Grandiose narcissism and prosociality are important topics in personality and social psychology, but research on their interplay is lacking. We present a first large-scale, systematic, and multimethod investigation linking the two. In 2 studies (N 1 ϭ 688, N 2 ϭ 336), we assessed grandiose narcissism comprehensively (i.e., agentic and communal narcissism) and examined its relations with instantiations of prosociality, namely, objective prosociality (actual behavior in Study 1; round-robin informant-reports in a real-life setting in Study 2) and subjective prosociality (self-perceptions in Studies 1 and 2). We obtained a consistent set of results. Agentic narcissism was related to lower objective prosociality and lower subjective prosociality. Communal narcissism, by contrast, was unrelated to objective prosociality, but was related to higher subjective prosociality. Additionally, we tested for prosociality selfenhancement among agentic and communal narcissists. Agentic narcissists evinced the same (and modest) level of prosociality self-enhancement as their non-narcissistic counterparts. Communal narcissists, by contrast, evinced substantial levels of prosociality self-enhancement, whereas their nonnarcissistic counterparts did not enhance their prosociality at all. We discuss implications of the findings for the literature on narcissism and antisociality, and for the concept of prosocial personality.

The present research unites two emergent trends in the area of language attitudes: (a) research on perceptions of nonnative speakers by nonnative listeners and (b) the search for general, basic mechanisms underlying the evaluation of nonnative accented speakers. In three experiments featuring an employment situation, German participants listened to a presentation given in English by a German speaker with a strong versus native-like accent (in Studies 1-3) versus a native speaker of English (in Study 1). They evaluated candidates with a strong accent worse than candidates with a native(-like) pronunciation-even to the degree that the quality of arguments was of no relevance (Study 1). Study 2 introduces an effective intervention to reduce these discriminatory tendencies. Across studies, affect and competence emerged as major mediators of hirability evaluations. Study 3 further revealed sequential indirect influences, which advance our understanding of previous inconsistent findings regarding disfluency and warmth perceptions.

Nonnative accents are prevalent in our globalized world and constitute highly salient cues in social perception. Whereas previous literature has commonly assumed that they cue specific social group stereotypes, we propose that nonnative accents generally trigger spontaneous negatively biased associations (due to a general nonnative accent category and perceptual influences). Accordingly, Study 1 demonstrates negative biases with conceptual IATs, targeting the general concepts of accent versus native speech, on the dimensions affect, trust, and competence, but not on sociability. Study 2 attests to negative, largely enhanced biases on all dimensions with auditory IATs comprising matched native–nonnative speaker pairs for four accent types. Biases emerged irrespective of the accent types that differed in attractiveness, recognizability of origin, and origin‐linked national associations. Study 3 replicates general IAT biases with an affect IAT and a conventional evaluative IAT. These findings corroborate our hypotheses and assist in understanding general negativity toward nonnative accents.

Nonnative-accented speakers face prevalent discrimination. The assumption that people freely express negative sentiments toward nonnative speakers has also guided common research methods. However, recent studies did not consistently find downgrading, so that prejudice against nonnative accents might even be questioned at first sight. The present theoretical article will bridge these contradictory findings in three ways: (a) We illustrate that nonnative speakers with foreign accents frequently may not be downgraded in commonly used first-impression and employment scenario paradigms. It appears that relatively controlled responding may be influenced by norms and motivations to respond without prejudice, whereas negative biases emerge in spontaneous responding. (b) We present an integrative view based on knowledge on modern forms of prejudice to develop modern notions of accent-ism, which allow for predictions when accent biases are (not) likely to surface. (c) We conclude with implications for interventions and a tailored research agenda.

We investigated the impact of uncertainty on leadership preferences and propose that the conjunction of self-esteem level and stability is an important moderator in this regard. Self-threatening uncertainty is aversive and activates the motivation to regain control. People with high and stable self-esteem should be confident of achieving this goal by self-determined amelioration of the situation and should therefore show a stronger preference for democratic leadership under conditions of uncertainty. By contrast, people with low and unstable self-esteem should place their trust and hope in the abilities of powerful others, resulting in a preference for autocratic leadership. Studies 1a and 1b validate explicit and implicit leadership measures and demonstrate a general prodemocratic default attitude under conditions of certainty. Studies 2 and 3 reveal a democratic reaction for individuals with stable high self-esteem and a submissive reaction for individuals with unstable low self-esteem under conditions of uncertainty. In Study 4, this pattern is cancelled out when individuals evaluate leadership styles from a leader instead of a follower perspective.