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When a prominent attribute looms larger in one response procedure than in another, a violation of procedure invariance occurs. A hypothesis based on com-patibility between the structure of the input information and the required output was tested as an explanation of this phenomenon. It was also compared with other existing hypotheses in the field. The study had two aims: (1) to illustrate the prominence effect in a selection of preference tasks (choice, acceptance decisions, and preference ratings); (2) to demonstrate the processing differences in a matching procedure versus the selected preference tasks. Hence, verbal protocols were collected in both a matching task and in subsequent preference tasks. Silent control conditions were also employed. The structure compatibility hypothesis was confirmed in that a prominence effect obtained in the preference tasks was accompanied by a lower degree of attention to the attribute levels in these tasks. Furthermore, as predicted from the structure compatibility hypothesis, it was found that fewer comparisons between attribute levels were performed in the preference tasks than in the matching task. It was therefore concluded that both these processing differences may explain the occurrence of the prominence effects.

Sweden is known for its political will to gender equality. Sweden is also a country with a strong tradition of transparency in university recruitments. In this article, the assessment practices in the appointment of full professors in one Swedish university are investigated from an intersectional and postcolonial perspective on gender and place/space. Using a multimethod approach to investigate written evaluations of applicants, recruitment group meeting minutes and interviews with reviewers, the results show that there is great variation in how evaluation criteria are applied and filled with meaning. Moreover, in more than half of the appointment decisions the reviewers disagreed. The interview results show a structural bias operating towards researchers applying from non-Western university contexts. At an aggregated level, national applicants have 3.88 times greater chance to be proposed for a position and national women applicants are the most likely to be proposed for the position.

Sweden is known for its political will to gender equality. Sweden is also a country with a strong tradition of transparency in university recruitments. In this article, the assessment practices in the appointment of full professors in one Swedish university are investigated from an intersectional and postcolonial perspective on gender and place/space. Using a multimethod approach to investigate written evaluations of applicants, recruitment group meeting minutes and interviews with reviewers, the results show that there is great variation in how evaluation criteria are applied and filled with meaning. Moreover, in more than half of the appointment decisions the reviewers disagreed. The interview results show a structural bias operating towards researchers applying from non-Western university contexts. At an aggregated level, national applicants have 3.88 times greater chance to be proposed for a position and national women applicants are the most likely to be proposed for the position. ; Funding Agencies|Forskningsradet om Halsa, Arbetsliv och Valfard [2013-1461]; Gavle Hogskolan

PurposeThe purpose of this paper is to examine gender‐related management stereotypes, perceived gender bias and evaluations of actual managers, and to directly compare stereotypes and ratings of actual managers.Design/methodology/approachQuestionnaires were distributed to employees in the bank and insurance sector, and 240 participants rated their actual managers and stereotypes of male and female managers.FindingsMen evaluated the female manager stereotype more positively on communal attributes, and the male manager stereotype more positively on agentic attributes. Women evaluated the female manager stereotype more positively on both communal and agentic attributes, but perceived a higher degree of gender bias in favor of male managers than men did. Actual male and female managers were rated similarly. Still, ratings of actual male managers corresponded more with stereotypes of male than female managers, and ratings of actual female managers corresponded more with stereotypes of female than male managers.Research limitations/implicationsFuture research needs to determine the direction of association between stereotypes and evaluations of actual managers, and the relative importance of agentic over communal attributes.Practical implicationsWhile women appeared biased in favor of their own gender, men may underestimate the difficulties that female managers encounter. Managers and human resource practitioners should notice these different views, and recognize that gender equality is not achieved in Sweden.Originality/valueThe present study contributes with data from an egalitarian society with a positive view of female managers, and a direct comparison of stereotypes and workplace evaluations.

An engagement mode involves a subject (e.g., a user of information technology, or IT) who is engaged in an activity with an object in a certain manner (the mode). The purpose of this study is to develop a general model of engagement modes that may be used for understanding how IT-related activities are shaped by properties of the user and the IT object. A questionnaire involving items on IT engagement and the experience of flow was administered to 300 participants. The results supported an engagement mode (EM) model involving 5 different engagement modes (enjoying/acceptance, ambition/curiosity, avoidance/hesitation, frustration/anxiety, and efficiency/productivity) characterized on 3 dimensions (evaluation of object, locus of control between subject and object, and intrinsic or extrinsic focus of motivation). The flow experience follows from a balance between enjoying/acceptance and efficiency/productivity propelled by ambition/curiosity. The EM model could provide a platform for considering how IT users, IT applications, and IT environments should work together to yield both enjoyment and efficiency. Actual or potential applications of this research include designing IT training programs on different levels of specificity.

The study examines the relative merits of a noncompatibility and a restructuring explanation of the recurrent empirical finding that a prominent attribute looms larger in choices than in judgments. Pairs of equally attractive options were presented to 72 undergraduates who were assigned to six conditions in which they performed (1) only preference judgments or choices, (2) preference judgments or choices preceded by judgments of attractiveness of attribute levels, or (3) preference judgments or choices accompanied by think-aloud reports. The results replicated the prominence effect for choices, but a prominence effect was also found for preference judgments. In accordance with the restructuring explanation, the think-aloud protocols indicated that options were more often restructured in choices than in preference judgments. However, restructuring could not explain the prominence effect observed for preference judgments. A modified compatibility hypothesis is offered as an alternative explanation.

A violation of procedure invariance in preference measurement is that the predominant or prominent attribute looms larger in choice than in a matching task. In Experiment 1, this so-called prominence effect was demonstrated for choices between pairs of options, choices to accept single options, and preference ratings of single options. That is, in all these response modes the prominent attribute loomed larger than in matching. The results were replicated in Experiment 2, in which subjects chose between or rated their preference for pairs of options which were matched to be equally attractive either in the same session or 1 week earlier. On the basis of these and previous results, it is argued that the prominence effect is a reliable phenomenon. However, none of several cognitive explanations which have been offered appears to be completely viable.

This research investigated the congruence between the ideologies of political parties and the ideological preferences (N = 1515), moral intuitions (N = 1048), and political values and worldviews (N = 1345) of diverse samples of Swedish adults who voted or intended to vote for the parties. Logistic regression analyses yielded support for a series of hypotheses about variations in ideology beyond the left-right division. With respect to social ideology, resistance to change and binding moral intuitions predicted stronger preference for a social democratic (vs. progressive) party on the left and weaker preference for a social liberal (vs. social conservative or liberal-conservative) party on the right. With respect to political values and broader worldviews, normativism and low acceptance of immigrants predicted the strongest preference for a nationalist party, while environmentalism predicted the strongest preference for a green party. The effects were generally strong and robust when we controlled for left-right self-placements, economic ideology, and demographic characteristics. These results show that personality variation in the ideological domain is not reducible to the simplistic contrast between 'liberals' and 'conservatives', which ignores differences between progressive and non-progressive leftists, economic and green progressives, social liberal and conservative rightists, and nationalist and non-nationalist conservatives.

This research investigated the congruence between the ideologies of political parties and the ideological preferences (N = 1515), moral intuitions (N = 1048), and political values and worldviews (N = 1345) of diverse samples of Swedish adults who voted or intended to vote for the parties. Logistic regression analyses yielded support for a series of hypotheses about variations in ideology beyond the left-right division. With respect to social ideology, resistance to change and binding moral intuitions predicted stronger preference for a social democratic (vs. progressive) party on the left and weaker preference for a social liberal (vs. social conservative or liberal-conservative) party on the right. With respect to political values and broader worldviews, normativism and low acceptance of immigrants predicted the strongest preference for a nationalist party, while environmentalism predicted the strongest preference for a green party. The effects were generally strong and robust when we controlled for left-right self-placements, economic ideology, and demographic characteristics. These results show that personality variation in the ideological domain is not reducible to the simplistic contrast between liberals and conservatives, which ignores differences between progressive and non-progressive leftists, economic and green progressives, social liberal and conservative rightists, and nationalist and non-nationalist conservatives. (c) 2020 The Authors. European Journal of Personality published by John Wiley & Sons Ltd on behalf of European Association of Personality Psychology ; Funding Agencies|Swedish Research Council (Vetenskapsradet)Swedish Research Council [2014-01158]; Foundation for Baltic and East European Studies [A056-2012]