarly, reversal lists were constructed that were similar in that all incorrect alternatives on the reversal list were higher in situational frequency than their respective correct alternatives. The results were consistent with the existing literature on verbal discrimination reversal, as performance was impaired when items reversed functions (50% and 100% reversal). There was little evidence that uniform frequency relations between rights and wrongs affected ease of reversal learning.     

When Civic Virtue isn’t Seen as Virtuous: The Effect of Gender Stereotyping on Civic Virtue Expectations for Women

We examined the extent to which observers’ expectations of target employees’ civic virtue organizational citizenship behaviors (OCB) are a function of both observer- (gender stereotype activation, threat) and target-related (gender) influences. Consistent with a role congruity perspective, we proposed that civic virtue (constructive involvement in the political governance process of the organization) will be expected to a lesser extent of women, but only when gender stereotypes are activated. We confirm this hypothesis across two studies. In Study 1, based on a sample of 187 U.S. undergraduate students (101 women, 86 men), we show that less civic virtue is expected of women when observers’ gender stereotypes are experimentally activated (vs. the non-activated condition). Using an additional sample of 197 U.S. undergraduate students (Study 2; 118 women, 79 men), we extend our findings by demonstrating that less civic virtue was expected of women in a high (vs. low) threat (manipulated) condition. Findings for men are included for comparative and general informational purposes only. We observed no significant changes in civic virtue expectations for men due to our study manipulations. Our research extends prior studies by showing that expectations for civic virtue are diminished for women, but only when gender stereotypes and threat are activated.     

Real Men Don’t Make Mistakes: Investigating the Effects of Leader Gender, Error Type, and the Occupational Context on Leader Error Perceptions

Purpose

Despite the fact that leaders make mistakes, little attention has been paid to the effects of errors on subordinate perceptions. This study investigated the influence of errors on perceptions of leader competence, effectiveness, and desire to work for the leader. It also examined the effects of gendered expectations on perceptions of male and female leader errors by investigating the interactions that occur between the leader’s gender, the type of error, and the occupational context.

Design/Methodology

A sample of 284 undergraduates read a series of fictional employee emails describing a leader’s behavior and responded to several measures while envisioning themselves as subordinates of the leader.

Findings

Results suggested task and relationship errors exert damaging and differential effects on perceptions of leader task and relationship competence, respectively, and equally damage desire to work for the leader. Male leaders were perceived as less task and relationship competent, desirable to work for, and effective than female leaders for committing errors in a masculinized domain.

Implications

This study suggests leader errors matter, and that current leadership models ought to be expanded to account more clearly for them. Moreover, it offers insight into the role of gendered expectations in determining perceptions of male and female leader errors.

Originality/Value

This study is one of the first to empirically examine leader error perceptions and the effects of gender stereotypes on these perceptions. It represents a step toward understanding evaluations of male and female leaders, not when they succeed, but when they make mistakes.     

Reliability and Validity of a Short Version of the General Functioning Subscale of the McMaster Family Assessment Device

The General Functioning 12‐item subscale (GF12) of The McMaster Family Assessment Device (FAD) has been validated as a single index measure to assess family functioning. This study reports on the reliability and validity of using only the six positive items from the General Functioning subscale (GF6+). Existing data from two Western Australian studies, the Raine Study (RS) and the Western Australian Child Health Survey (WACHS), was used to analyze the psychometric properties of the GF6+ subscale. The results demonstrated that the GF6+ subscale had virtually equivalent psychometric properties and was able to identify almost all of the same families who had healthy or unhealthy levels of functioning as the full GF12 subscale. In consideration of the constraints faced by large‐scale population‐based surveys, the findings of this study support the use of a GF6+ subscale from the FAD, as a quick and effective tool to assess the overall functioning of families.     

Can the absence of prejudice be more threatening than its presence? It depends on one's worldview

The present research used validated cardiovascular measures to examine threat reactions among members of stigmatized groups when interacting with members of nonstigmatized groups who were, or were not, prejudiced against their group. The authors hypothesized that people's beliefs about the fairness of the status system would moderate their experience of threat during intergroup interactions. The authors predicted that for members of stigmatized groups who believe the status system is fair, interacting with a prejudiced partner, compared with interacting with an unprejudiced partner, would disconfirm their worldview and result in greater threat. In contrast, the authors predicted that for members of stigmatized groups who believe the system is unfair, interacting with a prejudiced partner, compared with interacting with an unprejudiced partner, would confirm their worldview and result in less threat. The authors examined these predictions among Latinas interacting with a White female confederate (Study 1) and White females interacting with a White male confederate (Study 2). As predicted, people's beliefs about the fairness of the status system moderated their experiences of threat during intergroup interactions, indicated both by cardiovascular responses and nonverbal behavior. The specific pattern of the moderation differed across the 2 studies.     

Transferring More than Learned in Training: Employees' and managers' (over)generalization of skills

Across two studies, we examine the extent to which individuals accurately report their learning and transfer in a training context. In Study 1, we examine self (subordinate) and supervisory estimations of training transfer, 6–12 weeks after employees (subordinates) attended training in an organization in the United States. Using ratings of skills unrelated to training programs attended, we compared managers' and employees' ratings to determine the extent to which respondents report skill overgeneralization. Individual differences and skill visibility were examined as predictors of training transfer overgeneralization. Subordinates, particularly those high on conscientiousness, agreeableness, and emotional stability, are more likely to report transfer in areas not covered in training. Conversely, when managers rate skills, which are used in their subordinates' day‐to‐day activities (more observable, visible, or transparent skills), training transfer estimates are more accurate. In Study 2, we determine that conscientiousness is the main factor driving raters' overgeneralization (for self‐ratings), and we further demonstrate that other personality dimensions – insecurity and perfectionism – accentuate the influence of conscientiousness on trainees' overgeneralization. From a practical standpoint, employers need to be aware of potential for biases in training transfer ratings when evaluating training transfer, particularly for employees with specific personality characteristics and for those who are in jobs with low skill visibility.