The effect of distance-dependent construals on schema-driven impression formation

Two experiments examine how distance-dependent construal can affect trait aggregation in impression formation. We propose that, because higher- versus lower-level construals promote the tendency to impose schematic structure on information processing, higher-level construals should enhance schema-driven trait aggregation. We test this by examining a classic impression formation phenomenon: the primacy effect (Asch, 1946). Increasing temporal distance (Study 1a) and priming higher-level construals (Study 1b) led participants to form more favorable impressions of targets described initially as intelligent versus envious. Decreasing temporal distance and priming lower-level construals, in contrast, reversed the primacy effect. Thus, the distance of a target, with its associated construal, can impact the aggregation of traits and consequently impacts people's evaluations of others.     

Leading by example: the case of leader OCB

The importance of leading by personal example or role modeling for effective leadership has been recognized in many leadership theories. However, leaders' ability to influence group behavior through exemplary behavior has received little attention in empirical work. This study explores leading by example through theoretical development and empirical testing of a moderated mediation model of the potential effects of leader organizational citizenship behavior (OCB). This model suggests that a leader's OCB may promote group OCB directly and indirectly by enhancing the group's belief that OCB is worthy. It also specifies the moderators of the direct and indirect effects of leader OCB on group OCB. Data from 683 members of 67 intact work groups, 67 group managers, and their supervisors support the hypothesized model. The theoretical and practical implications of these findings are discussed.     

Communicative Behaviors of Outperformers and Their Perception by the Outperformed People

Four studies explored the communicative behaviors of people who outperform others in a relevant or irrelevant field and the impression formed of these outperformers by the outperformed people. In line with the premises of the self‐evaluation maintenance model ( A. Tesser, 1988 ) and the STTUC framework ( J. J. Exline & M. Lobel, 1999 ), Studies 1 and 2 predicted and found that people tend to conceal their achievements in conversation with a person whom they have outperformed, especially when the field of performance is relevant to this individual and irrelevant to them. Studies 3 and 4 found that the perception of outperformers is dependent not only on their communicative behaviors following the success but also on the relevance of the field for them and for the perceivers.     

Indirect Ingratiation: Pleasing People by Associating Them with Successful Others and by Praising Their Associates

Most of the literature on impression management considers direct tactics such as self‐promoting by mentioning personal achievements and ingratiating by complimenting others. These direct tactics can backfire if the target recognizes the hidden motive behind them. Therefore, people often use indirect impression management tactics. Previous research has shown that people promote themselves indirectly by associating themselves with successful others or by magnifying the characteristics of others to whom they are connected. The current research suggests that when the motive is ingratiation, the impression manager highlights the success of a person who is close to the target of ingratiation. The four experiments of the current research documented this tactic and examined its consequences for the impression manager and for the target.     

Driver fatigue among military truck drivers

The Israeli Defense Force (IDF) Transport Center is the largest and the most diverse transportation organization in Israel: three times as large as the largest commercial fleet in Israel, and military bases are spread all over the country. It also has the ability to regulate the drivers better: enforcing diet, hours of sleep, and working hours. The drivers are either permanently employed civilians, career service personnel, or mandatory service personnel. This employment status correlates with age, experience, carrier type, and several job characteristics (for example mandatory service drivers typically do not drive at night).The study consisted of a survey of 314 male drivers (30% of the entire base driver population). Despite the different environment, the military drivers display many characteristics and coping-behaviors characteristic of civilian drivers. Our results cast a doubt on the efficacy of enforcing night sleep and prohibiting night drives as an alternative to regulating hours of service. Our findings also reveal that it is insufficient to provide drivers with the time to sleep. One has to ensure that they also get a good quality of sleep. Implications for reducing fatigue in this environment are suggested. We identified the mandatory service drivers (young, less experienced drivers, lower military ranks) as a group of drivers that falls asleep more often and to a greater extent. They are particularly sensitive to sleep deficits and influenced by external events such as aggravation and boredom.It is important to provide drivers with more in-vehicle, accessible countermeasures to counter fatigue since they often do not stop, particularly in short-haul conditions. Since the radio has a high level of usage and acceptance among drivers, it could be exploited as an interactive communications system, as an educational medium, and as an image-enhancing device.