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31.
    
Retaining pregnant women and mothers is a prevalent challenge for companies in the United States. In this paper, we highlight the importance of favorable maternity benefits. Specifically, we argue that maternity benefits can signal how pregnant workers are treated within the organization, particularly as women compare their own benefits to referent others'. Drawing from identity threat response theory, we propose a conceptual framework that explains the influence of maternity benefit comparisons on perceptions of discrimination and, subsequently, turnover. Upon evaluating two studies using multi-wave survey data and two vignette studies, our results indicate that when women perceive their maternity benefits to be less favorable than referent others' benefits, they perceive more pregnancy discrimination. In turn, perceptions of pregnancy discrimination influence their subsequent turnover decisions. Consistent with identity threat response theory, our results also suggest that perceived supervisor support is a significant moderator, weakening the impact of maternity benefit comparisons on perceptions of pregnancy discrimination.  相似文献   
32.
    
Personal values have been widely recognized as important determinants of individuals’ behaviour. But can behaviour be shaped by the values one attributes to others? Focusing on interdependent interactions, this research integrates literature on personal values and the role of expectations in social dilemmas to investigate the overlooked effect of value perceptions on people's choices. In Study 1, players in a prisoner's dilemma (a game capturing cooperation vs. competition) who were informed that their partner prioritized self-transcendence values tended to cooperate more than players informed that the partner prioritized self-enhancement values. In Study 2, players in the same game who assumed their partner was higher in self-transcendence values and lower in self-enhancement values were more likely to opt for the cooperative choice. In Study 3, players in a chicken game (a game capturing risk-taking vs. risk-avoidance) who assumed their partner was higher in conservation values and lower in openness-to-change values were more likely to opt for the riskier choice in the game. Study 4 indicated that the effect of perceived values on behaviour is mediated by assumptions regarding the partner's choice. Perceived values of the other side predicted behaviour beyond the perceiver's own values. We discuss the relationships between own and perceived values and our contributions to the values literature and conflict research.  相似文献   
33.
    
Abstract

This paper addresses the important issues of making it as an Asian psychologist in an overwhelmingly white academic field. Based on my professional and personal struggle to achieve success as a psychologist in both academia and clinical practice, I want to (a) expose the naked truth of being an Asian psychologist within a white academic field with regard to racial trauma, careerism, and expediency; (b) chart a course of maintaining personal and ethnic authenticity in truth-seeking in spite of all the visible and invisible obstacles in a foreign country; and (c) propose ways to fully recognize indigenous psychology and integrate Asian minorities in mainstream psychology.  相似文献   
34.
    
ABSTRACT

Few studies investigated the effects of facial characteristics on stereotyping in the business context. Using a 2 (beard/no beard) x 2 (acne/no acne) x 2 (tie/no tie) x 2 (eyeglasses/no eyeglasses) between subjects’ design, two representative samples of 364 and 711 participants rated different stimuli of male subjects on dimensions of competence, warmth and hireability. Based on 4,215 observations, results show acne has a negative and eyeglasses a positive effect on both competence and warmth. Wearing a necktie has a positive effect on competence and a negative effect on warmth. Finally, beardedness has a negative effect on warmth. We also observe that competence has a greater effect on hireability than warmth. We discuss the findings in the context of theoretical and managerial implications for male job applicants as well as HR practices.  相似文献   
35.
The present work investigates the endorsement, antecedents, relationships, and consequences of young immigrants’ social identities in Norway. Despite increasing numbers of refugees and immigrants entering Norway in recent years, little is known about the relationship between immigrants’ different social identities and their feeling of integration into Norwegian society. The main goal of the present research is to fill this gap by investigating whether relationships found in other European countries replicate in the Norwegian context. In line with theoretical considerations and earlier international findings, results from two studies with different immigrant groups (Study 1: high school students; N = 97; Study 2: university students; N = 93) show that the more young immigrants in Norway endorse their national (i.e., Norwegian) identity, the less they endorse their ethnic identity (e.g., Kurdish). We further show that perceived conflict between the two cultures cannot explain the negative relationship between national and ethnic identity. In addition, immigrants’ national identity endorsement is positively related to their dual identity endorsement (e.g., Kurdish-Norwegian). Positive contact with members of the receiving society predicts young immigrants’ feeling of being integrated in Norwegian society and this relationship is mediated by national identity. Results are discussed in terms of the crucial role social identities play in immigrants’ feeling of integration into European societies.  相似文献   
36.
    
We examined how people perceived a person who expressed inappropriate physical disgust—a person who was either under-disgusted by physically disgusting stimuli or over-disgusted by neutral stimuli. Participants formed an impression of a target after receiving information on how s/he rated disgusting (Studies 1, 2) or neutral (Studies 2, 3) pictures, and disgusting or angering scenarios (Study 4). Studies 1, 2 and 4 found that a target person who failed to experience disgust was seen as disgusting, immoral (but only to the extent that s/he was also seen unclean), and not socially desirable. A target who rated neutral stimuli as disgusting was not judged as disgusting but was nevertheless judged as immoral and not socially desirable (Studies 2, 3). Our results show that a target whose judgments of physical disgust deviate from one's own by showing either too much or too little disgust is perceived to be immoral.  相似文献   
37.
We challenge the common interpretation of targets’ immediate confrontation in reaction to discrimination as self-serving behavior and propose different underlying motivations for this phenomenon. In five online scenario studies (Noverall = 1,447), we demonstrate across different samples and contexts that targets indicate a distinct pursuit of the following self-reported confrontation goals: individual-benefit (e.g., perpetrator apologizes); group-benefit (e.g., prejudice reduction); and distancing (e.g., demonstrating that one is different from typical group members). Furthermore, meaningful associations of the pursuits of individual-benefitting goals and group-benefitting goals with group identification, disidentification, and further collective action intentions indicate that they represent different confrontation motivations: Individual-benefitting confrontation serves to cope with the individual mistreatment of discrimination, whereas group-benefitting confrontation represents a form of collective action. Distancing goals were associated with disidentification and—unexpectedly—group identification. Our results show that the phenomenon of confrontation in reaction to discrimination can be the result of different underlying psychological processes.  相似文献   
38.
    
Despite the fact that women face socially and politically sanctioned disadvantages every day, a large percentage of women and men report that gender discrimination is no longer a problem. Across three studies, which together include over 20,000 participants from 23 countries, we test the hypothesis that denial (vs. acknowledgement) of gender discrimination is associated with higher subjective well-being among women (Studies 1–3), and this is because denying gender discrimination promotes the view that the system is fair (Study 1). We further show that this happens above and beyond personal experiences with sexism (Study 1) and that the association is stronger in countries where sexism is relatively high (vs. low; Study 3). We argue that denial of discrimination is an individual-level coping mechanism and that, like other self-group distancing strategies, it may perpetuate gender inequality.  相似文献   
39.
    
Few studies have evaluated the use of assessment to identify the most efficient instructional practices for individuals with autism spectrum disorder. This is problematic as these individuals often have difficulty acquiring skills, and the procedures that may be efficient with one individual may not be for others. The experimenters conducted instructional assessments to identify the most efficient prompt type (model, partial physical, full physical) and prompt-fading procedure (progressive delay, most-to-least, least-to-most) for teaching auditory–visual conditional discriminations for individuals with autism spectrum disorder. Each assessment was conducted at least twice, and a final generality test combined the most and the least efficient prompt type and prompt-fading procedure for teaching novel auditory–visual conditional discriminations. The results demonstrated learner-specific outcomes for the prompt type assessment, whereas the least-to-most prompt fading procedure was most efficient for all participants.  相似文献   
40.
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