Animalizing the disadvantaged,mechanizing the wealthy: The convergence of socio‐economic status and attribution of humanity

Differences between groups in socio‐economic status (SES) are becoming more salient nowadays. In this context, we examined the animalistic and mechanistic dehumanization that both low and high‐SES groups may experience respectively by conducting three studies. In study 1, we manipulated the SES of two fictitious groups (low vs. high‐SES) and measured the humanity ascribed to them. Results showed that the low‐SES group was animalized in comparison with the high‐SES group, which was mechanized. In study 2, we manipulated the humanity of two fictitious groups by describing them as animals or machines and measured the perceived SES of the groups. Participants tended to attribute lower SES to the group described as animals and higher SES to the group described as machines. Finally, in study 3, we used an Implicit Association Test to replicate the results of studies 1 and 2. Taken together, these studies show that low‐SES groups are considered as animal‐like whereas high‐SES groups are seen as robot‐like. We discuss the implications of these findings in relation to the justification of income inequality within our society.     

Perception of managers’ influence depending on status,power, and company performance

This research examines others’ perception of the influence of managers working in successful or unsuccessful companies who possess or lack status (to be respected by others) and power (control of valued resources). Study 1 shows that high‐status managers were judged as more influential in the firm than their low‐status peers, regardless of the company's situation. Study 2 finds that in a context of economic uncertainty, a manager with high status and power is perceived to be more capable of affecting the firm. The effect of power seems to be secondary since when a manager has low status, having high power does not significantly benefit the influence attributed to him or her. Furthermore, dominance (assertive behavior), not warmth, mediated the relationship between status and the attributed influence. Overall, these findings confirm that status is a very potent source of social influence, status and power are distinct constructs with different effects, and dominance rather than warmth is a key personal dimension linked to successful leadership.     

The wealth paradox: Prosperity and opposition to immigration

The idea that economic downturns and economic deprivation provoke tensions and intergroup hostility is remarkably pervasive. These accounts often work from the premise that economic crises and poverty provide “fertile soil” for populist parties and leaders with an anti-immigrant agenda. This may explain why we intuitively expect that “hard times” produce “harsh attitudes” towards minorities. However, there is also robust empirical evidence showing that intergroup hostility (and anti-immigration sentiments more specifically) can (i) surge in times of economic prosperity, and (ii) be widespread among relatively affluent groups. In this article, I will review evidence showing that intergroup hostility (such as anti-immigrant sentiments) can be equally prevalent in times of relative gratification as well as in times of relative deprivation (accounting for the “Wealth Paradox”). In the second part of this contribution, I will explore these processes through the lens of classic social identity theorising focusing on the way that status anxiety, status threat, and fear of falling among members of wealthier groups are shaped by the permeability of group boundaries and the security of wealth positions. I argue that social identity theorising, typically applied to explain the behaviour of low status groups, can provide a parsimonious and integrative account for why and when high status (i.e., as a result of affluence and prosperity) may be associated with hostility towards minorities rather than with greater tolerance.     

Cognitive,behavioral and psychological functioning in children with metopic synostosis: a meta-analysis examining the impact of surgical status

Neurodevelopmental delays are known to occur in children with metopic synostosis, but it is presently unclear whether the cognitive, behavioral and psychological outcomes of children with metopic synostosis differ to those of their healthy peers. This meta-analysis consolidated data from 17 studies (published prior to August 2017) that examined the cognitive, behavioral and psychological outcomes of children (n = 666; aged ≤19 yrs) with metopic synostosis. Hedges’g (g_w) effect sizes compared the outcomes of samples with metopic synostosis (unoperated, operated) to healthy controls or normative data and, where available, the prevalence of problems/disorders was calculated. Children with unoperated metopic synostosis performed significantly worse than their healthy peers on measures of: general cognition (g_w = ?.38), motor functioning, (g_w = ?.81), and verbal (g_w = ?.82) and visuospatial (g_w = ?.92) abilities. Children with operated metopic synostosis performed significantly worse on measures of motor functioning (g_w = ?.45), visuospatial skills (g_w = ?.32), attention (g_w = ?.50), executive functioning (g_w = ?.36), arithmetic ability (g_w = ?.37), and behavior (g_w = ?.34). Cognitive, behavioral, and psychological problems were prevalent, but variable. Overall, the cognitive, behavioral, and psychological outcomes of children with metopic synostosis are generally worse than their healthy peers, regardless of surgical status. However, research is sparse, samples small, controls are rarely recruited, and the severity of metopic synostosis often not stated. Nevertheless, the findings suggest that children with metopic synostosis are likely to experience a variety of negative outcomes and should therefore receive ongoing monitoring and support.     

Identity Status,Gender, and Social Comparison Among Young Adults

The aim of this study was to investigate identity status globally and across identity domains among young Swedish adult women and men. Also, potential differences in social comparison among identity statuses were evaluated. The results showed that most of the 124 participants (50% women, M_age 33.29 years) were assigned to an achieved global identity and had made identity-defining commitments across domains. Gender differences in identity status were found in the occupational and parenthood domains. In addition, differences in social comparison orientation were found only in the parenthood domain, whereas those assigned to moratorium scored higher in social comparison than did those assigned to foreclosure and diffusion. These results bring important knowledge to our understanding of identity during young adulthood.     

The Epistemic Status of Evolutionary Theory

The theory of evolution continues to be a bone of contention among certain groups of theistic believers. This paper aims to bring some light to the debate about it, by introducing a framework for epistemic appraisal which can provide a realistic and sober assessment of the epistemic credentials of the various parts of evolutionary theory. The upshot is a more nuanced epistemic appraisal of the theory of evolution, which shows that there are significant differences in epistemic standing between its various parts. Any serious conversation about the theory of evolution ought to reflect these facts.     

权力和地位对自利行为的影响及其机制

权力和地位对自利行为的影响不同。权力能够降低认知性观点采择水平,进而使个体更加关注自身利益;地位能够提升认知性观点采择水平,进而使个体推测他人思想与感受,考虑他人利益。然而,权力和地位通过认知性观点采择对自利行为的影响可能受到情境性质的调节。今后的研究应该对这些关系和解释进行验证,探索共情性关心的中介作用,以及权力和地位影响认知性观点采择的调节变量;探究权力和地位拥有者对群体内、外他人的自利行为差异;探讨权力和地位的交互作用对自利行为的影响。     

伦理型领导影响员工建言的多重中介效应比较研究

采用问卷调查法,对244名企业员工进行调查,构建了伦理型领导对员工建言行为的多重中介模型,比较建言效能感、心理安全感与上下级关系的个别中介效应。结果显示:伦理型领导通过建言效能感、心理安全感与上下级关系的并行多重中介作用对员工建言行为产生影响;建言效能感与心理安全感的个别中介效应均显著大于上下级关系,建言效能感与心理安全感的中介效应无显著差异。     

Leadership behavior changes following a theory‐based leadership development intervention: A longitudinal study of subordinates’ and leaders’ evaluations

The aim was to evaluate effects of leadership courses based on the developmental leadership model at the leadership behavioral level. A longitudinal design was employed with assessments before, one and six months after the leadership courses. The sample consisted of 59 leaders who made self‐ratings and were rated by at least three subordinates on each occasion. Leadership behaviors were measured with the Developmental Leadership Questionnaire (DLQ). A limited increase of favorable leadership behaviors and a significant reduction of unfavorable leadership behaviors were found, particularly according to the subordinates’ ratings. A cluster analysis yielded three meaningful leader profiles and showed that this pattern was found in all three profiles, irrespective of how favorably they were rated before the onset of the intervention.