Frontiers in psychology
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Frontiers in psychology · Jan 2018
Effects of Facial Expression and Facial Gender on Judgment of Trustworthiness: The Modulating Effect of Cooperative and Competitive Settings.
People often judge trustworthiness based on others' faces (e.g., facial expression and facial gender). However, it is unclear whether social context plays a moderating role in forming trustworthiness judgments. Based on the emotions as social information (EASI) model, differing contexts may impact the effect of facial expression; however, there is no evidence demonstrating that differing contexts will or will not influence the effect of facial gender. ⋯ These results suggest that in the process of judging facial trustworthiness, individuals' judgments are affected by both facial expression and facial gender. Furthermore, the effect of facial gender on facial trustworthiness judgments presents cross-situational stability, and the role of facial expression is influenced by the settings. These findings support and expand the EASI model.
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Frontiers in psychology · Jan 2018
Evaluation of Analysis Approaches for Latent Class Analysis with Auxiliary Linear Growth Model.
This study investigated the performance of three selected approaches to estimating a two-phase mixture model, where the first phase was a two-class latent class analysis model and the second phase was a linear growth model with four time points. The three evaluated methods were (a) one-step approach, (b) three-step approach, and (c) case-weight approach. As a result, some important results were demonstrated. ⋯ For example, the case-weight approach produced constantly lower empirical standard errors. However, the estimated standard errors were substantially underestimated by the case-weight and three-step approaches when class separation was low. Also, bias was substantially higher for the case-weight approach than the other two approaches.
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Frontiers in psychology · Jan 2018
Leading With Callings: Effects of Leader's Calling on Followers' Team Commitment, Voice Behavior, and Job Performance.
Viewing work as a calling has been considered to be beneficial to individuals and organizations. However, research to date has largely focused on the effects of individuals' own callings on themselves, leaving the effects of one's calling on others unexplored. Based on research that demonstrates prevalent effects of callings and leader's influences on followers at work, we assumed that leader calling might have positive effects on followers' outcomes. ⋯ The effects of leader's calling on follower commitment and voice behavior were partly accounted for by follower perceptions of transformational leadership. However, a mediating role of transformational leadership on the link between leader's calling and job performance was not supported. The implications of these findings are discussed.
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Frontiers in psychology · Jan 2018
Feedback-Related Electroencephalogram Oscillations of Athletes With High and Low Sports Anxiety.
We investigated the relationship between performance-related anxiety and the neural response to error feedback that was delivered during the execution of a time estimation task. Using the Sport Anxiety Scale (SAS-2), we selected university athletes high and low in sports anxiety. Participants executed a time estimation task where they were instructed to estimate 1 s by pressing a button after a sound cue. ⋯ The delta component was overall larger for correct than incorrect feedback. Further, athletes high in sports anxiety exhibited a larger delta component (1.5-3.5 Hz) for correct feedback in the evaluation condition than in the no-evaluation condition. Our results suggest that evaluation by others may increase the delta oscillation associated with correct feedback processing - especially among athletes high in sports anxiety.
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Frontiers in psychology · Jan 2018
Narcissistic Leaders and Their Victims: Followers Low on Self-Esteem and Low on Core Self-Evaluations Suffer Most.
Narcissistic leaders are self-absorbed and hold beliefs of entitlement and superiority. Their aggressive tendencies in the face of criticism and inclinations to validate their self-worth by derogating others may lead others to perceive them as being abusive. Here, we test the relationship between leader narcissism and followers' perceptions of abusive supervision. ⋯ Abusive supervision, in turn, was related to lower follower performance and followers experiencing more burnout symptoms. Thus, followers low on self-esteem or low on core self-evaluations seem to suffer most from narcissistic leaders as they perceive them to be abusive and, in turn, these followers show reduced performance and more burnout symptoms when working for such leaders. This research thus identifies an important moderator that might help reconcile previous inconsistent findings regarding perceptions of narcissistic leaders.