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This paper aims to replicate the effect of a nudge on behavior (efficiency) and acceptability in a natural field experiment. The nudge in our study consists in setting zero sugars as the default level of sugar in hot drinks–vending machines in a French university. We compared Campus A (default option set to 0 sugars) to Campus B (default option set to 3 sugars). We measured the efficiency of this default option by observing the level of sugar actually chosen by the participants, and we measured acceptability through a questionnaire. We hypothesized a high level of efficiency for the nudge and a higher acceptability in Campus A (default option set to 0 sugars) compared to Campus B (default option set to 3 sugars). Our results show that participants with the default option set to zero sugars (Campus A) consumed less sugar than those with the default option set to 3 sugars (Campus B). We also found a high level of acceptability on both campuses, though with no difference between Campus A (where the nudge was implemented) and Campus B (where a future nudge would be implemented). The discussion addresses the applied perspectives and ethical implications of these results. [ABSTRACT FROM AUTHOR]

The induced-hypocrisy is a paradigm in which people promote a normative behavior (normative salience step) and then recall their past transgressions (transgression salience step). It is an effective two-step procedure for encouraging prosocial behaviors. This study aims to explore whether discrimination can be reduced using the hypocrisy paradigm combining two kinds of social norms, namely injunctive and descriptive norms. Weassigned 80 participants to descriptive norm-related hypocrisy, injunctive norm-related hypocrisy, combined-norm hypocrisy, and control conditions. Results showed that intention to adopt active normative behaviors was higher in the combined-norms than in the single norm hypocrisy conditions. We observed the same pattern in reducing discriminatory behaviors in the Cyberball game, which measures passive discrimination (exclusion). Our findings have both practical and theoretical implications. First, they provide a new and effective means for producing behavioral changes in the field of discrimination. Second, they contribute to further investigating the explanatory processes underlying the hypocrisy effect. [ABSTRACT FROM AUTHOR]

Induced hypocrisy is a sequential, two-step, cognitive dissonance procedure that prompts individuals to adopt a proattitudinal behavior. The present meta-analysis of 29 published and nine unpublished induced-hypocrisy studies enabled us to test three key dissonance-related issues. First, is hypocrisy effective in promoting change in behavioral intention and behavior? Our analyses supported the idea that hypocrisy (vs. control) increased both behavioral intention and behavior. Second, does hypocrisy generate psychological discomfort? Results pertaining to this issue were inconclusive due to the small number of studies measuring psychological discomfort. Third, are both steps necessary to generate change? Effect sizes conform to the idea that the transgressions-only condition can increase both behavior and intention. Our meta-analysis raises a number of theoretical issues concerning the psychological processes underlying induced hypocrisy and highlights implications for practitioners. [ABSTRACT FROM AUTHOR]

This article examines the relationship between perceived organizational support, proactive personality, and perceived employability in a sample of workers over 50. An online questionnaire assessing these variables were filled by 213 employees. Results confirmed that individual dispositions have a significant impact on perceived employability but also indicated that organizational context may have a greater impact on employability. The implications of the findings are discussed, and suggestions are offered for future research on employability. [ABSTRACT FROM AUTHOR]

Copyright of Social Psychology / Psihologie Socială is the property of Alexandru Ioan Cuza University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The present experiments examined how people exhibiting an optimistic outlook on the future are judged. The research tested and compared social acceptance of exhibiting optimism for oneself (Study 1) and comparative optimism (Study 2) in the professional and friendship domains separately and without comparison to pessimism. Results showed that optimism (for self and comparative) is socially accepted but it is more accepted in the professional domain than in the friendship domain. In the discussion, we suggest that optimism could be useful for social functioning. [ABSTRACT FROM AUTHOR]

Copyright of Cahiers Internationaux de Psychologie Sociale is the property of Presses Universitaires de Liege and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We usually think that positive events are more likely to occur to us than to others and vice versa for negative events. This phenomenon, called comparative optimism, increases both social utility and the tendency to present oneself as above average. The literature highlights the same elements in competition. Our objective was to study the links between comparative optimism and competition and to argue that social utility can explain this relation. In our study, we presented participants with comparative optimistic, comparative pessimistic or neutral targets. We observed that a comparative optimistic target was perceived to fit better with a competitive situation than other targets because he/she was deemed socially useful (e.g., assertive, self-confident). Participants also felt that a comparative optimistic target pursued more performance goals than the other targets. This effect was mediated by the perception of this target as a competitive person. These results, consistent with our assumptions, highlight the competitive dimension of comparative optimism. [ABSTRACT FROM AUTHOR]