No abstract

In this study, the authors investigated the relationship between work team effectiveness and two distinct aspects of the personality composition of teams: (a) the average level of a given trait within a team, referred to as team personality elevation (TPE); and (b) the variability or differences in personality traits found within a team, or team personality diversity (TPD). Retail assistants ( N = 328) working in 82 teams were assessed on a broad range of traits organized around the framework of the Big Five personality factors. Across the set of Big Five traits, TPE and TPD predicted unique variance in ratings of team job performance. For each specific trait of the Big Five, either TPE or TPD predicted team performance. For the traits of conscientiousness, agreeableness, and openness to experience, TPE was positively related to team performance; TPD of extraversion and emotional stability was positively related to team performance.

A model of the psychological experience of employee ownership in work groups was developed to investigate antecedents (participation in a 401 (k) program and a climate of self‐determination) and consequences (employee attitudes and financial performance) of psychological ownership. Based on data from a large retail organization, results showed that working in a climate supporting self‐determination and 401(k) participation were positively related to the level of ownership beliefs in the 204 work groups studied. Ownership beliefs were positively related to ownership behaviors and employees' attitudes toward the organization, whereas ownership behaviors were positively related to financial performance. Implications of psychological ownership for organizational behavior and performance are discussed.

This study examined whether exposure to TV ads that portray women as sex objects causes increased body dissatisfaction among women and men. Participants were exposed to 15 sexist and 5 nonsexist ads, 20 nonsexist ads, or a no ad control condition. Results revealed that women exposed to sexist ads judged their current body size as larger and revealed a larger discrepancy between their actual and ideal body sizes (preferring a thinner body) than women exposed to the nonsexist or no ad condition. Men exposed to the sexist ads judged their current body size as thinner, revealed a larger discrepancy between their actual and ideal body size (preferring a larger body), and revealed a larger discrepancy between their own ideal body size and their perceptions of others’ male body size preferences (believing that others preferred a larger ideal) than men exposed to the nonsexist or no ad condition. Discussion focuses on the cognitive, attitudinal, and behavioral consequences of exposure to gender stereotypic television advertising.

In 3 experiments, the authors assessed whether attitude strength moderates the susceptibility of attitudes to item context effects in surveys. In Experiment 1, respondents completed multiple measures of attitude strength. Three weeks later, respondents participated in a context experiment. Results revealed that respondents with weak attitudes exhibited significantly larger context effect for I of 2 issues. In Experiment 2, the results of Experiment 1 were conceptually replicated by use of measures of interattitudinal embeddedness to assess attitude strength. In Experiment 3, significant strengthmoderated context effects were found when attitude strength was assessed in a multi-item, multidimensional manner but not when it was assessed with a single item. Discussion focuses on measurement and theoretical issues related to the moderation and mediation of context effects in attitude surveys.Social psychologists have traditionally conceptualized attitudes as enduring predispositions to respond to some object, person, issue, or event in a positive or negative manner (Allport, 1935;Eagly & Chaiken, 1993;Zanna & Rempel, 1988). This traditional view holds that evaluative responses are cognitively represented in memory and may be directly (and automatically) activated in the presence of an appropriate attitudinal cue (e.g.,