Is the gap more than gender? A longitudinal analysis of gender, gender role orientation, and earnings.

This study investigated the relationships among gender, gender role orientation (i.e., attitudes toward the gendered separation of roles at work and at home), and earnings. A multilevel model was conceptualized in which gender role orientation and earnings were within-individual variables that fluctuate over time (although predictors of between-individual differences in gender role orientation were also considered). Results indicated that whereas traditional gender role orientation was positively related to earnings, gender significantly predicted the slope of this relationship: Traditional gender role orientation was strongly positively associated with earnings for men; it was slightly negatively associated with earnings for women. Occupational segregation partly explained these gender differences. Overall, the results suggest that although gender role attitudes are becoming less traditional for men and for women, traditional gender role orientation continues to exacerbate the gender wage gap. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does it pay to be smart, attractive, or confident (or all three)? Relationships among general mental ability, physical attractiveness, core self-evaluations, and income.

The authors investigated core self-evaluations and educational attainment as mediating mechanisms for the influence of appearance (physical attractiveness) and intelligence (general mental ability) on income and financial strain. The direct effects of core self-evaluations on financial strain, as well as the indirect effects through income, were also considered. Longitudinal data were obtained as part of a national study, the Harvard Study of Health and Life Quality, and proposed models were evaluated with structural equation modeling. Results supported a partially mediated model, such that general mental ability and physical attractiveness exhibited both direct and indirect effects on income, as mediated by educational attainment and core self-evaluations. Finally, income negatively predicted financial strain, whereas core self-evaluations had both a direct and an indirect (through income) negative effect on financial strain. Overall, the results suggest that looks (physical attractiveness), brains (intelligence), and personality (core self-evaluations) are all important to income and financial strain. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Are memberships in race, ethnicity, and gender categories merely surface characteristics?

Comments on Deep-level diversity and leadership (see record 2010-24768-017) by Kristen M. Klein and Mo Wang. In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We suggest that researchers could better predict and increase leader effectiveness by explicitly addressing deep-level characteristics in theory and practice. By promoting surface-level diversity in leadership opportunities and deep-level similarities in leadership training, it is conceivable that organizations could counter adverse impact in leader selection while also improving organizational outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Do others judge us as harshly as we think? Overestimating the impact of our failures, shortcomings, and mishaps.

When people suffer an embarrassing blunder, social mishap, or public failure, they often feel that their image has been severely tarnished in the eyes of others. Four studies demonstrate that these fears are commonly exaggerated. Actors who imagined committing one of several social blunders (Study 1), who experienced a public intellectual failure (Studies 2 and 3), or who were described in an embarrassing way (Study 4) anticipated being judged more harshly by others than they actually were. These exaggerated fears were produced, in part, by the actors' tendency to be inordinately focused on their misfortunes and their resulting failure to consider the wider range of situational factors that tend to moderate onlookers' impressions. Discussion focuses on additional mechanisms that may contribute to overly pessimistic expectations as well as the role of such expectations in producing unnecessary social anxiety. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work pressure, workplace social resources, and work–family conflict: The tale of two sectors.

Although research has extensively examined work–family issues in the private sector, little is known about sector-related differences. Here, we used data from the 2002 National Study of the Changing Workforce and multiple-group structural equation modeling to compare the levels and mechanisms through which work pressure and 3 workplace social resources (i.e., work–family culture, supervisor support, and coworker support) are related to work–family conflict in the public and private sectors. First, work–family culture affected work–family conflict directly in the private sector and indirectly, through reduced work pressure, in the public sector. Moreover, work–family culture had a much stronger impact on supervisor support in the private sector. Second, public sector employees perceived higher levels of supervisor and organizational support while experiencing higher levels of work pressure. The study illustrates the necessity of differentiating between the 2 sectors of employment when studying work–family relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Threatening times, "strong" presidential popular vote winners, and the victory margin, 1824–1964.

Based on theory linking heightened authoritarianism to threat, 2 studies tested the hypothesis that the "strength" of presidential popular vote winners and the degree of societal threat are interactively related to the popular vote victory margin. In Study 1, strength was a composite of power motive, forcefulness, strength, and activeness, threat was gauged by an election year threat level index based on historians' opinions, and victory margin was a composite of 3 popular vote criteria. The hypothesis was supported, but the interaction could be accounted for by an interaction previously found between strength and A. M. Schlesinger, Jr.'s (1986) history cycles. In Study 2, a strength-conservatism composite replaced the initial strength variable. The hypothesis was supported. The interaction was independent of the Schlesinger interaction, and the two accounted for 47% of the variance in victory margins in 33 elections from 1824 to 1964. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Traits as dimensions or categories? Developmental change in the understanding of trait terms.

Recent research has suggested that young children have relatively well-developed trait concepts. However, this literature overlooks potential age-related differences in children's appreciation of the fundamentally dimensional nature of traits. In Study 1, we presented 4-, 5-, and 7-year-old children and adults with sets of characters and asked them to indicate the preferences of a target character who shared appearance attributes with one character (appearance match) and shared a common trait with the other character (trait match). Traits were presented in a way that emphasized either their categorical or their dimensional nature. When the dimensional nature of trait terms was emphasized, the youngest children made fewer trait-based inferences, and the use of traits increased with age. In Study 2, we gave 4-year-old children and adults the same task except that the extent to which appearance cues could serve as a meaningful basis of judgment was varied. Results were consistent with the findings of Study 1, although children were more likely to rely on dimensional presentations of traits in the absence of strong appearance cues. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The perennial debate: Nature, nurture, or choice? Black and White Americans' explanations for individual differences.

The authors examine 3 common explanations for human characteristics: genes, the environment, and choice. A representative sample of White and Black Americans indicated how much they believed each factor influenced individual differences in athleticism, nurturance, drive to succeed, math ability, tendency toward violence, intelligence, and sexual orientation. Results show that across traits (a) Black respondents generally favored choice and rejected genetic explanations, whereas White respondents indicated less causal consistency; (b) although a sizable subset of respondents endorsed just 1 factor, most reported multiple factors as at least partly influential; and (c) among White respondents, greater endorsement of genetic explanations was associated with less acceptance of choice and the environment, although among Black respondents a negative relationship held only between genes and choice. The social relevance of these findings is discussed within the context of the attribution, essentialism, and lay theory literature. The results underscore the need to consider more complex and nuanced issues than are implied by the simplistic, unidimensional character of the nature–nurture and determinism–free will debates—perennial controversies that have significance in the current genomic era. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

I won’t let you down… or will I? Core self-evaluations, other-orientation, anticipated guilt and gratitude, and job performance.

Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In Study 1, prosocial motivation strengthened the association between core self-evaluations and the performance of professional university fundraisers. In Study 2, agreeableness strengthened the association between core self-evaluations and supervisor ratings of initiative among public service employees. In Study 3, duty strengthened the association between core self-evaluations and the objective productivity of call center employees, and this moderating relationship was mediated by feelings of anticipated guilt and gratitude. We discuss implications for theory and research on personality and job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interpersonal workplace deviance: Why do offenders act out? A comparative look on personality and organisational variables.

To understand interpersonal workplace deviance in a more comprehensive way, in this study we investigated the relationship between personality and organisational variables. Hierarchical multiple regressions based on responses from 284 employees revealed that physical violence was positively related to continuance commitment and workplace frustration and negatively correlated with procedural justice. Also, psychological violence was negatively correlated with age but positively linked to affective commitment and frustration. Amongst personality traits, agreeableness was negatively correlated with both physical and psychological violence. Furthermore, personality traits still explained a statistically significant proportion of variance after controlling for organisational and sociodemographic factors. Thus, it seems imperative to include personality traits to fully understand interpersonal workplace deviance. The discussion aims to help organisations cope with deviance in their work environment. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Is research into ethnicity and health racist, unsound, or important science?

Much historical research on race, intelligence, and health was racist, unethical, and ineffective. The concepts of race and ethnicity are difficult to define but continue to be applied to the study of the health of immigrant and ethnic minority groups in the hope of advancing understanding of causes of disease. While a morass of associations has been generated, race and ethnicity in health research have seldom given fundamental new understanding of disease. Most such research is "black box epidemiology." Researchers have not overcome the many conceptual and technical problems of research into ethnicity and health. By emphasising the negative aspects of the health of ethnic minority groups, research may have damaged their social standing and deflected attention from their health priorities. Unless researchers recognise the difficulties with research into ethnicity and health and correct its weaknesses, 20th century research in this subject may suffer the same ignominious fate as that of race science in the 19th century.     

Does conflict shatter trust or does trust obliterate conflict? Revisiting the relationships between team diversity, conflict, and trust.

This article explores the interplay between trust and conflict as antecedents of team effectiveness. In the first cross-sectional study, two alternative path models are tested in a sample of 174 teams (897 participants) with the emergent states of task conflict, relationship conflict, and trust acting as mediators between team demographic diversity (gender and nationality) on the one hand and perceived team effectiveness on the other. In one model trust is considered as an antecedent for the two types of conflict, while in the other the two types of conflict precede the emergence of trust. Although the fit indices for the model in which trust is considered the antecedent of conflict were slightly better, both models fitted the data well. The interdependence of trust and conflict was further explored in a second longitudinal study (49 teams), and the results showed that trust emerging in the initial team interaction phases is a good predictor for the emergence of both task and relationship conflict in further stages of team development. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Now or later? Striatum and insula activation to immediate versus delayed rewards.

Neuroimaging studies on delay discounting tasks that use reward delays ranging from minutes to days have implicated the insula and striatum in the processing of intertemporal decisions. This study aimed at assessing whether these brain regions would also be involved in decision-making when subjects have to wait through the delays within the range of seconds. Using functional MRI in 13 healthy volunteers, we repeatedly presented monetary options with delays that differed within the range of multiple seconds. Using a region-of-interest approach, we found significant activation in the bilateral anterior insula and striatum when subjects chose either the immediate (smaller) or delayed (larger) option. In particular, insular activation was observed after the response and the delay, when the outcome of the immediate or the delayed choice was shown. Significantly greater activation was observed in the ventroanterior striatum while subjects chose the immediate, as opposed to the delayed, options and also after receiving the outcome of waiting through the longer delay option. The evidence presented here indicates that both the ventral striatum and the insula are involved in the processing of choosing delay options as well as the consequences of choices with delays in the seconds' range. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An examination of happiness as a buffer of the rumination–adjustment link: Ethnic differences between European and Asian American students.

Individuals who ruminate (i.e., a tendency to respond to negative life events with negative self-reflection) have consistently been found to be associated with maladaptive functioning (i.e., anxious and depressive symptoms). Happy individuals, on the other hand, have been found to have minimized anxious and depressive symptoms. Not surprisingly, rumination is negatively correlated with happiness. However, ethnic variations in the associations between these variables have not been studied previously. Thus, an integrative model involving rumination and happiness as predictors of psychological maladjustment (viz., depressive and anxious symptoms) was proposed and tested in 184 Asian Americans and 238 European Americans. For European Americans and not Asian Americans, results of hierarchical regression analysis indicated a significant Rumination × Happiness interaction in predicting each of the maladjustment measures after accounting for the influences of both rumination and happiness. These findings are taken to offer support for a more interactive regression model of psychological maladjustment involving rumination and happiness. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Want a tip? Service performance as a function of emotion regulation and extraversion.

Surface acting and deep acting with customers are strategies for service performance, but evidence for their effectiveness is limited and mixed. We propose that deep acting is an effective strategy for most employees, whereas surface acting's effect on performance effectiveness depends on employee extraversion. In Study 1, restaurant servers who tended to use deep acting exceeded their customers' expectations and had greater financial gains (i.e., tips) regardless of extraversion, whereas surface acting improved tips only for extraverts, not for introverts. In Study 2, a call center simulation, deep acting improved emotional performance and increased the likelihood of extrarole service behavior beyond the direct and interactive effects of extraversion and other Big Five traits. In contrast, surface acting reduced emotional performance for introverts and not extraverts, but only during the extrarole interaction. We discuss implications for incorporating traits into emotional labor research and practice. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Does contact reduce prejudice or does prejudice reduce contact? A longitudinal test of the contact hypothesis among majority and minority groups in three european countries.

A widely researched panacea for reducing intergroup prejudice is the contact hypothesis. However, few longitudinal studies can shed light on the direction of causal processes: from contact to prejudice reduction (contact effects) or from prejudice to contact reduction (prejudice effects). The authors conducted a longitudinal field survey in Germany, Belgium, and England with school students. The sample comprised members of both ethnic minorities (n = 512) and ethnic majorities (n = 1,143). Path analyses yielded both lagged contact effects and prejudice effects: Contact reduced prejudice, but prejudice also reduced contact. Furthermore, contact effects were negligible for minority members. These effects were obtained for 2 indicators of prejudice: negative intergroup emotions and desire for social distance. For both majority and minority members, contact effects on negative emotions were stronger when outgroup contacts were perceived as being typical of their group. Contact effects were also mediated by intergroup anxiety. This mediating mechanism was impaired for minority members because of a weakened effect of anxiety on desire for social distance. Theoretical and practical implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

To transfer or not to transfer? Investigating the combined effects of trainee characteristics, team leader support, and team climate.

Eighty pilots participated in a study of variables influencing the transfer process. Posttraining performance was assessed in a flight simulation under 1 of 2 conditions. Those in the maximum performance condition were made aware of the skill to be assessed and the fact that their teammates were confederates, whereas those in the typical performance condition were not. The results indicated that (a) simulator ratings correlated with a measure of transfer to the cockpit for those in the typical condition only; (b) team leader support, manipulated in a pretask brief, moderated the disparity between maximum and typical performance; (c) team climate mediated the impact of support on performance in the typical condition; (d) those with a stronger predisposition toward the trained skill viewed their climate as more supportive; and (e) perceptions of team climate were better predictors of performance for those with a more external locus of control. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Middle class and marginal? Socioeconomic status, stigma, and self-regulation at an elite university.

In four studies, the authors investigated the proposal that in the context of an elite university, individuals from relatively lower socioeconomic status (SES) backgrounds possess a stigmatized identity and, as such, experience (a) concerns regarding their academic fit and (b) self-regulatory depletion as a result of managing these concerns. Study 1, a correlational study, revealed the predicted associations between SES, concerns about academic fit, and self-regulatory strength. Results from Studies 2 and 3 suggested that self-presentation involving the academic domain is depleting for lower (but not higher) SES students: After a self-presentation task about academic achievement, lower SES students consumed more candy (Study 2) and exhibited poorer Stroop performance (Study 3) relative to their higher SES peers; in contrast, the groups did not differ after discussing a nonacademic topic (Study 3). Study 4 revealed the potential for eliminating the SES group difference in depletion via a social comparison manipulation. Taken together, these studies support the hypothesis that managing concerns about marginality can have deleterious consequences for self-regulatory resources. (PsycINFO Database Record (c) 2011 APA, all rights reserved)