Agreement and similarity in self-other perceptions of moral character

We surveyed well-acquainted dyads about two key moral character traits (Honesty–Humility, Guilt Proneness), as well as several other individual differences. We examined self-other agreement, similarity, assumed similarity, and similarity-free agreement (i.e., self-other agreement controlling for similarity and assumed similarity). Participants projected their own level of moral character onto their peers (i.e., moderately high assumed similarity), but were nonetheless able to judge moral character with reasonable accuracy (moderately high self-other agreement and similarity-free agreement), suggesting that moral character traits can be detected by well-acquainted others. Regardless of reporting method, Honesty–Humility and Guilt Proneness were correlated with delinquency, unethical decision making, and counterproductive work behavior, suggesting that unethical behavior is committed disproportionately by people with low levels of these character traits.     

The Role of UB Faculty Council During the Strike: Reflections of a Former Striker Crossing a Picket Line

This essay examines the role of the University of Bridgeport's Faculty Council in relation to the faculty union. The Faculty Council is a governing body composed of elected faculty representatives from different schools and departments within the university. Faculty Council leaders facilitated the certification of AAUP as the faculty's bargaining agent in 1973 and, under the author's leadership, the faculty petitioned the National Labor Relations Board to decertify the union in 1991. The author participated on the picket line during the 1975, 1978 and 1987 faculty strikes, but crossed the picket line during the 1990 strike.     

Brief Comments on Collective Bargaining at the University of Bridgeport: 1974–1987

When Leland Miles arrived as the University of Bridgeport's new president in 1974, the institution had substantial financial problems, declining enrollments, and a newly unionized faculty. This essay is a first-person account of his efforts to work with an immature union and his attempt to save the Liberal Arts at a time of growing student demand for professional degrees.     

Shame and guilt: A hundred years of apples and oranges

An original model of shame- and guilt-related emotions is proposed and the model's theoretical background discussed. Shame is conceptualized as an affect (i.e., basic emotion), elicited by personal devaluation and evolved by social selection. Guilt is conceptualized as a cognitively assessed condition. In response to awareness of one's own condition of guilt, one may feel a number of affects or no affect. The phrase feeling guilty is a non-specific reference to feeling as one typically feels when in the condition of guilt [Ortony, A. (1987). Is guilt an emotion? Cognition and emotion, 1, 283-298]. Thus, shame as a construct represents a single affect, while feelings of guilt represent multiple affective-cognitive hybrids, which may be associated with the condition of guilt. In terms of levels of categorization [Rosch, E. (1978). Principles of categorization. In E. Rosch & B. B. Lloyd (Eds.), Cognition and categorization (pp. 27-48). Hillsdale, NJ: Erlbaum], shame, as an affect, is a basic level category with subordinates such as embarrassment and humiliation; in contrast, the multiple feelings of guilt constitute multiple subordinate affective-cognitive hybrids—subordinate to a number of basic level affects. This model integrates a great deal of existing data, suggests a large number of hypotheses, and implies the need for a profile approach to the assessment of guilt. By conceptualizing shame as an affect, and making the distinction between guilt as a state and the multiple affective-cognitive hybrids of guilt, much of the confusion and imprecision in past theory and research may be clarified.     

But Affirmative Action hurts Us! Race-related beliefs shape perceptions of White disadvantage and policy unfairness

Drawing on social identity theory, we examine how Whites’ race-related beliefs drive their reactions to race-based Affirmative Action Policies (AAPs). Across laboratory and field settings, we find that Whites with relatively high modern racism (MR) or collective relative deprivation (CRD) beliefs perceive greater White disadvantage in organizations that have race-based AAPs, than in organizations that do not. Alternatively, race-based AAPs do not lead to perceptions of White disadvantage among Whites with relatively low MR and CRD beliefs. We also find that White disadvantage mediates the relationship between the combined effects of race-based AAPs, MR beliefs, and CRD beliefs and the perceived fairness of the organization’s selection and promotion policies. Our findings suggest that race-based AAPs do not necessarily lead to perceptions of White disadvantage, but are contingent upon the interpretive lens of Whites’ MR and CRD beliefs, and also offer practical insights for preventing negative reactions to race-based AAPs.     

Unprejudiced and self-focused: When intergroup contact is experienced as being about the ingroup rather than the outgroup

Many problematic responses that occur in intergroup interaction, such as inhibited behavior, restricted disclosure of valuable information, and miscommunication, do not arise from negative attitudes and sometimes are more frequently exhibited by lower-prejudice individuals. Thus it is important to consider how lower-prejudice individuals respond to methods for improving intergroup relations that have been investigated with the prejudiced person in mind. Two studies tested the hypothesis that for lower-prejudice individuals intergroup contact is experienced as being about the ingroup rather than the outgroup, and thus fails to exert its usual effect of paving the way for more positive subsequent intergroup exchanges. As predicted, for individuals seeking to be unbiased an initial exchange with one outgroup member affected feelings about ingroup worthiness, but not reactions to a subsequently encountered outgroup member. The opposite pattern was evident for higher-prejudice individuals, who readily generalized from their experience with one outgroup member to the next.     

The Role of Communicating Social Emotions Accompanying Apologies in Forgiveness

Apologies are an effective strategy used by transgressors to restore relationships with an injured party. Apologies are often motivated by emotions the transgressor feels in relation to the situation. We report the results of two studies that examined how an injured person's knowledge that an apology was driven by one or more of the social emotions of guilt, shame, and pity affected forgiveness. Findings suggest that the knowledge that guilt and/or shame motivated the apology increased forgiveness. In contrast, knowledge that pity induced the apology decreased forgiveness. These findings are consistent with the view that the communication of emotions has the social function of monitoring and shaping social relationships. We are grateful to the editor and an anonymous reviewer for their most helpful comments and suggestions to earlier versions of this paper.     

Reasoning about cooperation,actions and preferences

In this paper, a logic for reasoning about coalitional power is developed which explicitly represents agents’ preferences and the actions by which the agents can achieve certain results. A complete axiomatization is given and its satisfiability problem is shown to be decidable and EXPTIME-hard.     

团队领导组织公民行为的有效性：以双维认同为中介的多层次模型检验

本研究旨在考察团队领导组织公民行为对团队员工角色内绩效的影响及其以团队员工的共享团队认同和领导认同为中介的作用机制。采用团队领导—团队员工匹配问卷的调查方法,使用29个团队的样本数据对相应的多层次模型进行检验。结果显示：团队领导组织公民行为对团队员工角色内绩效有显著的正向影响;团队员工的共享团队认同和领导认同分别和同时在团队领导组织公民行为与团队员工角色内绩效之间起到完全的跨层次中介作用。