Person:

Cuddy, Amy

Income inequality undermines societies: the more inequality, the more health problems, social tensions, and the lower social mobility, trust, life expectancy. Given people’s tendency to legitimate existing social arrangements, the Stereotype Content Model (SCM) argues that ambivalence―perceiving many groups as either warm or competent, but not both―may help maintain socio-economic disparities. The association between stereotype ambivalence and income inequality in 37 cross-national samples from Europe, the Americas, Oceania, Asia, and Africa investigates how groups’ overall warmth-competence, status-competence, and competition-warmth correlations vary across societies, and whether these variations associate with a measure of income inequality (Gini index). More unequal societies do report more ambivalent stereotypes, while more equal ones dislike competitive groups and do not necessarily respect them as competent. Unequal societies may need ambivalence for system stability: income inequality compensates groups with partially positive social images.

We examined whether incidental body posture, prompted by working on electronic devices of different sizes, affects power-related behaviors. Grounded in research showing that adopting expansive body postures increases psychological power, we hypothesized that working on larger devices, which forces people to physically expand, causes users to behave more assertively. Participants were randomly assigned to interact with one of four electronic devices that varied in size: an iPod Touch, an iPad, a MacBook Pro (laptop computer), or an iMac (desktop computer). As hypothesized, compared to participants working on larger devices (e.g., an iMac), participants who worked on smaller devices (e.g., an iPad) behaved less assertively – waiting longer to interrupt an experimenter who had made them wait, or not interrupting at all.

As leaders ascend to more powerful positions in their groups, they face ever-increasing demands. This has given rise to the common perception that leaders have higher stress levels than non-leaders. But if leaders also experience a heightened sense of control—a psychological factor known to have powerful stress-buffering effects—leadership should be associated with reduced stress levels. Using unique samples of real leaders, including military officers and government officials, we found that, compared to non-leaders, leaders had lower levels of the stress hormone cortisol and lower reports of anxiety (Study 1). In a second study, leaders holding more powerful positions exhibited lower cortisol levels and less anxiety than leaders holding less powerful positions, a relationship explained significantly by their greater sense of control. Altogether, these findings reveal a clear relationship between leadership and stress, with leadership level being inversely related to stress.

Individuals who qualify equally for membership in more than one racial group are not judged as belonging equally to both of their parent groups, but instead are seen as belonging more to their lower status parent group. Why? The present paper begins to establish the role of individual differences and social context in hypodescent, the process of assigning multiracials the status of their relatively disadvantaged parent group. Specifically, in two experiments, we found that individual differences in social dominance orientation—a preference for group-based hierarchy and inequality—interacts with perceptions of socioeconomic threat to influence the use of hypodescent in categorizing half-Black, half-White biracial targets. Importantly, this paper begins to establish hypodescent as a “hierarchy-enhancing” social categorization.

Six studies explored the overlap between racial and gender stereotypes and the consequences of this overlap for interracial dating, leadership selection, and athletic participation. Two initial studies, utilizing explicit and implicit measures, captured the stereotype content of different racial groups: the Asian stereotype was seen as more feminine whereas the Black stereotype more masculine compared to the White stereotype. Study 3 found that preferences for masculinity versus femininity mediated White participants' attraction to Blacks relative to Asians. Analysis of the 2000 United States Census replicated this pattern with interracial marriages. In Study 5, Blacks were more likely and Asians less likely to be selected for a masculine leadership position compared to Whites. Study 6 analyzed the NCAA Student-Athlete Ethnicity Report and found Blacks were more heavily represented in masculine versus feminine sports relative to Asians. These studies demonstrate that the association between racial and gender stereotypes has important real-world consequences.

The current experiment tested whether changing one‘s nonverbal behavior prior to a high-stakes social evaluation could improve performance in the evaluated task. Participants adopted expansive, open (high-power) poses, or contractive, closed (low-power) poses, and then prepared and delivered a speech to two evaluators as part of a mock job interview, a prototypical social evaluation. All speeches were videotaped and coded for overall performance and hireability, and the potential mediators of speech quality (e.g., content, structure) and presentation quality (e.g., captivating, confident). As predicted, high power posers performed better and were more likely to be chosen for hire, and this relationship was mediated only by presentation quality, not speech quality. Power pose condition had no effect on body posture during the social evaluation, thus highlighting the relationship between preparatory nonverbal behavior and subsequent performance.