Positivity bias in employees' self-ratings of performance relative to supervisor ratings: The roles of performance type,performance-approach goal orientation,and perceived influence

As hypothesized, data from two field studies among employees and their supervisors showed that employees are more likely to positively bias their self-ratings relative to supervisor ratings when creative performance rather than inrole performance is being evaluated. In addition, employees' performance-approach goal orientation and perceived influence were found to enhance positivity bias in self-ratings of creative performance. Moreover, performance-approach goal orientation and perceived influence appeared to combine and interact in their effects, such that the impact of perceived influence on positivity bias in self-ratings was larger when performance-approach goal orientation was weaker rather than stronger.     

The effect of response style bias on the measurement of transformational,transactional, and laissez-faire leadership

Transformational, transactional, and laissez-faire leadership are considered to be three distinct leadership styles. In this research we argue that response style behaviour in the form of acquiescence and extreme response style can distort the measurement of these dimensions of leadership. Using a sample of 864 employees selected from 135 work teams, this research demonstrates that (1) response styles affect measurement; (2) divergent validity of the three dimensions increases when response styles are taken into account; (3) gender is spuriously related to leadership upon response styles; and (4) team ratings substantially change when controlling for response styles bias. As a secondary topic of this research, we elaborate on a relatively new approach in diagnosing response styles, i.e., a confirmatory latent-class factor analysis. We explain the advantages of this approach and illustrate the steps a researcher has to take in conducting this type of analysis.     

Gaze bias: Selective encoding and liking effects

People look longer at things that they choose than things they do not choose. How much of this tendency—the gaze bias effect—is due to a liking effect compared to the information encoding aspect of the decision-making process? Do these processes compete under certain conditions? We monitored eye movements during a visual decision-making task with four decision prompts: Like, dislike, older, and newer. The gaze bias effect was present during the first dwell in all conditions except the dislike condition, when the preference to look at the liked item and the goal to identify the disliked item compete. Colour content (whether a photograph was colour or black-and-white), not decision type, influenced the gaze bias effect in the older/newer decisions because colour is a relevant feature for such decisions. These interactions appear early in the eye movement record, indicating that gaze bias is influenced during information encoding.     

Development of own-race biases

This review examines the emergence and development of perceptual and social biases towards own-race individuals. We first discuss evidence regarding the early emergence of an own-race bias in facial preferences and face recognition abilities demonstrated by infants with an abundance of visual experience with own-race individuals, but little to no experience with other-race individuals. We then consider perceptual categorization of face race, visual scanning, and differential processing of own- and other-race faces in relation to recognition of face identity. Finally, we review evidence regarding own-race preferences for social partners and own-race biases in social evaluations that emerge during early childhood. Implications of the existing evidence for understanding the role of experience in perceptual development and the emergence of racial preferences and stereotypes are discussed.     

Sex differences and the own-gender bias in face recognition: A meta-analytic review

We review the literature on sex differences and the own-gender bias in face recognition. By means of a meta-analysis, we found that girls and women remember more faces than boys and men do (g=0.36), and more female faces (g=0.55), but not more male faces (g=0.08); however, when only male faces are presented, girls and women outperform boys and men (g=0.22). In addition, there is female own-gender bias (g=0.57), but not a male own-gender bias (g= ? 0.03), showing that girls and women remember more female than male faces. It is argued that girls and women have an advantage in face processing and episodic memory, resulting in sex differences for faces, and that the female own-gender bias may stem from an early perceptual expertise for female faces, which may be strengthened by reciprocal interactions and psychological processes directing girls' and women's interest to other females.     

Even better than the real thing: Alternative outcome bias affects decision judgements and decision regret

Three experiments demonstrated that decisions resulting in considerable amounts of profit, but missed alternative outcomes of greater profits, were rated lower in quality and produced more regret than did decisions that returned lesser (or equal) amounts of profit but either did not miss or missed only slightly better alternatives. These effects were mediated by upward counterfactuals and moderated by participants’ orientation to the decision context. That decision evaluations were affected by the availability and magnitude of alternative outcomes rather than the positivity of actual outcomes is counter to the outcome bias effect—a bias in which decisions are rated more positively when they led to more positive outcomes (despite a priori probabilities associated with the decision outcomes). Experiment 3 demonstrated that these effects represent a bias that occurs even when it is clear that the process by which decisions were made followed rational decision processes. This research suggests that when alternative worlds are even better than the desirable outcomes experienced, affect and cognition may be more strongly linked to the magnitude of alternative realities than to obtained outcomes.     

Impression making by résumé layout: Its impact on the probability of being shortlisted

This study examines the effect of the graphical layout of résumés on the shortlisting of applicants for employment interviews. Previous research has investigated the effect of bad printing quality, but this research has explored the impact of a creative layout of résumés of equal quality. A sample of 90 respondents (half professional recruiters, half students) was asked to rank 12 candidates applying for one vacancy. All 12 candidates were presented an equal number of times in three different layout formats—formal on white paper, coloured, and “creative” design. Results suggest that the graphical design may have a substantial impact on the likelihood of being shortlisted, where formal designs were preferred over the “creative” layouts. Professional recruiters were only slightly less influenced by the layout than nonprofessionals. Implications for employers and jobseekers are discussed.     

When the risks are low: the impact of absolute and comparative information on disturbance and understanding in US and UK samples

When Klein, W. M. gave participants absolute and comparative risk information (crossed experimentally) they were more disturbed by being above than below average, but not by being at higher rather than lower risk. The current experiment tests whether Klein's findings extend to situations involving lower risk figures more typical of genuine health risks, assesses participants’ understanding of the information, and directly compares responses of US and UK samples. Participants were presented with hypothetical information about comparative and absolute risks of deep vein thrombosis. There was a main effect of absolute risk information on disturbance and precaution intentions in the US sample, but no effects of comparative information on these measures in either sample. Understanding was poor among participants receiving both pieces of risk information. Future studies should include measures of understanding to establish whether people are failing to understand what they are told or failing to respond systematically to what they understand. Practically, the findings caution against providing comparative risk information when communicating low risk figures.     

Spontaneously occurring images and early memories in people with body dysmorphic disorder

A semi‐structured interview assessing the presence and characteristics of spontaneous appearance‐related images was designed and administered. A total of 18 patients with body dysmorphic disorder (BDD) and 18 normal controls took part. The BDD patients were found to have spontaneously occurring appearance‐related images that were significantly more negative, recurrent, and viewed from an observer perspective than control participants. These images were more vivid and detailed and typically involved visual and organic (internal body) sensations. The study also found that BDD images were linked to early stressful memories, and that images were more likely than verbal thoughts to be linked to these memories. Implications for theory and clinical practice are discussed.     

Racial healthcare disparities: A social psychological analysis

Around the world, members of racial/ethnic minority groups typically experience poorer health than members of racial/ethnic majority groups. The core premise of this chapter is that thoughts, feelings, and behaviours related to race and ethnicity play a critical role in healthcare disparities. Social psychological theories of the origins and consequences of these thoughts, feelings, and behaviours offer critical insights into the processes responsible for these disparities and suggest interventions to address them. We present a multilevel model that explains how societal, intrapersonal, and interpersonal factors can influence ethnic/racial health disparities. We focus our literature review, including our own research, and conceptual analysis at the intrapersonal (the race-related thoughts and feelings of minority patients and non-minority physicians) and interpersonal levels (intergroup processes that affect medical interactions between minority patients and non-minority physicians). At both levels of analysis, we use theories of social categorisation, social identity, contemporary forms of racial bias, stereotype activation, stigma, and other social psychological processes to identify and understand potential causes and processes of health and healthcare disparities. In the final section, we identify theory-based interventions that might reduce ethnic/racial disparities in health and healthcare.