丑相:政客的外表和不道德行为

IF 9.1 1区 管理学 Q1 MANAGEMENT
James C. Rockey , Harriet M.J. Smith , Heather D. Flowe
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引用次数: 3

摘要

在2009年的报销丑闻中,超过一半的英国国会议员被发现虚报开支。我们对MPs (N = 636)的面部外观是否与过度索赔有关进行了探索性分析,因为研究发现面部外观与行为结果相关。先前不熟悉议员的参与者(N = 4727)对每位政治家的面部进行了特征评级(外表吸引力、魅力、犯罪、有能力、财务贪婪、诚实、可爱、有组织、身体优势和真诚)。潜在因素结构表明,这些特征可以分为先前工作中确定的三个主要因素:犯罪(犯罪、经济贪婪和身体优势的特征)、吸引力(身体吸引、魅力、诚实、可爱和真诚的特征)和能力(有能力和有组织)。我们发现更有魅力的国会议员倾向于少申报,看起来更犯罪的国会议员也是如此。但看起来更有能力的政客往往会夸大其词。我们将这些发现与道德许可和道德一致性理论联系起来,并讨论了我们发现的局限性和具体的背景性质。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Dirty looks: Politicians’ appearance and unethical behaviour

Over half of British Members of Parliament (MPs) were found to have overclaimed on their expenses in the 2009 expenses scandal. We conducted an exploratory analysis of whether the facial appearance of the MPs (N = 636) is associated with overclaiming, as research has found that facial appearance is correlated with behavioural outcomes. Participants (N = 4,727) previously unfamiliar with the MPs made trait ratings (physically attractive, charismatic, criminal, competent, financially greedy, honest, likeable, organised, physically dominant, and sincere) of each politician’s face. The latent factor structure indicated the traits could be grouped into the three broad factors identified in previous work: criminality (the traits criminal, financially greedy, and physically dominant), attractiveness (the traits physically attractive, charismatic, honest, likeable, and sincere), and competence (competent and organised). We found more attractive MPs tended to overclaim less, as did more criminal-looking MPs. But more competent-appearing politicians tended to overclaim more. We relate these findings to theories of moral licensing and moral consistency and discuss the limitations and context-specific nature of our findings.

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来源期刊
CiteScore
15.20
自引率
9.30%
发文量
58
期刊介绍: The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.
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