Journal of Applied Social Psychology最新文献

{"title":"Strict With Humans, Lenient With Machines? Differential Effects of Artificial Intelligence Versus Human Unfairness on Trust","authors":"Yang Luo,&nbsp;Yuxin Liu,&nbsp;Jianwei Zhang,&nbsp;Xuefei Wang","doi":"10.1111/jasp.70080","DOIUrl":"https://doi.org/10.1111/jasp.70080","url":null,"abstract":"<div>\u0000 \u0000 <p>Existing research has produced mixed findings regarding how individuals respond to unfair decisions enacted by AI versus human decision-makers. A key limitation of prior research is that studies rarely distinguish among different forms of unfairness and have largely focused on moral reactions. Drawing on expectancy violation theory and mind perception theory, we conducted six vignette-based experiments (<i>N</i> = 1299) to examine how trust responses differ when distributive, procedural, and interactional unfairness are enacted by AI versus humans. Results show that (1) under distributive unfairness, participants reported significantly lower cognitive trust toward AI than toward humans; (2) under procedural and interactional unfairness, participants reported significantly higher cognitive trust toward AI than toward humans; and (3) across all types of unfairness, humans consistently evoked lower affective trust than AI. Mediation analyses further indicate that perceived ability and perceived benevolence serve as key explanatory mechanisms for cognitive and affective trust, respectively.</p>\u0000 </div>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 9","pages":"625-641"},"PeriodicalIF":2.6,"publicationDate":"2026-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148859949","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Content Matters: A Multilevel Circumplex Approach to Work Value Congruence and Organizational Identification","authors":"Jannick Schneider,&nbsp;Marcel Kern,&nbsp;Timo Lorenz","doi":"10.1111/jasp.70072","DOIUrl":"https://doi.org/10.1111/jasp.70072","url":null,"abstract":"<p>Shared values between employees and their organization constitute a central prerequisite of organizational identification. However, research on person-organization (PO) fit has largely relied on assumptions of uniformly beneficial value congruence. In the present study, we integrate the Circular Work Value Theory with PO fit research to examine how the motivational content of personal work values shapes organizational identification in interaction with organizational culture. Using cross-sectional data from 2151 employees nested within 54 organizations, we applied multilevel polynomial regression with response surface analysis to investigate value congruence between employees' higher-order work values and their organizations' culture for psychological empowerment. In addition, drawing on social identity theory, we examined identity leadership as a moderator influencing the relation between the level of value congruence and organizational identification. Results revealed systematic asymmetries and non-linear patterns across value domains. Whereas conservation and self-enhancement values show largely linear and positive associations with organizational identification in high-empowerment cultures, openness to change and self-transcendence exhibit curvilinear relations, indicating diminishing or even adverse effects at higher value levels. Moreover, when employees' leaders were high in identity leadership, individuals across a broader range of conservation and self-enhancement values showed higher organizational identification. Overall, this study advances PO fit theory by integrating a circumplex work-value framework with multilevel congruence modeling and identity-based leadership processes, offering actionable insights for organizations seeking to strengthen identification through value-sensitive culture design and leadership practices.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 8","pages":"545-565"},"PeriodicalIF":2.6,"publicationDate":"2026-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70072","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148783693","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Who Gets the Moral Credit? The Source of Moral Recognition Shapes Unethical Workplace Intentions Beyond Moral Justification","authors":"Costanza Scaffidi Abbate","doi":"10.1111/jasp.70075","DOIUrl":"https://doi.org/10.1111/jasp.70075","url":null,"abstract":"<p>Moral licensing research suggests that prior moral behavior can sometimes relax self-regulation, increasing openness to subsequent misconduct. Yet moral recognition may also foster moral consistency, particularly when moral credit is clearly attributable to the self or conveyed through norm-relevant authority. In a controlled experimental study, we tested whether the <i>source</i> of moral recognition—individual, team-based, or leader-based—differentially predicts unethical workplace behavioral intentions and moral justification, and whether any effects on unethical intentions persist beyond moral justification. Overall, condition influenced both outcomes. Planned contrasts indicated lower unethical intentions following personal (individual) recognition compared to team-based recognition and a neutral control condition. Moral justification was positively associated with unethical intentions, consistent with moral disengagement accounts, but it did not mediate the effects of moral recognition cues. Multicategorical models further showed residual inhibitory effects of individual- and leader-based recognition on unethical intentions after controlling for moral justification. Together, these findings challenge a simple licensing interpretation and instead suggest that moral recognition tied to personal agency or authority-based norms may function as a self-regulatory cue, reducing unethical intentions through self-regulatory processes not fully captured by explicit moral justification. Implications for moral licensing theory and organizational recognition practices are discussed.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 8","pages":"586-594"},"PeriodicalIF":2.6,"publicationDate":"2026-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70075","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148785209","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Daily Workplace Anger and Same-Day Employee Attitudes: The Moderating Role of Interpersonal Anger Coping","authors":"Robin Umbra,&nbsp;Ulrike Fasbender","doi":"10.1111/jasp.70076","DOIUrl":"https://doi.org/10.1111/jasp.70076","url":null,"abstract":"<p>Workplace anger is a common and consequential affective experience. Although anger is negatively valenced, it is also associated with approach motivation, perceived agency, and readiness to act. Drawing on affective events theory and appraisal perspectives on emotion, this study examines how daily workplace anger relates to two same-day employee attitudes: helplessness and self-assurance. We further examine whether interpersonal anger coping, in the form of approach- and avoidance-oriented behavior, moderates these relationships. Using experience-sampling data from 220 full-time employees across 2,059 daily observations, we found that daily workplace anger was positively related to helplessness and negatively related to self-assurance. In analyses of observations for which coping was assessed, approach-oriented anger coping moderated the anger–self-assurance relationship: anger was negatively related to self-assurance when approach behavior was low, whereas this relationship was weaker when approach behavior was high. Approach behavior did not moderate the anger–helplessness relationship, and avoidance behavior did not moderate either relationship. These findings show that daily workplace anger is associated with same-day attitudinal strain, while also identifying approach-oriented coping as a boundary condition for the relationship between anger and self-assurance.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 8","pages":"595-608"},"PeriodicalIF":2.6,"publicationDate":"2026-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70076","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148785208","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Mind the Cue: Subtle Linguistic Cues Influence Support for Anti-Refugee Policies","authors":"Orly Idan,&nbsp;Michal Reifen-Tagar,&nbsp;Boaz Hameiri,&nbsp;Eran Halperin,&nbsp;Einat Amir","doi":"10.1111/jasp.70073","DOIUrl":"https://doi.org/10.1111/jasp.70073","url":null,"abstract":"<p>This work drew on psycholinguistic research on the power of language in shaping emotions and policy preferences, exploring a subtle means of political persuasion. We proposed examining the impact of grammatical form in political communication—how hearing <i>others</i> assert their positions in verb versus noun form impacts the receiver's anger and policy support regarding anti-refugee policies. We tested whether participants responded differently to a person arguing against governmental policies benefitting refugees, depending on the grammatical form of her arguments. 575 Jewish-Israelis, assigned to either noun or verb condition, read a prompt containing information about the refugee issue and watched a 2-min video of a woman expressing anti-refugee policy positions. Findings revealed that anti-refugee policies phrased in verb versus noun form increased levels of anger toward the government and, correspondingly, support of anti-refugee policies (not pro-refugee), suggesting that the grammatical form in which policies are presented can impact political persuasion.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 8","pages":"566-571"},"PeriodicalIF":2.6,"publicationDate":"2026-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70073","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148784553","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Witnessing Racial Discrimination Mobilizes Intra-Minority Allyship: Egalitarian Beliefs, Not Identification With All Humanity, Shape Who Acts","authors":"Maria Chayinska,&nbsp;Yue Ting Woo,&nbsp;Özden Melis Uluğ,&nbsp;Tymofii Brik,&nbsp;Luca Caricati","doi":"10.1111/jasp.70074","DOIUrl":"https://doi.org/10.1111/jasp.70074","url":null,"abstract":"<p>Witnessing racial discrimination can be a powerful moral encounter, yet little is known about how minority group members respond when the targets are other minorities, such as Black people. Across three studies, we examined when witnessing discrimination predicts intra-minority allyship with Black people. In Study 1a (<i>N</i> = 155 Ukrainians in the United States) and Study 1b (<i>N</i> = 251 Ukrainians in Italy), cross-sectional surveys showed that more frequent witnessing of racial discrimination was associated with stronger intentions to engage in intra-minority allyship, and that this association was stronger among participants with more pronounced egalitarian beliefs. In Study 2, a preregistered experiment with South Asian residents of the United Kingdom (<i>N</i> = 294) demonstrated that watching a video depicting racial discrimination increased intra-minority allyship intentions compared with a control video, even after controlling for ideological covariates. Across all studies, identification with all humanity was positively related to allyship intentions, but it did not reliably account for why witnessing discrimination predicted action. Taken together, the findings suggest that concrete egalitarian commitments, rather than abstract global identification, play a central role in determining when minority witnesses transform everyday encounters with injustice into collective action on behalf of other marginalized groups.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 8","pages":"572-585"},"PeriodicalIF":2.6,"publicationDate":"2026-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70074","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148785048","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"From Groups to Individuals: How Identifiability Reduces Biased Meta-Perceptions and Polarization","authors":"Amy Bruck,&nbsp;Ilana Ritov","doi":"10.1111/jasp.70069","DOIUrl":"https://doi.org/10.1111/jasp.70069","url":null,"abstract":"<p>Political polarization reflects not only people's attitudes toward rival groups but also their meta-perceptions—beliefs about how one's group is viewed by the opposing side. These second-order beliefs are often negatively biased and exaggerated (Lees and Cikara 2020), reinforcing mistrust and perceived division. The present research examined whether identifiability—considering a specific, individuated outgroup member rather than the group as a whole—may reduce bias in meta-perceptions by promoting more personalized representations of the outgroup. In Study 1 (Right- and Left-wing Jewish-Israeli participants, <i>N</i> = 317), participants evaluated either the political outgroup in general or a named outgroup voter (“Uri”). Those in the identifiability condition reported smaller perceived ideological gaps and less exaggerated meta-perceptions. In Study 2 (<i>N</i> = 165, preregistered), participants first imagined and described a typical outgroup member; identifiability again attenuated bias in meta-perceptions, particularly among right-wing participants. These findings suggest that considering identifiable outgroup members may reduce biased meta-perceptions by shifting from group-based to more personalized judgments in politically polarized contexts.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 7","pages":"519-527"},"PeriodicalIF":2.6,"publicationDate":"2026-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70069","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148343152","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Endured, but Not Valued? The Effects of Being Tolerated on Women's Team Engagement, Disidentification, and Organizational Behaviors","authors":"Kumar Yogeeswaran,&nbsp;Maykel Verkuyten,&nbsp;Anya Rivera,&nbsp;Levi Adelman","doi":"10.1111/jasp.70067","DOIUrl":"https://doi.org/10.1111/jasp.70067","url":null,"abstract":"<p>Organizational and team disidentification—where members psychologically distance themselves from their workgroups—poses significant challenges for organizational success. In diverse teams and organizations, the way in which minority group members are treated by their teammates can have implications for team disidentification and other organizational outcomes. Across two experimental studies, we tested whether being tolerated, a begrudging acceptance where disapproval is combined with behavioral acceptance, leads to worse organizational outcomes than being fully accepted, but better organizational outcomes than being outright rejected. Using an adapted Cyberball paradigm, women interacted with a team of all men who accepted, tolerated, or rejected them. In Study 1 (<i>N</i> = 469), women who were tolerated reported higher levels of team disidentification—measured as detachment and perceived dissimilarity—compared to those who were accepted, but lower levels than those who were rejected. In a pre-registered Study 2 (<i>N</i> = 593), we replicated and extended these findings to key organizational outcomes by demonstrating that, relative to acceptance, being tolerated led to reduced team engagement, greater willingness to engage in counter-organizational behaviors, and increased public criticism of the team. However, relative to rejection, tolerance increased team engagement and reduced willingness to engage in counter-organizational behaviors and public criticism. Together, these results demonstrate that while tolerance may enable diverse groups to work together, being tolerated can have negative side-effects on team disidentification and related organizational outcomes relative to acceptance, although nonetheless far preferable to rejection and discrimination.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 7","pages":"509-518"},"PeriodicalIF":2.6,"publicationDate":"2026-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70067","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148343256","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Stereotypes and Discrimination Toward Weight Loss Injection Users","authors":"Philipp Sprengholz,&nbsp;Maike Klöckner","doi":"10.1111/jasp.70070","DOIUrl":"https://doi.org/10.1111/jasp.70070","url":null,"abstract":"<div>\u0000 \u0000 \u0000 <section>\u0000 \u0000 <h3> Background</h3>\u0000 \u0000 <p>GLP-1 receptor agonists such as semaglutide and tirzepatide are increasingly prescribed for weight loss and prevention of obesity-related diseases. Although effective, users are likely to face stigma, as medication-based weight loss is often perceived as less legitimate than lifestyle changes. We investigated stereotypes and discrimination toward weight loss injection users through the lens of the Stereotype Content Model.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Methods</h3>\u0000 \u0000 <p>Across three quota-representative online studies with UK adults, we assessed perceptions of warmth and competence, behavioral discrimination, and potential explanatory mechanisms. Study 1 (<i>N</i> = 300) compared evaluations of four groups differing in weight status and weight loss methods. Study 2 (<i>N</i> = 301) experimentally manipulated weight loss method (injections vs. diet and exercise) and tested the roles of fairness and healthiness perceptions, as well as behavioral discrimination using a dictator game. Study 3 (<i>N</i> = 201) evaluated whether communicating the fairness and healthiness of injections could improve user evaluations.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Results</h3>\u0000 \u0000 <p>Weight loss injection users were perceived as more competent than individuals with overweight, but less warm and competent than normal-weight people or those losing weight through diet and exercise. Discrimination manifested behaviorally, with participants allocating less money to injection users. Fairness perceptions predicted warmth, while healthiness perceptions predicted competence. Importantly, providing corrective information about the fairness and healthiness of injections enhanced warmth and competence ratings and reduced discriminatory behavior.</p>\u0000 </section>\u0000 \u0000 <section>\u0000 \u0000 <h3> Conclusions</h3>\u0000 \u0000 <p>Weight loss injection users are subject to stereotype-driven stigma that may pose barriers to treatment uptake. Targeted communication addressing fairness and health concerns can reduce stigma and support broader adoption of the medications.</p>\u0000 </section>\u0000 </div>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 7","pages":"528-537"},"PeriodicalIF":2.6,"publicationDate":"2026-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70070","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148343047","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Psychology of Museum Experiences: A Field Study of Hedonic and Eudaimonic Well-Being","authors":"Marta Šveb Dragija,&nbsp;Martijn van Zomeren,&nbsp;Nina Hansen","doi":"10.1111/jasp.70066","DOIUrl":"https://doi.org/10.1111/jasp.70066","url":null,"abstract":"<p>Museums are increasingly perceived as spaces where visitors' experience extends to their well-being, functioning as potential well-being generators. However, little is known about whether museums can foster different types of well-being (i.e., hedonic and eudaimonic), which psychological processes are involved, and how visitors' pre-visit factors shape these outcomes. To answer these questions, we conducted a pre/post-visit field study to examine the experiences of 386 visitors across a hedonically designed (Museum of Chocolate) and a eudaimonically designed museum (Museum of Broken Relationships). Results showed that the hedonically designed museum elicited greater hedonic well-being than the eudaimonically designed museum, while both museums equally fostered eudaimonic well-being. Furthermore, the hedonically designed museum evoked predominantly positive emotions and more hedonic behavior, whereas the eudaimonically designed museum elicited a mix of positive and negative emotions and more eudaimonic behavior. Moreover, visitors who entered either museum with higher expectations and higher pre-visit well-being reported higher post-visit well-being. We discuss how these novel findings fit with the idea of museums as well-being generators, highlight the role that pre-visit well-being and expectations play in shaping well-being during and after the visit, and discuss practical implications for museum design.</p>","PeriodicalId":48404,"journal":{"name":"Journal of Applied Social Psychology","volume":"56 7","pages":"497-508"},"PeriodicalIF":2.6,"publicationDate":"2026-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/jasp.70066","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148343172","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}