Self-presentation may require self-regulation, especially when familiar or dispositional tendencies must be overridden in service of the desired impression. Studies 1–4 showed that self-presentation under challenging conditions or according to counternormative patterns (presenting oneself modestly to strangers, boastfully to friends, contrary to gender norms, to a skeptical audience, or while being a racial token) led to impaired self-regulation later, suggesting that those self-presentations depleted selfregulatory resources. When self-presentation conformed to familiar, normative, or dispositional patterns, self-regulation was less implicated. Studies 5–8 showed that when resources for self-regulation had been depleted by prior acts of self-control, self-presentation drifted toward less-effective patterns (talking too much, overly or insufficiently intimate disclosures, or egotistical arrogance). Thus, inner processes may serve interpersonal functions, although optimal interpersonal activity exacts a short-term cost. The attentive pupil who wishes to be attentive, his eyes riveted on the teacher, his ears open wide, so exhausts himself in playing the attentive role that he ends up by no longer hearing anything. —John Paul Sartre One of the most vital skills in human social life involves

Can people feel worse off as the options they face increase? The present studies suggest that some people—maximizers—can. Study 1 reported a Maximization Scale, which measures individual differences in desire to maximize. Seven samples revealed negative correlations between maximization and happiness, optimism, self-esteem, and life satisfaction, and positive correlations between maximization and depression, perfectionism, and regret. Study 2 found maximizers less satisfied than nonmaximizers (satisficers) with consumer decisions, and more likely to engage in social comparison. Study 3 found maximizers more adversely affected by upward social comparison. Study 4 found maximizers more sensitive to regret and less satisfied in an ultimatum bargaining game. The interaction between maximizing and choice is discussed in terms of regret, adaptation, and self-blame. Rational choice theory has tried to explain preference and choice by assuming that people are rational choosers (von Neumann & Morgenstern, 1944). According to the rational choice framework, human beings have well-ordered preferences—preferences that are essentially impervious to variations in the way the alternatives they face are described or the way in which they are

A meta-analysis of the available judgment and memory data on the sleeper effect in persuasion is presented. According to this effect, when people receive a communication associated with a discounting cue, such as a noncredible source, they are less persuaded immediately after exposure than they are later in time. Findings from this meta-analysis indicate that recipients of discounting cues were more persuaded over time when the message arguments and the cue had a strong initial impact. In addition, the increase in persuasion was stronger when recipients of discounting cues had higher ability or motivation to think about the message and received the discounting cue after the message. These results are discussed in light of classic and contemporary models of attitudes and persuasion. Persuasive messages are often accompanied by information that induces suspicions of invalidity. For instance, recipients of communications about a political candidate may discount a message coming from a representative of the opponent party because they do not perceive the source of the message as credible (e.g., Lariscy & Tinkham, 1999). Because the source of the political message serves as a discounting cue and temporarily decreases the impact

Previous research suggests that members of East Asian cultures show a greater preference for dialectical thinking and sensitivity to context information than do Westerners. We suggest this difference is rooted in a greater chronic Fear of Isolation (FOI) in East Asians than in Westerners. To support this hypothesis, we manipulated FOI in a group of Westerners and assessed their relative preference for dialectical proverbs and sensitivity to context. For cross-cultural validation of our hypothesis, we assessed the relationship between chronic levels of FOI and dialectical reasoning in Koreans. Consistent with our proposal, both experimentally primed FOI (Experiment 1A and 2) and chronic levels of FOI (Experiment 1B) were positively related to relative preference for dialectical proverbs. This effect was independent of participantsÕ level of negative mood (Experiment 2). A third experiment showed that sensitivity to context was affected by FOI in a manner consistent with previous studies of cultural differences (Experiment 3).

Causal induction provides a nice test domain for examining the influence of individual-difference factors on cognition. The phenomena of both conditionalization and discounting reflect attention to multiple potential causes when people infer what caused an effect. We explored the hypothesis that individuals with an independent self-construal are relatively less sensitive to context (other causes) than are individuals with an interdependent self-construal in this domain. We found greater levels of conditionalization and data consistent with discounting for participants in whom we primed an interdependent self-construal than for participants in whom we primed an independent self-construal. Research on cultural differences and expertise has highlighted the presence of significant individual differences in performance on cognitive tasks that have often been thought to represent more universal cognitive tendencies

Three experiments examined the effectiveness of interpersonal confrontations as a means for decreasing stereotypic responding. After making stereotypic inferences about Black individuals, participants were confronted and reactions were measured across various intrapersonal and interpersonal response domains. Confrontations varied in level of hostility (Experiment 1) and whether they were expressed by a Black or White person (Experiment 2). Results indicate that although confrontations (and particularly hostile ones) elicited negative emotions and evaluations toward the confronter, participants also experienced negative self-directed affect. Furthermore, regardless of who did the confronting or how much hostility was expressed, confronted participants subsequently were less likely to provide stereotypic responses (Experiments 1–2), and the effect of the confrontation generalized to reporting less prejudiced attitudes (Experiment 3).

This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and organizational citizenship behavior. Results from two studies (Study 1 single organization, N = 310; Study 2 multiple organizations, N = 303) confirm that information privacy entails judgments of information gathering control, information handling control, and legitimacy. Moreover, a model linking information privacy to empowerment, and empowerment to creative performance and OCBs was supported. Findings are discussed in light of organizational attempts to control employees through the gathering and handling of their personal information. Information Privacy in Organizations 3 Information Privacy in Organizations: Empowering Creative and Extra-role Performance Information privacy concerns are growing amongst workers who face increasingly invasive information collection and dissemination demands from their organizations. At the same

This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and organizational citizenship behavior. Results from two studies (Study 1 single organization, N = 310; Study 2 multiple organizations, N = 303) confirm that information privacy entails judgments of information gathering control, information handling control, and legitimacy. Moreover, a model linking information privacy to empowerment, and empowerment to creative performance and OCBs was supported. Findings are discussed in light of organizational attempts to control employees through the gathering and handling of their personal information. Information Privacy in Organizations 3 Information Privacy in Organizations: Empowering Creative and Extra-role Performance Information privacy concerns are growing amongst workers who face increasingly invasive information collection and dissemination demands from their organizations. At the same time, organizations have an increasing need to monitor and control members who may (either

Abstract not found

Paper presented at the Association for the Study of Higher Education (ASHE) 2006