Mixed reactions to multicultural (vs. Colorblind) diversity approach signals: A lay theories of culture perspective.

Despite its popularity, signaling a multicultural approach to racial-ethnic diversity is often faced with both positive and negative reactions. In this article, we sought insights into what may contribute to the mixed reactions and why. Drawing on social categorization theories and mindset research, we proposed that an underexplored factor influencing stakeholders' reactions to organizations' diversity approach was their lay theories or mindsets of culture. Specifically, we argued that those who believe that racial-ethnic groups represent unchangeable deep-seated essences-a fixed (vs. malleable) cultural mindset-would react negatively toward the intergroup differentiations and comparisons evoked by multicultural approach signals. Three experiments manipulated organizational diversity approach signals. Results consistently showed that a fixed cultural mindset was negatively related to organizational attraction (Studies 1 and 2) and support for diversity-promoting policies (Study 3) in reaction to a multicultural (vs. colorblind) approach. In addition, Study 3 tested and showed that ethnocentrism, a self-protective mechanism, mediated the negative reactions. Together, the findings support lay theories of culture as a moderating factor that affects reactions toward a multicultural approach. Organizations should take individuals' theories of culture into consideration in their efforts to maximize attraction and support for diversity. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Wise reasoning, intergroup positivity, and attitude polarization across contexts.

We hypothesized that a wisdom-based reasoning process comprised of epistemic humility, accounting for context, and integrating different perspectives and interests, would be helpful in overcoming intergroup bias and attitude polarization in societal conflicts. Here we test the hypothesis using both the Situated Wise Reasoning Scale and experimental induction. In each study, we recruited participants who self-identified as members of a group implicated in an ongoing intergroup situation. In five correlational studies (Studies 1-5) we examined the relations between measured wise reasoning and intergroup positivity and attitude polarization. In two experiments, we tested the effects of a brief online wise-reasoning thought exercise on intergroup positivity and polarization (Studies 6-7), and charitable behaviors to an outgroup (Study 6). We found that wise reasoning relates to more positivity toward outgroups and less attitude polarization across different groups and conflicts. The results have implications for theory and may also have implications for future research on interventions to improve intergroup relations.

Wisdom, bias, and balance: Toward a process-sensitive measurement of wisdom-related cognition.

[Correction Notice: An Erratum for this article was reported in Vol 115(6) of Journal of Personality and Social Psychology (see record 2018-63189-002). In the article, the original supplemental material has been revised to include a clarifying note to the Tests of model fit over larger sample (Samples C-G) section and post-peer review analyses added to the Post-peer review Factor Analytic Tests section. All versions of this article have been corrected.] Philosophers and behavioral scientists refer to wisdom as unbiased reasoning that guides one toward a balance of interests and promotes a good life. However, major instruments developed to test wisdom appear biased, and it is unclear whether they capture balance-related tendencies. We examined whether shifting from global, de-contextualized reports to state-level reports about concrete situations provides a less biased method to assess wise reasoning (e.g., intellectual humility, recognition of uncertainty and change, consideration of the broader context at hand and perspectives of others, integration of these perspectives or compromise), which may be aligned with the notion of balancing interests. Results of a large-scale psychometric investigation (N = 4,463) revealed that the novel Situated WIse Reasoning Scale (SWIS) is reliable and appears independent of psychological biases (attribution bias, bias blind spot, self-deception, and impression management), whereas global wisdom reports are subject to such biases. Moreover, SWIS scores were positively related to indices of living well (e.g., adaptive emotion regulation, mindfulness), and balancing of cooperative and self-protective interests, goals (influence-vs.-adjustment), and causal inferences about conflict (attribution to the self-vs.-other party). In contrast, global wisdom reports were unrelated or negatively related to balance-related measures. Notably, people showed modest within-person consistency in wise reasoning across situations or over time, suggesting that a single-shot measurement may be insufficient for whole understanding of trait-level wisdom. We discuss theoretical and practical implications for research on wisdom, judgment and decision making, well-being, and prosociality. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The Strengths of Wisdom Provide Unique Contributions to Improved Leadership, Sustainability, Inequality, Gross National Happiness, and Civic Discourse in the Face of Contemporary World Problems.

We present evidence for the strengths of the intellectual virtues that philosophers and behavioral scientists characterize as key cognitive elements of wisdom. Wisdom has been of centuries-long interest for philosophical scholarship, but relative to intelligence largely neglected in public discourse on educational science, public policy, and societal well-being. Wise reasoning characteristics include intellectual humility, recognition of uncertainty, consideration of diverse viewpoints, and an attempt to integrate these viewpoints. Emerging scholarship on these features of wisdom suggest that they uniquely contribute to societal well-being, improve leadership, shed light on societal inequality, promote cooperation in Public Goods Games and reduce political polarization and intergroup-hostility. We review empirical evidence about macro-cultural, ecological, situational, and person-level processes facilitating and inhibiting wisdom in daily life. Based on this evidence, we speculate about ways to foster wisdom in education, organizations, and institutions.

Social class and wise reasoning about interpersonal conflicts across regions, persons and situations.

We propose that class is inversely related to a propensity for using wise reasoning (recognizing limits of their knowledge, consider world in flux and change, acknowledges and integrate different perspectives) in interpersonal situations, contrary to established class advantage in abstract cognition. Two studies-an online survey from regions differing in economic affluence (n = 2 145) and a representative in-lab study with stratified sampling of adults from working and middle-class backgrounds (n = 299)-tested this proposition, indicating that higher social class consistently related to lower levels of wise reasoning across different levels of analysis, including regional and individual differences, and subjective construal of specific situations. The results held across personal and standardized hypothetical situations, across self-reported and observed wise reasoning, and when controlling for fluid and crystallized cognitive abilities. Consistent with an ecological framework, class differences in wise reasoning were specific to interpersonal (versus societal) conflicts. These findings suggest that higher social class weighs individuals down by providing the ecological constraints that undermine wise reasoning about interpersonal affairs.

Employee Age Alters the Effects of Justice on Emotional Exhaustion and Organizational Deviance.

Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the multiple needs theory of organizational justice, we generated novel predictions regarding the relations between perceptions of workplace justice, emotional exhaustion, and employee deviance. Specifically, we hypothesized and found that employee age moderates the negative relation between justice facets and deviance (Study 1) and emotional exhaustion (Study 2). We also found that emotional exhaustion mediates the differential effects of justice on deviance, and that this relation depends on employee age (Study 2). Relative to younger workers, older workers are more sensitive to informational and interpersonal justice; in contrast, relative to older workers, younger workers are more sensitive to distributive and procedural justice. The research supports and extends existing theory on organizational justice and on the psychology of aging. Moreover, it highlights the importance of considering employee age as a focal variable of interest in the study of justice processes, and in organizational research more generally.