Self-esteem and outcome fairness: differential importance of procedural and outcome considerations.

Results of a survey of 222 detainees in Dutch jails and police stations showed that outcome-fairness judgments of individuals with high self-esteem were more strongly related to outcome considerations than to procedural considerations, whereas outcome-fairness judgments of individuals with low self-esteem were more strongly related to procedural considerations than to outcome considerations. It was proposed that these differences were due to the fact that (a) procedures more strongly express a social evaluation than outcomes and (b) individuals with low self-esteem are more concerned with social evaluations than individuals with high self-esteem. The implications of the results for other individual-differences factors and other populations than detainees are discussed

Cooperating if one’s Goals are Collective-Based: Social Identification Effects in Social Dilemmas as a Function of Goal-Transformation

Prior studies of the effect of group identification on cooperation in social dilemmas have advanced two competing accounts of this effect, the goal-transformation hypothesis, which holds that identification implies a sense of collective self, which makes personal and collective goals interchangeable, and the goal-amplification hypothesis, which states that identification induces positive expectations about others’ cooperative behavior. These prior studies have, however, neglected to assess the process measures necessary to pit the one account against the other. Following prior research, the present study showed that the effect of identification was moderated by participants’ social value orientation (i.e., individual differences in evaluating the importance of outcomes for self and other) in such a way that identification influenced proselfs’ cooperation more than prosocials’ cooperation. This suggests that the consequence of group identification is that collective goals become personal goals. Extending earlier recent research, mediational analyses showed that the effect of our identification manipulation was mediated by participants’ sense of collective self and not by their expectations. Taken together, these results provide strong support in favor of the goal-transformation hypothesis.Goal-amplification hypothesis;Goal-transformation hypothesis

Buying and selling exchange goods: Loss aversion and the endowment effect

An experimental market was used to investigate whether exchange goods may be susceptible to the endowment effect. Previous research (Kahneman et al., 1990) suggested that the endowment effect will not be observed in exchange goods. The present study demonstrates that it may be observed, but only when traders are uncertain about future exchange prices. It is argued that this is a manifestation of loss aversion due to the difficulty of computing the net gains and losses of trade when exchange rates are uncertain

Cooperating if one’s Goals are Collective-Based: Social Identification Effects in Social Dilemmas as a Function of Goal-Transformation

Prior studies of the effect of group identification on cooperation in social dilemmas have advanced two competing accounts of this effect, the goal-transformation hypothesis, which holds that identification implies a sense of collective self, which makes personal and collective goals interchangeable, and the goal-amplification hypothesis, which states that identification induces positive expectations about others’ cooperative behavior. These prior studies have, however, neglected to assess the process measures necessary to pit the one account against the other. Following prior research, the present study showed that the effect of identification was moderated by participants’ social value orientation (i.e., individual differences in evaluating the importance of outcomes for self and other) in such a way that identification influenced proselfs’ cooperation more than prosocials’ cooperation. This suggests that the consequence of group identification is that collective goals become personal goals. Extending earlier recent research, mediational analyses showed that the effect of our identification manipulation was mediated by participants’ sense of collective self and not by their expectations. Taken together, these results provide strong support in favor of the goal-transformation hypothesis

Slow Late Component in Conditioned Stimulus-Evoked Potentials From the Amygdala After Fear Conditioning in the Rat

Male Wistar rats were subjected to a differential Pavlovian fear conditioning procedure in which one of two tones (6 or 10 kHz) was followed by an electric shock (CS+) and the other was not (CS-). Before and after fear conditioning, we recorded the evoked potentials elicited by CS+ and CS- from electrodes aimed at the lateral nucleus of the amygdala. Before conditioning, a slow, negative component with peak amplitude around 150 ms was present in the evoked potentials. This component was sensitive to habituation. After fear conditioning, both CS+ and CS- elicited the same late component, albeit with a larger amplitude. This enhancement was temporary: decreasing amplitude was observed in the course of CS test presentations under extinction. Prior research revealed a comparable slow component in the amygdala of the cat under similar experimental conditions. The collective results indicate that the large late component in the amygdala is enhanced by fear conditioning, suggesting that such enhancement reflects the anticipation of a biologically significant event

Relational considerations in the use of influence tactics.

It is proposed that the existing relationship between the influencing agent and the target of influence plays a central role in the choice of using hard and soft influence tactics. In a field study, 3 key aspects of the relation between agent and target were examined. and the results generally supported our hypotheses. First, the more unfairly people felt they were treated, the more often they wielded influence, especially using harder influence tactics. Second. the better the influencing agent liked the target. the relatively less often he or she used hard tactics. Finally, the more the influencing agent felt dependent upon the target, the fewer influence tactics, both hard and soft, were used. The discussion focuses on both the practical and theoretical implications of these findings

The limits of conscious deception detection: when reliance on false deception cues contributes to inaccurate judgments

People are generally too trusting, which decreases their ability to detect deceit. This suggests that distrust could enhance our deception detection abilities. Yet, a state of distrust may induce deliberative conscious thought. This mode of thinking has been related to worse complex decision making. Hence, we investigate whether contextual distrust decreases the ability to detect deceit via the stronger reliance on consciously held beliefs about which cues betray deception. In two studies, participants were asked to judge videos of either deceiving or truth telling targets. Contextual distrust was manipulated by asking participants to squint their eyes (distrust) or to round their eyes (trust) while watching the videos. Participants’ judgments of targets being deceptive or truthful were measured (Studies 1 and 2) and they were asked on what basis they made these judgments (Study 2). Results showed that distrust especially hampers the detection of truth, which is partly due to more reliance on false beliefs about deception cues. These results corroborate the idea that deliberative conscious information processing may hinder truth detection, while intuitive information processing may facilitate it.Social decision makin

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Prior research is limited in explaining absenteeism at the unit level and over time. We developed and tested a model of unit-level absenteeism using five waves of data collected over six years from 115 work units in a large state agency. Unit-level job satisfaction, organizational commitment, and local unemployment were modeled as time-varying predictors of absenteeism. Shared satisfaction and commitment interacted in predicting absenteeism but were not related to the rate of change in absenteeism over time. Unit-level satisfaction and commitment were more strongly related to absenteeism when units were located in areas with plentiful job alternatives