Previous research has found a rich lexicon of shame and guilt terms in Chinese, but how comparable these terms are to “shame” or “guilt” in English remains a question. We identified eight commonly used Chinese terms translated as “shame” and “guilt”. Study 1 assessed the Chinese terms’ intensities, social characteristics, and action tendencies among 40 Chinese speakers. Testing term production in the reverse direction, Study 2 asked another Chinese-speaking sample (N = 85) to endorse emotion terms in response to eight (...) eliciting scenarios generated using each term’s social characteristics from Study 1. A native English-speaking sample (N = 83) was also included to examine the production of English emotion terms and compare motivational tendencies cross-culturally. Using this cross-referencing method, we found that some of the Chinese terms shared similar social-functional characteristics to their English translation, but some had distinct profiles. The two large shame-like and guilt-like term categories yielded in Study 1 were replicated in Study 2’s Chinese term-production task where larger-scale correspondences between categorised elicitors and term clusters were found. Meanwhile, English speakers’ term use provided further evidence for the equivalence between some Chinese terms and “shame” or “guilt” both in terms of their social and motivational characteristics. (shrink)

Public comments criticizing the honesty and trustworthiness of Professionals in Finance (PIFs) are commonly seen as a way to motivate them towards engaging in more socially responsible business practices. However, the link between public views of this professional group, the self-views of individual group members, and their motivation to engage in Corporate Social Responsibility (CSR) activities has not been empirically examined. In this research, we draw on Social Identity Theory (SIT) and the Behavioral Regulation Model for social evaluation (BRM) to (...) examine how the self-views of individual group members relate to perceived characteristics of their professional group, indicating Competence and Morality. In two studies (N = 123, 191) we examined whether the self-views of high-profile and general PIFs are affected by other people's perceptions of the honesty and trustworthiness of this professional group. The results offer support for our reasoning derived from SIT and the BRM. In both studies, we first demonstrate that public concerns about the group's lack of honesty and trustworthiness impact on the moral self-views of financial professionals. Subsequently, we employ an experimental design to reveal that reinforcing moral criticism leveled at the group only reduces the motivation of individual group members to engage in CSR activities, while group-level moral affirmation enhances this motivation. The results of both studies converge to demonstrate how public critique on the moral behavior of their professional group relates to the self-views and behavioral motives of PIFs. We consider the theoretical and practical implications of these findings. (shrink)

The Big Two theoretical framework suggests that two traits, namely morality and competence, govern social judgments of individuals and that morality shows a primacy effect over competence because it has more diagnostic value. In this study we tested the primacy effect of morality in the workplace by examining how instrumental or relational goals of organizations might influence the importance of morality or competence of candidates during the hiring process. We hypothesized that the primacy effect of morality might hold when organizational (...) goals are relational, but it might get reversed when organizational goals are instrumental. Supporting our hypothesis, in a field study and two experiments (both preregistered) we found that people perceive moral candidates as more appropriate for recruitment when an organization prioritizes relational goals (Studies 1, 2, and 3). In contrast, people perceive competent candidates as more appropriate for recruitment when an organization prioritizes instrumental goals (Studies 1 and 2). Perceived appropriateness of a candidate, in turn, predicts a stronger intention to recruit a candidate (Studies 2 and 3). These results provide evidence for a reversal of the primacy effect of morality in a work setting, and illuminate the important role of organizational goals in social judgments. (shrink)