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In the context of blue-collar work, digital technologies and robotic systems are introduced at a rapid speed. However, employees are not always motivated to adopt such new technologies. Thus, it is essential to understand the drivers of employees' attitudes towards new technology at work (e.g. their enthusiasm about new technology or their insecurity or resistance to change). The present study examines (actual and desired) work characteristics as a predictor of attitudes towards new technology in blue-collar work. Results from a correlational study among blue-collar workers (N = 127) showed that work characteristics among blue-collar workers could be divided into three dimensions, namely, work enrichment, work demands, and task identity. These correlated with attitudes towards a to-be-implemented new technology (here, robotic system): As expected, desired work demands correlated with greater technology enthusiasm, whereas a lack of actual work enrichment predicted technology-based job insecurity. Work characteristics were unrelated to user resistance to change. The findings suggest that how workers evaluate their current work, and how much they are (dis)satisfied with it, predicts attitudes towards new technology. This research adds to the knowledge about attitudes towards new technology in blue-collar work. Practical implications for the implementation of technologies in blue-collar work are discussed. [ABSTRACT FROM AUTHOR]

The current research applied the regulatory fit hypothesis (E. T. Higgins, 2000) to the evaluation of groups, suggesting that individuals' group appraisal depends on how well the groups fit their regulatory needs. Specifically, it was predicted that higher power groups would fit and be more valued by those individuals with a promotion focus because these groups provide a better opportunity to sustain nurturance and achievement needs. Alternatively, lower power groups were predicted to fit and be more valued by those individuals with a prevention focus because these groups necessitate (and thus sustain) a focus on safety and security. Five studies found support for these predictions by both assessing and manipulating regulatory focus and group power and by using explicit and implicit measures of group attraction. Moreover, these regulatory fit effects occurred specifically for group power and not for general differences in group status. Keywords: regulatory fit, intergroup bias, group power, regulatory focus, group value

Evidence is provided for the automaticity of implementation intentions effects in terms of the uncontrollability of their effects on attention. The analysis has shown that automatic attentional effects are integral part of successful action control through implementation intentions.

Research on targets' affective reactions to social discrimination has not yet addressed self- and other-directed anger at the same time. Four studies tested the hypothesis that the perceived cause of negative feedback moderates the impact of social identification on self-directed anger. In Studies 1 and 2, high levels of social identification led to less self-directed anger when negative feedback was attributed to social discrimination but not when it was attributed either to other external causes or internally. In Study 3, a cross-lagged design showed that higher identification led to less self-directed anger when negative feedback was attributed to social discrimination but not the other way around. This effect was found using scenarios (Studies 1-3) and also when using the recollection of personal experiences to manipulate attribution (Study 4). These results indicate that following social discrimination, social identification protects the self and does not increase individual vulnerability. Keywords: social identification; self-directed anger; other-directed anger; social discrimination; attribution

Four studies tested whether social category primes did not only prime descriptions, behaviors of this respective group, and general behavioral tendencies but also specific behavioral responses toward this group. The activation (Studies 1-3) and the accomplishment of such response behavior (Study 4) were found. Study 2 showed that the activation of response behavior was based on dynamic and, thus, directional representations: Social category primes activated response behavior, but response behavior primes did not activate social category targets. Furthermore, the effect was specified by the mind-set that was operating when the social category was activated: Response behavior was activated in a differentiation mind-set but not in a similarity mind-set (Study 3). The research extends behavioral priming by adding a specific response behavior perspective. Keywords: automatic behavior, stereotypes, social category, response behavior, priming

Objectives: Increasing vaccination hesitancy threatens societies' capacity to contain pandemics and other diseases. One factor that is positively associated with vaccination intentions is a supportive subjective norm (i.e., the perception that close others approve of vaccination). On the downside, there is evidence that negative attitudes toward vaccinations are partly rooted in conspiracy mentality (i.e., the tendency to believe in conspiracies). The objective of this study is to examine the role of subjective norms in moderating the association between conspiracy mentality and vaccine hesitancy. We examined two competing predictions: Are those high in conspiracy mentality immune to subjective norms, or do subjective norms moderate the relationship between conspiracy mentality and vaccination intentions? Methods: We conducted five studies (total N = 1,280) to test these hypotheses across several vaccination contexts (some real, some fictitious). We measured conspiracy mentality, vaccination intentions, subjective norms, attitudes toward vaccination, and perceived behavioural control. Results: A merged analysis across the studies revealed an interaction effect of conspiracy mentality and subjective norm on vaccination intentions. When subjective norm was high (i.e., when participants perceived that close others approved of vaccines) conspiracy mentality no longer predicted vaccination intentions. This was consistent with the moderating hypothesis of subjective norms and inconsistent with the immunity hypothesis. Conclusions: The typical negative relationship between conspiracy mentality and vaccination intentions is eliminated among those who perceive pro‐vaccination subjective norms. Although correlational, these data raise the possibility that pro‐vaccination views of friends and family can be leveraged to reduce vaccine hesitancy. [ABSTRACT FROM AUTHOR]

Spontaneous (i.e., heuristic, fast, effortless, and associative) processing has clear advantages for human cognition, but it can also elicit undesirable outcomes such as stereotyping and other biases. In the current article, we argue that biased judgements and behaviour that result from spontaneous processing can be reduced by activating various flexibility mindsets. These mindsets are characterised by the consideration of alternatives beyond one's spontaneous thoughts and behaviours and could, thus, contribute to bias reduction. Research has demonstrated that eliciting flexibility mindsets via goal and cognitive conflicts, counterfactual thinking,, recalling own past flexible thoughts or behaviour, and adopting a promotion focus reduces biases in judgements and behaviour. We summarise evidence for the effectiveness of flexibility mindsets across a wide variety of important phenomena – including creative performance, stereotyping and prejudice, interpersonal behaviour, and decision-making. Finally, we discuss the underlying processes and potential boundary conditions. [ABSTRACT FROM AUTHOR]

Group members frequently face group-related discrepancies, such as other group members violating group norms or outgroup members criticising the ingroup. In response, they often engage in confrontational reactions like expressing disapproval or excluding the person causing the discrepancy. The present work tests the often voiced but rarely studied idea that group-related discrepancies are met with such confrontational responses because discrepancies elicit feelings of threat. Our approach is inspired by research on threat-regulation, which links certain negative emotions to the activation of specific threat-regulatory systems. Three experiments (Ntotal = 680) provide evidence suggesting that group-related discrepancies foster emotions consistent with an activation of the Fight-Flight-Freeze-System (especially anger-related emotions tied to fight-tendencies), emotions consistent with an activation of the Behavioural Inhibition System (i.e. anxiety-related emotions), and confrontational intentions. The effect of discrepancies on confrontational intentions was mediated by heightened anger-related emotions. This supports the idea that confrontational reactions are driven by experienced threat and that these reactions are rightfully called confrontational. We discuss our results in relation to research on ingroup norm-violations, outgroup criticism, and threat perception. [ABSTRACT FROM AUTHOR]