Beginning with the historic racial desegregation in the United States, and spreading to other parts of the world, policy makers, guided by the findings of social scientists (e.g., Allport, 1954), have advocated for increased intergroup contact (e.g., in schools and neighborhoods) as the key to prejudice reduction and increased social cohesion. Recent work on the ‘irony of harmony’ effect ( Saguy, Tausch, Dovidio, & Pratto, 2009), however, suggests that intergroup contact can undermine disadvantaged group’s support for social change toward greater equality (e.g., Çakal, Hewstone, Schwär, & Heath, 2011; Dixon, Durrheim, & Tredoux, 2007). Using a large and heterogeneous dataset (N = 12,997 individuals from 69 countries), we demonstrate that intergroup contact and support for social change toward greater equality are positively associated among members of advantaged groups (ethnic majorities and cis-heterosexuals), but negatively associated among disadvantaged groups (ethnic minorities and sexual and gender minorities), supporting the ‘irony of harmony’ effect. Specification curve analysis revealed important variation in the size—and at times, direction—of correlations, depending on how contact and support for social change were measured. This allowed us to identify one type of support for change, willingness to work in solidarity for social change, that is positively associated with intergroup contact among both advantaged- and disadvantaged-group members.

There is ample evidence that morphological and social cues in a human face provide signals of human personality and behaviour. Previous studies have discovered associations between the features of artificial composite facial images and attributions of personality traits by human experts. We present new findings demonstrating the statistically significant prediction of a wider set of personality features (all the Big Five personality traits) for both men and women using real-life static facial images. Volunteer participants (N = 12,447) provided their face photographs (31,367 images) and completed a self-report measure of the Big Five traits. We trained a cascade of artificial neural networks (ANNs) on a large labelled dataset to predict self-reported Big Five scores. The highest correlations between observed and predicted personality scores were found for conscientiousness (0.360 for men and 0.335 for women) and the mean effect size was 0.243, exceeding the results obtained in prior studies using ‘selfies’. The findings strongly support the possibility of predicting multidimensional personality profiles from static facial images using ANNs trained on large labelled datasets. Future research could investigate the relative contribution of morphological features of the face and other characteristics of facial images to predicting personality.

Soon after the collapse of Soviet-type communism in Central and Eastern Europe, a new geopolitical division began to reshape the continent. Our study demonstrates that this newly emerging geopolitical divide has been underpinned by a corresponding cultural divergence, of which “emancipative values” are the most powerful marker. Using the European Values Study/World Values Survey 1990 to 2014, we find that the former Iron Curtain no longer constitutes a cultural boundary because the ex-communist states that joined the European Union have been converging with the West’s strong emphasis on emancipative values. Instead, a new and steeply growing cultural gap has emerged between the European Union and its Eastern neighbors. The two competing geopolitical formations in the West and East—the European and Eurasian Unions, respectively—have diverged culturally in recent decades. The divergence goes back to contrasting supranational identities that originate in different religious traditions, which rulers have increasingly accentuated to strengthen their nations’ endorsement or dismissal of emancipative values. Through this sorting-out process, emancipative values became an increasingly significant marker of a Western-vs-Eastern cultural identity. Our study is the first to link this groundbreaking cultural transformation to civilizational identities and geopolitical rivalry.

Objectives: The Dark Triad traits (i.e., narcissism, psychopathy, Machiavellianism)
capture individual differences in aversive personality to complement work on other
taxonomies, such as the Big Five traits. However, the literature on the Dark Triad
traits relies mostly on samples from English-speaking (i.e., Westernized) countries.
We broadened the scope of this literature by sampling from a wider array of countries.
Method: We drew on data from 49 countries (N = 11,723; 65.8% female;
AgeMean = 21.53) to examine how an extensive net of country-level variables in economic status (e.g., Human Development Index), social relations (e.g., gender equality), political orientations (e.g., democracy), and cultural values (e.g., embeddedness)
relate to country-level rates of the Dark Triad traits, as well as variance in the magnitude of sex differences in them.
Results: Narcissism was especially sensitive to country-level variables. Countries
with more embedded and hierarchical cultural systems were more narcissistic. Also,
sex differences in narcissism were larger in more developed societies: Women were
less likely to be narcissistic in developed (vs. less developed) countries.
Conclusions: We discuss the results based on evolutionary and social role models
of personality and sex differences. That higher country-level narcissism was more
common in less developed countries, whereas sex differences in narcissism were
larger in more developed countries, is more consistent with evolutionary than social
role models.
 

This article links the consequences of the Great Recession on protest and electoral politics. It innovates by combining the literature on economic voting with social movement research and by presenting the first integrated, large‐scale empirical analysis of protest mobilisation and electoral outcomes in Europe. The economic voting literature offers important insights on how and under what conditions economic crises play out in the short‐run. However, it tends to ignore the closely connected dynamics of opposition in the two arenas and the role of protests in politicising economic grievances. More specifically, it is argued that economic protests act as a ‘signalling mechanism’ by attributing blame to decision makers and by highlighting the political dimension of deteriorating economic conditions. Ultimately, massive protest mobilisation should, thus, amplify the impact of economic hardship on the electoral losses of incumbents and mainstream parties more generally. The empirical analysis to study this relationship relies on an original semi‐automated protest event dataset combined with an updated dataset of electoral outcomes in 30 European countries from 2000 to 2015. The results indicate that the dynamics of economic protests and electoral punishment are closely related and point to a destabilisation of European party systems during the Great Recession.

A number of scientific models attempt to explain engagement and well-being at work. Some of them focus mostly on personality factors that can be activated, whereas others concentrate on the characteristics of the work environment and organisational context. In the present paper, we propose to integrate the organisational and individual antecedents of engagement and well-being at work in a single model termed “Positive Organisational Profile” (POP). The research aims to validate a French-language assessment tool bringing together personality resources, resources of the organisational environment, and resources of work role that determine engagement, performance, and well-being at work, using a large sample of French employees (N = 1 734). The results of confirmatory factor analyses support the structural validity of the new questionnaire with 18 scales showing good measurement reliability (α in the .73-.93 range). Multiple regression analyses reveal predictable associations of different types of resources at work with work engagement, work addiction, exhaustion, boredom, work satisfaction, work-life balance, and self-reported work performance. The POP model offers an integral overview of antecedents of organisational and individual flourishing at work. The new French-language questionnaire of resources POP can be used in research and in the practice of organisational development to inform interventions by identifying the potential drivers of positive change in teams.

Field experiments have provided ample evidence of ethnic and racial discrimination in the labour market. Less is known about how discrimination varies in multi-ethnic societies, where the ethnic composition of populations is different across locations. Inter-group contact and institutional arrangements for ethnic minorities can mitigate the sense of group threat and reduce discrimination. To provide empirical evidence of this, we conduct a field experiment of ethnic discrimination in Russia with a sample of over 9,000 job applications. We compare ethnically homogeneous cities and cities with ethnically mixed populations and privileged institutional status of ethnic minorities. We find strong discrimination against visible minorities in the former but much weaker discrimination in the latter. These findings demonstrate how institutions and historical contexts of inter-group relations can affect ethnic prejudice and discrimination.

The text is not annotated.

The paper proposes a new approach to measuring key parameters of choice as intentional activity. We developed and validated a 23-item questionnaire called the Subjective Quality of Choice (SQC) which measures four qualitative dimensions of choice: elaboration, emotional valence, autonomy, and satisfaction with the outcome. Three validation studies are presented. In the first study respondents from a large online sample evaluated the quality of important choices they made in life. Using structural equation modeling, we confirmed the structure of the SQC and investigated the associations of its scales with other measures. In the second study using a longitudinal design we replicated the structure of the SQC in a university choice context and investigated the criterion validity of its scales against well-being and academic outcome variables. In the third study we investigated the predictive validity of the SQC in a university applicant sample against an objective real-life outcome. The findings support the validity of the choice quality model.