Over the last ten years, Oosterhof and Todorov's valence-dominance model has emerged as the most prominent account of how people evaluate faces on social dimensions. In this model, two dimensions (valence and dominance) underpin social judgments of faces. Because this model has primarily been developed and tested in Western regions, it is unclear whether these findings apply to other regions. We addressed this question by replicating Oosterhof and Todorov's methodology across 11 world regions, 41 countries, and 11,570 participants. When we used Oosterhof and Todorov's original analysis strategy, the valence-dominance model generalized across regions. When we used an alternative methodology to allow for correlated dimensions we observed much less generalization. Collectively, these results suggest that, while the valence-dominance model generalizes very well across regions when dimensions are forced to be orthogonal, regional differences are revealed when we use different extraction methods, correlate and rotate the dimension reduction solution.
This research advances a social identity approach to leadership through a meta-analysis examining four novel hypotheses that clarify the nature and impact of leader group prototypicality (the extent to which a leader is perceived to embody shared social identity). A random-effects meta-analysis ( k = 128, N = 32,834) reveals a moderate-to-large effect of prototypicality that holds across evaluative and behavioral outcomes. The effect is stronger (a) when prototypicality is conceptualized as the ideal-type rather than the average group member, (b) for stronger prototypes (indexed by group longevity), and (c) for group members in formal rather than nonformal leadership roles. The effect is not contingent on group prototypicality entailing differentiation from other (out)groups. Additionally, results provide meta-analytic evidence of widely examined key factors: follower group identification (which enhances the relationship) and leader group-serving behavior (which attenuates the relationship). Building on these findings, we outline the implications for the next wave of theoretical and empirical work.
Life change affects health. Research aimed at understanding the consequences of life change has primarily focused on the important roles played by stress, social support, individual differences, and broader socioeconomic factors in shaping health outcomes, most notably mental health decline. In this review we extend these accounts by exploring social identity–based determinants of adjustment to life change. We do so by drawing on social identity theorizing and, in particular, the Social Identity Model of Identity Change (SIMIC). This points to the importance of multiple, maintained, new, and compatible group memberships as determinants of people's responses and adjustment to life change. We apply this model to understand the health consequences of adjustment to life change in four diverse areas: pursuit of higher education, migration, trauma and resilience, and recovery from illness and injury. Finally, we provide direction for future research on SIMIC and the health consequences of life change. Expected final online publication date for the Annual Review of Psychology, Volume 72 is January 4, 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
Previous research has examined burnout and work engagement as a function of demands and resources at work. Yet we know little about the ways in which these are determined by people's social experience as a member of their workgroup as shaped, in particular, by leaders' management of shared identity. To address these issues, we propose a model in which leaders' identity entrepreneurship (the degree to which the leader promotes understanding of shared group identity) impacts on group performance through burnout and work engagement. We tested our model in a field study with 641 participants from the US working population who responded to their workgroup leader and indicated their health. Results indicated that when leaders acted as identity entrepreneurs, group members not only reported higher group performance but also experienced less burnout and were more engaged at work. Moreover, the relationship between identity entrepreneurship and group performance was mediated by an increase in work engagement and a reduction in burnout both of which in turn facilitated group performance. These findings suggest that what it means for healthprotective leaders to be 'transformational' is being capable of facilitating the development of a special sense of 'us' that they and group members share.
We examined whether people who are prone to believe COVID‐19 conspiracy theories are characterised by an especially strong concern for others or an especially strong concern for the self, and whether these orientations are associated with willingness to take a COVID‐19 vaccine. We surveyed 4,245 participants from eight nations; three months later we re‐contacted 1,262 participants from three nations. Belief in COVID‐19 conspiracy theories was related to greater concerns about one’s own safety, and lower concerns about the safety of close others. Furthermore, conspiracist ideation at Wave 1 predicted reluctance to take a COVID‐19 vaccine at Wave 2, mediated through relative concern for self versus other. In sum, people who are high in conspiracy beliefs have relatively higher concern for the self relative to others, with troubling implications for public health.
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