Contagious Anxiety: Anxious European Americans Can Transmit Their Physiological Reactivity to African Americans.

During interracial encounters, well-intentioned European Americans sometimes engage in subtle displays of anxiety, which can be interpreted as signs of racial bias by African American partners. In the present research, same-race and cross-race stranger dyads ( N = 123) engaged in getting-acquainted tasks, during which measures of sympathetic nervous system responses (preejection period, PEP) and heart rate variability were continuously collected. PEP scores showed that African American partners had stronger physiological linkage to European American partners who evidenced greater anxiety-greater cortisol reactivity, behavioral tension, and self-reported discomfort-which suggests greater physiological responsiveness to momentary changes in partners' affective states when those partners were anxious. European Americans showed physiological linkage to African American and European American partners, but linkage did not vary as a function of their partner's anxiety. Using physiological linkage offers a novel approach to understanding how affective responses unfold during dynamic intergroup interactions

Intergroup Contact Facilitates Physiological Recovery following Stressful Intergroup Interactions

A growing body of research has demonstrated the importance of intergroup contact in reducing fear, threat and anxiety in intergroup domains. Here we focus on the regulatory benefits of intergroup contact. We hypothesized that past intergroup contact would facilitate recovery from a stressful intergroup evaluation. White and Black participants completed a stressful evaluative task in the presence of two White or two Black interviewers while autonomic nervous system and hormonal responses were assessed. When examining how participants recovered after the stressful task, intergroup contact predicted faster physiological recovery for both autonomic and neuroendocrine reactivity. The importance of recovery from stress for physiological resilience in diverse contexts is discussed.Psycholog

Can cross-group friendships influence minority students’ well-being at historically White universities

ABSTRACT-Past research has demonstrated the negative impact of race-based rejection sensitivity (RS-race) on institutional belonging and satisfaction among minoritygroup students in predominantly White universities. Given research documenting the benefits of cross-group friendship for intergroup attitudes, we tested whether friendships with majority-group peers would attenuate the effects of RS-race within these contexts. In a longitudinal study of African American students (Study 1), cross-group friendships with majority-group peers buffered students high in RS-race from lack of belonging and dissatisfaction at their university. An experimental intervention (Study 2) that induced cross-group friendship replicated the findings and established their specificity for minority-group students. We discuss implications for efforts toward diversifying educational settings

Collective hormonal profiles predict group performance

Prior research has shown that an individual's hormonal profile can influence the individual's social standing within a group. We introduce a different construct-a collective hormonal profile-which describes a group's hormonal make-up. We test whether a group's collective hormonal profile is related to its performance. Analysis of 370 individuals randomly assigned to work in 74 groups of three to six individuals revealed that group-level concentrations of testosterone and cortisol interact to predict a group's standing across groups. Groups with a collective hormonal profile characterized by high testosterone and low cortisol exhibited the highest performance. These collective hormonal level results remained reliable when controlling for personality traits and group-level variability in hormones. These findings support the hypothesis that groups with a biological propensity toward status pursuit (high testosterone) coupled with reduced stress-axis activity (low cortisol) engage in profit-maximizing decision-making. The current work extends the dual-hormone hypothesis to the collective level and provides a neurobiological perspective on the factors that determine who rises to the top across, not just within, social hierarchies

Examining the reproducibility of meta-analyses in psychology:A preliminary report

Meta-analyses are an important tool to evaluate the literature. It is essential that meta-analyses can easily be reproduced to allow researchers to evaluate the impact of subjective choices on meta-analytic effect sizes, but also to update meta-analyses as new data comes in, or as novel statistical techniques (for example to correct for publication bias) are developed. Research in medicine has revealed meta-analyses often cannot be reproduced. In this project, we examined the reproducibility of meta-analyses in psychology by reproducing twenty published meta-analyses. Reproducing published meta-analyses was surprisingly difficult. 96% of meta-analyses published in 2013-2014 did not adhere to reporting guidelines. A third of these meta-analyses did not contain a table specifying all individual effect sizes. Five of the 20 randomly selected meta-analyses we attempted to reproduce could not be reproduced at all due to lack of access to raw data, no details about the effect sizes extracted from each study, or a lack of information about how effect sizes were coded. In the remaining meta-analyses, differences between the reported and reproduced effect size or sample size were common. We discuss a range of possible improvements, such as more clearly indicating which data were used to calculate an effect size, specifying all individual effect sizes, adding detailed information about equations that are used, and how multiple effect size estimates from the same study are combined, but also sharing raw data retrieved from original authors, or unpublished research reports. This project clearly illustrates there is a lot of room for improvement when it comes to the transparency and reproducibility of published meta-analyses

Seek Help from Teachers or Fight Back? Student Perceptions of Teachers’ Actions during Conflicts and Responses to Peer Victimization

Previous research has shown that teachers’ actions when addressing conflict on school grounds can shape adolescent perceptions regarding how well the school manages victimization. Our objective in this study was to determine how these perceptions influenced the likelihood that adolescent students would react to victimization scenarios by either seeking help from school authority or physically fighting back. Vignettes describing two events of victimization were administered to 148 ethnic minority adolescents (Latino, African American, and Asian backgrounds; 49% female) attending an urban high school with high rates of conflict. Positive perceptions of teachers’ actions during conflicts—assessed via a questionnaire tapping how teachers manage student conflicts both generally and in a specific instance of strife—predicted a greater willingness to seek help from school authority, which in turn negatively predicted self-reported aggressive responses to the victimization scenarios. Path analysis established the viability of this indirect effect model, even when we controlled for sex, beliefs about the acceptability of aggression, and previous levels of reactive aggression. Adolescents’ perceptions of teachers’ actions during conflicts are discussed in relation to social information processing models, improving student–teacher relations, and decreasing aggression at schools

Hormone-diversity fit: Collective testosterone moderates the effect of diversity on group performance

Prior research has found inconsistent effects of diversity on group performance. Past moderators of the diversity-performance connection have primarily focused on psychological factors and group dynamics, however hormonal moderators related to status attainment motivation have been overlooked. Integrating the diversity, status and hormone literatures, we predicted that groups collectively high in testosterone, which is associated with heightened status drive, would perform optimally when group diversity was low. In contrast, we predicted that groups collectively low in testosterone, which should be less oriented towards status competitions and more oriented toward cooperation, would take advantage of group diversity. Analysis of 74 groups engaged in a group decision-making exercise provided support for our hypotheses. The findings suggest that diversity is beneficial for performance only if group-level testosterone is low but has a negative performance effect if group-level testosterone is high. Too much collective testosterone maximizes the pains and minimizes the gains from diversity

Gender Gap in Parental Leave Intentions: Evidence from 37 Countries

Despite global commitments and efforts, a gender-based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental-leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental-leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental-leave policies and women’s political representation partially explained cross-national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross-national variation in the gender gap was driven by cross-national variations in women’s (rather than men’s) leave intentions. Financially generous leave and gender-egalitarian policies (linked to men’s higher uptake in prior research) were not associated with leave intentions in men. Rather, men’s leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed.Gender Gap in Parental Leave Intentions: Evidence from 37 CountriespublishedVersio

Gender Gap in Parental Leave Intentions: Evidence from 37 Countries

Despite global commitments and efforts, a gender-based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental-leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental-leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental-leave policies and women’s political representation partially explained cross-national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender-egalitarian parental-leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross-national variation in the gender gap was driven by cross-national variations in women’s (rather than men’s) leave intentions. Financially generous leave and gender-egalitarian policies (linked to men’s higher uptake in prior research) were not associated with leave intentions in men. Rather, men’s leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed