Gender-related inequalities in the division of family work in close relationships: A social psychological perspective

We offer a social psychological perspective on gender-related inequalities in close relationships and integrate two lines of research that have focused on the intrapersonal perceptions and interpersonal consequences respectively of the gendered division of labour. We start with a brief summary of research on gender-related inequalities in the division of labour and discuss prior explanations and paradigms. We then address the extent to which spouses consider the division of labour as fair and the factors that contribute to perceptions of (un)fairness. Central to our argument is the distributive justice framework (<citeref rid="b76">Major, 1987</citeref>, <citeref rid="b77">1993</citeref>; <citeref rid="b113">Thompson, 1991</citeref>) which claims that fairness judgements are affected by people's wants and values, comparison standards, and justifications. In the following section, we address the question of whether dissatisfaction over the division of labour causes relationship conflict and how couples manage these conflicts. The main argument is that conflict over the division of labour generally comprises an asymmetrical conflict structure (with wives as complainants and husbands as defenders of the status quo), which elicits asymmetrical conflict interaction patterns (i.e., demand/withdraw interaction) that result in asymmetrical outcomes (i.e., status quo maintenance). Finally, we summarise the main conclusions and address contributions to theory and research as well as directions for further research.     

Neural predictive mechanisms and their role in cognitive incrementalism

Many neuroscientists view prediction as one of the core brain functions, especially on account of its support of fast movements in complex environments. This leads to the natural question whether predictive knowledge forms the cornerstone of our common-sense understanding of the world. However, there is little consensus as to the exact nature of predictive information and processes, or of the neural mechanisms that realize them. This paper compares procedural versus declarative notions of prediction, examines how the brain appears to carry out predictive functions, and discusses to what degree, and at what level, these neural mechanisms support cognitive incrementalism: the notion that high-level cognition stems from sensorimotor behavior.     

Fairness lies in the heart of the beholder: How the social emotions of third parties influence reactions to injustice

The present research explores third parties’ (e.g., jurors, ombudsmen, auditors, and employees observing others’ encounters) ability to objectively judge fairness. More specifically, the current research suggests that third parties’ justice judgments and reactions are biased by their attitudes toward the decision recipient and, in particular, the affective aspect of those attitudes as characterized by their felt social emotions. We explore how the congruence of a social emotion (i.e., the extent to which the emotion reflects feeling a subjective sense of alignment with the target of the emotion) can influence their evaluations of recipients’ decision outcomes. The five studies presented show that congruence can lead third parties to react positively to objectively unfair decision outcomes and, importantly, that the influence of social emotions on subjective justice judgments drive third party reactions to decisions, decision makers, and even national policies.     

Procedural and interpersonal fairness moderate the relationship between outcome fairness and acceptance of merit pay

An organizational field study (N = 257) investigated employees' acceptance of a new merit pay system as involving an assessment of whether merit pay can make their earnings more fair, compared to their earnings in the current, seniority-based pay system. We expected that improvement of unfair earnings, and consequently acceptance of merit pay, is considered likely when existing procedures that produce these earnings are unfair, because merit pay improves such procedures. We also expected improvement of unfair earnings, and increased merit pay acceptance, to be likely when employees anticipate fair performance evaluation in a new system, as indicated by fair interpersonal treatment by their supervisor. Results showed that procedural and interpersonal fairness in the existing pay system indeed moderated the relationship between fairness of current outcomes and merit pay acceptance as predicted. Implications for the introduction of merit pay in organizations and for our understanding of the different roles of procedural and interpersonal fairness in outcome evaluations are discussed.     

Justice as a basic human need

A stark encounter with some of the hostages and their families at the time of a parliamentary coup brought to mind the significance of justice for human development and community discourse. The evidence is presented, the concept of justice explored, human needs defined, and the argument advanced for more psychologists to extend their present academic and professional concerns with aspects of civil and criminal justice to include a concern with the social. The suggestion is that together all three components of justice are sufficiently compelling a component of human welfare to feature in any list of basic needs. Epistemologically they could also be construed as presenting a combined orthogonal domain to be integrated with moral values and be recognised as a stream of the emerging scientist-practitioner-metaphysician model. In raising the topic, attention is paid to the contributions of constitutional and international lawyers, moral philosophers, and a few pioneer psychologists. The hope is that others in such realms as child development, forensic services, industrial/organisational psychology, pastoral psychology, political psychology, and social psychology, might be sufficiently inspired to consider its relevance, undertake requisite training, and redesign their research accordingly.     

A Plea for Internormative Ethics

Plurality of life forms and value systems is a given (almost) everywhere on earth. Imposing on them a value system or individual values and virtues from an exterior position is rather counterproductive. Value systems are normative for individual communities but not the same. They are to relate to each other and to interact, negotiating with each other common goals and the validity and limits of values involved in their relationships and shared action. Anything else leads to tensions and violence. Internormative ethics reflect on such interaction of value systems.     

The generalizability of reactions to assessment: An application of the Selection Procedural Justice Scale (SPJS) in academic settings

This study tested the Selection Procedural Justice Scale (SPJS) in an educational setting. The sample consisted of 617 students. Four different confirmatory models were tested, followed by an IRT analysis to test the scale structure at the item level in the two different contexts (selection vs. academic exams). Results indicated that the 11‐factor structure is the best factorial solution, and SPJS items were found to be free of DIF.     

Accountability,Collaboration, and Social Change: Ethical Tensions in an Action Research Project to Address Untested Sexual Assault Kits (SAKs)

We conducted a collaborative action research project with stakeholders in Detroit, Michigan, to develop long‐term policy strategies to resolve ~11,000 untested rape kits that were discovered in a police storage facility in August 2009. In our research, we uncovered overwhelming evidence of victim‐blaming behaviors and fundamental disrespect of rape survivors by the police, which directly contributed to their decisions not to submit kits for forensic testing. We had an ethical responsibility to report these negative findings accurately and completely, and in doing so, we were concerned that police stakeholders might disengage from the action research project and hamper our other ethical responsibilities to promote general and public welfare. In this article, we examine the ethical challenges of balancing accountability, collaboration, and social change.     

Mirror-drawing skill in children with specific language impairment: Improving generalization by incorporating variability into the practice session

This study aimed to investigate the procedural deficit hypothesis (PDH) in children with specific language impairment (SLI) by using a mirror-drawing task, a sensorimotor adaptation paradigm that does not involve sequence learning and has never before been used in SLI. A total of 30 school-aged children with SLI matched to 30 typically developing (TD) control children had to trace several figures seen only in mirror-reversed view in two practice sessions separated by a one-week interval. Two practice conditions were compared: a constant condition in which children had to trace the same figure throughout the learning trials, and a variable one in which they had to trace different figures in each trial. The results revealed a similar learning pattern between SLI and TD children in both practice conditions, suggesting that initial learning for a non-sequential procedural task is preserved in SLI. However, the children with SLI generalized the mirror-drawing skill in the same way as the TD children only if there was variability in the way the material was trained (variable practice). No significant schedule effects were observed in the control group.     

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.