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One of the persisting challenges facing societies and organizations is to socially integrate sojourners, expatriates, including migrants into the host culture whilst leveraging reciprocal cross-cultural learning experiences. In a quasi-experimental field study, using an embedded unequal design, incoming international students’ (i-Students’) adjustment processes were investigated via a comprehensive 18/19-week peer mentoring social learning cross-cultural adjustment program. Forty-three local mentors were paired with 126 i-Student mentees, and 238 i-Students served as a control group. Quantitative and complementary qualitative data were collected from mentees, mentors, and controls at three time-points. Results showed effects in intercultural communication, cultural adjustment, life skills, and well-being domains. Mentors’ 360-degree synchronous evaluation of mentees showed increases in all skills measured. Post-program responses from participants confirmed the increase in communication and life skills, supporting the social learning hypothesis. Theoretical and practical implications are presented to assist individuals studying and/or working with their acculturation in foreign nations.

Informed by moral typecasting theory, we predicted a gender bias in harm evaluation, such that women are more easily categorized as victims and men as perpetrators. Study 1 participants assumed a harmed target was female (versus male), but especially when labeled ‘victim’. Study 2 participants perceived animated shapes perpetuating harm as male and victimized shapes as female. Study 3 participants assumed a female employee claiming harassment was more of a victim than a male employee making identical claims. Female victims were expected to experience more pain from an ambiguous joke and male perpetrators were prescribed harsher punishments (Study 4). Managers were perceived as less moral when firing female (versus male) employees (Study 5). The possibility of gender discrimination intensified the cognitive link between women and victimhood (Study 6). Across six studies in four countries (N = 3,137), harm evaluations were systematically swayed by targets’ gender, suggesting a gender bias in moral typecasting.

Public apologies struggle to communicate genuineness. Previous studies have shown that, in response to public apologies, perceptions of remorse and levels of forgiveness are often low, while skepticism about motive is high. Furthermore, attempts to reduce mistrust of public apologies by manipulating the verbal component of the message have had limited success. Across 6 studies (combined N = 3,818), we examined whether people respond more positively to public apologies if the apologies are accompanied by nonverbal demonstrations of remorse: operationalized as kneeling (Studies 1 and 6) and crying (Studies 2-5). Overall, embodied remorse had small-to-medium effects on perceived remorse, and through this relationship had reliable effects on perceived likelihood of reoffending, empathy, positive appraisals of the transgressor, and satisfaction with the apology. Positive effects of embodiment emerged regardless of whether transgressions were committed by a collective (Studies 1, 2, and 6) or an individual (Studies 3-5), and were equally strong regardless of whether or not the transgressor issued an apology (Studies 4 and 5). Furthermore, embodied remorse appeared to lie beyond suspicion: if anything, those low in dispositional trust were more positively influenced by embodied remorse than those high in dispositional trust. Despite all these positive effects, embodied remorse did not have a significant effect on forgiveness in any of the studies, and an internal meta-analysis revealed a significant effect that was of negligible size. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Most psychological research has investigated victims’ forgiveness and offenders’ self-forgiveness separately, ignoring interactive and dynamic processes between them. We suggest that both parties are interdependent in their attempts to revalidate the values violated by the wrongdoing. In the present study, both partners of close relationships dyads (including 164 complete couples) were surveyed over three time-points following the report of a wrongdoing by one of the partners. Latent growth modeling showed that victims’ forgiveness was associated with growth in their perception of a value consensus with the offender. Victims’ value consensus perception was associated with growth in offenders’ perception of value consensus and engagement in genuine self-forgiveness (working through). However, directly, forgiveness was associated with decline in offenders’ genuine self-forgiveness, while offenders’ self-punitiveness was associated with decline in victims’ forgiveness. The findings highlight the regulatory function of victim forgiveness and the pivotal role of restoring value consensus in interactive moral repair.

This paper explores the impact of acculturation conditions, orientations and outcomes on international students in Australia’s tertiary education sector. Specifically, we investigate the factors that facilitate or hinder acculturation of international students within a multidimensional acculturation context ( Arends-Toth & van de Vijver, 2006 ). We used a sequential exploratory mixed-methods design in two studies to investigate acculturation of international students at an Australian university and test how these factors are related to psychological and sociocultural outcomes. In Study 1, we conducted a generic qualitative study using semi-structured interviews with a conventional content analyses approach,which compared the experiences of international students who on average had high numbers of positive experiences versus those who had high numbers of negative experiences. We found that a support network of mixed-nationals, and especially host locals, facilitates positive psychological and sociocultural adjustment, and buffers acculturative stress. Study 2 quantitatively tested the association of factors found in Study 1 (perceived stereotypes, intercultural and ethnic network/resources) with psychological and sociocultural acculturation outcomes. Study 2, shows that perceived negative stereotypes loosen ties with the dominant (host) culture and reinforces ties with the ethnic (non-host) culture. The social resources associated with either culture was found to be useful for acculturation, with both independently contributing to participant well-being. Contact with host locals played a particularly crucial role in developing these resources. Our findings provide foundations for pragmatic policy implications, suggesting value in the development of formally organized contact programs in the early sojourn experience of international students.

PurposeThe purpose of this study is to examine the effect of supervisor’s unfair treatment on follower’s retributive and restorative justice perceptions. The main goal is to find asymmetric nonlinear trajectories in the relationship between the severity of unfair treatment and employees’ orientation toward retributive/restorative justice.Design/methodology/approachUsing an experimental policy-capturing design that varied five levels of transgression severity (none to very high) within supervisor–subordinate relationship injustice situations, 168 employees rated their retributive/restorative justice preferences. Latent growth curve modeling was used to fit the overall patterns of change.FindingsAs hypothesized, the trajectory of restorative justice was convex and progressed in a negative exponential shape, whereas the retributive justice trajectory was concave but followed a less steep positive exponential shape.Research limitations/implicationsThe main limitation is a threat to the external validity of the results. Scenario-based surveys may not fully generalize to actual organizational situations.Practical implicationsThese findings help managers to understand how unjust treatment can shape employees’ expectations and, thus, address it adequately. This is important to retain qualified personnel and to minimize workplace disengagement in the aftermath of poor treatment.Social implicationsRestorative justice is of great importance for minor and moderate violations of justice.Originality/valueBy illustrating different trajectories, this study extends research on restorative and retributive justice in organizations. The results help to understand when people expect restoration and are motivated to punish wrongdoers.

In the political arena, grassroots movements often emerge that express remorse or push for a collective apology in response to ingroup wrongdoing. Often this comes independently of (or as a counterforce to) official responses by the political leadership. Research has not yet clarified the effect of such public expressions of remorse on intergroup forgiveness, nor has it explicated their role in a collective apology. We propose that grassroots gestures of remorse by collectives of the offender group may enhance intergroup forgiveness among victim group members because they exert a particularly powerful influence on perceptions of prototypical group sentiment. Four experiments (Ns = 434, 204, 600, 278) varied information about the provision of a leader apology and the grassroots public response to an intergroup transgression. Results show that grassroots responses can enhance victim group perceptions of offender group remorse, as well as subsequent feelings of forgiveness toward the offender group. In contrast, leader apologies generally failed to increase perceived remorse or promote intergroup forgiveness. Patterns were largely consistent across varying forms of grassroots responses (i.e., sorry demonstrations, letter-writing, social media buzz, public opinion polls), diverse transgression contexts (i.e., racial violence, carnage during combat, symbolic insult, ethnic conflict), and among different national groups. Results illustrate the potential power of grassroots remorse for promoting intergroup forgiveness.

Research grounded in gender role theories has shown that women face numerous employment disadvantages relative to men, with mothers often facing the greatest obstacles. We extend this literature by proposing that motherhood is not a necessary condition for women to face motherhood penalties. Instead, managers’ expectations that an applicant will have a child in the near future (i.e., “maybe baby” expectations) increases their perceptions of risk associated with employing childfree, childbearing-aged women–but not men. Investigating the intersection of gender and age, and integrating economic theories of discrimination, we conceptualize hiring as a risk assessment process, proposing that managers’ risk perceptions drive more precarious employment conditions for this group of women. Results from a field study with early career employees (Study 1) and a randomized experiment with hiring managers (Study 2) support our predictions across attitudinal (e.g., desire to offer a temporary job contract; Study 2) and objective indicators (e.g., having a temporary job contract; Study 1); female applicants can also mitigate this “maybe baby” risk by signaling a lack of interest in having children or by emphasizing their commitment and work ethic (Study 2). Our findings suggest that the perceived risks of parenthood can be hazardous for child-bearing-aged, childfree working women who simply may become parents (vs. men and mothers; vs. childfree women who are significantly younger or older than the average age of first childbearing in the local context).

Growing evidence points to the role of authentic leadership in enhancing followership. Yet little is known about the factors that determine whether followers perceive leaders as displaying authentic leadership. In the present research, we examine the impact of leaders' championing of collective (group) interests on authentic leadership. Study 1 shows experimentally that compared to a leader who advances personal interests, a leader who advances the interests of a collective is (a) perceived as offering more authentic leadership and (b) more likely to inspire followership. Findings are followed up in a field study revealing that leaders' championing of collective interests is associated with greater perceived authentic leadership and followership (in terms of voting intentions). Furthermore, results indicate that shared self-categorization is a boundary condition of these relationships such that the relationship between a leader's championing of collective (group) interests and authentic leadership (and followership) is more pronounced for perceivers who self-categorize as members of the group that a leader is leading (rather than of a different group). In sum, findings suggest that leaders are regarded as more authentic to the extent that they are true to the collective identity of the group that they lead.

In the present research, we examine how two aspects of leader self-awareness — namely, leader awareness of their (a) personal identity and (b) collective (group) identity — influence perceptions of authentic leadership and leader endorsement. Study 1 provides experimental evidence that (a) leader personal self-awareness has a somewhat stronger impact on perceptions of their authentic leadership than leader collective self-awareness, but that (b) leader collective self-awareness has a stronger impact on leader endorsement. These findings are replicated in a second field study with political leaders, and in a third experimental study with workplace supervisors. Results suggest that for leaders to be seen as authentic and garner support, they need to be seen as aware not only of who they are as individuals, but also of who they are as members of the collective they seek to lead. Implications for theories of the nature of self, authenticity, and leadership are discussed.

Scholars have discussed the implications of positive leadership role models, including the impact of Barack Obama and Hillary Clinton’s political rise for aspiring leaders of underrepresented groups. However, there are also potential ramifications when those role models fail, shaping broader beliefs about the permeability of the glass ceiling. The current research tests this idea by evaluating the perceived promotability of male and female business leaders before ( n = 165) and following ( n = 159) the 2016 U.S. presidential election. Results indicated that the election result negatively affected the perceived promotability of women relative to men. A conceptual replication study ( N = 997) manipulating election reminders yielded a similar pattern. Notably, respondents’ own beliefs about the glass ceiling and willingness to work with the targets did not change, suggesting that Clinton’s failed leadership bid informed predictions about the behavior of others, but it did not shift personal attitudes toward female leaders.

Despite the progress American women have made in other arenas, they still remain underrepresented in top leadership positions in both the public and private sectors, thus contributing to their marginalized status in these domains. Although people do not expect to encounter women in positions of power, a solely cognitive process cannot fully account for the negative interpersonal characterizations and poor leadership evaluations (i.e., backlash) that female leaders disproportionately receive. Rather, recent evidence suggests that because female leaders are seen as gender norm deviants who threaten the gender status hierarchy, the backlash they encounter more likely constitutes a motivated process whereby perceivers’ negative evaluations stem from a desire to maintain the status quo (i.e., gender inequality). Here, we expand on this work by proposing that a desire to defend the gender hierarchy causes people to feel negative moral emotions when encountering powerful women who display dominance and/or agency which, in turn, causes backlash effects against such individuals. Study 1 finds that morally laden negative affect explains why evaluators penalize dominant female leaders, but not dominant male leaders. Studies 2 and 3 then manipulate this mediator via the use of use disgust primes. Given that embodied disgust amplifies moral judgment severity, we hypothesized that if moral emotions underlie gender backlash, enhanced feelings of disgust should result in harsher penalties for leaders in gender-incongruent roles than those in gender-congruent roles as only the former violate core gender norms that undermine the status quo. Indeed, compared to a neutral prime, disgust primes (taste in Study 2, visual in Study 3) resulted in lower leadership evaluations and liking of only the gender deviant targets. We discuss the implications of these findings for organizational interventions and female leaders’ impression management strategies.

Anger has traditionally been associated with aggression and antagonistic behavior. A series of studies revealed that experiences of third-party anger (anger experienced when observing that harm is done to someone) can also lead to prosocial behavior. More specifically, three studies, hypothetical scenarios as well as a behavioral study, revealed that third-party anger can promote compensation of the victim. The results also showed a preference for such prosocial behaviors over antagonistic behaviors. We conclude that behaviors stemming from anger, whether antagonistic or prosocial, are reactions to inequity, albeit determined by the constraints of the situation.

Political apologies by one group to another often occur a significant period of time after the original transgression. What effect does such a delay have on perceptions of sincerity and forgiveness? A delayed apology could reflect the offender group's reluctance to apologize, or, alternatively, it could represent time and consideration spent on developing an appropriate response. In the latter case, the delayed apology would represent a sincere acknowledgment of the harm done, whereas in the former case it would not. In two studies, we found that a verbal collective apology, when delayed, was perceived to be less sincere than when offered more immediately following a transgression, and this translated to less forgiveness. However, in Study 2, the negative effects of time delay on sincerity and forgiveness were mitigated or reversed when the apology was in the form of commemoration. The commemorative apology, in particular when delayed, gave rise to favorable attributions (including representativeness of apologizing group, commitment to remember, and giving voice to victims), which mediated the effects on sincerity. The results suggest that collective apologies that are offered with considerable delay appear less meaningful and less deserving of a forgiving response, unless the apologizing group is able to express consideration and thoughtfulness through the apology process.

Purpose To connect students with the real world of management practice, the purpose of this paper is to extend and operationalize the situated cultural learning approach (SiCuLA) through five learning processes occurring within communities of practice. These include integration of cultural contexts, authentic activities, reflections, facilitation, and the construction of a collaborative learning community. Design/methodology/approach To investigate the complex processes and principles of cultural learning, a multi-method approach is applied to an extensive comparative study of default and intervened cases within three management classes. Evidence is drawn from multiple sources of qualitative data including class observations, meeting minutes, focus groups, and group interviews with students and instructors. Findings Results indicated that in default cases, little explicit attention was given to a situated perspective of culture, or to the rich sources of cultural knowledge available among members of the classroom community. In contrast, following the intervention cases where SiCuLA was applied, there was strong evidence that much more attention was given to enhancing student contextual knowledge. Nonetheless, there were some challenges in applying these processes within the classroom context. Originality/value This is the first study to extend and operationalize SiCuLA in a classroom setting. More importantly, the evidence forms the empirical basis for deriving theoretical principles for cross-cultural management (CCM) education and training. It contributes to studying cultural contexts as sources of knowledge for learning through active co-participation. It also contributes to positive CCM learning with an emphasis on human agency that encourages students to take more responsibility and ownership of their cultural learning.

The sincerity of an apology is often critical for it to be viewed positively by victims. For collective apologies, we argue that sincerity takes on a particular meaning: It is a function of the apology’s perceived representativeness for the offender group’s will or sentiment. Consistent with this notion, when an apologetic (vs. nonapologetic) message was democratically chosen (Study 1) or explicitly endorsed by the majority of the offending outgroup (Study 2), it was considered more sincere and, through this, led to more forgiveness. Furthermore, while disagreement about an apology within the offender group reduced its perceived representativeness and sincerity, this was less so when the dissenters could be subtyped: when disagreement was correlated with an existing subgroup within the offending outgroup (Study 3) and in line with expectations for that subgroup (Study 4). This research shows that victim group members consider intragroup processes within the offending outgroup for attributions of sincerity.

After an intergroup transgression, victims often advocate for a collective apology that the transgressor group is reluctant to provide. We argue that this is partly caused by a discrepancy in the extent to which victim and perpetrator group members appraise transgressions through an intergroup lens. In three experiments, participants read about individuals assaulting members of a racial out-group. Consistent with predictions, victim group members were more likely than transgressors and third parties to see the events as typical of the transgressor group, more likely to appraise the events as intergroup in nature, and through these processes were more desiring of a collective apology. Transgressors' reluctance to issue a collective apology was not a sign of harm minimization. Indeed, they were more likely than victims to seek an interpersonal apology and less forgiving of the individual transgressors. Cognitive and motivational mechanisms were proposed, although evidence for the latter was limited.

Research grounded in lack of fit and gender role theories has shown that women face numerous employment disadvantages relative to men, with mothers often facing even greater obstacles. Integrating ...

Dramatic increases in the issuance of political apologies over the last two decades mean that we now live in the “age of apology”. But what does this surge in frequency mean for the effectiveness of intergroup apologies in promoting forgiveness? In the current research we propose a paradoxical “normative dilution” effect whereby behavioral norms increase the perceived appropriateness of an action while at the same time reducing its symbolic value. We experimentally manipulated the salience of the age-of-apology norm prior to assessing participant (N = 128) reactions to past unjust treatment of ingroup POWs by the Japanese during WWII. The apologetic norm increased victim group members' desire for an apology in response to the harm. However, after reading the actual apology, the invocation of the norm decreased perceived apology sincerity and subsequent willingness to forgive. Thus, although apologetic trends may suggest greater contemporary interest in seeking reconciliation and harmony, their inflationary use risks devaluing apologies and undermining their effectiveness.

Although typically conceptualized as a reconciliation outcome, we propose that intergroup forgiveness can also be construed as a decision or course of action that advances justice and positive intergroup sentiments among members of the victimized group. However, the process through which this occurs depends on the perceived differentiation between the groups. Following intergroup transgressions staged in the laboratory (Study 1) or reported in news article scenarios (Study 2), participants whose victimized ingroup expressed forgiveness perceived less injustice than those whose group did not forgive, which indirectly improved intergroup sentiments. Among high ingroup identifiers and in victim groups with low relative status (i.e., more salient intergroup boundaries), forgiveness diminished feelings of injustice by reducing the perceived threat to the ingroup’s status/power. In contrast, among low ingroup identifiers and in groups with high relative status, forgiveness diminished feelings of injustice by reducing the perceived threat to collectively shared values.

After a transgression has occurred within an organization, a primary concern is the reintegration of the affected parties (namely offenders and victims) back into the organizational community. However, beyond offenders and victims, reintegration depends on the views of organizational peers and their desire to interact with these parties. In two studies, we demonstrated that offender amends and victim forgiveness interact to predict peer reintegrative outcomes. We found evidence of backlash against unforgiving victims: Peers wanted to work the least with victims who rejected appropriate amends, thus penalizing them for their failure to contribute to the restoration process. This backlash effect was due to decreased liking of the victim and the perceived failure to repair the offender-victim relationship. These findings demonstrate that peers expect both offenders and victims to do their part to achieve reconciliation following transgression, and both may suffer the consequences of failing to meet peer expectations. Implications for reintegration within organizations are discussed.

Moral typecasting is the tendency to categorize intentional perpetrators and suffering victims within moral interactions. We predicted a bias in typecasting, such that women are more easily typecas...

Recent societal movements (e.g., #MeToo and #TimesUp initiatives) and high profile misconduct cases have highlighted the importance of effectively addressing interpersonal transgressions, unethical...

Women’s inclusion in the workplace has continued to improve since the gender “revolution” of the 1960s, yet women are far from reaching parity with men and improvements have not been equal for all ...

Although balancing work and family commitments is a significant source of strain for working parents, working mothers in traditionally male positions face additional anxiety due to unfounded assumptions about their competence as employees, assumptions rooted in gender stereotypes. However, stereotype-based assumptions can also bias competence impressions of these working mothers in family domains, depicting them as bad parents. In four experimental studies, we documented evidence that working mothers are seen as less effective parents than nonworking mothers. Consistent with the argument that gender stereotypes underlie these findings, the bad parent assumption was apparent only for mothers and not fathers (Study 1), only when working in a male sex-typed occupation (Study 2), more intensely when job success was clear (Study 3), and only when working out of personal choice (Study 4). Similar patterns were observed in ratings of interpersonal appeal (e.g., likability, friend desirability, coworker desirability), relational judgments suggesting that there are also negative social consequences for working mothers.

Despite an understanding of the perception and consequences of apologies for their recipients, little is known about the consequences of interpersonal apologies, or their denial, for the offending actor. In two empirical studies, we examined the unexplored psychological consequences that follow from a harm-doer's explicit refusal to apologize. Results showed that the act of refusing to apologize resulted in greater self-esteem than not refusing to apologize. Moreover, apology refusal also resulted in increased feelings of power/control and value integrity, both of which mediated the effect of refusal on self-esteem. These findings point to potential barriers to victim–offender reconciliation after an interpersonal harm, highlighting the need to better understand the psychology of harm-doers and their defensive behavior for self-focused motives.

We proposed two distinct understandings of what justice means to victims and what its restoration entails that are reflected in individual–level justice orientations. Individuals with a retributive orientation conceptualize justice as the unilateral imposition of just deserts against the offender. In contrast, individuals with a restorative orientation conceptualize justice as achieving a renewed consensus about the shared values violated by the offence. Three studies showed differential relations between these two justice orientations and various individual–level values/ideologies and predicted unique variance in preferences for concrete justice–restoring interventions, judicial processes and abstract justice restoration goals. The pattern of results lends validity to the understanding of justice as two distinct conceptualizations, a distinction that provides much needed explanation for divergent preferences for injustice responses. Copyright © 2011 John Wiley & Sons, Ltd.

Three studies examined the relationship between individuals' perceived “prototypicality” in a group, their subsequent self-presentation goals, and individual effort in that group. Consistent with the finding that feelings of marginal ingroup membership status elicit a desire to seek stronger social connections within ingroups, we predicted that non-prototypical group members will have more salient self-presentation goals than prototypical members, and as such will exert more individual effort to exhibit the value of their membership to the group. Correlational Study 1 confirmed that non-prototypical group members may be more likely than prototypical members to volunteer for activities that would benefit their group. Two experimental studies were then conducted to test the causal influence of feelings of prototypicality while also identifying theoretically relevant moderating conditions of perceived task efficacy (Study 2) and public versus private task performance (Study 3). These findings suggest that effortful performance in groups is partly motivated by the desire to foster social ties.

Retributive justice theory has suggested two processes by which punishment is psychologically satisfying to victims of injustice: leveling the power imbalance caused by the transgression and revalidating social consensus over the importance of the rules, norms, and values violated by the offense. The current investigation proposes a third symbolic function that has not yet been identified as a psychological consequence of punishment: confirmation of the victim's membership status in the group (i.e., intragroup standing or respect). Three studies identified perceptions of intragroup membership status as following from third-party punishment, partly explaining the effect of punishment on a victim's group identification. Study 1 showed that, following the experience of an injustice, punishment prevented perceived membership status threats from resulting in victim disidentification. Study 2 showed that third-party desires to punish increased subsequent identification by symbolically communicating the ingroup's regard for the victim, even when the offender did not actually suffer the effects of third-party sanctions. Finally, Study 3 showed that punishment only implied membership status when the act of punishment was instigated by an ingroup authority and was thus identity-relevant. Taken together, these studies offer the first examination of membership status as a relevant concern underlying retributive justice. © 2011 Elsevier Inc.

The current study explored how gender, group membership and different emotional reactions to the crime of domestic violence predict attitudes and endorsement of restorative or retributive justice practices. The experiment consisted of a 2 (victim group membership: Muslim- or Anglo–Australian)×2 (offender group membership: Muslim- or Anglo–Australian)×2 (Sex of participant) between-participants factorial design. Anglo–Australian participants (43 men; 50 women) were randomly assigned to one of the four manipulated conditions, and completed an online questionnaire that involved viewing a short video clip of a woman describing her experience as a domestic violence victim. Results revealed strong preferences for restorative justice in dealing with domestic violence, with women supporting this practice more than men. The crime was perceived as most severe and retribution was endorsed most strongly when the victim was Anglo–Australian (i.e. an in-group member). Intra-group violence was also perceived to...

The almost exclusive focus on punishment and inattention to compensatory alternatives in studies involving experimental games may yield patterns that do not accurately reflect how and when people respond to injustice, particularly if punishment and compensation are not psychologically equivalent approaches to justice restoration. In the current study, we examined participants' preference for punitive and compensatory actions, while also exploring emotional determinants and boundary conditions. Our results indicated that participants actually compensated victims more than they punished offenders and that the majority of participants assigned both. Furthermore, although both interventions were associated with emotional experiences of moral outrage toward the offender, self-focused emotions reflecting feelings of threat only predicted compensation and only when victims were aware that they had been victimized. These findings augment our understanding of third-party interventions, emphasizing the importance of considering response alternatives when studying the psychology of justice.

The current investigation examined the untested effects of perspective taking on revenge. After taking the perspective of their offender (or not), victims of an experimentally induced injustice were given the opportunity to exact revenge. When the violation was ambiguous, perspective taking resulted in favorable attribution biases and reduced revenge. In contrast, perspective taking increased desires for revenge when the violation was clear. Both effects were apparent only for victims with a high interdependent self-construal, suggesting that they are motivated by the desire to condemn moral threats to one’s social self-concept, either by attributing the offender’s immoral actions to an external cause (decreased revenge) or taking a stand against the offender’s immorality (increased revenge).

Forgiveness is often understood as the outcome of sociocognitive processes including appraisals of transgression severity and offender responsibility, rumination, and empathy for the offender. Alternatively, forgiveness may be understood as the initiator of such sociocognitive processes; a decision, intuition, or act that elicits reappraisals, reduces ruminative thought, and leads to a repositioning to the offender. The authors tested these two causal directions in a three-wave longitudinal study capturing participants' ( N = 112) thoughts and feelings in the first 3 days immediately following an interpersonal transgression. Latent growth modeling showed that initial forgiveness significantly predicted an increase in empathy and a decrease in perceived severity over time. Conversely, initial rumination significantly predicted a change in forgiveness; interestingly, counter to conventional theoretical views, rumination facilitated an increase in forgiveness over time. The findings indicate that, in the dynamic period following a transgression, forgiveness plays an active role and initiates sociocognitive changes in victims.

We propose a concept of restorative justice as a sense of justice deriving from consensus about, and the reaffirmation of, values violated by an offence (in contrast to punishment-based retributive justice). Victims should be more likely to seek restorative justice (and less likely retributive justice) when they perceive to share a relevant identity with the offender. In Study 1, when the relevant identity (university affiliation) shared with the offender was made salient (vs. not), participants found a consensus-based response more justice-restoring. In Study 2, when the group (company) shared with the offender was cohesive (vs. not), participants more strongly endorsed a restorative justice philosophy and, mediated by this, responded in consensus-restoring ways. In Study 3, when the offender was an ingroup (vs. outgroup) member, participants more strongly endorsed a restorative justice philosophy, fully mediated by sadness emotions. Copyright # 2009 John Wiley & Sons, Ltd.

Justice theory has suggested that transgressions pose a threat to the shared values that underlie broken rules or laws, suggesting that in order to address concerns over the values violated by an offence, perceived consensus regarding those values must be reaffirmed. However, little empirical research has been conducted examining how legal responses can address those value concerns. In the current research we argue that punishments, as a common response to injustice, can reaffirm perceived value consensus through two routes: (1) by symbolically labelling the offence as against group values, thus reinforcing values towards observers and (2) by attempting to reform the offender, thus reinforcing values towards the offender. Consistent with this argument, three empirical studies showed that the public and inclusive nature of punishment helps restore a perceived value consensus as such characteristics facilitate these two processes. Moreover, these characteristics had a positive effect on perceived punishment appropriateness particularly when value concerns were heightened. These findings implicate symbolic labelling and offender reform as two processes by which punishments can restore the perception of value consensus and suggest that these processes are integral to justice restoration through punishment when value consensus is a dominant concern.

Previous research considering reactions to injustice has focused predominantly on retributive (i.e., punitive) responses. Restorative justice, a relatively understudied concept, suggests an alternative justice response which emphasizes bilateral discussion in an attempt to reach a consensus about the meaning of the offense and how to address the transgression. The current research explores the additional contribution of restorative justice processes, examining the extent to which bilateral consensus is viewed as a fairer response to transgressions than unilateral decisions. Results show that, independent of the punishment, restorative responses are generally regarded as fairer than nonrestorative responses. And compared to punishment, which tends to be moderated by offender intent and seriousness of the harm, restorative responses are regarded as particularly fair when the involved parties share an identity. Findings suggest the importance of distinguishing retributive justice from a “restorative notion of justice”—a notion that focuses on addressing concerns over the maintenance of existing social relationships and identity-defining values.

Three experimental studies investigated whether information implying social-sexual behavior (any non-work-related behavior containing a sexual component) by employees would influence judgments of their effectiveness. In managerial and entry-level positions, both male and female employees depicted as engaging in social-sexual behaviors at work were perceived as less effective and less desirable as bosses, compared to identically described managers for whom no social-sexual behavior information was provided. However, these negative evaluations were mitigated when information was provided indicating that these managers were always on-task and effectively using their time at work (Study 3), suggesting that the effectiveness of employees who engage in social-sexual behavior at work is devalued because others believe that these behaviors detract from productive time in the office. © 2008 Copyright the Authors.

The current line of research suggests that the provision of compensation by group representatives may be an effective way to address the identity concerns resulting from procedural violations because compensation serves to reaffirm the victim’s membership value, protecting his or her identity. A series of five studies is presented, demonstrating that compensation can function symbolically as a legitimate act of concern for the injustice victim. Results showed that offers of compensation by group representatives resulted in more favorable evaluations of the group and higher identification than when no compensation was offered, but only when the compensation was construed as a benevolent gesture and only when the injustice was identity relevant. Even unsuccessful attempts to compensate the victim resulted in positive reactions towards the group. Consistent with relational models of procedural justice, these effects were mediated by perceptions of membership value.

The emergence of restorative justice as an alternative model to Western, court-based criminal justice may have important implications for the psychology of justice. It is proposed that two different notions of justice affect responses to rule-breaking: restorative and retributive justice. Retributive justice essentially refers to the repair of justice through unilateral imposition of punishment, whereas restorative justice means the repair of justice through reaffirming a shared value-consensus in a bilateral process. Among the symbolic implications of transgressions, concerns about status and power are primarily related to retributive justice and concerns about shared values are primarily related to restorative justice. At the core of these processes, however, lies the parties' construal of their identity relation, specifically whether or not respondents perceive to share an identity with the offender. The specific case of intergroup transgressions is discussed, as are implications for future research on restoring a sense of justice after rule-breaking.

Results of 2 experimental studies in which job incumbents were said to be applying for promotions to traditionally male positions demonstrated bias against mothers in competence expectations and in screening recommendations. This bias occurred regardless of whether the research participants were students (Study 1) or working people (Study 2). Although anticipated job commitment, achievement striving, and dependability were rated as generally lower for parents than for nonparents, anticipated competence was uniquely low for mothers. Mediational analyses indicated that, as predicted, negativity in competence expectations, not anticipated job commitment or achievement striving, promoted the motherhood bias in screening recommendations; expected deficits in agentic behaviors, not in dependability, were found to fuel these competence expectations. These findings suggest that motherhood can indeed hinder the career advancement of women and that it is the heightened association with gender stereotypes that occurs when women are mothers that is the source of motherhood's potentially adverse consequences.

The current research examines observer reactions to disrespectful treatment of another ingroup member by an ingroup authority. In an empirical study which identifies both the moderating and mediating role of group identification in tandem, specifically with regard to the observed intragroup disrespect, relational motives appeared to underlie subsequent observer evaluations of the group as a whole. Respondents ' pre-transgression identification with the group in which the injustice occurred moderated reactions to intragroup disrespect; only when group members identified strongly with the group did they react to more severe disrespect with worse evaluations. Group identification also mediated the impact of disrespect on subsequent reactions toward the group. Additionally, the relationship between observed disrespect severity and post-transgression identification with the group was further mediated by perceptions of membership value in the group.

In 3 experimental studies, the authors tested the idea that penalties women incur for success in traditionally male areas arise from a perceived deficit in nurturing and socially sensitive communal attributes that is implied by their success. The authors therefore expected that providing information of communality would prevent these penalties. Results indicated that the negativity directed at successful female managers--in ratings of likability, interpersonal hostility, and boss desirability--was mitigated when there was indication that they were communal. This ameliorative effect occurred only when the information was clearly indicative of communal attributes (Study 1) and when it could be unambiguously attributed to the female manager (Study 2); furthermore, these penalties were averted when communality was conveyed by role information (motherhood status) or by behavior (Study 3). These findings support the idea that penalties for women's success in male domains result from the perceived violation of gender-stereotypic prescriptions.

We propose that political differences in social policy support may be partly driven by the tendency for conservatives to show greater sensitivity to deviance than liberals, even among targets lacking social or functional relevance. In 3 studies, participants were shown geometric figures and were asked to identify the extent to which they were "triangles" (or circles, squares, etc.). More conservative participants reported greater differentiation between perfect and imperfect shapes than more liberal participants, indicating greater sensitivity to deviance. Moreover, shape differentiation partly accounted for the relationship between political ideology and social policy, partially mediating the link between conservatism and harsher punishment of wrongdoers (Studies 1 and 4), less support for public aid for disadvantaged groups (Study 2), and less financial backing for policies that benefit marginalized groups in society (Study 3). This effect was specific to policies that targeted deviant groups (Study 3) and who were not too highly deviant (Study 4). Results suggest that, in addition to commonly cited affective and motivational reactions to deviant actors, political differences in social policy may also be driven by conservatives' greater cognitive propensity to distinguish deviance. (PsycINFO Database Record

Over 3 million work-related injuries and illnesses occur annually. This symposium presents five empirically, contextually, and methodologically diverse studies that provide insight on how to enact ...

Although emerging scholarship has highlighted the potential benefits of workplace forgiveness, most of the research to date has failed to capture the complexity of this dynamic phenomenon; scholars...

This research investigates whether, following a wrongdoing, the restoration of justice promotes forgiveness. Three studies - one correlational recall study and two experimental scenario studies - provide evidence that while a restored sense of justice is overall positively related to forgiveness, forgiveness is highly dependent on the means of justice restoration being retributive (punitive) versus restorative (consensus-seeking) in nature. The findings showed that, overall, restorative but not retributive responses led to greater forgiveness. Although both retributive and restorative responses appeared to increase forgiveness indirectly through increased feelings of justice, for retributive responses these effects were counteracted by direct effects on forgiveness. Moreover, the experimental evidence showed that, while feelings of justice derived from restorative responses were positively related to forgiveness, feelings of justice derived from retributive responses were not.

Three studies investigated whether victims' satisfaction with a restorative justice process influenced third-party assignments of punishment. Participants evaluated criminal offenses and victims' reactions to an initial restorative justice conference, and were later asked to indicate their support for additional punishment of the offender. Across the three studies, we found that victim satisfaction (relative to dissatisfaction) attenuates people's desire to seek offender punishment, regardless of offense severity (Study 2) or conflicting reports from a third-party observer (Study 3). This relationship was explained by the informational value of victim satisfaction: Participants inferred that victims felt closure and that offenders experienced value reform, both of which elevated participants' satisfaction with the restorative justice outcome. The informational value communicated by victim satisfaction, and its criminal justice implications, are discussed.

Two experimental studies examined the effect of power-seeking intentions on backlash toward women in political office. It was hypothesized that a female politician’s career progress may be hindered by the belief that she seeks power, as this desire may violate prescribed communal expectations for women and thereby elicit interpersonal penalties. Results suggested that voting preferences for female candidates were negatively influenced by her power-seeking intentions (actual or perceived) but that preferences for male candidates were unaffected by power-seeking intentions. These differential reactions were partly explained by the perceived lack of communality implied by women’s power-seeking intentions, resulting in lower perceived competence and feelings of moral outrage. The presence of moral-emotional reactions suggests that backlash arises from the violation of communal prescriptions rather than normative deviations more generally. These findings illuminate one potential source of gender bias in politics.

Purpose – To develop a new model of restorative reparation that attempts to capture the dynamic role of shared identity perceptions. Design/methodology/approach – Drawing on recent advances in restorative justice theory (Wenzel, Okimoto, Feather, & Platow, 2008), we explore the theoretical proposition that a greater understanding of the identity relations between victims, offenders, and the groups in which they are embedded is key to understanding a victim's underlying motives toward justice, and thus, predicting when victims will react favorably to restorative justice processes and prefer them over traditional retributive justice interventions. Findings – We argue that a perceived shared identity between the victim and the offender determines the extent to which the victim understands the transgression as requiring a revalidation of the rules, values, or morals undermined by the offense. Moreover, we propose that these identity relations are dynamic in that they both affect and are affected by the experience of injustice. Thus, identity is also shaped by the transgression itself through, inter alia, processes associated with positive social identity maintenance. Importantly, these shifts in identity determine how injustice victims are likely to respond to constructive approaches to conflict resolution such as restorative justice. Originality/value – We offer a series of testable hypotheses aimed at engendering future research in the domain of constructive justice restoration in groups. Moreover, this work suggests that to develop effective resolution strategies, we must consider how an injustice event shapes the relations between the affected parties over time rather than simply assuming identity relations are static.

The current investigation proposes that symbolic identity concerns underlie retributive desires following a transgression, but that the type of identity concern that primarily drives that retribution varies between intra and intergroup contexts. More specifically, a respondent's social identity may be threatened by calling into question his or her ingroup's status and power in the larger superordinate society, a concern that is particularly relevant in intergroup contexts. Identity may also be threatened by questioning a group's identity-defining values, a concern that is particularly relevant in intragroup contexts. In support of these assertions, the current study shows that desires for retribution following an intergroup terrorist attack were stronger when the attack was framed as attempting to undermine the victimized nation's status/power, but were stronger following an intragroup terrorist attack when framed as attempting to undermine national values. Moreover, these differences only occurred for respondents high in national identification, underscoring that the effects are based on identity processes. © 2009 John Wiley & Sons, Ltd.