Gender Differences in the Social Cost of Affective Deviance

The current study tested whether men and women receive different degrees of social punishment for violating norms of emotional expression. Participants watched videos of male and female targets (whose reactions were pre-tested to be equivalent in expressivity and valence) viewing either a positive or negative slideshow, with their emotional reaction to the slideshow manipulated to be affectively congruent, affectively incongruent, or flat. Participants then rated the target on a number of social evaluation measures. Displaying an incongruent emotional expression, relative to a congruent one, harmed judgments of women more than men. Women are expected to be more emotionally expressive than men, making an incongruent expression more deviant for women. These results highlight the importance of social norms in construing another person’s emotion displays, which can subsequently determine acceptance or rejection of that person.     

Effect of Perceived Politics and Perceived Support on Bullying and Emotional Exhaustion: The Moderating Role of Type A Personality

Recognizing that bullying can occur in varying degrees of severity, the current study suggest the importance of individual traits in individual perceptions of being targets of bullying and ensuing emotional exhaustion. The present study extends the work environment hypothesis and trait activation theory by a joint investigation of the mediating role of (a) workplace bullying in linking perceived organization politics and perceived organization support with emotional exhaustion and (b) the moderating role of Type A behavioral pattern in influencing the mediation. Using a field sample of 262 employees working in different organizations of Pakistan, this study tested a moderated mediation model. Results were consistent with the hypothesized model, in that workplace bullying mediated the relationship of perceived organization politics and perceived organization support with emotional exhaustion. Type A behavior moderated the perceived politics—bullying, perceived support–bullying, and bullying—emotional exhaustion relationships. The mediation of bullying varied with levels of Type A behavior in these relationships.     

Not “just words”: Exposure to homophobic epithets leads to dehumanizing and physical distancing from gay men

We examined whether homophobic epithets (e.g., faggot) function as labels of deviance for homosexuals that contribute to their dehumanization and physical distance. Across two studies, participants were supraliminally (Study 1) and subliminally (Study 2) exposed to a homophobic epithet, a category label, or a generic insult. Participants were then asked to associate human‐related and animal‐related words to homosexuals and heterosexuals. Results showed that after exposure to a homophobic epithet, compared with a category label or a generic insult, participants associated less human‐related words with homosexuals, indicating dehumanization. In Study 2, we also assessed the effect of a homophobic epithet on physical distance from a target group member and found that homophobic epithets led to greater physical distancing of a gay man. These findings indicate that homophobic epithets foster dehumanization and avoidance of gay people, in ways that other insults or labels do not.     

Comparing the Demographics of Students Reported for Academic Dishonesty to Those of the Overall Student Population

Only a small proportion of academically dishonest students ever receive an official report of academic dishonesty, and the sociology of deviance literature is ripe with studies illustrating disproportionalities in detecting, policing, and prosecuting crimes. This study addresses the degree to which disproportionalities exist in the application of relatively few official sanctions levied upon students for academic dishonesty. I compared the demographics of those who have been reported for cheating with those of an entire undergraduate student body and of self-reported cheaters in the literature. I found that international students are much more likely than domestic students to get reported.     

An examination of within-person variance in contextual display rules and deviation from display rules

Contextual display rules refer to perceptions of the particular emotions that should be displayed in a specific set of circumstances. As such, it is important to examine within-person variance in such perceptions within the dynamic context of real-life organizations. To this end, experience sampling methodology was used to highlight within-person variance in display rules and examine event-level predictors of these contextual display rules. Thirty-nine university staff members were surveyed four times per day about their most recent interaction. Employee momentary affect (pleasantness and activation) and relationship with the interaction target (solidarity and relative power) were examined as predictors of both contextual display rule perceptions and deviation from those display rules. Pleasantness of affect related positively to the level of expression allowed by the display rule, whereas activation of affect and target solidarity related positively to deviation from display rules. Complex interactions were also found between the predictors, further highlighting the complexity of the emotional labour process.     

Happiness increases distraction by auditory deviant stimuli

Rare and unexpected changes (deviants) in an otherwise repeated stream of task‐irrelevant auditory distractors (standards) capture attention and impair behavioural performance in an ongoing visual task. Recent evidence indicates that this effect is increased by sadness in a task involving neutral stimuli. We tested the hypothesis that such effect may not be limited to negative emotions but reflect a general depletion of attentional resources by examining whether a positive emotion (happiness) would increase deviance distraction too. Prior to performing an auditory‐visual oddball task, happiness or a neutral mood was induced in participants by means of the exposure to music and the recollection of an autobiographical event. Results from the oddball task showed significantly larger deviance distraction following the induction of happiness. Interestingly, the small amount of distraction typically observed on the standard trial following a deviant trial (post‐deviance distraction) was not increased by happiness. We speculate that happiness might interfere with the disengagement of attention from the deviant sound back towards the target stimulus (through the depletion of cognitive resources and/or mind wandering) but help subsequent cognitive control to recover from distraction.     

职场孤独感的形成原因与作用机理：基于调节匹配理论视角

随着组织广泛的信息技术运用、工作强度增加,员工之间面对面的、真诚的社交开始呈下降趋势。职场孤独感成了困扰员工的普遍问题,引起了企业管理实践界高度重视。通过综述已有文献,本文指出过往研究虽揭示了职场孤独感带来的消极影响效应并有效提高了组织对职场孤独问题的关注度,但尚未系统回答“如何预防与应对职场孤独感”。为了引导员工对职场孤独感的科学应对,本文认为有必要将员工视为能动的主角而非被动的承受者,并探讨职场孤独感与员工应对行为的关系,为如何应对职场孤独感提供建设性对策。 除此之外,为了更好地预防与遏制职场孤独感,有必要系统性地探讨职场孤独感的形成原因。综合过往研究,本文发现职场孤独感区别于其他消极情绪的核心在于：职场孤独感源自于高质量职场人际关系的缺失。与此观点对应的是,Wright和Silard （2021）认为当员工实际的职场人际关系未达到预期水平,员工会认为职场人际关系存在缺陷,产生孤独的体验。Wright和Silard （2021）的观点反映了职场孤独感是一种员工未实现期望社交目标而导致的心理体验。循此逻辑,本文采用与目标实现过程相关的调节匹配理论来解释职场孤独感的产生原因和影响机制,为预防和应对职场孤独感提供对策。以调节匹配理论为框架,本项目拟解决三个问题：（1）领导与下属的调节焦点（不）匹配如何通过影响领导成员交换,进而影响职场孤独感;（2）员工与团队的调节焦点（不）匹配如何通过影响团队成员交换,进而影响职场孤独感;（3）员工如何依据不同的团队调节氛围来选择社交应对策略,以及社交应对策略对员工绩效的影响。通过新颖的多项式回归分析与曲面响应分析方法,本文力求重构传统的职场孤独感的研究思路,为职场孤独感的产生机制提供新的研究视角。除此之外,本文首次将调节匹配理论引入职场孤独感的研究,系统性地分析了职场孤独感的产生和应对,呈现了职场孤独感现象在组织中的动态演化的过程与机制。