The Journal of social psychology
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Tattoos are common in the United States; however, tattooed persons may be perceived as having more negative character and as more deviant than people without tattoos. College students (Study 1) and community members (Study 2) viewed images of men and women with tattoos or the same images with the tattoos digitally removed and rated the targets' characteristics. ⋯ Tattooed targets, especially women, were rated as stronger and more independent, but were rated more negatively on other character attributes than the same target images with the tattoos removed. The stigma associated with tattoos appears to still exist, despite the prevalence of tattoos in modern culture.
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Individuals lacking fulfilling interpersonal interactions may experience feelings of loneliness. Consequently, these individuals may over-rely on their romantic partners to fulfill the need to belong. This study examined the effects of loneliness and social isolation on dependency on a romantic partner in a sample of college students (N = 104). ⋯ Toward the end of the semester, individuals who reported higher social isolation reported higher levels of dependency. Time 1 dependency also predicted Time 2 dependency. Future methodological directions and suggestions regarding the examination of perceptions of loneliness and relationship expectations are discussed.
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Alignment of individuals on more than one diversity attribute (i.e., faultlines) may lead to intergroup biases in teams, disrupting the efficiency expectancies. Research has yet to examine if this can be a consequence of a stereotypical consistency between social and information attributes of diversity. ⋯ Furthermore, the study proposes that tasks can activate stereotypes, and the need for cognition dictates whether stereotypes are applied. The findings confirm the hypothesis and additionally provide evidence that tasks that activate gender stereotypes emphasize out-group derogation, especially for team members with low need for cognition.
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In this research we investigated the influence of abusive supervision on employees' prosocial voice and silence, as well as clarified the roles of interactional justice (as a mediator) and organizational attribution (as a moderator). Moreover, we examined a mediated moderating model stipulating that interactional justice mediated the moderating effect of organizational attribution on the focal relationship. ⋯ In Study 2, data were collected from 379 employees in two waves separated by 1 week. The results not only replicated the findings of Study 1 but also indicated that organizational attribution buffered the abusive supervision-voice and silence relationship, and that interactional justice mediated this moderating effect.
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Research has returned mixed results concerning the relationship between prosocial motivation and citizenship behavior. Building from research suggesting that mixed motives might explain these equivocal findings, we conducted two field studies examining the interaction between prosocial and competitive motives and two types of citizenship behavior. ⋯ Our studies expand research on prosocial and competitive motivation, mixed-motives, and citizenship behavior. Further, they carry personnel implications given that many organizations seek to hire employees high on both competitive and prosocial motivation.