Did Descriptive and Prescriptive Norms About Gender Equality at Home Change During the COVID-19 Pandemic? A Cross-National Investigation.

Using data from 15 countries, this article investigates whether descriptive and prescriptive gender norms concerning housework and child care (domestic work) changed after the onset of the COVID-19 pandemic. Results of a total of 8,343 participants (M = 19.95, SD = 1.68) from two comparable student samples suggest that descriptive norms about unpaid domestic work have been affected by the pandemic, with individuals seeing mothers' relative to fathers' share of housework and child care as even larger. Moderation analyses revealed that the effect of the pandemic on descriptive norms about child care decreased with countries' increasing levels of gender equality; countries with stronger gender inequality showed a larger difference between pre- and post-pandemic. This study documents a shift in descriptive norms and discusses implications for gender equality-emphasizing the importance of addressing the additional challenges that mothers face during health-related crises.

Egalitarian norm messaging increases human resources professionals' salary offers to women.

Across the globe, men make markedly more money than women, even within the same position. We introduce egalitarian norm messaging as a potential intervention to increase women's salaries and counter the gender pay gap. In two preregistered experiments with seasoned professionals (N = 435, work experience: M > 8 years, salary negotiations: M > 18 per year), we find a significant gender pay bias-Human Resources (HR) experts offered markedly lower salaries in an online negotiation to (simulated) female versus male candidates with identical qualifications. Moreover, the experiments show that dynamic (Experiments 1a and 2), as well as static egalitarian norm messages (Experiment 1a), increased salary offers to women. Exploratory mediation analyses suggest that the dynamic egalitarian norm effect was driven by HR professionals' feeling of working toward a shared goal of greater equity. A message that merely increased awareness of the pay gap did not elicit this feeling and did not significantly increase salary offers to women but resulted in fairly equal treatment of men and women (Experiment 2). While the egalitarian norm intervention significantly increased salary offers to women, it also unexpectedly reduced offers to men, thereby reversing the gender bias (Experiment 2). We discuss the theoretical contribution with regard to gender pay bias and egalitarian norm interventions, as well as applied implications. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

I share because of who I am: values, identities, norms, and attitudes explain sharing intentions.

To promote sustainable consumption, predictors of individuals' intentions need to be understood. Focusing on the example of collaborative consumption, we look at facilitating and inhibiting factors in a preregistered correlational study (N = 378). We hypothesized the Value-Identity-Personal norm (VIP) model to explain variance in sharing intention. In addition, we expected sharing intentions to be linked to attitudes about (de-)ownership. We also hypothesized self-extension into an object to be a barrier to sharing this object. The results supported all hypotheses: The VIP model and de-ownership orientation were related to sharing intentions. Moreover, self-extension into a car was significantly higher among subsamples of car owners than car sharers. Exploratory findings show that the value-intention link predicted by the VIP can be found for biospheric as well as altruistic values if sharing intentions are assessed with items framed to match these respective values. We discuss implications for attempts to promote sustainable consumption.

Following Health Measures in the Pandemic: A Matter of Values?

Three studies (N = 887) tested the hypothesis that value consistency predicts intended coronavirus disease-2019 (COVID-19) health behaviors and overrides other utility-based motivational factors. Accordingly, Study 1 showed that intentions of social distancing were higher if it was perceived as more value-consistent. The higher value consistency, the less self-interest inconsistency, and the perceived efficacy of social distancing mattered for intentions. On the other hand, Study 2 failed to induce value consistency experimentally. However, correlative results show a moderation pattern similar to Study 1 regarding social distancing intentions, policy support, and devaluation of transgressors. In Study 3, higher value consistency of vaccination reduced the experimental effect of prosocial efficacy but not the effect of self-interest efficacy of the vaccine. The findings are discussed regarding theoretical implications for the interplay of values and utility in motivation. In addition, implications for the potentially ambivalent effects of appealing to values to increase compliance are discussed.

Mindset-Oriented Negotiation Training (MONT): Teaching More Than Skills and Knowledge.

In this conceptual paper, we propose that both skill set development and mindset development would be desirable dimensions of negotiation training. The second dimension has received little attention thus far, but negotiation mindsets, i.e., the psychological orientations by which people approach negotiations, are likely to have a considerable influence on the outcome of negotiations. Referring to empirical and conceptual mindset studies from outside the negotiation field, we argue that developing mindsets can leverage the effectiveness of skills and knowledge, increase learning transfer, and lead to long-term behavioral changes. We introduce an integrative negotiation mindset that comprises three inclinations which complement each other: a collaborative, a curious, and a creative one. We also discuss activities that help people to develop and enhance this mindset both in and out of the classroom. Our general claim is that by moving beyond the activities of conventional negotiation training, which focuses on skills and knowledge, mindset-oriented negotiation training can increase training effectiveness and enable participants to more often reach what we define as sustainable integrative agreements.

Distracted by the Unthought - Suppression and Reappraisal of Mind Wandering under Stereotype Threat.

Previous research has found that subtle reminders of negative stereotypes about one's group can lead individuals to underperform on stereotype-relevant tests (e.g., women in math, ethnic minorities on intelligence tests). This so called stereotype threat effect can contribute to systematic group differences in performance that can obscure the true abilities of certain social groups and thereby sustain social inequalities. In the present study, we examined processes underlying stereotype threat effects on women's math performance, specifically focusing on the role of suppression of mind wandering (i.e., task-irrelevant thinking) in stereotype threat (ST) and no threat (NT) situations. Based on a process model of stereotype threat effects on performance, we hypothesized that women under stereotype threat spontaneously suppress mind wandering, and that this suppression impairs performance. An alternative regulation strategy that prevents suppression (i.e., reappraising task-irrelevant thoughts as normal) was predicted to prevent stereotype threat effects on performance. We manipulated stereotype threat (ST vs. NT) and cognitive regulation strategy (suppression, reappraisal, or no strategy) and measured women's performance on a math and a concentration task (N = 113). We expected three groups to perform relatively more poorly: Those in ST with either no strategy or suppression and those in NT with a suppression strategy. We tested the performance of these groups against the remaining three groups hypothesized to perform relatively better: those in NT with no strategy or reappraisal and those in ST with reappraisal. The results showed the expected pattern for participants' math performance, but not for concentration achievement. This pattern suggests that ineffective self-regulation by suppressing mind wandering can at least partly explain stereotype threat effects on performance, whereas a reappraisal strategy can prevent this impairment. We discuss implications for the understanding of processes underlying stereotype threat effects and the benefits of reappraising subjective experience under threat.