Beliefs about affirmative action: A test of the group self-interest and racism beliefs models.

Two models of affirmative action attitudes (i.e., group self-interest and racism beliefs) were examined among a sample of racially diverse college students. Open-ended questions were included to provide students an opportunity to elaborate on their beliefs about affirmative action and beliefs about the existence of racial discrimination. Findings from logistic regression analysis on a subsample (n = 376) provide support for both models; race (a proxy for group self-interest) and racism beliefs (as measured by the Color-Blind Racial Attitudes Scale [CoBRAS] and an the open-ended question) helped predict endorsement of affirmative action in theoretically expected ways. Asian, Latino, and Black students were more likely to view affirmative action as helpful compared to their White counterparts, and limited awareness of institutional racism (i.e., higher CoBRAS scores) was associated with antiaffirmative action arguments. Follow-up analysis, however, provided support for the superiority of the racism beliefs model as measured by the CoBRAS in predicting affirmative action beliefs over the group-interest model. Limitations and implications for future research are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Understanding attitudes toward affirmative action programs in employment: Summary and meta-analysis of 35 years of research.

Affirmative action programs (AAPs) are controversial employment policies in the United States and elsewhere. A large body of evidence about attitudinal reactions to AAPs in employment has accumulated over 35 years: at least 126 independent samples involving 29,000 people. However, findings are not firmly established or integrated. In the current article, the authors summarize and meta-analytically estimate relationships of AAP attitudes with (a) structural features of such programs, (b) perceiver demographic and psychological characteristics, (c) interactions of structural features with perceiver characteristics, and (d) presentation of AAP details to perceivers, including justification of the AAP. Results are generally consistent with predictions derived from self-interest considerations, organizational justice theory, and racism theories. They also suggest practical ways in which AAPs might be designed and communicated to employees to reduce attitudinal resistance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of performance antecedents and consequences in work motivation: Correction to Komaki, Collins, and Penn.

Reports an error in the original article by Judith L. Komaki, Robert L. Collins, and Pat Penn (Journal of Applied Psychology, Vol. 67, No. 3, pp. 334-340). An incorrect version of Figure 1 was printed. The correct version is provided. (The following abstract of this article originally appeared in record 1982-26864-001.) Assessed the effects of both antecedents and consequences while keeping supervisory involvement and stimulus changes constant. The safety performance of 200 employees in 4 departments of a processing plant was monitored 3 times/wk over 46 wks. A multiple baseline design was used in which the phases were introduced in steps. Following baseline, the antecedent condition was presented, in which safety rules were explained and safety meetings held, along with frequent supervisor interaction and stimulus changes. Then the performance consequence, feedback, in which a feedback graph was maintained and feedback meetings held, was added. The antecedent condition, even when bolstered by fairly extensive supervisor involvement, resulted in improvements in only 2 out of 4 departments. Only during the consequent condition did performance significantly improve in all departments over baseline and antecedent conditions. Furthermore, employees reported that they preferred obtaining information following their performance. The results confirm that performance consequences such as feedback play a critical role in work motivation and that antecedents alone may not be effective in all cases, even with fairly extensive supervisor involvement. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Examining the principles in principled conservatism: The role of responsibility stereotypes as cues for deservingness in racial policy decisions.

Why do educated conservatives oppose affirmative action? Those in the "principled conservatism" camp say opposition is based on principled judgments of fairness about the policies. Others, however, argue that opposition is based on racism. The present article offers an alternative perspective that may reconcile these contradictory points of view. In 2 studies, the authors show 2 major findings: (a) that conservatives oppose affirmative action more for Blacks than for other groups, in this case women, and (b) that the relationship between conservatism and affirmative action attitudes is mediated best by group-based stereotypes that offer deservingness information and not by other potential mediators like old-fashioned racism or the perceived threat that affirmative action poses to oneself. The authors conclude that educated conservatives are indeed principled in their opposition to affirmative action, but those principles are group based not policy based. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Meritocracy and opposition to affirmative action: Making concessions in the face of discrimination.

Typically, people who strongly endorse the merit principle and believe that outcomes should be given to those most deserving oppose affirmative action (AA) programs that violate this principle. However, how do they respond to AA when faced with a great deal of workplace discrimination? The authors hypothesized that people who care strongly about merit should be motivated to combat discrimination because it biases the assessment of merit. Consequently, these individuals should make concessions for AA. The authors found support for their hypothesis when investigating (a) participants' preexisting perceptions of workplace discrimination and (b) experimentally induced perceptions of discrimination. They discuss the implications of these results for the psychology of meritocracy and for resistance to AA. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Concern for the in-group and opposition to affirmative action.

The present experiments suggest that the desire to benefit the in-group drives dominant-group members' policy preferences, independent of concern for out-groups' outcomes. In Experiment 1, the effect of a manipulation of affirmative action procedures on policy support was mediated by how Whites expected the policy to affect fellow Whites, but not by the expected effect on minorities. In Experiments 2 and 3, when focused on losses for the White in-group, Whites' racial identity was negatively related to support for affirmative action. However, when focused on gains for the Black out-group or when participants were told that Whites were not affected by the policy, racial identity did not predict attitudes toward the policy. In Experiments 2 and 3, perceived fairness mediated these effects. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Burnout among Norwegian police officers: Potential antecedents and consequences.

This investigation examined potential antecedents and consequences of burnout in a large sample of Norwegian police officers. Data were collected via anonymously completed questionnaires. Three burnout components considered were emotional exhaustion, cynicism, and low professional efficacy. Work demands emerged in hierarchical regression analyses as the strongest predictor of each burnout component. With the burnout components as predictors, hierarchical regression analyses indicated that burnout components had significant relationships with a variety of outcomes (work, work-family, psychological health, physical health). Work demands, however, had a stronger relationship with both work and work-family outcomes than did the burnout components, the latter having the strongest relationship with indicators of psychological health. Emotional exhaustion had significant and independent relationships with most of the outcome measures. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A comparison of the other-directed stigmatization produced by legal and illegal forms of affirmative action.

Recent studies have begun to show that the stigma of incompetence sometimes directed toward the beneficiaries of affirmative action may be significantly reduced as the preferences granted to women and minorities become more moderate. The author examined whether the stigmatization of African Americans would differ under hiring policies that represented legal and illegal levels of racial preference according to federal regulations. Participants were 178 students and 161 corporate employees who rated fictitious Black and White target employees working under (a) an illegal policy of selection of unequal candidates, (b) a legal policy of selection of comparable candidates, or (c) equal opportunity. Participants rated Black targets' achievement-related traits lower than White targets only under the illegal policy. Under the legal policy, no such stigmatization was observed. Additional dependent measures and theoretical implications were explored. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Diversity is a compelling interest, and affirmative action is an important strategy for achieving it.

Responds to comments made by Pipes (see record 2007-01685-011) and Kuncel and Sackett (see record 2007-01685-012) on the current authors' original article (see record 2006-01690-003). The current authors respond to the various points raised in the commenting articles, and suggest that diversity is a compelling interest and affirmative action is one means of achieving it. They stand by their original challenge, with the caveat that they do recognize that some tests may predict certain educational outcomes with similar reliability across diverse populations. They suggest that an increase in diversity in psychology would promote a robust exchange of ideas and would be of value to all. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of persuasive arguments in changing affirmative action attitudes and expressed behavior in higher education.

The research reported in this article examined the conditions under which persuasive arguments are most effective in changing university students' attitudes and expressed behavior with respect to affirmative action (AA). The conceptual framework was a model that integrated the theory of reasoned action and the elaboration likelihood model of persuasion. Studies 1 and 2 established effective manipulations of positive-negative AA information, and peripheral-central routes of processing. Study 3 implemented these techniques, and a path analysis was carried out testing the differential effects of valence of information processed via different routes on AA evaluative beliefs, attitudes, intention, and expressed behavior. Results indicated that positive AA messages processed centrally (i.e., for meaning) resulted in significantly more positive evaluative beliefs. Modifications to the original model resulted in a final model with excellent fit to the data that supported the mediating role of intention in the AA attitude-behavior relationship, as predicted by the theory of reasoned action. The findings highlight potential benefits of interventions for improving support for AA policies, provided that positive information is processed at a central, evaluative level. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Black applicants' reactions to affirmative action plans: Effects of plan content and previous experience with discrimination.

This study examined the effects of plan content and previous experience with discrimination on Black respondents' reactions to affirmative action plans. Black engineering students (N=1,173) were randomly assigned to 1 of 6 plans implemented by a hypothetical organization and were asked to provide ratings of perceived fairness and intention to pursue a position at the organization. There were significant effects of plan content on perceived fairness and job pursuit intentions, Perceived fairness mediated the effect of content on intentions. Furthermore, previous experience with discrimination interacted with content to affect intentions. Individuals who had experienced relatively more discrimination in the workplace reported stronger intentions to pursue a position at an organization whose plan specified special training opportunities for minorities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Differences between African Americans and Whites in reactions to affirmative action programs in hiring, promotion, training, and layoffs.

This study examines the reactions of African Americans and Whites to affirmative action programs (AAPs) applied to 4 human resource activities: hiring, promotion, training, and layoffs. The results of a scenario-based experimental study conducted on a large sample (N > 800) of advanced undergraduate and MBA business school participants generally supported the hypothesis that human resource activity elicited systematic differences in reaction to AAPs between African Americans and Whites. The authors also replicated previous research on the effect of AAP strength and prior discrimination by the organization on reactions to AAPs. Results indicated that AAP strength levels moderated racial differences in reaction to AAPs, while the moderating role of prior discrimination by the organization was not supported. Implications for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Antecedents and consequences of three dimensions of burnout in psychotherapists: A meta-analysis.

The present study aimed to identify the antecedents of burnout and its consequences for psychotherapists. The meta-analysis showed that, among antecedents, the over-involvement variable had the most significant positive correlation with emotional exhaustion, while the control variable had the most significant negative correlations with depersonalization and personal accomplishment. On the other hand, among consequences, the job satisfaction variable had the most significant positive correlations with emotional exhaustion, depersonalization, and personal accomplishment. Based on these results, we found resources that can assist with developing burnout prevention interventions for psychotherapists. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Prejudice matters: Understanding the reactions of Whites to affirmative action programs targeted to benefit Blacks.

The authors examined, in 2 studies, the effects of equal employment opportunity/affirmative action (EEO/AA) policies on Whites' job-related attitudes. First, in an experiment, White prospective job recruits, as expected, rated a potential employer whose EEO/AA policies were framed as targeted to benefit Blacks as less attractive than a potential employer whose EEO/AA policies were framed more generally. Second, the results of a field study showed that prejudice against Blacks moderated the relationship between Whites' perceptions that their organization's EEO/AA policies were targeted to benefit Blacks and their satisfaction with promotion opportunities. Specifically, among prejudiced Whites, this relationship was negative and considerable in size (r = -.39, p r = -.04, ns). The implications of our findings for the study of prejudice in organizations are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Coda--After "The end of the end of ideology."

Replies to comments by M. Glassman and D. Karno (see record 2007-18356-016) and R. K. Unger (see record 2007-18356-017), on the author's original article (see record 2006-12925-001) on ideology. J. T. Jost thanks Glassman and Karno for returning him to his philosophical roots. Glassman and Karno argued in favor of an "instrumental pragmatist" approach to the study of ideology that emphasizes the strategic, purposive, goal-directed nature of political rhetoric and belief. He agrees that such an approach is helpful and empirically sound. He also agrees that ideological movements are often orchestrated by elites (e.g., party leaders) for strategic political purposes in a top-down manner. There are several other points, however, on which Glassman and Karno seem to misunderstand him. Regarding Unger's comments, Unger pointed out, quite correctly, that Jost said relatively little about the role of religious ideology in his discussion of ideological polarization in the United States. The ideological gulf between religious traditionalists and secular humanists has indeed been widening since 1980, and it corresponds strongly to right-left differences in political attitudes. Jost mentioned, somewhat cryptically, at the end of his article that "similarly fruitful analyses could be undertaken with respect to religious and other belief systems," and he is grateful for Unger's invitation to elaborate on this point. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Drinking patterns and dating violence among college students": Correction to Williams and Smith.

Reports an error in "Drinking patterns and dating violence among college students" by Janice G. Williams and J. Patrick Smith (Psychology of Addictive Behaviors, 1994[Mar], Vol 8[1], 51-53). The first author's name in the second entry of the References on page 53 was misspelled. The correct reference appears in the erratum. Likewise, the citation on page 52 in the first paragraph in the Materials and Procedure section should read "Cahalan, Cisin, & Crossley, 1985." (The following abstract of the original article appeared in record 1994-40914-001.) Investigated the relationships between 221 college students' (1) alcohol use, (2) perceived antecedents and consequences of alcohol use, and (3) experience with dating violence. It was hypothesized that the highest level of dating violence would occur in those Ss who reported drinking moderate amounts of alcohol and having the expectation that drinking would have negative effects on their behavior. Ss completed a questionnaire measuring the 3 factors being studied. Results of a multiple regression analysis supported the hypothesis: Higher dating violence was predicted by lower use of alcohol and by stronger expectancies of negative effects of alcohol. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review.

This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empowerment and are as strongly related as the contextual factors. Psychological empowerment is in turn positively associated with a broad range of employee outcomes, including job satisfaction, organizational commitment, and task and contextual performance, and is negatively associated with employee strain and turnover intentions. Team empowerment is positively related to team performance. Further, the magnitude of parallel antecedent and outcome relationships at the individual and team levels is statistically indistinguishable, demonstrating the generalizability of empowerment theory across these 2 levels of analysis. A series of analyses also demonstrates the validity of psychological empowerment as a unitary second-order construct. Implications and future directions for empowerment research and theory are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Mixed motives and racial bias: The impact of legitimate and illegitimate criteria on decision making.

Recent high-profile court rulings addressing the influence of illegitimate information--such as race--on decision making have highlighted the difficulty of establishing whether and when discrimination has occurred. One factor complicating such efforts is that decision makers are often simultaneously influenced by racial and nonracial information. The authors examined the psychological processes underlying such mixed-motive decision making, demonstrating how legitimate information can be manipulated to justify preferences based on illegitimate factors such as race. Study 1 showed that Black candidates were favored over White candidates in hypothetical college admissions decisions, although participants justified their decisions using nonracial information, and further showed that participants' levels of prejudice predicted both which candidate was chosen and how those choices were justified. Study 2 demonstrated that these justifications were not simply strategic and post hoc but also occurred as a natural part of the process of evaluating candidates. Discussion focuses on policy and legal implications for employment discrimination, affirmative action, and courtroom proceedings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Two Forms of Racism and Their Related Outcomes: The Bad and the Ugly.

Two experiments investigated the related outcomes of two forms of racism among college students (413 in the first and 374 in the second experiment) enrolled in a program leading to careers in law enforcement such as police officers. The two forms of racism were the overt, traditional type whereby visible minorities are denigrated the basis of innate characteristics, and the subtle type called neoracism, which incorporates egalitarian values and negative beliefs in the blame of visible minorities for undeserved gains and overall social problems. The design of the experiments allowed for a reality check that they pertained to racial issues relevant to training and work in law enforcement. Experiment 1 showed, as hypothesized, that although both forms of racism are linked, only neoracism is associated with covert attitudes (i.e., unfavourable reactions to employment equity), and traditional racism is related to overt discriminatory behavioural intentions. Experiment 2 investigated the impact of priming a negative reaction to a visible minority on the pattern of these links. Under such conditions the observed links strongly suggest that respondents regress to old norms as neoracism is then associated with both covert negative attitudes and overt discriminatory behavioural intentions. The theoretical and practical implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The aggression paradox: Understanding links among aggression, sensation seeking, and the consideration of future consequences.

Four studies involving 573 female and 272 male college students demonstrated that multiple forms and measures of aggression were associated with high levels of sensation seeking, impulsivity, and a focus on the immediate consequences of behavior. Multiple regression analyses and structural equation models supported a theoretical model based on the general aggression model (C. A. Anderson & B. J. Bushman, 2002), positing that hostile cognition and negative affect mediate the relationships between the aforementioned individual differences and aggression. Sensation seeking also predicted a desire to engage in physical and verbal aggression. The final study demonstrated that relative to those scoring low, individuals scoring high on the consideration of future consequences are only less aggressive when aggression is likely to carry future costs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)