Validierungskorrelate der inhaltsanalytisch erfaßten Leistungsmotivation guter und schwacher Schüler des dritten Schuljahres

Ohne ZusammenfassungHerrn Prof. Dr. Wolfgang Metzger zum 65. Geburtstag gewidmet.     

On the Prioritized Processing of Threat in a Dual Implicit Process Model of Evaluation

Dual-process models of attitudes distinguish between implicit and explicit processes in which the valence (i.e., positivity or negativity) of a stimulus influences judgments and behavior toward the stimulus. Developing parallel to the dual-process literature has been a threat detection literature suggesting that the mind is preferentially attuned to threats to immediate bodily harm. That literature reveals early privileged responses (e.g., shorter latency of detection, stronger reflexive reactions, and faster and stronger physiological responses) to threatening stimuli relative to negative, neutral, and positive stimuli. By integrating those literatures, we develop the dual implicit process model that postulates two functionally distinct and serially linked automatic processes in which an implicit threat process precedes (and potentially influences) an implicit valence process (positive vs. negative), which precedes (and potentially influences) explicit processes. In addition to explicating the nature of the model, we examine insights it offers various research areas, and conclude by identifying open questions regarding the model.     

A Role for Equity Theory in the Turnover Process: An Empirical Test1

The purpose of the present study was to examine the role of equity theory in the context of the contemporary turnover process. A model was developed and tested with 192 hospital employees using structural equation modeling (SEM), which placed satisfaction and intention to quit as mediators of employee turnover. The results strongly support the present model, but also suggest a role for other mediators, some of which are suggested for future research.     

Longitudinal Investigation of the Link Between Proactive and Reactive Aggression and Disciplinary Actions in an After-School Care Program

The current study longitudinally investigated relations between proactive (goal-oriented, calculated) and reactive (response to perceived threat) aggression and disciplinary actions in an after-school care program in a sample of 147 school-age children (Mean age = 8.22 years; 54.4% male). In addition, perceived best friend delinquency was examined as a moderator of the relations between proactive and reactive aggression and disciplinary actions. As expected, high levels of proactive aggression were associated with high levels of disciplinary actions. Reactive aggression, in contrast, was negatively associated with disciplinary actions 2-months later. Finally, perceived best friend delinquency moderated the association between proactive, but not reactive, aggression and disciplinary actions. However, this interaction effect was only marginally statistically significant (p = .06). Implications for findings and future directions are discussed.     

Aversive Racism and Resistance to Affirmative Action: Perception of Justice Are Not Necessarily Color Blind

This study utilized a factorial survey design to assess attitudes toward affirmative action as a function of targeted group (Black, handicapped, or elderly persons), framing of the policy (with or without social justification), and institutional context (business, college, or social organization). Resistance to affirmative action was aroused more by policies specifying Blacks as the targeted group and by policies presented without justification. Supportive of the aversive racism framework, the level of resistance to the policies presented without justification for Blacks as the target group was higher than for all other targeted groups with or without justification. Implications for these findings for strategies to reduce negative attitudes toward affirmative action are discussed.     

Toward a diversity hypothesis: Multidimensional effects of intergroup contact

The long-standing and important contributions of the contact hypothesis in reducing prejudice in intergroup situations is augmented by the introduction of the diversity hypothesis. The diversity hypothesis argues that the positive consequences of diversity will occur when the following four conditions are met: (a) full participation occurs across all levels of society for membres of diverse ethnic, racial, and cultural groups; (b) the degree of participation approximates an appropriate index of representation for racial and ethnic groups; (c) common purpose across these levels of diversity is created; and (d) cultural identity is valued. The empirical evidence for these conditions and implications for the organizational advantages of diversity are discussed.     

Justice-constrained libertarian claims and Pareto efficient collective decisions

This paper discusses justice-constrained libertarian claims that were proposed as a way to circumvent the impossibility of the Paretian liberal. Since most of the results are negative in character, we suggest an alternative route: A requirement on the structure of individual orderings should be combined with the idea that under particular circumstances individual decisiveness should be controlled by higher-order principles.Helpful suggestions from an anonymous referee of this journal are gratefully acknowledged.     

Interindividual-intergroup discontinuity reduction through the anticipation of future interaction

Consistent with the role of a long-term perspective in reducing the tendency of intergroup relations to be more competitive than interindividual relations in the context of noncorrespondent outcomes, an experiment demonstrated that anticipated future interaction reduced intergroup but not interindividual competitiveness. Further results indicated that the effect was present only for groups composed of members high in abstractness (Openness-Intellect on the Big 5 Inventory and Intuition on the Myers-Briggs Type Inventory) who trusted their opponents.     

The equal division kernel: An equity approach to coalition formation and payoff distribution in N-person games

Most existing models of coalition formation and payoff distribution in groups rest upon normative considerations and are ambiguous in their predictions insofar as they do not determine which of several coalitions will most probably result. The paper sketches the basic features of a model derived from social psychological exchange-and equity-theory which predicts coalitions and payoff distributions for a variety of situations. The evaluation of the model by the results of several experiments indicates that it provides a reasonable starting point for further theoretical developments that are based empirical studies.