Who expresses their pride when? The regulation of pride expressions as a function of self-monitoring and social context.

Pride expressions draw attention to one's achievement, and therefore can enhance one's status. However, such attention has been linked to negative interpersonal consequences (i.e. envy). Fortunately, people have been found to regulate their pride expressions accordingly. Specifically, pride expressions are lower when the domain of the achievement is of high relevance to observers. We set out to replicate this effect in a non-Western sample. Additionally, we extended the current finding by investigating the moderating role of self-monitoring, an individual's ability and willingness to adjust their behaviours under different social contexts to cultivate status. This allows us to explore the previously assumed underlying status motive in regulating pride expressions. Data from two preregistered studies (N1 = 913; N2 = 1081) replicated the effect that pride expressions are inhibited when the achievement domain is relevant. A significant main effect of self-monitoring was found, such that high self-monitors express more pride than low self-monitors, consistent with the conceptualisation of self-monitoring as rooted within a status-enhancement motive. The assumed interaction effect between domain relevance and self-monitoring was not significant. Our findings suggest that the effect of domain relevance on pride expression is robust and status driven.

Intensity, intent, and ambiguity: Appraisals of workplace ostracism and coping responses.

Using both correlational and experimental designs across four studies (N = 1251 working individuals), the current project aimed to contribute to the understanding of workplace ostracism by studying two research questions. First, we tested whether the subjective experience of targets reflects the current theorizing of ostracism. Second, drawing from the transactional theory of stress and coping, we investigated whether this subjective experience impacts targets' coping responses. Findings based on exploratory and confirmatory factor analyses supported the current theorizing of workplace ostracism such that perceived intensity, intent, and ambiguity were reflected in how targets appraised being ostracized at work. The appraisals were also related to coping responses. Perceived intensity predicted more approach-oriented (e.g., confrontation) and less avoidance-oriented coping responses (e.g., minimization). While attributions of intent also predicted some coping responses (e.g., instrumental support seeking), the explanatory power of perceived ambiguity was lower than the other two appraisals. Although these researcher-defined dimensions may be reflective of targets' experience, we propose that predictions made based on these dimensions need further refinement. The theoretical and practical significance of these findings are discussed in relation to how workplace ostracism is typically studied in the literature.

Need for approval from others and face concerns as predictors of interpersonal conflict outcome in 29 cultural groups.

The extent to which culture moderates the effects of need for approval from others on a person's handling of interpersonal conflict was investigated. Students from 24 nations rated how they handled a recent interpersonal conflict, using measures derived from face-negotiation theory. Samples varied in the extent to which they were perceived as characterised by the cultural logics of dignity, honour, or face. It was hypothesised that the emphasis on harmony within face cultures would reduce the relevance of need for approval from others to face-negotiation concerns. Respondents rated their need for approval from others and how much they sought to preserve their own face and the face of the other party during the conflict. Need for approval was associated with concerns for both self-face and other-face. However, as predicted, the association between need for approval from others and concern for self-face was weaker where face logic was prevalent. Favourable conflict outcome was positively related to other-face and negatively related to self-face and to need for approval from others, but there were no significant interactions related to prevailing cultural logics. The results illustrate how particular face-threatening factors can moderate the distinctive face-concerns earlier found to characterise individualistic and collectivistic cultural groups.

The role of perceived discrimination in linking religious practices and well-being: A study among Muslim Afghan refugees in the Netherlands.

Minorities facing adverse intergroup contact can experience both increased identification with their ethnic group and decreased identification with a host majority group. First, we argue it is important to understand what is associated with adversity, particularly in previously overlooked samples. Muslim refugee samples are often treated differently and experience more adversity than other immigrants. Second, we combine insights on the role of religiosity in acculturation with the observation that religiosity may not have positive effects in societies that do not value (a specific) religion (religiosity-as-social-value hypothesis) as well as insights from rejection (dis)identification models, to understand which domains of being a Muslim are associated with discrimination, (dis-)identification and well-being. We hypothesized that Muslim religious practices, but not beliefs, coping or values, are associated with increased perceived discrimination, and suggest that this is because practices are highly visible. Data from Muslim Afghan refugees in the Netherlands (N = 183) revealed that indeed only religious practices were related positively to perceived discrimination. Perceived discrimination in turn mediated the relationship between religious practices and dis-identification with the majority group, as well as the relationship between religious practices and well-being. We suggest that the visibility of one's religious behaviour is relevant for acculturation outcomes.

The self and others in the experience of pride.

Pride is seen as both a self-conscious emotion as well as a social emotion. These categories are not mutually exclusive, but have brought forth different ideas about pride as either revolving around the self or as revolving around one's relationship with others. Current measures of pride do not include intrapersonal elements of pride experiences. Social comparisons, which often cause experiences of pride, contain three elements: the self, the relationship between the self and another person, and the other person. From the literature on pride, we distilled three related elements; perceptions and feelings of self-inflation, other-distancing, and other-devaluation. In four studies, we explored whether these elements were present in pride experiences. We did so at an implicit (Experiment 1; N = 218) and explicit level (Experiment 2; N = 125), in an academic setting with in vivo (Experiment 3; N = 203) and imagined pride experiences (Experiment 4; N = 126). The data consistently revealed that the experience of pride is characterised by self-inflation, not by other-distancing nor other-devaluation.

On the context dependence of emotion displays: Perceptions of gold medalists' expressions of pride.

In spite of various claims for cross-cultural differences in the experience of pride, studies on the expression of pride have revealed few cross-cultural differences. Five studies using archival data from Olympic and national championships do show cross-cultural differences in the expression of pride and other positive emotions in pride-eliciting contexts, contingent on the social context of the expression, notably the in-group or out-group status of the audience. Chinese gold medalists were perceived to express less pride than American medalists when outperforming in-group competitors; when outperforming out-group members, however, no or smaller cross-cultural differences were observed. These findings are important because they indicate that cultural norms about emotion expression may be activated only in situations in which they serve a function in coordinating people's behaviour.

Do targets of ostracism truthfully communicate their emotional reactions to sources?

Ostracism triggers negative emotions such as sadness, anger, and hurt feelings. Do targets of ostracism truthfully share their emotions with the sources of ostracism? Drawing on past research on social-functional accounts of emotions and interpersonal emotion regulation, we investigated the possibility that targets may misrepresent their emotions (i.e., gaming emotions). We conducted three experiments (N = 1058; two pre-registered) using an online ball-tossing game, in which participants were randomly assigned to be included or ostracized. Consistent with the literature, we found that ostracized individuals were more hurt, sad, and angry than included individuals. However, we found little and inconsistent evidence that ostracized (vs included) individuals misrepresented their emotional reactions to the sources. Further, Bayesian analyses offered more support against misrepresentation of emotions. These findings suggest that targets of ostracism truthfully communicated their social pain to the sources.

Replicating and reversing the group attractiveness effect: Relatively unattractive groups are perceived as less attractive than the average attractiveness of their members.

The group attractiveness (GA) effect reveals that groups as a whole are perceived as more attractive than the average attractiveness of their members. This effect seems to be driven by selective attention to the most attractive members of a group. We hypothesized that when group members stand out because of their unattractiveness, they would make a group as a whole seem less attractive. In the current study (N = 621), we aimed to replicate the GA-effect as well as reverse it. Indeed, the data replicated a GA effect for relatively attractive groups, while in relatively unattractive groups the group as a whole was perceived as less attractive than the average attractiveness of their members.

I Feel Different, but in Every Case I Feel Proud: Distinguishing Self-Pride, Group-Pride, and Vicarious-Pride.

Various lines of research have hinted at the existence of multiple forms of self-conscious emotion pride. Thus far, it is unclear whether forms, such as self-pride, group-pride, or vicarious-pride are characterized by a similar feeling of pride, and what the communal and unique aspects are of their subjective experiences. The current research addressed this issue and examined the communal and unique characteristics of the subjective experiences of self-pride, group-pride, and vicarious-pride. Using recalled experiences, two experiments demonstrated that self-pride, group-pride, and vicarious-pride could be separated on the basis of their subjective experiences. More specifically, Experiment 2 demonstrated how self-pride, group-pride, and vicarious-pride were related to feelings of self-inflation, other-distancing vs. approaching, and other-devaluation vs. valuation. Finally, Experiment 3 showed that not only the responsibility for the achievement but also the number of people who had contributed to the achievement could influence the experience of other-oriented forms of pride. The current findings revealed that self-pride, group-pride, and vicarious-pride were all forms of pride with distinct subjective experiences. These findings provided valuable insights into the emotion of pride and might lead to divergent consequences for sociality, self-consciousness, and behavior.

The Association Between Threat and Politics Depends on the Type of Threat, the Political Domain, and the Country.

Theories link threat with right-wing political beliefs. We use the World Values Survey (60,378 participants) to explore how six types of threat (e.g., economic, violence, and surveillance) are associated with multiple political beliefs (e.g., cultural, economic, and ideological identification) in 56 countries/territories. Multilevel models with individuals nested in countries revealed that the threat-political belief association depends on the type of threat, the type of political belief, and the country. Economic-related threats tended to be associated with more left-wing economic political beliefs and violence-related threats tended to be associated with more cultural right-wing beliefs, but there were exceptions to this pattern. Additional analyses revealed that the associations between threat and political beliefs were different across countries. However, our analyses identified few country characteristics that could account for these cross-country differences. Our findings revealed that political beliefs and perceptions of threat are linked, but that the relationship is not simple.

Show or hide pride? Selective inhibition of pride expressions as a function of relevance of achievement domain.

Pride expressions draw positive attention to one's achievements. There is also evidence that expressing pride can result in negative outcomes, such as being envied and negatively evaluated. We investigated whether people anticipate such negative outcomes and regulate their pride expressions accordingly. Five experiments (total N = 953) suggest that people selectively inhibit their expressions of pride when their achievements are relevant to the audience, and that failing to do so could result in social costs. Pride expressions were reported to be less intense when the achievement was relevant to the observer of those expressions, both in hypothetical (Experiments 1a, b, c, 2a, b, and 3) and actual pride experiences (Experiment 4; first four experiments Hedge's g = 0.50). This effect was independent of the experienced intensity of pride. In Experiment 5, we recorded actual pride expressions of people expressing pride to relevant and nonrelevant audiences and found that raters also perceived pride expressions to be less intense toward relevant than nonrelevant audiences. The results illustrate the importance of social context in understanding the intensity of pride expressions. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

A group's physical attractiveness is greater than the average attractiveness of its members: the group attractiveness effect.

We tested whether the perceived physical attractiveness of a group is greater than the average attractiveness of its members. In nine studies, we find evidence for the so-called group attractiveness effect (GA-effect), using female, male, and mixed-gender groups, indicating that group impressions of physical attractiveness are more positive than the average ratings of the group members. A meta-analysis on 33 comparisons reveals that the effect is medium to large (Cohen's d = 0.60) and moderated by group size. We explored two explanations for the GA-effect: (a) selective attention to attractive group members, and (b) the Gestalt principle of similarity. The results of our studies are in favor of the selective attention account: People selectively attend to the most attractive members of a group and their attractiveness has a greater influence on the evaluation of the group.