We investigated how the perception of being dissimilar to others at work relates to employees’ felt inclusion, distinguishing between surface-level and deep-level dissimilarity. In addition, we tested the indirect relationships between surface-level and deep-level dissimilarity and work-related outcomes, through social inclusion. Furthermore, we tested the moderating role of a climate for inclusion in the relationship between perceived dissimilarity and felt inclusion. We collected survey data from 891 employees of a public service organization. An ANOVA showed that felt inclusion was lower (...) for individuals who perceived themselves as deep-level dissimilar compared to individuals who perceived themselves as similar, while felt inclusion did not differ among individuals who perceived themselves as surface-level similar or dissimilar. Furthermore, a moderated mediation analysis showed a negative conditional indirect relationship between deep-level dissimilarity and work-related outcomes through felt inclusion. Interestingly, while the moderation analysis showed that a positive climate for inclusion buffered the negative relationship between deep-level dissimilarity and felt inclusion, it also positively related to feelings of inclusion among all employees, regardless of their (dis)similarity. This research significantly improves our understanding of how perceived dissimilarity affects employees by distinguishing between surface-level and deep-level dissimilarity and by demonstrating the importance of a climate for inclusion. (shrink)

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 individual group members relate to perceived characteristics of their professional group, indicating 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 perceptions 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 demonstrate 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 professional group relates to the self-views and behavioral motives of PIFs. We consider the theoretical and practical implications of these findings. (shrink)

This cutting-edge handbook examines moral psychology and behaviour, uncovering layers of human morality through a comprehensive overview of topics and approaches. Featuring an array of expert international contributors, the book addresses five key themes: moral reasoning, moral judgments, moral emotions, moral behavior, and moral self-views. Each section includes empirical chapters that address these themes at the intrapersonal, interpersonal, intragroup, or intergroup level. Each section starts with a reflective chapter from a leading scholar in this field of study who shares their (...) personal vision on key issues and future developments. Drawing on emerging research and featuring real-world examples, the book offers a deeper understanding of the social psychological factors that shape our moral behavior and how this plays out in our daily lives. (shrink)

Vaak wordt gesteld dat ongelijkheid een individuele verantwoordelijkheid is. Om sociale ongelijkheid te verkleinen zoekt men dan de oplossingen in het ondersteunen van individuen. Maar daarbij wordt meestal voorbijgegaan aan de morele dimensies van ongelijkheid, en aan het belang van de groep of de netwerken waarin mensen wonen, werken en leven. De essays in dit boek, gebaseerd op de nieuwste wetenschappelijke inzichten, tonen aan dat juist die groepsdimensie een zeer belangrijk perspectief is, waaraan in beleidsoplossingen te vaak voorbij wordt gegaan. (...) 0Als je leven niet loopt zoals je dat voor ogen hebt, is dat dan je eigen schuld of hangt dat wellicht met meer zaken samen? Iedereen weet dat omgevingsfactoren een belangrijke rol spelen: Waar ben je geboren? Welk netwerk heb je tot je beschikking? Toch worden bij pogingen om de ongelijkheid in de wereld te reduceren in de eerste plaats individuele oplossingen aangedragen. Dit boek laat voor de verschillende domeinen in de samenleving als de zorg, het onderwijs, werk, migratie en milieu zien hoe dat (niet) werkt. (shrink)

There is growing evidence that couples in non-traditional relationships in which the woman attains higher status than her male partner experience more negative relationship outcomes than traditional couples. A possible reason is that non-traditional couples violate persisting gender stereotypes that prescribe men to be breadwinners and women to be caregivers of the family. In the current study, we investigated whether a country’s gender-stereotypical culture predicts non-traditional men and women’s relationship and life outcomes. We used the European Sustainable Workforce Survey, which (...) is conducted in nine European countries. Two indicators of countries’ gender-stereotypical culture are used: Gender Empowerment Measure and implicit gender stereotypes. We found that women’s income and -to a lesser extent- education degree relative to their male partner affected outcomes such as relationship quality, negative emotions, and experienced time pressure. Furthermore, men and women living in countries with a traditional gender-stereotypical culture reported lower relationship quality when women earned more than their partners. Relative income differences did not affect the relationship quality of participants living in egalitarian countries. Also, couples in which the woman is more highly educated than the man reported higher relationship quality in egalitarian countries, but not in traditional countries. Our findings suggest that dominant beliefs and ideologies in society can hinder or facilitate couples in non-traditional relationships. (shrink)

Prior research has demonstrated the impact of morality (vs. competence) information for impression formation. This study examines behavioral implications of people’s initial impressions based on information about their morality vs. competence in a workplace. School teachers and employees (N = 79) were asked to form an impression of a new school manager (i.e. a prospective boss), who was presented as High vs. Low in Morality and High vs. Low in Competence. Results showed that morality information rather than competence information determined (...) initial emotional responses to the new manager, which mediated willingness to help the newcomer adjust in task and social contexts. Results are discussed in terms of their theoretical and practical implications and future research directions are outlined. (shrink)