Group virtue: the importance of morality (vs. competence and sociability) in the positive evaluation of in-groups.

Although previous research has focused on competence and sociability as the characteristics most important to positive group evaluation, the authors suggest that morality is more important. Studies with preexisting and experimentally created in-groups showed that a set of positive traits constituted distinct factors of morality, competence, and sociability. When asked directly, Study 1 participants reported that their in-group's morality was more important than its competence or sociability. An unobtrusive factor analytic method also showed morality to be a more important explanation of positive in-group evaluation than competence or sociability. Experimental manipulations of morality and competence (Study 4) and morality and sociability (Study 5) showed that only in-group morality affected aspects of the group-level self-concept related to positive evaluation (i.e., pride in, or distancing from, the in-group). Consistent with this finding, identification with experimentally created (Study 2b) and preexisting (Studies 4 and 5) in-groups predicted the ascription of morality, but not competence or sociability, to the in-group

What Can You Expect? The Influence of Gender Diversity in Dyads on Work Goal Expectancies and Subsequent Work Commitment

In an experimental study (N = 60) we showed that gender differences play an important role in the extent to which people expect work goal differences between themselves and their collaborating partner. Participants who interact with a same-sex partner expect this person to pursue the same work goal as the self, whereas those who interact with an opposite-sex partner expect this person to have a different work goal to the self. When these expectancies were confirmed, participants felt relatively little disappointment, developed a clear image of their partner, and felt committed toward future collaboration. However, an expectancy violation caused participants to respond relatively negatively on these measures. These effects are discussed in relation to expectancy violation and congruence theory

Cutting a diamond out of stone: Psychological perspectives on changing self and identity

This is a postprint of the article published in Netherlands Journal of Psycholog

For love or money? How activation of relational versus instrumental concerns affects reactions to decision-making procedures

We investigate how the direct activation of relational versus instrumental concerns affects reactions to decisions made by an authority. It is demonstrated that when instrumental concerns are experimentally induced, people's evaluations of the authority (Studies 1 and 2) as well as their intentions to protest (Study 3) are more strongly affected by how the procedures used by the authority affect anticipated outcomes (i.e., whether procedures are favorably or unfavorably inaccurate) than when relational concerns are activated. By contrast, authority evaluations (Study 2) and protest intentions (Study 3) are more strongly affected by whether procedures used are fair (accurate) or unfair (inaccurate) when relational (versus instrumental) concerns are activated. These findings extend previous research where relational versus instrumental concerns were inferred, but not directly examined, to explain differences in responses to authorities' decisions

Reactions to Outgroup Authorities' Decisions: The Role of Expected Bias, Procedural Fairness and Outcome Favorability

It is argued here that expectations of bias (vs. no bias) play a key role in explaining reactions to decisions made by outgroup authorities. Two experiments demonstrate that decision acceptance (Experiment 1) and intentions to protest against an outgroup authority's decisions (Experiment 2) are affected by procedural fairness when the authority has a reputation of being unbiased, but not when the authority's reputation suggests bias. By contrast, some evidence is also found suggesting that reactions to an outgroup authority's decisions are affected by the favorability of the outcome when the authority has a reputation of being biased, but not when the authority has a reputation of being unbiased. Mediation analyses indicate that two different processes account for these effects

Політичні настрої українського селянства в умовах колективізації сільського господарства (історіографічний огляд)

In social groups, individuals are often confronted with evaluations of their behaviour by other group members and are motivated to adapt their own behaviour accordingly. In two studies we examine emotional responses towards, and perceived coping abilities with, morality vs. competence evaluations individuals receive from other in-group members. In Study 1, we show that evaluations of one's immoral behaviour primarily induce guilt, whereas evaluations of incompetent behaviour raise anger. In Study 2, we elaborate on the psychological process associated with these emotional responses, and demonstrate that evaluations of immorality, compared to incompetence, diminish group members' perceived coping abilities, which in turn intensifies feelings of guilt. However, when anticipating an opportunity to restore one's self-image as a moral group member, perceived coping abilities are increased and the experience of guilt is alleviated. Together these studies demonstrate how group members can overcome their moral misery when restoring their self-image

The importance of morality for collective self-esteem and motivation to engage in socially responsible behavior at work among professionals in the finance industry

Public comments criticizing the honesty and trustworthiness of Professionals in Finance (PIFs) are commonly seen as a way to motivate them towards engaging in more socially responsible business practices. However, the link between public views of this professional group, the self-views of individual group members, and their motivation to engage in Corporate Social Responsibility (CSR) activities has not been empirically examined. In this research, we draw on Social Identity Theory (SIT) and the Behavioral Regulation Model for social evaluation (BRM) to examine how the self-views of individ-ual group members relate to perceived characteristics of their professional group, indi-cating Competence and Morality. In two studies (N= 123, 191) we examined whether the self-views of high- profile and general PIFs are affected by other people's percep-tions of the honesty and trustworthiness of this professional group. The results offer support for our reasoning derived from SIT and the BRM. In both studies, we first dem-onstrate that public concerns about the group's lack of honesty and trustworthiness impact on the moral self-views of financial professionals. Subsequently, we employ an experimental design to reveal that reinforcing moral criticism leveled at the group only reduces the motivation of individual group members to engage in CSR activities, while group- level moral affirmation enhances this motivation. The results of both studies converge to demonstrate how public critique on the moral behavior of their profes-sional group relates to the self-views and behavioral motives of PIFs. We consider the theoretical and practical implications of these findings

Stimulating interethnic contact in Kosovo: The role of social identity complexity and distinctiveness threat

The positive effects of intergroup contact on prejudice reduction have been widely validated by now. However, the potential of contact for intergroup relations is only available when there is readiness to have contact with outgroup members to begin with. In two correlational studies with the main ethnic groups in postconflict Kosovo, Albanian majority (Study 1, N = 221) and Serb minority (Study 2, N = 110), we examine how social identity complexity mechanism and distinctiveness threat contribute to predicting more readiness to have contact with outgroup members. As the establishment of a new national identity unfolds, we show that while there are different processes that work for each of the groups, distinctiveness threat is a central concern to both as it mediates the relationship between identity and intergroup outcomes. For the Albanian majority group, having more complex identities (or perceiving less identity overlap between national and ethnic identity) predicts more readiness to have contact and feeling more positively towards members of the outgroup via reduced distinctiveness threat. For the Serb minority, however, threat is predicted only by strength of ethnic identification, which in turn predicts negative feelings towards members of the ethnic outgroup and less readiness to contact them. We conclude by comparing results for the majority and the minority groups and discuss strategies needed to reduce threat and improve intergroup relations in this segregated context struggling for reconciliation

Асимметричное сжатие цилиндрических оболочек продуктами детонации

Представлены результаты численного моделирования несимметричного сжатия упругопластических оболочек под действием продуктов детонации. Показаны особенности влияния технологических погрешностей и физико-механических характеристик материала оболочек и взрывчатых веществ на процессы деформирования.Представлені результати чисельного моделювання несиметричного стиснення упругопластических оболонок під дією продуктів детонації. Показано особливості впливу технологічних похибок і фізико-механічних характеристик матеріалу оболонок і вибухових речовин на процеси деформування.Results of numerical modeling the asymmetric compression of elastoplastic shells induced by the detonation products are given. Particular effects o f the manufacturing errors and physicomechanical characteristics o f the shell and explosive material on the deformation processes are shown

Lack of ambition or lack of support? Diverging career experiences of men and women explain the persistence of gender bias

In this study we explore possible causes for the differential career success of women in academia. We do this by testing the content of organizational narratives about plausible reasons why women are less likely than men to advance in their academic careers, against the self‐reported experiences and career choices of women and men in the organization. We compared content‐coded narratives (N = 84) with quantitative self‐report (N = 661) data. Both data sets were collected around the same time, taking care that different members of the organization contributed to each of these two data sources. First, we report the qualitative data (Study 1). These revealed the organizational narrative about gender differences in academic careers. On the one hand, people in the university acknowledged the sexist treatment of women, but on the other hand, they failed to note that this “chilly climate” might adversely impact the careers of women in the organization. We report the quantitative data in Study 2. This revealed no support for the validity of this narrative, which maintains the pervasive belief that women are less interested in, and prefer to “opt out” from, an academic career. Notably, we found no actual differences between female and male academics in their self‐reported motivations. However, women did report having made more difficult life choices and having received less support from the organization for their careers. Together, these findings reveal blind spots in organizational narratives and point to additional measures that can be taken to ensure equal career opportunities for all employee