The stigma of obesity in customer service: a mechanism for remediation and bottom-line consequences of interpersonal discrimination

Weight bias among Canadians: Associations with sociodemographics, BMI and body image constructs

This cross-sectional study examined the associations between sociodemographic characteristics, BMI, and body image constructs (body satisfaction and weight bias internalization; WBI) and explicit weight bias. A near-representative sample of 995 English-speaking Canadian adults (52% Female) completed a survey which assessed explicit weight bias (Anti-Fat Attitudes questionnaire), body satisfaction (Body Shape Satisfaction Scale), WBI (Modified Weight Bias Internalization Scale), and self-reported height and weight. Multiple linear regression analyses were run. Results showed that the variable that explained the most variance in explicit weight bias was WBI, followed by BMI. Higher levels of WBI and a lower BMI were both significantly associated with greater explicit weight bias. Male sex was associated with both disliking people with obesity and thinking obesity is attributable to lack of willpower, whereas female sex was associated with worrying about weight gain. The current findings emphasize the importance of future research efforts aimed at preventing or mitigating WBI to reduce negative attitudes about people with obesity.

Gender benders and job contenders: cosmetics in selection contexts for women and men

Purpose

The aim of the present study was to contribute to the workplace diversity literature by experimentally manipulating gender expression through the use of makeup among women and men to determine makeup's impact on interpersonal discrimination in a real-world job selection context.

Design/methodology/approach

In an experimental field study, we applied either real (i.e. tinted) or placebo (i.e. transparent) cosmetic products to women and men confederate applicants. The women and men engaged in job inquiry and pre-interview conversations with store personnel in 136 retail stores across 3 shopping malls that were randomly assigned to one of 4 conditions in a 2 (confederate gender: women versus men) by 2 (cosmetic usage: real versus placebo) experimental design. The confederate applicants were accompanied by confederate observers and recorded interactions were later analyzed by naïve coders. The applicants, observers, and naïve coders rated interpersonal discrimination from store personnel in each interaction.

Findings

As hypothesized, women who enhanced their femininity through the use of makeup experienced significantly less interpersonal discrimination than women who did not. In contrast, there was no significant difference in interpersonal discrimination for men as a function of visual gender expression.

Originality/value

These findings highlight the pervasive gender norm expectations for women at work by examining gender non-conformity of women and men.

21st Century Cures Act: ethical recommendations for new patient-facing products

BACKGROUND

Recent legislation ensuring patient access to their electronic health records represents a promising national commitment to patient empowerment. Access and interoperability rules seek to empower individuals as well as increase opportunities for data sharing by hospitals, apps, and other parties for research and innovation. However, there are trade-offs between data accessibility and oversight. Some third-party apps may not be covered by federal regulations, and receiving records directly from individuals may render some services in possession of health data. To promote consumer trust, these services should follow ethical standards regardless of regulatory status.

ACTIONABLE PRINCIPLES

This Perspective proposes 3 actionable principles, grounded in medical ethics, for services making use of health data: services should (1) provide informed, dynamic, regular consent, including control over data sharing, (2) promote inclusivity and equity, and (3) intentionally focus on consumer trust and the perception of value in the service provided.

Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process

Despite a large proportion of working mothers in the American workforce, research suggests that negative stereotypes and discrimination against working mothers continue to exist. In a set of two experimental studies, the current paper examined subtle discrimination against non-pregnant, working mothers in different hiring settings. In Study 1, using a between-subject field experiment and applying for geographically dispersed jobs with manipulated resumes, we found evidence for subtle discrimination, such that mothers received more negativity in callback messages than women without children, men without children, and fathers. They were also rejected more quickly than women without children and fathers. In Study 2, using a more controlled experimental paradigm, we tested our hypothesis in a hypothetical interview evaluation setting. We found that mothers faced more interpersonal hostility across different job types as compared to women without children. Together, these studies highlight the presence of subtle discrimination against working mothers at different stages of the hiring process.

Stigmatized Work and Stigmatized Workers

Stigmas pervade organizational life. A stigma is a discrediting social evaluation that devalues an individual or group. We review research on stigmatized work and stigmatized workers, with a particular emphasis on how people become stigmatized and what they (and others) do about it. To do so, we connect stigma to other concepts in its nomological net and compare multiple models of stigma dynamics. We consider the intertwining nature of stigma and identity/image, how context affects stigma, and how stigma is managed by both the stigmatized and the nonstigmatized. We also offer critiques of key blind spots in workplace stigma research and point toward future research in this area that is more interconnected with other literatures and more inclusive of overlooked populations. Our vantage point is that workplace stigma continues to be an exciting domain of research with a high potential for theoretical discoveries and practical applications.

Do employers discriminate against obese employees? Evidence from individuals who are simultaneously self-employed and working for an employer

We test whether the lower wages of obese employees result from employer discrimination using a novel empirical strategy. Using data from two nationally representative surveys from the US, we analyze the wages of individuals who are simultaneously self-employed and working for an employer. While lower productivity and customer discrimination against obese individuals may affect wages in both types of jobs, employer discrimination cannot affect the wages of solo entrepreneurs. Our estimates suggest that, even after controlling for productivity (proxied by their concurrent wage in self-employment), white women (men) who are obese earn 11.4% (9.7%) less than their healthy-weight counterparts in their paid employment jobs. We also find that white women (but not men) who are overweight earn 9.1% less than their healthy-weight counterparts. We do not find any evidence of significant bodyweight discrimination among black and Hispanic workers. These results suggest that white workers, especially white women, are likely to face bodyweight discrimination in their workplaces. We report the results for a series of robustness checks to rule out alternative explanations, such as reverse causality, differences in healthcare costs, and occupation-specific customer discrimination.

Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace

Sexual harassment was once conceptualized solely as a sexual problem: coercive sexual advances that spring from natural feelings of sexual desire or romance. Research has since shown that by far the most common manifestation of sexual harassment is gender harassment, which has contempt at its core; this conduct aims to put people down and push them out, not pull them into sexual activity. With findings such as these, we have made many strides in the scientific study of sexual harassment. That body of scholarship is the focus of this article, which is organized around the following questions: What is sexual harassment, both behaviorally and legally? How common is this conduct in work organizations, and what are its consequences? What features of the social/organizational context raise the risk for sexual harassment? What are some promising (and not-so-promising) solutions to this pervasive problem? And finally, what are important directions for this area of research moving forward?

Robots or frontline employees? Exploring customers’ attributions of responsibility and stability after service failure or success

Purpose

Service robots are taking over the organizational frontline. Despite a recent surge in studies on this topic, extant works are predominantly conceptual in nature. The purpose of this paper is to provide valuable empirical insights by building on the attribution theory.

Design/methodology/approach

Two vignette-based experimental studies were employed. Data were collected from US respondents who were randomly assigned to scenarios focusing on a hotel’s reception service and restaurant’s waiter service.

Findings

Results indicate that respondents make stronger attributions of responsibility for the service performance toward humans than toward robots, especially when a service failure occurs. Customers thus attribute responsibility to the firm rather than the frontline robot. Interestingly, the perceived stability of the performance is greater when the service is conducted by a robot than by an employee. This implies that customers expect employees to shape up after a poor service encounter but expect little improvement in robots’ performance over time.

Practical implications

Robots are perceived to be more representative of a firm than employees. To avoid harmful customer attributions, service providers should clearly communicate to customers that frontline robots pack sophisticated analytical, rather than simple mechanical, artificial intelligence technology that explicitly learns from service failures.

Originality/value

Customer responses to frontline robots have remained largely unexplored. This paper is the first to explore the attributions that customers make when they experience robots in the frontline.

An Auti-Sim Intervention: The Role of Perspective Taking in Combating Public Stigma with Virtual Simulations

Public stigma associated with autism spectrum disorder (ASD) commonly stems from judgments surrounding sensory overload symptoms. As individuals try and make sense of observed disordered behaviors of those with ASD, they are quick to develop dispositional attributions instead of acknowledging situational instigators. Interventions aimed at educating the lay public that disordered actions are a result of a biological causes have been successful in lessening perceptions of responsibility, yet foster an out-group perspective allowing prejudice attitudes and discriminatory behaviors to persist. The present study examines the short-term effectiveness of engagement with a virtual simulation, Auti-Sim, to combat stigma by giving lay people a first-person experience of sensory overload. To assess Auti-Sim, a between-subject, in-laboratory experimental design was employed. A total of 123 undergraduate students were randomly assigned to 1 of 3 interventions (virtual simulation engagement, observation of simulation engagement, or reading text vignettes). Participants completed a brief pretest questionnaire, encountered the intervention, and then completed a post-test questionnaire. Engagement with the virtual simulation resulted in heightened perspective taking, which subsequently increased emotional concern, helping intentions, and willingness to volunteer compared with the observation only or text vignette intervention. Positive attitudes toward those with ASD did not differ across interventions. Fostering a different understanding of disordered action through a virtual simulation has the potential to elicit perspective taking and subsequent empathetic outcomes. Perspective taking seems to encourage perceptions of in-group belonging rather than out-group categorization and thus might be a desired outcome for stigma-reducing efforts.

Experience of Polish Patients with Obesity in Contacts with Medical Professionals

PURPOSE

Discrimination and stigmatization of patients with obesity are a commonly occurring social problem. The purpose of our research was to analyze the scale of the experience including medical staff's improper behaviours towards patients with obesity in Poland.

PATIENTS AND METHODS

In a completed national study, we studied the statements of 621 adult patients who suffer from obesity. An original closed question survey was used as a tool to collect the data. Patients were informed about the possibility to participate in the study through social media, medical institutions and patient foundations.

RESULTS

As many as 82.6% have experienced improper behaviours. Usually, it came from doctors (90%), nurses and midwives (51%), people who operated medical equipment (24%), nutritionists (14%) and paramedics (9%). Exactly 81% of the respondents pointed to unpleasant and judgmental comments as the most frequent form of improper behaviour which they have encountered mainly during diagnostic tests, palpation or procedures.

CONCLUSION

There is an urgent need for developing national strategies connected with care for individuals with higher body weight. Introducing dedicated solutions in this field may contribute to increasing the quality of health care and reducing stigmatizing behaviours.

"Big men" in the office: The gender-specific influence of weight upon persuasiveness

Height has been closely studied as a factor that influences myriad measures of leadership; however, the potential influence of weight on socially beneficial traits has been neglected. Using the anthropological concept of "big men" who relied on influence to lead their communities, we examine the role of weight upon persuasiveness. We present the results of six studies that suggest a tendency for raters to expect larger body mass to correspond with more persuasiveness among men. In the sixth, pre-registered study, we find evidence that fits the hypothesis that weight among men is positively associated with perceived persuasiveness. While the "big man" leadership concept is based on studies of pre-industrial societies where weight embodied status, our findings suggest an evolved bias to favor moderately big men-with respect to perceived persuasiveness-even in environments where there is no reason to interpret over-consumption of food and conservation of energy as a signal of wealth. Our studies contribute novel perspectives on the relevance of weight as an understudied dimension of "big" and offer an important qualification informed by evolutionary perspectives for the stigmatizing effects of relatively large body mass.

Subtle and Overt Behaviors Toward Ethnic Minority Leaders and the Moderating Role of Competence

This study extends research on stereotypes and leadership to consider the subtle and overt behavioral responses to leaders from multiple ethnic backgrounds. Specifically, the study focuses on overt and subtle discrimination toward African American, Asian American, Middle Eastern American, and White male leaders. Results from an experiment measuring authentic reactions to leaders reveal that Asian American leaders were treated more negatively in comparison to White and Middle Eastern American leaders. Furthermore, individuating information about the leader’s competence marginally improved performance expectations of Middle Eastern American leaders compared with White and Asian leaders. However, African American leaders were treated less positively when information about competence was provided compared with when it was not. The findings suggest that the unique stereotypes of each ethnic group can affect the utility of providing individuating information about competence.

Round Faces Are Associated with Sweet Foods: The Role of Crossmodal Correspondence in Social Perception

In retail settings, social perception of other peoples' preferences is fundamental to successful interpersonal interactions (e.g., product recommendations, gift-giving). This type of perception must be made with little information, very often based solely on facial cues. Although people are capable of accurately predicting others' preferences from facial cues, we do not yet know how such inferences are made by crossmodal correspondence (arbitrary sensory associations) between facial cues and inferred attributes. The crossmodal correspondence literature implies the existence of sensory associations between shapes and tastes, and people consistently match roundness and angularity to sweet and sour foods, respectively. Given that peoples' faces have dimensions characterized by roundness and angularity, it may be plausible that people infer others' preferences by relying on the correspondence between facial roundness and taste. Based on a crossmodal correspondence framework, this study aimed to reveal the role of shape⁻taste correspondences in social perception. We investigated whether Japanese participants infer others' taste (sweet/sour) preferences based on facial shapes (roundness/angularity). The results showed that participants reliably inferred that round-faced (vs. angular-faced) individuals preferred sweet foods (Study 1). Round-faced individuals and sweet foods were well matched, and the matching mediated the inference of other person's preferences (Study 2). An association between facial roundness and inference of sweet taste preferences was observed in more natural faces, and perceived obesity mediated this association (Study 3). These findings advance the applicability of crossmodal correspondences in social perception, and imply the pervasiveness of prejudicial bias in the marketplace.

More Than Words? Computer-Aided Text Analysis in Organizational Behavior and Psychology Research

Computer-aided text analysis (CATA) offers great promise for scholars who aspire to capture the beliefs, cognitions, and emotions of individuals as reflected in their narratives and written texts. We review advancements in the use of CATA in organizational studies and highlight the increased momentum towards incorporating rigor when using CATA. We review key CATA software and note the variance in possibilities of approaches when extracting meaning from languages. We then outline the potential for this technique to build knowledge surrounding organizational psychology and organizational behavior. Specifically, we highlight specific research streams that might benefit from the use of CATA and highlight cross-cultural perspectives that might further advance the use of this technique.

Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them.

Taking the Ambiguity Out of Subtle and Interpersonal Workplace Discrimination

In their target article, Jones, Arena, Nittrouer, Alonso, and Lindsey (2017) make a compelling argument that discrimination may be best conceptualized continuously rather than categorically with respect to dimensions of subtlety, formality, and intentionality. We agree that such a framework can help capture the multifaceted nature of discrimination. The authors note that subtle and interpersonal discrimination, in particular, are difficult to address through formal organizational policy. In the workplace, subtle and often interpersonal discrimination can be overlooked or attributed to misunderstanding and, thus, may go unpunished (Dovidio & Gaertner, 2004).

Attachment anxiety is associated with a fear of becoming fat, which is mediated by binge eating

Background

Previous work demonstrated that individuals with higher levels of attachment anxiety are prone to increased binge eating (Alexander & Siegel, 2013). Given that our society rejects obese individuals and individuals with higher levels of attachment anxiety tend to be highly sensitive to rejection (Downey & Feldman, 1996), it follows that those with increased attachment anxiety may be especially fearful of becoming fat.

Methods

Undergraduate psychology students (n = 148) completed surveys measuring attachment, binge eating, and fear of becoming fat.

Results

The data demonstrate that attachment anxiety is positively associated with a fear of becoming fat (β = .30, p < .001) and binge eating mediates this relationship. In other words, binge eating underlies the fear of becoming fat.

Discussion

These findings contribute to a more refined understanding of binge eating which may create pathways for professionals to develop targeted interventions.

The Mediational Effect of Weight Self-Stigma in the Relationship between Blatant and Subtle Discrimination and Depression and Anxiety

Obesity may be considered a social stigma. In addition, people with obesity are frequently aware of stigma directed at others who have a similar weight and come to think stigmatized thoughts about themselves. Our study focused specifically on how blatant and subtle discrimination and weight self-stigma are related to depression and anxiety in people with obesity. The sample comprised 170 participants from the Clinical Nutrition Unit of the "Hospital de Valme" (Seville, Spain). The Weight Self-Stigma Questionnaire, the Multidimensional Perceived Discrimination Scale, and the Hospital Anxiety and Depression Scale were used. It was found that blatant and subtle discrimination and weight self-stigma were positively related to depression (.31, .38, and .45 respectively) and anxiety (.30, .36, and .49 respectively; all ps < .01). The path analysis conducted showed that there was a mediational effect of weight self-stigma between blatant (β = .36) and subtle discrimination (β = .40) and depression (β = .24) and anxiety (β = .49; all ps < .01). According to these results, it can be said that weight self-stigma was a full mediator in the model found because the relationships between the independent and the dependent variables were non-significant. Finally, results are discussed in the frame of the obesity stigma literature, and some clinical implications of the results of the study are suggested.

Marketplace stigma: customers’ stigmatization of employees with hepatitis C virus

Purpose

The purpose of this paper is to develop and validate the first instrument to measure the source of customers’ stigmatization of employees with hepatitis C virus (HCV) in Egypt.

Design/methodology/approach

The development and validation processes unfolded as follows: an item pool was generated from focus groups and previous studies on stigma; the initial instrument was evaluated by three experts and pilot-tested; the instrument was used to collect data from 500 Egyptian consumers to determine its dimensionality; to test this structure, confirmatory factor analysis was conducted on a new sample of 300 Egyptian consumers.

Findings

Exploratory factor analysis showed that the instrument captures three factors: devaluation, avoidance and pity. Results confirmed that customers’ stigmatization of employees with HCV is a multidimensional construct that is manifested in these three dimensions.

Originality/value

Despite the importance of disease stigma, management scholars have not given it sufficient attention. This paper offers new insights into the study of a particular type of workplace discrimination and ways of measuring it.

The efficacy of sexual orientation anti-discrimination legislation

Purpose

The purpose of this paper is to summarize the limited body of research that focuses on the efficacy of sexual orientation anti-discrimination legislation in reducing discrimination.

Design/methodology/approach

Reviews past research that documents overt and subtle forms of workplace discrimination against gay, lesbian, and bisexual individuals and describes how legislation plays an important role in changing social norms and underlying attitudes.

Findings

Empirically demonstrates that legislation effectively can reduce discrimination.

Originality/value

Informs legislative debate and promotes the expansion and adoption of national, state, and local legislation on sexual orientation anti-discrimination legislation.

Anticipated work discrimination scale: a chronic illness application

Purpose

– The authors sought initial validity evidence for a measure of anticipated discrimination in the workplace using three samples of working adults with various chronic illnesses. The purpose of this paper is to propose a single factor structure, correlations with stigma dimensions, discriminant validity from similar scales, and incremental validity in predicting work-related outcomes.

Design/methodology/approach

– Adults working at least 20 hours per week with various chronic illnesses (Sample 1 n=332, Sample 2 n=193, Sample 3 n=230) voluntarily completed an online survey. Structural equation modeling and hierarchical multiple regression were used to analyze the data.

Findings

– Results supported the proposed single-factor structure, along with proposed correlations with strain, and job attitudes (job satisfaction, affective commitment, and both procedural justice). Discriminant validity was observed between anticipated discrimination and procedural justice perceptions and perceived impact on performance. The scale demonstrated incremental validity in predicting strain beyond the relevant controls in all three samples, although it only demonstrated incremental validity in predicting job satisfaction in Samples 1 and 3 and affective commitment in Sample 1.

Research limitations/implications

– Study limitations include the use of single-source, cross-sectional data, omission of a non-stigmatized sample, and a deductive approach to item generation. Future research should attempt to validate the scale on other stigmatized worker populations.

Practical implications

– Organizations may use this scale to monitor employees’ perceptions of anticipated discrimination and researchers may use it as a measure of a workplace stressor.

Originality/value

– The vast majority of existing stigma and discrimination scales do not specifically address the workplace context. This study contributes to the literature by providing psychometric information for a workplace anticipated discrimination scale using samples from an under-represented worker population.

Weighed down by stigma: How weight-based social identity threat contributes to weight gain and poor health

Weight stigma is pervasive, and a number of scholars argue that this profound stigma contributes to the negative effects of weight on psychological and physical health. Some lay individuals and health professionals assume that stigmatizing weight can actually motivate healthier behaviors and promote weight loss. However, as we review, weight stigma is consistently associated with poorer mental and physical health outcomes. In this article we propose a social identity threat model elucidating how weight stigma contributes to weight gain and poorer mental and physical health among overweight individuals. We propose that weight-based social identity threat increases physiological stress, undermines self-regulation, compromises psychological health, and increases the motivation to avoid stigmatizing domains (e.g., the gym) and escape the stigma by engaging in unhealthy weight loss behaviors. Given the prevalence of overweight and obesity in the US, weight stigma thus has the potential to undermine the health and wellbeing of millions of Americans.

Gone Fishing: I–O Psychologists' Missed Opportunities to Understand Marginalized Employees' Experiences With Discrimination

This article focuses attention on research examining workplace discrimination against employees from marginalized groups. We particularly consider the experiences of seven different groups of marginalized individuals, some of which have legal protection and some of which do not but all of whom we feel have been overlooked by the field of industrial–organizational (I–O) psychology. We briefly describe the importance of studying each group and then delineate the brief amount of research that has been conducted. Finally, we make recommendations for I–O psychologists in terms of research and advocacy. Overall, we argue that I–O psychologists are missing an opportunity to be at the forefront of understanding and instigating changes that would result in maximizing the fairness and optimization of these often forgotten employees and their experiences in the workplace.

What We Know and Don't: Eradicating Employment Discrimination 50 Years After the Civil Rights Act

Although nearly 50 years have passed since the Civil Rights Act, employment discrimination persists. Thus, this focal article raises and addresses critical issues regarding a yet unanswered question: how can organizational researchers and practitioners contribute to the ultimate goal of eradicating employment discrimination? This article will push previous work a step forward by considering discrimination reduction tactics spanning the attraction, selection, inclusion, and retention phases of the employment cycle. Additionally, we expand our discussion of strategies to reduce discrimination beyond classically studied racial, ethnic, and gender differences. Our synthesis of this literature will inform organizational psychologists on how to address discrimination, but will also highlight the lack of evidence regarding important aspects of these strategies.

Overt and subtle discrimination, subjective well-being and physical health-related quality of life in an obese sample

Obesity represents a serious health issue affecting millions of people in Western industrialized countries. The severity of the medical problems it causes is paralleled by the fact that obesity has become a social stigma that affects the psychological health-related quality of life of individuals with weight problems. Our study, with 111 obese patients of a Spanish hospital, focused specifically on how overt and subtle discrimination is related to subjective well-being (affect balance and life satisfaction) and physical health-related quality of life. It was shown that overt (r = -.28, p < .01 with affect balance; r = -.26, p < .01 with life satisfaction) and subtle discrimination (r = -.28, p < .01 with affect balance; r = -.27, p < .01 with life satisfaction) were negatively linked with subjective well-being, and that there was a negative correlation between overt discrimination and physical health-related quality of life (r = -.26, p < .01). Additionally, it was found that overt discrimination was a mediator variable in the relationship between physical health-related quality of life and subjective well-being using the Baron and Kenny procedure. Finally, it is discussed the relationship between discrimination, subjective well-being and physical health-related quality of life in obese people.

Weight bias in US candidate selection and election

Purpose

– The purpose of this paper is to use data from the 2008 and 2012 US Senate elections to examine the relationship between candidate size (obese, overweight, normal weight) and candidate selection and election outcomes.

Design/methodology/approach

– Using pictures captured from candidate web sites, participants rated the size of candidates in the primary and general US Senate elections. χ2 analyses, t-tests and hierarchical multiple regressions were used to test for evidence of bias against overweight and obese candidates and whether gender and election information moderate that relationship.

Findings

– Obese candidates were largely absent from the pool of candidates in both the primary and general elections. Overweight women, but not overweight men, were also underrepresented. Supporting our hypothesis that there is bias against overweight candidates, heavier candidates tended to receive lower vote share than their thinner counterparts, and the larger the size difference between the candidates, the larger the vote share discrepancy. The paper did not find a moderating effect for gender or high-information high vs low-information elections on the relationship between candidate size and vote share.

Research limitations/implications

– Further research is needed to understand the process by which obese candidates are culled from the candidate pool and the cognitions underlying the biases against overweight candidates.

Social implications

– Because of the bias against obese political candidates, as much as one-third of the adult US population are likely to be excluded or being elected to a major political office.

Originality value

– This study is the first to use election data to examine whether bias based on size extends to the electoral process.

Theorizing and Researching the Dark Side of Organization

The paper offers an introduction to research that concerns itself with the ‘dark side’ of organization and attempts to bring theoretical resources from a range of disciplines to bear upon the problem. This stream of research has emerged most visibly since the 1990s, although its concerns can be found in much earlier research. Frustrations with the tendencies of mainstream work to overlook, ignore or suppress difficult ethical, political and ideological issues, which may well mean life or death to some people, has in recent years led to a research that self-identifies its concerns as being with the dark side. We structure our review around key contributions on the dark side of organizational behaviour, mainly in psychology but also including the concept of organizational misbehaviour; the sociology of the dark side, with particular reference to mistakes, misconduct and disaster; and a wider range of critical approaches to the dark side including Marxist, post-Marxist and postcolonial perspectives. We also undertake a review of methodologies for investigating dark side phenomena, and finally introduce the five papers that comprise this special issue.

Quarrelsomeness in the workplace

We identify “quarrelsomeness” as an important component in understanding destructive behaviors in organizational contexts. Quarrelsomeness has been studied both as a personality trait that generalizes over occasions and situations and as a reflection of interpersonal processes that unfold over time in association with event-specific cues. While a variety of studies have documented the role of quarrelsomeness in explaining behavior in interpersonal contexts, a review of the literature revealed few studies explicitly examining the influence of quarrelsomeness in organizational contexts. As work contexts typically involve frequent interpersonal interactions, it is plausible to expect that quarrelsomeness would be an influence on several organizationally relevant issues. The present article examines quarrelsomeness as a trait related to organizational issues such as dysfunctional conflict and workplace aggression, as a behavior that is likely to emerge in association with event-specific cues, and as a moderator of the association between organizational factors and individuals’ behavioral responses to these factors. Theoretical and practical implications are discussed.

Do Parental Bonds Break Anti-fat Stereotyping?

This study examined whether and under what conditions parents might stereotype their own heavyweight children. Parents completed a survey assessing their beliefs about their 9- to 11-year-old children. Parents were also assessed on factors previously demonstrated to moderate people’s reactions to heavyweight strangers, including Protestant work ethic (PWE) and personal vulnerability to disease. Consistent with findings on how people view heavyweight strangers, parents who endorsed the PWE or had enhanced disease concerns attributed negative fat stereotypes (e.g., laziness, lacking self-control) to their heavyweight children. Although parental identification did not moderate stereotyping of one’s overweight children, those individuals who highly identified with their role as parents spent more time with their heavier-weight children, potentially reflecting a compensatory pattern of behaviors. That even parents negatively stereotype their young heavyweight children reveals the long reach of the anti-fat psychology and suggests that efforts to mitigate the application of fat stereotypes may be particularly difficult.

Obesity: Disability or Public Health Crisis?

In their article, Ruggs, Law, Cox, Roehling, Wiener, Hebl, and Barron (2013) address a number of underresearched groups that are subject to discrimination. We applaud the authors for calling attention to the neglected groups in the study of discrimination. However, it is likely that researchers have neglected some of these groups for practical reasons as the discrimination against these groups is either less intense or less widespread. For example, religious discrimination has accounted for between 2% and 4% of Equal Employment Opportunity Commission (EEOC) charges, whereas race and sex discrimination together have accounted for approximately 65% of discrimination charges (EEOC, 2012a).

Measuring mental illness stigma with diminished social desirability effects

BACKGROUND

For persons with mental illness, stigma diminishes employment and independent living opportunities as well as participation in psychiatric care. Public stigma interventions have sought to ameliorate these consequences.

AIMS

Evaluation of anti-stigma programs' impact is typically accomplished with self-report questionnaires. However, cultural mores encourage endorsement of answers that are socially preferred rather than one's true belief. This problem, social desirability, has been circumvented through development of faux knowledge tests (KTs) (i.e., Error-Choice Tests); written to assess prejudice.

METHOD

Our KT uses error-choice test methodology to assess stigmatizing attitudes. Test content was derived from review of typical KTs for façade reinforcement. Answer endorsement suggests bias or stigma; such determinations were based on the empirical literature.

RESULTS

KT psychometrics were examined in samples of college students, community members and mental health providers and consumers. Test-retest reliability ranged from fair (0.50) to good (0.70). Construct validity analyses of public stigma indicated a positive relationship with the Attribution Questionnaire and inverse relationships with Self-Determination and Empowerment Scales. No significant relationships were observed with self-stigma measures (recovery, empowerment).

CONCLUSIONS

This psychometric evaluation study suggests that a self-administered questionnaire may circumvent social desirability and have merit as a stigma measurement tool.