The SARS-CoV-2 (COVID-19) pandemic devastated the world economy. Global infections and deaths altered the behaviors of generations. The Internet acted as an incredible vehicle for communication but was also a source of unfounded rumors. Unfortunately, this freedom of information sharing and fear of COVID-19 fostered unfounded claims about transmission (e.g., 5G networks spread the disease). With negligible enforcement to stop the spread of rumors and government officials spouting unfounded claims, falsities became ubiquitous. Organizations, public health officials, researchers, and businesses spent limited resources addressing rumors instead of implementing policies to overcome challenges (e.g., speaking to defiant mask wearers versus safe reopening actions). The researchers defined COVID-19 transmission misinformation as false beliefs about the spread and prevention of contracting the disease. Design and validation of the 12-item COVID-19 Transmission Misinformation Scale (CTMS) provides a measure to identify transmission misinformation believers. Indirect COVID-19 transmission misinformation beliefs with a fear of COVID-19 decreased wearing a mask in public intentions. Callousness exacerbated COVID-19 transmission misinformation beliefs as a moderator.

The COVID-19 pandemic uprooted economies, infected millions, and altered behaviors. Yet, the invisible nature of the disease, paralleled symptoms to the common flu, and misinformation generated COVID-19 disbelief. Many believed COVID-19 was a hoax. Many believed case numbers were fabricated. Others claimed it was a ruse for sociopolitical reasons. The construction of the 8-item COVID-19 Disbelief Scale (CDS) measures the false belief COVID-19 was not real and life-threatening. The CDS demonstrated discriminant validity and robust reliability across two studies. Predictive analysis evinced COVID-19 disbelievers feared COVID-19 less and had lower intent to get vaccinated. In the U.S., certain religious organizations spread misinformation. Religiosity associated with greater COVID-19 disbelief. Among disbelievers, conditional indirect effects of religiosity associated with greater COVID-19 fear and higher intent to get vaccinated. The moderated mediation model validated utility of the CDS as a concise instrument to study variable relationships.

PurposeDuring the early SARS-CoV-2 (COVID-19) pandemic outbreak, the Center for Disease Control and Prevention (CDC) stated masks “may not protect the wearer, but it may keep the wearer from spreading the virus to others”. Health officials revised mask guidelines to include both the wearer and others, but contradiction became a focal point for online debate and credibility. While revised policies eventually became adopted by the public, there was loss time and lives during this critical stage. This study investigates collectivist messaging on public policy support.Design/methodology/approachCOVID-19 public policy hypocrisy was defined as the gap between supporting community policies while rejecting policies more likely to impact the individual. United States participants (N = 1,605) completed questionnaires. Moderated mediation analysis was conducted using SPSS PROCESS.FindingsThose high on collectivism and high on global personal impact associated with lower COVID-19 public policy hypocrisy. These individuals indicated consistent support for community and individual policies, likely requiring personal sacrifices. Indirect conditional effects of lower conscientiousness associated with higher hypocrisy among those collectivistic.Originality/valueParticipants evaluated preference to original public safety ads, representative of basic societal and individual benefits. Those higher on collectivism preferred societal “we” versus individual “me” public safety ads. Implications discuss benefits of personal and communal public health messaging in an individualistic society so businesses can reopen. Entrepreneurs experienced major economic setbacks that effective public health policies could have mitigated.

Purpose – In all, 218 business/psychology working students contributed to the validation of the 20-item Mentor Expectations Measure (MEM). Mentors expected outcomes of mentoring protégés based on protégé race and mentors’ level of social dominance orientation (SDO) were established. The paper aims to discuss these issues. Design/methodology/approach – Study 1: to better understand the structure of the newly created MEM, (and to take the first step toward establishing a model) the authors conducted an exploratory factor analysis, using principle axis factoring procedure for extraction with direct oblimin rotation. The factor analysis yielded four viable factors. Study 2: participants were the same 218 working undergraduate students from a mid-sized university located on the west coast of the USA. SDO and social desirability were collected and survey participants were presented a stimulus story written so that the reader would take on the perspective of a mentor within a formal organizational mentorship program. Participants were randomly assigned stories in which they, as the mentor, receive a new protégé (the manipulated variable – perceived ethnicity). Other than the names of the protégés, the stimulus stories and questionnaires were exactly the same. The survey consisted of 63 questions in total. Findings – Given evidence of discriminatory behavior toward those that threaten hierarchical norms, the authors anticipated worse expectations for the mentorship to be found in the African American protégé manipulation. Based on the literature, the authors also anticipated stronger interactions between SDO and the mentorship expectations based on the discipline of the mentor. Participant-mentors estimated expected mentor outcome rewards from mentoring a Black or White protégé. No interactions were established, but SDO was a significant predictor of lessened expectations across several elements of the mentorship. This suggests that high levels of SDO in workplace hierarchies manifest poor expectations toward mentorship outcomes no matter the race/ethnicity or disciplinary back ground of the mentor. Research limitations/implications – While the subjects in the study represent realistic entry level managers and the sample size is acceptable, the authors would like to replicate using larger sample sizes in the future. Practical implications – The development of the MEM reflects a step forward in the psychometric matching of mentors with protégé. The authors recommend utilizing the MEM to evaluate mentors before establishing a relationship and making sure that the relationship is based on clear expectations, knowledge and balanced interpersonal relationships. Importantly, understanding the impact of individual differences like SDO will facilitate more productive relationships than matching on just ethnic and gender-based commonality. Social implications – As significant negative correlations (at the 0.01 level) were found between SDO and mentor commitment, mentor tangible rewards, as well as mentor intrinsic rewards. The negative relationships suggests that as SDO levels increase, participants level of commitment to the protégé lessens, their expectation of tangible rewards based on the mentor ship lessen, and their own levels of intrinsic rewards will diminish. This paints a picture of low expectations for the protégé based on one’s level of SDO, which surprisingly does not seem to interact with race of protégé. Originality/value – First, the MEM can facilitate the matching of mentors and protégés’. Second, researchers (Klauss, 1981; Kram, 1985) have pointed out that formal mentorship relationships may suffer due to the lack of initiative and commitment which the MEM clarifies. Third, the MEM can be used to examine and existing mentorship relations. Fourth, established use of the MEM or mentorship assessment would signal a “culture of mentoring, with organizations broadcasting the seriousness with which they take mentorship. Finally, the authors establish the impact of SDO on mixed race mentorships.