Nasty and Noble Notes: Interdependence Structures Drive Self-Serving Gossip.

Much information people receive about others reaches them via gossip. But is this gossip trustworthy? We examined this in a scenario study (Nsenders = 350, Nobservations = 700) and an interactive laboratory experiment (Nsenders = 126; Nobservations = 3024). In both studies, participants played a sequential prisoner's dilemma where a gossip sender observed a target's (first decider's) decision and could gossip about this to a receiver (second decider). We manipulated the interdependence structure such that gossipers' outcomes were equal to targets' outcomes, equal to receivers' outcomes, or independent. Compared to no interdependence, gossip was more often false when gossipers were interdependent with targets but not when interdependent with receivers. As such, false positive gossip (self-serving when interdependent with targets) increased but false negative gossip (self-serving when interdependent with receivers) did not. In conclusion, the interdependence structure affected gossip's trustworthiness: When gossipers' outcomes were interdependent with targets, gossip was less trustworthy.

Science rejection in Greece: Spirituality predicts vaccine scepticism and low faith in science in a Greek sample.

Recent research has identified spirituality as an important contributor to vaccine scepticism and low faith in science, particularly in WEIRD (Western, Educated, Industrialized, Rich and Democratic) nations. In the present study, we further tested the generalizability of these findings in a religious South-Eastern European country - Greece, with more extensive measures of key constructs. We replicate previous work using measures of improved construct validity. Spirituality was found to be the strongest predictor of vaccine scepticism and low faith in science. In addition, low science literacy was also predictive of vaccine rejection. Climate change scepticism was not associated with spirituality but with political conservatism, which corroborates previous findings. These results provide further evidence for two previously made observations: science scepticism is heterogeneous, and spirituality is an important factor in shaping science rejection.

Spiritual skepticism? Heterogeneous science skepticism in the Netherlands.

Recent work points to the heterogeneous nature of science skepticism. However, most research on science skepticism has been conducted in the United States. The current work addresses the generalizability of the knowledge acquired so far by investigating individuals from a Western European country (The Netherlands). Results indicate that various previously reported findings hold up: Mirroring North American patterns, climate change skepticism is associated with political conservatism (but only modestly), and scientific literacy does not contribute to skepticism, except about genetic modification (Study 1 only) and vaccine skepticism (Study 2 only). Results also reveal a crucial difference: Religiosity does not consistently contribute to science skepticism, except about evolution. Instead, spirituality is found to most consistently predict vaccine skepticism and low general faith in science-which in turn predicts willingness to support science. Concerns about societal impact play an additional role. These findings speak to the generalizability of previous findings, improving our understanding of science skepticism.

Implications of research staff demographics for psychological science.

Long-standing research traditions in psychology have established the fundamental impact of social categories, such as race and gender, on people's perceptions of themselves and others, as well as on general human cognition and behavior. However, there is a general tendency to ignore research staff demographics (e.g., researchers' race and gender) in research development and research reports. Variation in research staff demographics can exert systematic and scientifically informative influences on results from psychological research. Consequently, research staff demographics need to be considered, studied, and/or reported, along with how these demographics were allowed to vary across participants or conditions (e.g., random assignment, matched with participant demographics, or included as a factor in the experimental design). In addition to providing an overview of multidisciplinary evidence of research staff demographics effects, it is discussed how research staff demographics might influence research findings through (a) ingroup versus outgroup effects, (b) stereotype and (implicit) bias effects, and (c) priming and social tuning effects. Finally, an overview of recommended considerations is included (see Appendix) to help illustrate how to systematically incorporate relevant research staff demographics in psychological science. (PsycINFO Database Record

Not All Skepticism Is Equal: Exploring the Ideological Antecedents of Science Acceptance and Rejection.

Many topics that scientists investigate speak to people's ideological worldviews. We report three studies-including an analysis of large-scale survey data-in which we systematically investigate the ideological antecedents of general faith in science and willingness to support science, as well as of science skepticism of climate change, vaccination, and genetic modification (GM). The main predictors are religiosity and political orientation, morality, and science understanding. Overall, science understanding is associated with vaccine and GM food acceptance, but not climate change acceptance. Importantly, different ideological predictors are related to the acceptance of different scientific findings. Political conservatism best predicts climate change skepticism. Religiosity, alongside moral purity concerns, best predicts vaccination skepticism. GM food skepticism is not fueled by religious or political ideology. Finally, religious conservatives consistently display a low faith in science and an unwillingness to support science. Thus, science acceptance and rejection have different ideological roots, depending on the topic of investigation.

Mastering moral misery: Emotional and coping responses to intragroup morality (vs. competence) evaluations.

In social groups, individuals are often confronted with evaluations of their behaviour by other group members and are motivated to adapt their own behaviour accordingly. In two studies we examine emotional responses towards, and perceived coping abilities with, morality vs. competence evaluations individuals receive from other in-group members. In Study 1, we show that evaluations of one's immoral behaviour primarily induce guilt, whereas evaluations of incompetent behaviour raise anger. In Study 2, we elaborate on the psychological process associated with these emotional responses, and demonstrate that evaluations of immorality, compared to incompetence, diminish group members' perceived coping abilities, which in turn intensifies feelings of guilt. However, when anticipating an opportunity to restore one's self-image as a moral group member, perceived coping abilities are increased and the experience of guilt is alleviated. Together these studies demonstrate how group members can overcome their moral misery when restoring their self-image.

Gender contributes to personal research funding success in The Netherlands.

We examined the application and review materials of three calls (n=2,823) of a prestigious grant for personal research funding in a national full population of early career scientists awarded by the Netherlands Organization for Scientific Research (NWO). Results showed evidence of gender bias in application evaluations and success rates, as well as in language use in instructions and evaluation sheets. Male applicants received significantly more competitive "quality of researcher" evaluations (but not "quality of proposal" evaluations) and had significantly higher application success rates than female applicants. Gender disparities were most prevalent in scientific disciplines with the highest number of applications and with equal gender distribution among the applicants (i.e., life sciences and social sciences). Moreover, content analyses of the instructional and evaluation materials revealed the use of gendered language favoring male applicants. Overall, our data reveal a 4% "loss" of women during the grant review procedure, and illustrate the perpetuation of the funding gap, which contributes to the underrepresentation of women in academia.

How to Break the Cycle of Low Workforce Diversity: A Model for Change.

Social justice concerns but also perceived business advantage are behind a widespread drive to increase workplace diversity. However, dominance in terms of ethnicity, gender or other aspects of diversity has been resistant to change in many sectors. The different factors which contribute to low diversity are often hotly contested and difficult to untangle. We propose that many of the barriers to change arise from self-reinforcing feedbacks between low group diversity and inclusivity. Using a dynamic model, we demonstrate how bias in employee appointment and departure can trap organizations in a state with much lower diversity than the applicant pool: a workforce diversity "poverty trap". Our results also illustrate that if turnover rate is low, employee diversity takes a very long time to change, even in the absence of any bias. The predicted rate of change in workforce composition depends on the rate at which employees enter and leave the organization, and on three measures of inclusion: applicant diversity, appointment bias and departure bias. Quantifying these three inclusion measures is the basis of a new, practical framework to identify barriers and opportunities to increasing workforce diversity. Because we used a systems approach to investigate underlying feedback mechanisms rather than context-specific causes of low workforce diversity, our results are applicable across a wide range of settings.