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Through two studies of fans who identified with the collective known as NASCAR (the National Association for Stock Car Auto Racing hereafter referred to as Nascar), we examine why stakeholders identify with collectives that are perceived as only moderately prestigious (given that high prestige has been shown, empirically, to be the primary predictor of collective identification because it enhances identifiers’ self-esteem). Our findings indicate that identifiers did not perceive Nascar to be high in prestige (compared to other similar collectives) and that their identification was predicted, primarily, by “Perceived Opportunity for Authentic Self-Expression” with Nascar. In addition, across both studies, we found that “patriotism”—a personal value that was difficult for fans to affirm elsewhere—was the most important value that fans perceived they could “self-express” when interacting with Nascar. These findings suggest that individuals may identify with moderate prestige collectives because they provide rare opportunities to express values that are part of their authentic selves, and thus, satisfy these individuals’ “needs for authenticity.”.

We examine how passive 'face time' (i.e. the amount of time one is passively observed, without interaction) affects how one is perceived at work. Findings from a qualitative study of professional office workers suggest that passive face time exists in two forms: 1) being seen at work during normal business hours - or expected face time, and 2) being seen at work outside of normal business hours - or extracurricular face time. These two forms of passive face time appear to lead observers to make trait inferences (i.e. they lead observers to perceive employees as either 'dependable' or 'committed', depending on the form of passive face time). Findings from an experimental study confirm our qualitative findings and suggest that trait inferences are made spontaneously (i.e. without intent or knowledge of doing so).We discuss the implications of our findings for theories of person perception and the practice of performance appraisal. © The Author(s) 2010.