A legend in one's own mind: The link between ambition and leadership evaluations.

Individuals who have more ambition-a persistent striving for success, attainment, and accomplishment-are more likely to become leaders. But are these ambitious individuals also more effective in leadership roles? We hypothesize that leader ambition is related to positive self-views of leader effectiveness that remain uncorroborated by relevant third-party actors. In a multiwave, preregistered study, we find evidence for this hypothesis using a sample of executives (N = 3,830 ratings of 472 leaders) who were rated by peers, subordinates, managers, and themselves on ten leadership competencies, including their ability to motivate others, manage collaborative work, coach and develop people, and present and communicate ideas. We consider the implications of our findings for both scholars and practitioners interested in leadership selection and development.

Are You Listening to Me? The Negative Link Between Extraversion and Perceived Listening.

Extraverts are often characterized as highly social individuals who are highly invested in their interpersonal interactions. We propose that extraverts' interaction partners hold a different view-that extraverts are highly social, but not highly invested. Across six studies (five preregistered; N = 2,456), we find that interaction partners consistently judge more extraverted individuals to be worse listeners than less extraverted individuals. Furthermore, interaction partners assume that extraversion is positively associated with a greater ability to modify one's self-presentation. This behavioral malleability (i.e., the "acting" component of self-monitoring) may account for the unfavorable lay belief that extraverts are not listening.

Big Is Bad: Stereotypes About Organizational Size, Profit-Seeking, and Corporate Ethicality.

Individuals tend to hold a dim view of for-profit corporations, believing that profit-seeking comes at the expense of ethicality. In the present research, we show that this belief is not universal; rather, people associate ethicality with an organization's size. Across nine experiments (N = 4,796), people stereotyped large companies as less ethical than small companies. This size-ethicality stereotype emerged spontaneously (Study 1), implicitly (Study 2), and across industries (Study 3). Moreover, we find this stereotype can be partly explained by perceptions of profit-seeking behavior (Supplementary Studies A and B), and that people construe profit-seeking and its relationship to ethicality differently when considering large and small companies (Study 4). People attribute greater profit-maximizing motives (relative to profit-satisficing motives) to large companies, and these attributions shape their subsequent judgments of ethicality (Study 5; Supplementary Studies C and D).

Self-perceived role and knowledge of community pharmacists in organ donation.

BACKGROUND: Although a majority of North Americans is in favor of organ donation, registration remains challenging. Community pharmacists are highly accessible frontline health care professionals that could contribute to a new common registration donation consent system. AIM: The objective of the study was to assess self-perceived professional role and organ donation knowledge of community pharmacists in Quebec. METHOD: We designed a telephone interview survey using a three round modified Delphi process. Following questionnaires testing, we randomly sampled 329 community pharmacists in Quebec. Following administration, we validated the questionnaire by conducting an exploratory factorial analysis using principal component followed by a varimax rotation and rearranging domains and items accordingly. RESULTS: A total of 443 pharmacists were contacted, 329 provided answers to the self-perception role and 216 of them completed the knowledge questionnaire. Overall, community pharmacists of Quebec had a positive view on organ donation and demonstrated interest in acquiring knowledge. Respondents have identified lack of time and high pharmacy attendance as non-limiting barriers to implementing the intervention. The average score on the knowledge questionnaire was 61.2%. CONCLUSION: With the implementation of an appropriate education program to address this knowledge gap, we believe that community pharmacists could be key players in registered organ donation consent.

The gifts we keep on giving: documenting and destigmatizing the regifting taboo.

Five studies examined whether the practice of regifting--a social taboo--is as offensive to the original givers as potential regifters assume. Participants who imagined regifting a gift (receivers) thought that the original giver would be more offended than participants who imagined that their gifts were regifted (givers) reported feeling. Specifically, receivers viewed regifting as similar in offensiveness to throwing gifts away, yet givers clearly preferred the former. This asymmetry in emotional reactions to regifting was driven by an asymmetry in beliefs about entitlement. Givers believed that the act of gift giving passed title to the gift on to receivers, so that receivers were free to decide what to do with the gift; in contrast, receivers believed that givers retained some say in how their gifts were used. Finally, an intervention designed to destigmatize regifting by introducing a different normative standard (i.e., National Regifting Day) corrected the asymmetry in beliefs about entitlement and increased regifting.

Refractory Dabigatran-Induced Hemorrhage Despite Multiple Idarucizumab Administration and Renal Replacement Therapy.

PURPOSE: This case report describes a patient with dabigatran accumulation due to acute kidney injury on chronic kidney disease, requiring multiple administration of idarucizumab along with renal replacement therapy because of rebound effect causing numerous episodes of bleeding. SUMMARY: An 86-year-old man on dabigatran etexilate 110 mg twice daily for stroke prevention with atrial fibrillation was admitted to the hospital for bowel obstruction and severe acute kidney injury on chronic kidney disease. The patient had an abnormal coagulation profile and no history of bleeding. Initial laboratory values revealed a hemoglobin concentration of 10.7 g/dL, a platelet count of 115 × 103 platelets/µL, an activated partial thromboplastin time of 150.4 seconds, an international normalized ratio of 10.28, a thrombin time greater than 100 seconds and a serum creatinine of 5.54 mg/dL (490 µmol/L). An initial dose of idarucizumab was administered 1 hour prior to surgery to prevent bleeding. Significant bleeding and hemodynamic instability occurred following surgery. Three additional doses of idarucizumab, 2 sessions of intermittent hemodialysis, continuous venovenous hemofiltration and blood products were required to achieve normalization of coagulation parameters and hemodynamic stability due to rebound coagulopathy after each dose of idarucizumab. CONCLUSION: Acute kidney injury on chronic kidney disease and third-space redistribution could have led to important dabigatran accumulation and favored rebound coagulopathy. Multiple therapeutic approaches may be required in the management of complex dabigatran intoxication.

Neurokinin 3 receptor forms a complex with acetylated histone H3 and H4 in hypothalamic neurons following hyperosmotic challenge.

The neurokinin 3 receptor (NK3R) is a G protein-coupled receptor that is expressed in brain and is highly expressed by magnocellular vasopressinergic neurons in both the paraventricular (PVN) and supraoptic nuclei (SON) of the hypothalamus. Hyperosmolarity causes a ligand-mediated internalization of NK3Rs to the cytoplasm and to the nuclei of vasopressinergic PVN neurons. This receptor activation-dependent pathway is presumed to be a means to directly transmit synaptic signals from the cell membrane to the nucleus. The present study evaluated in vivo the subnuclear domains that associate with NK3R. Rats were administered 2 M NaCl (intragastric) or no intragastric load, and 40 min later, the PVN was dissected and nuclei were isolated. Using double-immuno-transmission electron microscopy (TEM), we show that, compared with controls, hyperosmolarity causes a significant increase in NK3R Immunogold beads in the nucleus of PVN neurons. Furthermore, NK3R spatially colocalized with histone H4 and with highly acetylated H4 in nuclei isolated from the PVN of rats administered 2 M NaCl, but not in nuclei from control rats. Next, coimmunoprecipitation experiments showed that acetylated H4, as well as acetylated H3, were pulled down with NK3R in the PVN nuclear enriched fraction from rats treated with 2 M NaCl, but not from control rats. In response to hyperosmolarity, NK3R is transported to the nucleus of PVN neurons and associates with transcriptionally active chromatin, where it may influence the transcription of genes.

Better to give than reciprocate? Status and reciprocity in prosocial exchange.

Reciprocity implies equality in the giving and receiving of benefits. However, we find that reciprocity does not generate equal benefits, in terms of social status. Instead, across 7 studies (N = 3,426), observers conferred more status to individuals who initiated (i.e., initiators) than individuals who reciprocated (i.e., reciprocators) identical prosocial acts. Further, choosing not to reciprocate a prosocial act led to a more severe status penalty than choosing not to initiate a prosocial act. We find this discounting of reciprocity is driven by perceived obligation-observers view reciprocators as acting under constraint. When reciprocation appears less obligatory (e.g., given indirectly, or privately), the status discount is mitigated. Finally, we show that the discounting of a reciprocal act can be enduring-reciprocators still received less status after 2 successive, counterbalanced rounds of exchange. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

COVID-19 and the workplace: Implications, issues, and insights for future research and action.

The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

If you need help, just ask: underestimating compliance with direct requests for help.

A series of studies tested whether people underestimate the likelihood that others will comply with their direct requests for help. In the first 3 studies, people underestimated by as much as 50% the likelihood that others would agree to a direct request for help, across a range of requests occurring in both experimental and natural field settings. Studies 4 and 5 demonstrated that experimentally manipulating a person's perspective (as help seeker or potential helper) could elicit this underestimation effect. Finally, in Study 6, the authors explored the source of the bias, finding that help seekers were less willing than potential helpers were to appreciate the social costs of refusing a direct request for help (the costs of saying "no"), attending instead to the instrumental costs of helping (the costs of saying "yes").

Personality and organizational culture as determinants of influence.

How can individuals attain influence in organizations? Prior research has identified structural determinants of influence, such as formal authority and position in a social network. However, indirect evidence suggests that influence might also stem from personal characteristics. The authors tested whether influence can stem from the fit between the person and his or her organization (P-O fit). Consistent with expectations, extraverts attained more influence in a team-oriented organization, whereas conscientious individuals attained more influence in an organization in which individuals worked alone on technical tasks. Further, these effects held up after controlling for formal authority, job performance, and demographic characteristics, such as gender, ethnicity, and socioeconomic status. The multiple ways in which individuals can gain influence are discussed.

High-Salt Exposure During Perinatal Development Enhances Stress Sensitivity.

Excess consumption of dietary sodium during pregnancy has been shown to impair offspring cardiovascular function and enhance salt preference in adulthood, but little is known regarding the long-term impact of this nutritional surplus on offspring brain morphology and behavior. Using a combination of cellular and behavioral approaches, we examined the impact of maternal salt intake during the perinatal period on structural plasticity in the prefrontal cortex (PFC) and nucleus accumbens (NAc) in weanling and adult offspring as well as reward- and stress-driven behaviors in adult offspring. We found that weanling rats born to 4% NaCl-fed dams exhibited an increase and decrease in thin spine density in the infralimbic PFC (IL-PFC) and prelimbic PFC (PL-PFC), respectively, as well as an increase in mushroom spine density in the NAc shell, compared to 1% NaCl-fed controls. Structural changes in the IL-PFC and NAc shell persisted into adulthood, the latter of which is a phenotype that has been observed in rats exposed to early life stress. There was no effect of maternal salt intake on reward-driven behaviors, including sucrose preference, conditioned place preference (CPP) for cocaine, and forced swim stress (FSS)-induced reinstatement of cocaine-induced CPP. However, rats born to high-salt fed dams spent less time swimming in the FSS and displayed heightened plasma CORT levels in response to the FSS compared to controls, suggesting that early salt exposure increases stress sensitivity. Overall, our results suggest that perinatal salt exposure evokes lasting impacts on offspring physiology and behavior.

What breaks a leader: the curvilinear relation between assertiveness and leadership.

The authors propose that individual differences in assertiveness play a critical role in perceptions about leaders. In contrast to prior work that focused on linear effects, the authors argue that individuals seen either as markedly low in assertiveness or as high in assertiveness are generally appraised as less effective leaders. Moreover, the authors claim that observers' perceptions of leaders as having too much or too little assertiveness are widespread. The authors linked the curvilinear effects of assertiveness to underlying tradeoffs between social outcomes (a high level of assertiveness worsens relationships) and instrumental outcomes (a low level of assertiveness limits goal achievement). In 3 studies, the authors used qualitative and quantitative approaches and found support for their account. The results suggest that assertiveness (and other constructs with nonlinear effects) might have been overlooked in research that has been focused on identifying what makes a leader rather than on identifying what breaks a leader.

Clarifying the link between job satisfaction and absenteeism: The role of guilt proneness.

We propose that the relationship between job satisfaction and absenteeism depends partly on guilt proneness. Drawing on withdrawal and process models of absenteeism, we argue that job satisfaction predicts absences for employees who are low (but not high) in guilt proneness because low guilt-prone people's behaviors are governed more by fulfilling their own egoistic desires than by fulfilling others' normative expectations. We find support for this prediction in a sample of customer service agents working for a major telecommunications company and a sample of working adults employed in a range of industries. In each study, we use measures of employees' guilt proneness and job satisfaction to predict their subsequent workplace absences. In Study 2, we extend our hypothesis tests to 2 traits that are conceptually comparable to guilt proneness (i.e., moral identity and agreeableness), showing that these traits similarly moderate the relationship between job satisfaction and absenteeism. We discuss the implications of these findings for extant models of absenteeism and research on moral affectivity in the workplace. (PsycINFO Database Record

Intraventricular injections of tachykinin NK3 receptor agonists suppress the intake of "salty" tastes by sodium deficient rats.

Intraventricular injections of the tachykinin NK3 receptor (NK3-R) agonist, senktide, suppress the ingestion of hypertonic (0.5 M) NaCl by decreasing the initial lick rate and accelerating the decay in lick rate in sodium deficient rats. The present experiment examined whether the effects of intraventricular injections of senktide on lick rate were selective for NaCl solution, or if the ability of NK3-R agonists to inhibit intake generalizes other sodium-containing solutions. The effects of lateral ventricular injections of isotonic saline or senktide (200 ng) on intake and lick rate of 0.5 M solutions of sodium chloride (NaCl), sodium acetate (Na acetate), sodium bicarbonate (Na bicarbonate), and monosodium glutamate (MSG) were measured in sodium deficient rats. Compared to saline injection, senktide injection had no effect on the lick rate or intake of Na bicarbonate. In contrast, intraventricular injection of senktide suppressed the intake of NaCl, Na acetate, and MSG compared to saline injection. Senktide injection accelerated the decay in lick rate for NaCl, Na acetate and MSG, but only suppressed the initial lick rate for NaCl and Na acetate. The results show that activation of NK3-R in sodium deficient rats suppresses the intake of tastes that are classified as "salty" tasting and that the decrease in intake reflects effects on the initial lick rate, the decay in lick rate, or both.

Helping one's way to the top: self-monitors achieve status by helping others and knowing who helps whom.

The authors argue that high self-monitors may be more sensitive to the status implications of social exchange and more effective in managing their exchange relations to elicit conferrals of status than low self-monitors. In a series of studies, they found that high self-monitors were more accurate in perceiving the status dynamics involved both in a set of fictitious exchange relations and in real relationships involving other members of their social group. Further, high self-monitors elevated their social status among their peers by establishing a reputation as a generous exchange partner. Specifically, they were more likely than low self-monitors to be sought out for help and to refrain from asking others for help. This behavior provides one explanation for why high self-monitors acquire elevated status among their peers--they are more attuned to status dynamics in exchange relations and adapt their behavior in ways that elicit status.

What's good for the goose may not be as good for the gander: the benefits of self-monitoring for men and women in task groups and dyadic conflicts.

The authors posit that women can rely on self-monitoring to overcome negative gender stereotypes in certain performance contexts. In a study of mixed-sex task groups, the authors found that female group members who were high self-monitors were considered more influential and more valuable contributors than women who were low self-monitors. Men benefited relatively less from self-monitoring behavior. In an experimental study of dyadic negotiations, the authors found that women who were high self-monitors performed better than women who were low self-monitors, particularly when they were negotiating over a fixed pool of resources, whereas men did not benefit as much from self-monitoring. Further analyses suggest that high self-monitoring women altered their behavior in these negotiations--when their partner behaved assertively, they increased their level of assertiveness, whereas men and low self-monitoring women did not alter their behavior.

delta2 opioid receptor agonist facilitates mean arterial pressure recovery after hemorrhage in conscious rats.

delta opioid receptor agonists exert potent hemodynamic effects under ischemic conditions. This study was designed to assess the cardiovascular effects of Deltorphin-D(variant) (Delt-D(var)), a selective delta(2) opioid receptor agonist, in conscious, freely moving male rats during the posthemorrhage, recompensatory phase of a hemorrhagic trauma. Rats were fitted with femoral arterial and venous catheters for measurements of mean arterial pressure (MAP), heart rate (HR), and intravenous (i.v.) injections of isotonic saline, 1 mg/kg Delt-D(var), or 2 mg/kg Delt-D(var). During hemorrhaging, 30% (approximately 5 mL) of total blood volume was collected from the arterial catheter. MAP-HR was fitted to a logistic equation to determine baroreceptor reflex properties. Hemorrhaged rats progressed through three distinct phases: compensation, decompensation, and recompensation. Saline and 1 mg/kg Delt-D(var) rats treated posthemorrhage had similar MAP and HR after hemorrhage. In contrast, 2 mg/kg Delt-D(var) administered after hemorrhaging led to a faster and more complete recovery of MAP than compared with the other groups. In hemorrhaged rats, the average HR gain (bpm/mmHg) after 2 mg/kg Delt-D(var) treatment was greater and the BP(50) (BP at one-half the HR range) was significantly lower than after saline treatment. The results show that after hemorrhage, during the recompensatory period, stimulation of delta(2) opioid receptors leads to improved MAP, and this recovery may involve a change in baroreflex sensitivity.

Having an open mind: the impact of openness to experience on interracial attitudes and impression formation.

This article considers how Openness to Experience may mitigate the negative stereotyping of Black people by White perceivers. As expected, White individuals who scored relatively high on Openness to Experience exhibited less prejudice according to self-report measures of explicit racial attitudes. Further, White participants who rated themselves higher on Openness to Experience formed more favorable impressions of a fictitious Black individual. Finally, after observing informal interviews of White and Black targets, White participants who were more open formed more positive impressions of Black interviewees, particularly on dimensions that correspond to negative racial stereotypes. The effect of Openness to Experience was relatively stronger for judgments of Black interviewees than for judgments of White interviewees. Taken together these findings suggest that explicit racial attitudes and impression formation may depend on the individual characteristics of the perceiver, particularly whether she or he is predisposed to consider stereotype-disconfirming information.