scholarly journals Does Inequality Beget Inequality? Experimental Tests of the Prediction that Inequality Increases System Justification Motivation

2018 ◽  
Vol 5 (3) ◽  
pp. 206-216 ◽  
Author(s):  
Kris-Stella Trump ◽  
Ariel White
Keyword(s):  
Experimental Approach ◽  
Economic Inequality ◽  
Experimental Tests ◽  
Past Research ◽  
System Justification ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Psychological Need ◽  
System Justification Theory ◽  
Experimental Treatments

AbstractPast research shows that growing inequality often does not result in citizen demands for redistribution. We examine one mechanism that could explain why people do not protest growing inequality: a particular sub-prediction of system justification theory (SJT). SJT argues that humans have a psychological need to justify their social system. The specific sub-prediction of SJT tested here is the idea that inequality itself increases system justification. This could yield a negative feedback loop in which political responses to inequality grows ever less likely as inequality grows more extreme. Previous research on this hypothesis relied on cross-sectional survey data and provided mixed results. We take an experimental approach and ask whether exposure to economic inequality makes people more likely to defend the system. In one main study and two replications with varying samples, experimental treatments, and outcome measures, we find no evidence that information about economic inequality increases system justification motivation.

scholarly journals Obstacles to Birth Surname Retention Upon Marriage: How Do Hostile Sexism and System Justification Predict Support for Marital Surname Change Among Women?

2021 ◽  
Vol 12 ◽  
Author(s):  
Maria Chayinska ◽  
Özden Melis Uluğ ◽  
Nevin Solak ◽  
Betül Kanık ◽  
Burcu Çuvaş
Keyword(s):  
The United States ◽  
Ambivalent Sexism ◽  
Benevolent Sexism ◽  
System Justification ◽  
Female Students ◽  
Hostile Sexism ◽  
Cross Sectional ◽  
System Justification Theory ◽  
Gender Based ◽  
And Gender

Despite the ongoing shift in societal norms and gender-discriminatory practices toward more equality, many heterosexual women worldwide, including in many Western societies, choose to replace their birth surname with the family name of their spouse upon marriage. Previous research has demonstrated that the adherence to sexist ideologies (i.e., a system of discriminatory gender-based beliefs) among women is associated with their greater endorsement of practices and policies that maintain gender inequality. By integrating the ideas from the system justification theory and the ambivalent sexism theory, we proposed that the more women adhere to hostile and benevolent sexist beliefs, the more likely they would be to justify existing gender relations in society, which in turn, would positively predict their support for traditional, husband-centered marital surname change. We further argued that hostile (as compared to benevolent) sexism could act as a particularly strong direct predictor of the support for marital surname change among women. We tested these possibilities across three cross-sectional studies conducted among women in Turkey (Study 1, N=118, self-identified feminist women; Study 2, N=131, female students) and the United States (Study 3, N=140, female students). Results of Studies 1 and 3 revealed that higher adherence to hostile (but not benevolent) sexism was associated with higher support for marital surname change indirectly through higher gender-based system justification. In Study 2, the hypothesized full mediation was not observed. Consistent with our predictions, in all three studies, hostile (but not benevolent) sexism was found to be a direct positive predictor of the support for marital surname change among women. We discuss the role of dominant ideologies surrounding marriage and inegalitarian naming conventions in different cultures as obstacles to women’s birth surname retention upon marriage.

scholarly journals The Devil You Know? Maybe Not: Four Failures to Demonstrate that Scarcity Magnifies Preference for Familiarity

2019 ◽  
Author(s):  
Stephen Antonoplis ◽  
Serena CHEN
Keyword(s):  
United States ◽  
Decision Making ◽  
Recent Work ◽  
Economic Inequality ◽  
The United States ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Psychological Experience ◽  
The World ◽  
The Devil

As economic inequality increases in the United States and around the world, psychologists have begun to study how the psychological experience of scarcity impacts people's decision making. Recent work in psychology suggests that scarcity—the experience of having insufficient resources to accomplish a goal—makes people more strongly prefer what they already like relative to what they already dislike or like less. That is, scarcity may polarize preferences. One common preference is that for familiarity: the systematic like of more often experienced stimuli, compared to less often experience stimuli. Across four studies—three experiments and one cross-sectional survey (all pre-registered; see https://osf.io/7zyfr/)—we investigated whether scarcity polarizes the preference for familiarity. Despite consistently replicating people's preference for the familiar, we consistently failed to show that scarcity increased the degree to which people preferred the familiar to the unfamiliar. We discuss these results in light of recent failures to replicate famous findings in the scarcity literature.

scholarly journals Attitudes Toward Older Adults: A Cross-Cultural Approach Across Residential Towns in Singapore

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 929-930
Author(s):  
Dylan Lien ◽  
Clara G H Chan ◽  
W Quin Yow
Keyword(s):  
Older Adults ◽  
Undergraduate Students ◽  
Environmental Variables ◽  
Large Scale ◽  
Past Research ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Attitudes Toward Older Adults ◽  
Two Factors ◽  
Main Effects

Abstract Past research identified several variables that affect individuals’ attitudes toward older adults (OA), such as age and experience living with OA. However, the effect of environmental variables on these attitudes, such as ethnic-culture and proportion of OA living in their neighborhood, remain unclear. Additionally, most previous studies sampled specific populations (e.g., undergraduate students), limiting generalizability. To address these limitations, we modified the Kogan’s Attitudes Toward Old People Scale (Yen et al., 2008) and included it in a large-scale cross-sectional survey conducted among adult residents of three residential towns (TP, JE, PG) in multiracial Singapore. The towns varied in the proportion of OA in residence, with TP having the largest proportion, PG the smallest, and JE in between. In total, 3134 respondents completed the survey via interview. Exploratory factor analysis identified two factors: Appreciation and Prejudice. Multiple linear regressions revealed main effects of age and ethnicity, qualified by interactions of age with town, and age with ethnicity. Specifically, respondents from JE showed greater increase in Appreciation with age compared to those from TP (t=-2.04, p=.003) and PG (t=-2.95, p=.042). There were also increases in Appreciation with age among participants of three ethnicities (Chinese, Malay, Others; t=-3.95, p<.001; no increase with age for Indian participants). Separately, there was a main effect of age on Prejudice, where Prejudice increased with age (t=4.21, p<.001). Detailed analysis will be presented to elucidate the role of environmental variables on attitudes toward OA.

How Rude! Linking supervisor incivility to subordinates’ discretionary work effort

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Adeel Anjum ◽  
Ammarah Ahmed ◽  
Lin Zhang ◽  
Dilawar Khan Durrani
Keyword(s):  
Financial Services ◽  
Survey Design ◽  
Management Practice ◽  
Past Research ◽  
Work Effort ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Services Sector

Purpose Although past research has looked into myriad consequences of workplace incivility, little attention has been paid to the effects of supervisor incivility (SI) on employees’ sense of vitality and their discretionary work effort (DWE). Moreover, the mechanisms that drive the harmful effects of SI remain largely unknown. The current study seeks to address these gaps in the literature. In particular, this study aims to examine how SI culminates in decreased DWE. Design/methodology/approach Adopting a cross-sectional survey design, data for this study were gathered from 151 employees of two large companies in the financial services sector of Pakistan. A number of analysis techniques (e.g. confirmatory factor analysis and bootstrapping) were used to analyze the data. Findings As predicted, SI was found to be negatively associated both with subordinates’ sense of vitality and DWE while vitality was found to be positively associated with DWE. Findings also indicated that one way in which SI negatively affects subordinates’ DWE is by decreasing their sense of vitality. Practical implications This study offers several useful implications for management practice in relation to preventing SI and mitigating its effects and bolstering employees’ sense of vitality. Originality/value To the best of the knowledge, this study is the first to unpack the relationship dynamics of SI, vitality and DWE, and to introduce a mechanism by which SI translates into reduced DWE.

Strength use, training and development, thriving, and intention to leave: the mediating effects of psychological need satisfaction

2019 ◽  
Vol 50 (1) ◽  
pp. 24-38 ◽  
Author(s):  
Fathima Essop Mahomed ◽  
Sebastiaan Rothmann
Keyword(s):  
Survey Design ◽  
Intention To Leave ◽  
Training And Development ◽  
Need Satisfaction ◽  
Direct Effects ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Psychological Need ◽  
Psychological Need Satisfaction

This study investigated the relationships among strength use, training and development, psychological need satisfaction, thriving, and intention to leave of academics in higher education institutions. A cross-sectional survey design was used, with a convenience sample of 276 academic employees from three universities of technology in South Africa. The Strength Use Scale, the High-Performance Human Resource Practices questionnaire, the Basic Psychological Need Satisfaction and Frustration Scale, the Thriving at Work Scale, and the Intention to Leave scale were administered. Strength use had direct effects on autonomy, competence, and relatedness satisfaction of academic employees. Training and development had a direct effect on autonomy satisfaction. Furthermore, autonomy satisfaction, strength use, and training and development had direct effects on thriving, while low autonomy satisfaction and inadequate training and development had direct effects on intention to leave. Strength use, as well as training and development, had indirect effects on thriving and intention to leave via autonomy satisfaction.

scholarly journals IMPROVING COMMUNICATION IN THE NICU: PARENTAL PERCEPTIONS AND KNOWLEDGE ABOUT RESIDENT PHYSICIANS

2018 ◽  
Vol 23 (suppl_1) ◽  
pp. e47-e48
Author(s):  
Amelie-Ann Pellerin-Leblanc ◽  
Michael Derynck ◽  
Kim Dow
Keyword(s):  
Child Protection ◽  
Neonatal Intensive Care ◽  
Parental Knowledge ◽  
Past Research ◽  
Primary Objective ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Parental Preferences ◽  
Challenging Environment

Abstract BACKGROUND Residents play a pivotal role in patient care. Past research has demonstrated a lack of understanding of the roles of medical learners. It is therefore pertinent to assess patients and families’ views of the roles of residents, and how patient-resident interactions can alter their understanding. Furthermore, since patients are the ultimate stakeholders in the health care system, our goal should be to encourage their much deserved voice in the way we practice medicine, particularly in the neonatal intensive care unit (NICU) which is a challenging environment for families and learners. OBJECTIVES Our primary objective was to to better characterize parental knowledge and perception of resident’s roles. We also determined how medical learners can best identify themselves to family. Moreover, we explored the role of residents as effective communicators with parents. We also assessed parental satisfaction regarding their interactions with residents. DESIGN/METHODS Parents whose children were admitted to the NICU at our hospital for at least 24 hours were asked to complete a self-administered survey. Our cross-sectional survey, administered from January to December 2016, contained three types of questions: (1) neonatal and parental demographics; (2) parental knowledge and perceptions; and (3) parental preferences. Exclusion criteria included infant death, apprehension by child protection services and parents not fluent in French or English. RESULTS A total of 73 surveys were collected, for a final response rate of 38%. The majority (i.e., 81% of parents) reported having a resident involved in the care of their child. Significant findings included that level of education was shown to be directly correlated with knowledge of residents (r = 0.336, p = 0.006). Questions on parental knowledge revealed that 21% of respondents were not aware that residents are physicians. Most parents would like members of the medical team to identify their role. While 70 % of parents reported that residents effectively introduced themselves to them, 29% of desirous parents did not. CONCLUSION Most parents were familiar with the role of residents in this single-centre, prospective qualitative study. This survey highlights the importance of a clear introduction of the resident’s role to parents. Improved awareness of this factor may help residents improve their communication skills, and improve the family’s experience in the NICU.

scholarly journals Size Matters: A Latent Class Analysis of Workplace Health Promotion Knowledge, Attitudes, Practices and Likelihood of Action in Small Workplaces

2020 ◽  
Vol 17 (4) ◽  
pp. 1251 ◽  
Author(s):  
Geneviève Jessiman-Perreault ◽  
Amanda Alberga ◽  
Fatima Jorge ◽  
Edward Makwarimba ◽  
Lisa Allen Scott
Keyword(s):  
Latent Class Analysis ◽  
Latent Class ◽  
Workplace Health Promotion ◽  
Past Research ◽  
Categorical Variables ◽  
Class Analysis ◽  
Workplace Health ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Attitudes And Practices

Workplace health programs (WHPs) have been shown to improve employee health behaviours and outcomes, increase productivity, and decrease work-related costs over time. Nonetheless, organizational characteristics, including size, prevent certain workplaces from implementing these programs. Past research has examined the differences between small and large organizations. However, these studies have typically used a cut-off better suited to large countries such as the USA. Generalizing such studies to countries that differ based on population size, scale of economies, and health systems is problematic. We investigated differences in WHP knowledge, attitudes, and practices between organizations with under 20 employees, 20–99 employees, and more than 100 employees. In 2017–2018, a random sample of employers from 528 workplaces in Alberta, Canada, were contacted for participation in a cross-sectional survey. Latent Class Analysis (LCA) was used to identify underlying response pattern and to group clusters of similar responses to categorical variables focused on WHP knowledge, attitudes, practices and likelihood of action. Compared to large organizations, organizations with fewer than 20 employees were more likely to be members of the Medium–Low Knowledge of WHP latent class (p = 0.01), the Low Practices for WHP latent class (p < 0.001), and more likely to be members of Low Likelihood of Action in place latent class (p = 0.033). While the majority of workplaces, regardless of size, recognized the importance and benefits of workplace health, capacity challenges limited small employers’ ability to plan and implement WHP programs. The differences in capacity to implement WHP in small organizations are masked in the absence of a meaningful cut-off that reflects the legal and demographic reality of the region of study.

Testing the Strain Theory of Suicide – The Moderating Role of Social Support

Crisis ◽  
2020 ◽  
Vol 41 (2) ◽  
pp. 82-88 ◽  
Author(s):  
Bob Lew ◽  
Ksenia Chistopolskaya ◽  
Yanzheng Liu ◽  
Mansor Abu Talib ◽  
Olga Mitina ◽  
...  
Keyword(s):  
Social Support ◽  
Suicidal Behavior ◽  
Online Survey ◽  
Perceived Social Support ◽  
Strain Theory ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Psychological Strains ◽  
Moderating Role

Abstract. Background: According to the strain theory of suicide, strains, resulting from conflicting and competing pressures in an individual's life, are hypothesized to precede suicide. But social support is an important factor that can mitigate strains and lessen their input in suicidal behavior. Aims: This study was designed to assess the moderating role of social support in the relation between strain and suicidality. Methods: A sample of 1,051 employees were recruited in Beijing, the capital of China, through an online survey. Moderation analysis was performed using SPSS PROCESS Macro. Social support was measured with the Multidimensional Scale of Perceived Social Support, and strains were assessed with the Psychological Strains Scale. Results: Psychological strains are a good predictor of suicidality, and social support, a basic need for each human being, moderates and decreases the effects of psychological strains on suicidality. Limitations: The cross-sectional survey limited the extent to which conclusions about causal relationships can be drawn. Furthermore, the results may not be generalized to the whole of China because of its diversity. Conclusion: Social support has a tendency to mitigate the effects of psychological strains on suicidality.

Fit and Congruency

2019 ◽  
Vol 18 (3) ◽  
pp. 148-156
Author(s):  
Mary Hogue ◽  
Lee Fox-Cardamone ◽  
Deborah Erdos Knapp
Keyword(s):  
Role Theory ◽  
Social Role ◽  
Gender Diversity ◽  
Job Fit ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Working Adults ◽  
Role Congruity ◽  
Self Selection ◽  
Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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