Consequences of autonomous and team-oriented forms of dispositional proactivity for demonstrating advancement potential

Under the paradigm of individualism, proactive personality has garnered much attention in connection with indicators of career success. We regard this construct as an autonomous form of dispositional proactivity and explored it along with team-oriented proactivity as a predictor of self-perceived influence and observed advancement potential in a team-based setting. We proposed that insofar as advancement potential entails demonstrating adeptness at furthering collective performance, autonomous proactivity would be detrimental whereas team-oriented proactivity would be beneficial. This proposition was the basis for a structural model with self-perceived influence as a mediator. Results from data on 672 personnel in 70 teams supported the model and the hypothesized consequences of autonomous (negative) and team-oriented (positive) forms of dispositional proactivity for observed advancement potential.     

Inverse gender gap in Germany: social dominance orientation among men and women

Across cultures studies show that men score higher on social dominance orientation than women. This gender gap is considered invariant, but conflicting explanations are discussed: Some authors refer to evolutionary psychology and perceive the gender gap to be driven by sociobiological factors. Other authors argue that social roles or gender-stereotypical self-construals encouraged by intergroup comparisons are responsible for attitudinal gender difference. In Study 1 we analyzed sex differences in social dominance orientation in three German probability surveys (each n > 2300). Unexpectedly, the analyses yielded an inverse gender gap with higher values for social dominance orientation in women than in men. Interactions with age, education, political conservatism, and perceived inequity indicated that the inverse gender gap can be mainly attributed to older, conservative, (and less educated) respondents, and those who feel they get their deserved share. In Study 2 we replicated the well-known gender gap with men scoring higher than women in social dominance orientation among German students. Results are interpreted on the basis of biocultural interaction, which integrates the sociobiological, social role, and self-construal perspectives. Our unusual findings seem to reflect a struggle for status by members of low-status groups who consider group-based hierarchy the most promising option to improve their status. While younger women take advantage of a relational, feminine self-construal that leads to lower social dominance orientation in young women than in young men, older women are supposed to profit from an agentic self-construal that results in stronger social dominance orientation values. Specific characteristics of the culture in Germany seem to promote this strategy. Here, we discuss the female ideal of the national socialist period and the agentic female social role in the post-war era necessitated by the absence of men.     

A Research Program Testing the Effectiveness of a Preventive Intervention for Couples with a Newborn

Noxious family environments are associated with a wide range of adverse child outcomes. In order to prevent couple and parent–child relationship problems, a number of programs have been developed for couples with newborns. The current paper describes a program of research evaluating the American version of couple CARE for parents of newborns. This version of CCP was administered to low‐income, unmarried couples with a new baby in an uncontrolled demonstration project (Study 1), compared with a waitlist control condition in a randomized controlled trial (Study 2), and evaluated with low‐income parents recruited from urban hospitals in two major metropolitan areas of the United States (Study 3 and Study 4). Despite participant satisfaction with CCP, preventive effects of the program were limited and there was one potential iatrogenic effect. Results were likely impacted by major challenges with recruiting participants and maintaining their engagement in CCP for the duration of the program. We discuss methodological differences between this series of studies and previous trials of prevention programs and make recommendations for improving service delivery to at‐risk new parents. These results have implications for public policies that aim to benefit children and families.     

Emotions are not always contagious: Longitudinal spreading of self-pride and group pride in homogeneous and status-differentiated groups

The members of task groups are emotionally more similar to each other than to others outside the group; yet, little is known about the conditions under which this emotional similarity emerges. In two longitudinal studies, we tested the idea that emotions only spread when they contain information that is relevant to all group members. We compared the spreading of group pride (relevant) with self-pride (not relevant). The first study followed emotions in 68 task groups (N = 295) across 4 moments. Multilevel cross-lagged path analyses showed that group members mutually influenced each other's group pride, but not self-pride. The second study followed emotions in 27 task groups (N = 195) across 3 moments in time. Longitudinal social network analyses showed that group members adjusted their group pride, but not their self-pride, to members they perceived to be more influential. Findings from both studies are consistent with a social referencing account of emotion spreading.     

Who shall lead? An integrative personality approach to the study of the antecedents of status in informal social organizations

The effects of personality traits, motives, and leadership identity claims on the attainment of status in informal, social organizations were assessed in several organizations using multiple indices of status. The power motive Hope for Power was predictive of holding executive offices. Extraversion and Conscientiousness predicted peer-ratings of social influence. Extraversion, Emotional Stability, and Dominance were related to subjective beliefs of personal power and influence. Seeing oneself as a leader mediated the effects of personality traits and motives on subjective sense of power and attaining social influence, but not achieving formal office. Together, these findings offer an integrated look at the unique relationships between personality and status attainment.     

Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask

Four experiments show that gender differences in the propensity to initiate negotiations may be explained by differential treatment of men and women when they attempt to negotiate. In Experiments 1 and 2, participants evaluated written accounts of candidates who did or did not initiate negotiations for higher compensation. Evaluators penalized female candidates more than male candidates for initiating negotiations. In Experiment 3, participants evaluated videotapes of candidates who accepted compensation offers or initiated negotiations. Male evaluators penalized female candidates more than male candidates for initiating negotiations; female evaluators penalized all candidates for initiating negotiations. Perceptions of niceness and demandingness explained resistance to female negotiators. In Experiment 4, participants adopted the candidate’s perspective and assessed whether to initiate negotiations in same scenario used in Experiment 3. With male evaluators, women were less inclined than men to negotiate, and nervousness explained this effect. There was no gender difference when evaluator was female.     

Testosterone–status mismatch lowers collective efficacy in groups: Evidence from a slope-as-predictor multilevel structural equation model

The study of the biological underpinnings of behavior is in its nascent stages in the field of management. We study how the hormone testosterone (T) is related to status and collective efficacy in a group. We assessed salivary testosterone of 579 individuals in 92 teams. We find that T does not predict status within the group. We also tested the effects of a mismatch between T and status in the group on the collective efficacy of the group. Using a novel slope-as-predictor multilevel structural equation model, we find that the greater the mismatch between T and status in the group (i.e., the more negative the within-group correlation among T and status), the lower is the collective efficacy of the group. We discuss the implications of our findings for the study of the biological underpinnings of group behavior in organizations.     

Not only assholes drive Mercedes. Besides disagreeable men,also conscientious people drive high-status cars

In a representative sample of Finnish car owners (N = 1892) we connected the Five-Factor Model personality dimensions to driving a high-status car. Regardless of whether income was included in the logistic model, disagreeable men and conscientious people in general were particularly likely to drive high-status cars. The results regarding agreeableness are consistent with prior work that has argued for the role of narcissism in status consumption. Regarding conscientiousness, the results can be interpreted from the perspective of self-congruity theory, according to which consumers purchase brands that best reflect their actual or ideal personalities. An important implication is that the association between driving a high-status car and unethical driving behaviour may not, as is commonly argued, be due to the corruptive effects of wealth. Rather, certain personality traits, such as low agreeableness, may be associated with both unethical driving behaviour and with driving a high-status car.     

Direct and vicarious conspicuous consumption: Identification with low‐status groups increases the desire for high‐status goods

The current research examines whether direct and vicarious identification with a low-status group affects consumers' desire for objects associated with status. Experiment 1 found that individuals who belonged to and identified with a status social category associated with relatively lower status (Blacks) exhibited an enhanced desire for high-status products compared to Blacks who did not identify with their race or individuals who belonged to a social category associated with higher status (Whites). In Experiments 2 and 3, White participants led to vicariously identify through perspective taking with Blacks (Experiment 2), or a low-status occupational group (Experiment 3) exhibited an increased desire for high-status products. Experiment 4 provided meditational evidence for a status based explanation for the relationship between identification with a low-status group and a desire for high-status products. The present work makes new inroads into understanding one factor that might lead minorities to engage in greater conspicuous consumption and provides evidence that conspicuous consumption can be elicited vicariously.     

Stereotype accuracy

Methodological issues and empirical findings from stereotype accuracy research are reviewed. Methodological issues include the limitations of accuracy criteria and three methods of comparing perceived to actual group characteristics--signed discrepancies, absolute discrepancies, and within-subject correlations. Empirical findings concern the roles of cognitive processes, status and power, and social ideology in intergroup perceptions; stereotype development; individual differences in stereotyping; and stereotype use. It is argued that stereotype accuracy research is neither easy to do nor politically popular, but that it may challenge existing theory and stimulate new ideas about the nature of stereotyping processes.