A qualitative study of adaptation to the euro in the Republic of Ireland: I. attitudes,the ‘euro illusion’ and the perception of prices

This is the first of two reports of a study using semi‐structured, in‐depth interviews to explore the current and recollected experiences of Irish people for the period before, during, and after the introduction of euro notes and coins (1 January 2002). Twenty‐four adults, 12 males and 12 females, covering a range of ages and educational attainment, were interviewed between October 2002 and February 2003. We found that most had welcomed the new currency initially, though some had felt less positive about it, whilst current experiences were more mixed. People's explanations for their attitudes seemed to focus more on the economic and practical aspects of currency change rather than symbolic meanings. Initially, most had experienced a euro illusion (prices in euros seeming to be more expensive than in punts). However, for most, the strength of the illusion appeared to diminish quite quickly. Nonetheless, current prices were believed to be higher, and many respondents attributed this either directly or indirectly to the change of currency. Although independent evidence found that there had been price increases in certain sectors, it was concluded that perceived price rises were, in part, illusory, and driven by expectations and selective price monitoring. Copyright © 2005 John Wiley & Sons, Ltd.     

Rape Perceptions, Gender Role Attitudes, and Victim-Perpetrator Acquaintance

The connection between rape perceptions, gender role attitudes, and victim-perpetrator acquaintance was examined. One hundred fifty Israeli students rated their perceptions of the victim, the perpetrator, the situation, and the appropriate punishment, after reading scenarios in which rape was committed by a neighbor, an ex-boyfriend, and a current life partner. Significant negative correlations were found between gender-role attitudes and four measures of rape perceptions. “Traditionals” minimized the severity of all rapes more than “Egalitarians” did. As the acquaintance level increased, there was a greater tendency to minimize the severity of the rape, in the perceptions of the victim, the situation, and the punishment; the situation was characterized less as rape, and was perceived as less violating of the victim's rights and less psychologically damaging. Women tended to have more egalitarian attitudes than men did, and women were less likely to minimize the severity of the rape in the measures of perceptions of the situation and the appropriate punishment.     

Changing the affective valence of the stimulus items influences the IAT by re-defining the category labels

The Implicit Association Test (IAT; Greenwald, McGhee, & Schwartz, 1998) is a computer-based categorization task that measures concept association strengths. Greenwald et al. (1998) demonstrated that participants completed the categorizations more quickly when pleasant and flower shared a response key than when pleasant and insect shared a response key, and when pleasant and White shared a response key than when pleasant and Black shared a response key. In Study 1, we reversed the typical IAT effect for flowers and insects, and eliminated the typical IAT effect for White and Black, by changing the affective valence of the stimulus items. In Study 2, we replicated the reversibility effect for an animal and plant IAT, and supported a category re-definition hypothesis. Our results have implications for understanding the IAT, and suggest that the IAT not only measures stereotypic responses, but can also be influenced by individuating information of the stimulus items.     

Linking Work Events,Affective States,and Attitudes: An Empirical Study of Managers' Emotions

The aim of the paper is to contribute to knowledge on the causes and consequences of affective states at work by identifying several job-related events likely to produce affective states and then studying the impact of the latter on work attitudes. Affective Events Theory was the theoretical framework used for the study and two main hypotheses were stated: experiencing certain work events leads to affective reactions, which in turn influence work attitudes. An empirical study based on 203 questionnaires was performed on a sample of French managers. The results support both research hypotheses, although the impact of affective states on work attitudes appeared larger than the impact of work events on affective states. The mediating effect of affective events with respect to the impact of work events was also tested, but only partially supported.     

National identifications and attitudes to national ingroups and outgroups amongst children living in the Basque country

This study investigated the development of national identification in children growing up in the Basque Country. The sample consisted of 246 children aged 6, 9, 12 and 15 years old who belonged to three linguistic subgroups: children who spoke only Basque with their parents in their home, children who spoke only Spanish in their home, and children who spoke both Basque and Spanish in their home. It was found that national identifications differed in the three linguistic subgroups. Furthermore, the three subgroups exhibited different evaluations of, and feelings towards, the national ingroup and a number of national outgroups. The positive and affective distinctiveness ascribed to the Basque and Spanish national groups was correlated with the strength of identification with the Basque and Spanish groups, respectively. The attitudes towards national outgroups which were exhibited by these children did not show any changes as a function of age. It is argued that the cognitive‐developmental account of the development of national attitudes is unable to explain the patterns of findings which were obtained, but that social identity theory can explain the correlation between the strength of national identification and the positive and affective distinctiveness which was ascribed to the ingroup. Copyright © 2003 John Wiley & Sons, Ltd.     

亲子关系对自尊的影响：一项基于贫困大学生的研究

为了探索亲子关系在经济压力影响下的差异以及亲子关系对贫困大学生内隐与外显自尊的影响,本研究抽取67名贫困大学生和65名非贫困大学生进行比较研究。结果发现：（1）贫困大学生对父母持积极的内隐态度和显著的高内隐自尊;（2）非贫困大学生的父母教养方式比贫困大学生的更积极,但贫困大学生比非贫困大学生对父母的内隐态度更积极;（3）贫困大学生父母的积极教养方式对外显、内隐自尊以及自尊的分离有显著的预测作用,非贫困大学生的内隐父母态度对三个因变量预测作用较好。因此,亲子关系中相对薄弱的方面对自尊有重要影响。     

The role of faith in intuition, need for cognition and method of attitude formation in implicit–explicit brand attitude relationship strength

We tested the hypothesis that Faith in Intuition (FI) would moderate implicit–explicit attitude relationship strength for attitudes formed via associative processes, but not propositional processes. Experiments 1 and 2 demonstrated that FI moderated I–E relationship strength for attitudes formed via evaluative conditioning. High FI people had stronger I–E correlations. Experiment 2 showed that FI did not moderate I–E relationship strength for attitudes formed via propositional reasoning. Those low in Need for Cognition (NC), however, showed stronger I–E correlations than those high in NC. The importance of considering trait variables in combination with the method of attitude formation is discussed.     

Trans-parency in the workplace: How the experiences of transsexual employees can be improved

Very little research has focused exclusively on the workplace experiences of transsexual employees. Studies that have been done are either qualitative case studies (e.g., Budge, Tebbe, & Howard; 2010; Schilt & Connell, 2007), or aggregate transsexual individuals with lesbian, gay, and bisexual employees (e.g., Irwin, 2002). The current study focuses on this underexamined population and examines general workplace experiences, and both individual and organizational characteristics that influence transsexual employees' job attitudes. Results reveal that organizational supportiveness, transsexual identity centrality, and the degree to which they disclose to individuals outside of work all predict transsexual employees' disclosure behaviors in the workplace. These disclosure behaviors are positively related to job satisfaction and organizational commitment, and negatively related to job anxiety. These relations are mediated by coworker reactions. This research expands knowledge about diverse employee populations and offers both theory and some of the first large-scale empirical data collected on the workplace experiences of transsexual employees.     

Managing organizational commitment: Insights from longitudinal research

This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered.