Published since 1971, Journal of Applied Social Psychology is a monthly publication devoted to applications of experimental behavioral science research to problems of society (e.g., organizational and leadership psychology, safety, health, and gender issues; perceptions of war and natural hazards; jury deliberation; performance, AIDS, cancer, heart disease, exercise, and sports).

Published since 1971, the Journal of Applied Social Psychology is a monthly publication dedicated to applying experimental behavioral science research to societal issues, such as organizational and leadership psychology, safety, health, and gender issues; perceptions of war and natural hazards; jury deliberation; performance, AIDS, cancer, heart disease, exercise, and sports.

《Journal of Applied Social Psychology》创刊于1971年，是一本月刊，专注于将实验行为科学研究应用于社会问题，例如组织与领导心理学、安全、健康和性别问题；对战争和自然灾害的认知；陪审团审议；表现、艾滋病、癌症、心脏病、锻炼和体育等领域。

Journal of Applied Social Psychology

Family supportive supervisor behaviors (FSSB) have emerged as a powerful resource of informal support for the well‐being and development of employees. However, research to date offers limited insight into the antecedents and underlying processes that may trigger FSSBs. We investigate the association between family motivation of supervisors and FSSBs, and how the latter mediates the association between supervisors’ family motivation and subordinates’ work performance. Furthermore, we examine the role of supervisors’ satisfaction with their work–family balance as a contextual variable influencing our proposed associations. We draw on FSSB and perspective taking theory as over‐arching frameworks for our hypotheses. Using matched and multisource supervisor‐subordinate data collected from an organization in Chile (196 subordinates and 75 supervisors), our findings revealed that FSSBs are mechanisms linking supervisors’ family motivation to subordinates’ work performance. Interestingly, this positive association is moderated by supervisors’ satisfaction with their work–family balance, such that the mediation of FSSBs is stronger for supervisors who are not satisfied with their work–family balance.

Didem T. Erdogan

Mireia L. Heras

Yasin Rofcanin

Maria J. Bosch

Jakob Stollberger

J Applied Social Pyschol

Family motivation of supervisors: Exploring the impact on subordinates’ work performance via family supportive supervisor behaviors and work–family balance satisfaction

主管的家庭动机：通过家庭支持性主管行为和工作-家庭平衡满意度探讨对下属工作绩效的影响

The origins and functions of feeling economically dependent on one's job were examined among a sample of 168 hospital workers. As predicted, economic dependency was found to be greater the more dependents workers have, the less money they earn from their jobs, the less other income they have in their family units, the more they adhere to an instrumental work orientation, and the less mobile they perceive themselves to be. Also as predicted, it was found that economic dependency fully mediated the relationship between 4 of the 5 antecedents (number of dependents, other income, instrumental values, and perceived mobility) and the subjective well‐being of workers. Job‐related income was observed to have both direct and indirect effects. Further, the relationship between economic dependency and subjective well‐being was negative. These latter findings are discussed and implications drawn for the future use of the economic dependency construct.

Arthur P. Brief

Joan F. Brett

Daphna Raskas

Emily Stein

Feeling Economically Dependent on One's Job: Its Origins and Functions With Regard to Worker Well‐Being

There is substantial empirical evidence that both trust and risk perceptions influence public acceptance of new technologies. We reanalyzed 3 studies (on food technology) to compare whether (a) both trust and perceived risk are independently and directly associated with acceptance, or (b) the relationship between trust and acceptance is mediated by perceived risk. In support of Interpretation a, the (negative) correlation between trust and perceived risk was reduced when controlling for acceptance, whereas the correlation between trust and acceptance was somewhat reduced when controlling for perceived risk. Controlling for trust had little effect on the correlation between perceived risk and acceptance. These findings suggest that expressions of trust and perceived risk often might be reflections of prior attitudes toward the technology.

J. Richard Eiser

Susan Miles

Lynn J. Frewer

J Appl Social Pyschol

Trust, Perceived Risk, and Attitudes Toward Food Technologies1

信任、感知风险与对食品技术的态度

Previous research on gender effects in robots has largely ignored the role of facial cues. We fill this gap in the literature by experimentally investigating the effects of facial gender cues on stereotypical trait and application ascriptions to robots. As predicted, the short‐haired male robot was perceived as more agentic than was the long‐haired female robot, whereas the female robot was perceived as more communal than was the male counterpart. Analogously, stereotypically male tasks were perceived more suitable for the male robot, relative to the female robot, and vice versa. Taken together, our findings demonstrate that gender stereotypes, which typically bias social perceptions of humans, are even applied to robots. Implications for design‐related decisions are discussed.

FRIEDERIKE EYSSEL

FRANK HEGEL

(S)he's Got the Look: Gender Stereotyping of Robots1

(她)他拥有这副模样：机器人的性别刻板印象1

This paper addresses the effects of role models and self-efficacy on forming career intentions, and whether the effects vary by gender and process. Focusing on entrepreneurship as a career choice, we explored (a) the effect of exposure to entrepreneurial role models on entrepreneurial career intention; (b) the difference in effects between men and women; and (c) the mediating functionality of self-efficacy. Results indicate that role models have a significant and positive impact on intention, that gender moderated the effects, and that self-efficacy mediated it. A moderated mediation relationship was observed such that, for women, role models had stronger influence on self-efficacy, which, in turn, influenced entrepreneurial career intention. Results are discussed in terms of implications for theory and practice.

Anat BarNir

Warren E. Watson

Holly M. Hutchins

Mediation and Moderated Mediation in the Relationship Among Role Models, Self-Efficacy, Entrepreneurial Career Intention, and Gender

角色榜样、自我效能、创业职业意向及性别关系中的中介与调节中介作用

ABSTRACT Organizations promote their commitment to diversity, equity, and inclusion (DEI) while facing increasing public scrutiny concerning their progress in the domain. This research examined how value‐based (i.e., DEI statements) and evidence‐based (i.e., progress in minority representation) diversity cues, together or separately, influence workers' company perceptions (perceived corporate hypocrisy) and individual outcomes (inclusion, organizational commitment, person‐organization fit, negative affect, and turnover intentions). The goal was to assess the relative importance of these cues. Two studies were conducted. In Study 1 ( N = 440), participants reacted to a hypothetical situation in a 2 (value‐based cue: diversity talk present vs. absent) × 2 (evidence‐based cue: diversity progress present vs. absent) experimental design. In Study 2 ( N = 242), value‐based and evidence‐based cues were measured, and participants were reporting about their organization. Our results show that evidence‐based diversity cues systematically influenced workers' perceptions of the organization and their work‐related experiences, while the role of the value‐based diversity cues remained ambiguous. Moreover, perceived corporate hypocrisy mediated the effect of evidence‐based diversity cues on workers' experiences. Our research highlights the key, but often underestimated, role of evidence‐based diversity cues for workers and raises questions about the conditions under which value‐based diversity cues might be effective.

Valerie De Cock

Pinar Celik

Claudia Toma

The Proof is in the Pudding: Workers Care About Evidence‐Based Diversity Cues

布丁的证明：员工关注基于证据的多样性线索

ABSTRACT Organizations are increasingly committed to diversity, equity, and inclusion (DEI) efforts. However, those who have the power to implement DEI interventions and those who ought to benefit from such interventions might have conflicting perspectives about their aims. In three studies, we investigate how those with high (vs. low) power endorse structural versus individualistic interventions for women. In Study 1 ( n = 403), we focus on women's evaluation of the intervention. We find that they anticipate that structural interventions will be more successful at alleviating gender barriers at work than individualistic interventions. In Studies 2 ( n = 500) and 3 ( n = 319), we focus on men and women across different levels of power and find that individuals, regardless of their gender and their hierarchical position, prefer interventions that challenge organizational systems that maintain inequalities than those that support women in coping with DEI issues. However, individuals with stronger system‐legitimacy beliefs showed just as much support for individualistic DEI interventions as for structural ones. The results suggest overall support for structural DEI interventions, but that ongoing meritocratic beliefs can detract from their actual implementation. We discuss how intervention research may benefit from focusing on interventions that target system‐legitimacy beliefs to leverage more support and implementation of structural interventions.

C. Y. Edwina Wong

Teri A. Kirby

Michelle K. Ryan

Floor Rink

Overcoming or Removing Gendered Barriers? Support for Individualistic Diversity, Equity, and Inclusion Interventions Among Those in Power

克服还是消除性别障碍？权力阶层对个人主义多元化、公平和包容干预的支持

ABSTRACT In a world shaped by global crises—from pandemics to international armed conflicts to an escalating climate crisis—research into human reactions to and coping with uncertainty is becoming increasingly important. The fundamental role of identification with social groups in maintaining well‐being during times of threat has been emphasized. In this context, the aim of this study was to examine the relationship between interindividual differences— need to belong, perspective taking, need for cognitive closure—and changes in social identification. To test our hypotheses, we conducted a two‐wave online study with a sample of 1008 participants during the COVID‐19 pandemic. We examined changes in social identification in narrow social groups (i.e., family, friends, neighbors) and broader social categories (i.e., own country, Europe, humanity). We found an overall increase in social identification in times of crises across all groups. The results show that need to belong (at Time 1) was positively related to increases in social identification (at Time 2) for all groups, while the positive association between perspective taking (at Time 1) and increases in social identification (at Time 2) was observed for almost all groups except neighbors. Contrary to our expectations, however, the need for cognitive closure (at Time 1) showed no association with changes in identification with any social group (at Time 2). These findings emphasize the importance of interindividual differences for our understanding of changes in social identification over time.

Franziska Julia Till

Julia Heimrich

Svenja B. Frenzel

Rolf van Dick

Andreas Mojzisch

Nina M. Junker

Jan A. Häusser

Social Identification in Times of Crisis: How Need to Belong, Perspective Taking, and Cognitive Closure Relate to Changes in Social Identification

危机时期的社会认同：归属需求、观点采择与认知闭合如何影响社会认同的变化

ABSTRACT Exposure to conflict‐related violence is one of the most harmful consequences of living amidst a violent intergroup conflict. While its potential significance is profound, the impact of exposure to conflict‐related violence on intergroup empathy remains largely unexplored. The current paper aims to address this gap by proposing political ideology as a potential moderator of the exposure‐empathy link. Three studies conducted among Jewish‐Israeli participants reveal an interactive effect of exposure to conflict‐related violence and political ideology on intergroup empathy. In Study 1, high (vs. low) exposure to conflict‐related violence was associated with decreased empathy among rightists—but increased empathy among leftists—towards individual outgroup members. In Study 2, political ideology also moderated the exposure‐empathy relationship: Bereaved (vs. non‐bereaved) rightists exhibited significantly less intergroup empathy towards both an individual bereaved outgroup member and the outgroup as a whole, an effect not found among leftists. Study 3 revealed a similar, albeit marginally significant, interactive effect of exposure to conflict‐related violence and political ideology on empathy towards individuals living in a different violent conflict. Finally, an internal meta‐analysis provided further, more robust evidence for these effects. We discuss theoretical and practical implications of the findings and suggest future directions for research on this important issue.

Anat Ruhrman

Ruthie Pliskin

Eric Shuman

Jojanneke van der Toorn

Eran Halperin

Is Exposure to Conflict‐Related Violence Associated With Less Intergroup Empathy? The Moderating Role of Ideology

冲突相关暴力暴露是否与群体间同理心减少相关？意识形态的调节作用

ABSTRACT While previous research has mostly focused on visionary leadership's positive effects, real‐world examples suggest that such leadership might sometimes also cause followers to engage in unethical prosocial behavior to contribute to a vision's noble cause. However, the process and the conditions under which this occurs are poorly understood. We draw on the theory of motivated moral reasoning to argue that visionary leadership promotes follower moral elevation and, in turn, follower unethical prosocial behavior, but that this effect is contingent on the follower's dispositional tendency for perspective‐taking. In two experimental studies, we show that visionary leadership only has a positive effect on unethical prosocial behavior through moral elevation among followers with a high dispositional tendency for perspective‐taking. Our work identifies the specific mechanism through which visionary leadership is related to unethical prosocial behavior as well as an important boundary condition of this effect. Moreover, it integrates the respective literatures on visionary leadership, moral emotions, and moral judgment.

Martin Buss

Eric Kearney

For the Greater Good: When Visionary Leadership Fosters Follower Moral Elevation and Unethical Prosocial Behavior

为了更大的利益：当愿景型领导促进追随者道德提升和非伦理亲社会行为

Abbreviation	J Applied Social Pyschol
Journal Impact	2.16
Quartiles(Global)	PSYCHOLOGY, SOCIAL(Q3)

ISSN	0021-9029, 1559-1816
h-index	134

Publication Information	Publisher: Wiley-Blackwell，Publishing cycle: ，Journal Type: journal，Open Access Journals: No
Basic data	Year of publication: 1971，Proportion of original research papers: 100.00%，Self Citation Rate:0.00%， Gold OA Rate: 37.76%

Journal of Applied Social Psychology

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