D Ramona Bobocel
Biographic Data
| ID | 93451 |
|---|---|
| NAME | D Ramona Bobocel |
| GIVEN NAMES | D Ramona |
| FAMILY NAME | Bobocel |
| SIGNATURE | BOBOCEL D R |
| AFFILIATIONS | University of Waterloo |
| ORCID | 0000-0001-8721-8114 |
| VERIFIED | Yes |
| TOTAL WORKS | 25 |
| TOTAL CITATIONS | 185 |
| AUTHOR COUNT | 24 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1988 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 8 |
Conflicting Loyalties: Cognitive Abstraction Drives Whistleblowing Behavior Among Those Who Value Loyalty
Potential whistleblowers, that is, people contemplating revealing potentially damaging information about unethical or unlawful behavior to a third party, are often described as facing a conflict between loyalty and fairness. Yet, whistleblowers often may feel a sense of conflicting loyalties: loyalty towards the party (e.g., a colleague) that may be damaged by their blowing the whistle and loyalty towards the party (e.g., society at large) that m…
Investigating gendered reactions to manager mistreatment: Testing the presumed role of prescriptive stereotypes
Emerging research demonstrates that female managers who mistreat their subordinates suffer more severe negative consequences than male managers. Researchers presume this is because women (but not men) are penalized for acting incongruently with communality prescriptions (i.e., being insufficiently kind). However, integrating this work with the broader literature on gender and leadership, gendered reactions to mistreatment could also—or alternativ…
Mind the gap: Wise reasoning attenuates gender pay gap scepticism in men
We draw from theory on motivated reasoning to suggest that men would be more prone toward gender pay gap scepticism (PGS) than women because doing so maintains a valued but illusory belief that society is currently fair. Integrating theory on wisdom and wise reasoning —a self‐transcendent thinking process composed of intellectual humility, contextualism, perspectivism and dialecticism—we also hypothesised that men who engaged in stronger (vs. wea…
Harnessing the Potential of Older Workers Through Relationships at Work: Social Support, Feedback, and Performance
With the aging of the global workforce, it is crucial to deepen our understanding of how to keep older workers healthy, motivated, and productive. In this research, we integrate job design with socioemotional selectivity theory to propose that social job characteristics relate to employee performance differently for older and younger workers. Specifically, in a 3-wave survey (N = 454), we tested employee age as a moderator of the relationships be…
Delivering bad news fairly: Higher construal level promotes interactional justice enactment through perspective taking
How can managers deliver bad news with greater interactional justice? We propose a novel cognitive pathway: Construing the activity at a higher (vs. lower) level increases actors' other‐oriented perspective taking, which in turn promotes the enactment of interactional justice. Three studies provide support. Studies 1 and 2 demonstrated a beneficial effect of construal level on interactional justice enactment when explaining a hypothetical bad new…
Why did I say sorry? Apology motives and transgressor perceptions of reconciliation
Despite the importance of apology in reconciling interpersonal transgressions, little research has focused on the people engaging in the behavior. Why do transgressors apologize in the workplace, and do apology motives shape transgressor perceptions of reconciliation? We conducted three field studies using qualitative and quantitative methodologies to examine these questions. In Studies 1 and 2 (total N = 781), we identified four distinct apology…
Wisdom, bias, and balance: Toward a process-sensitive measurement of wisdom-related cognition
(see record 2018-63189-002). In the article, the original supplemental material has been revised to include a clarifying note to the Tests of model fit over larger sample (Samples C-G) section and post-peer review analyses added to the Post-peer review Factor Analytic Tests section. All versions of this article have been corrected.] Philosophers and behavioral scientists refer to wisdom as unbiased reasoning that guides one toward a balance of in…
Wise deliberation sustains cooperation
Promoting Forgiveness Through Psychological Distance
We examined whether psychological distance from interpersonal transgressions can promote victim forgiveness via high-level construal. Participants responded to conflict vignettes. In Experiment 1, we found a positive effect of temporal distance on forgiveness, mediated by construal level. In Experiment 2, we found a positive effect of physical distance on construal level (2a) and a positive effect of construal level on forgiveness (2b). In Experi…
Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception
The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which …
Vertical individualism and injustice: The self‐restorative function of revenge
In the current paper, we examine the role of vertical individualism in determining revenge behavior following an injustice. Drawing on existing theory and research, we hypothesized that victims who are more vertically individualistic will be more likely than those who are less vertically individualistic to engage in revenge following the experience of injustice as a means of restoring self‐esteem. The results from three studies—employing differen…
The Psychology of Justice and Legitimacy
The merit of meritocracy
We argue that the preference for the merit principle is a separate construct from hierarchy-legitimizing ideologies (i.e., system justification beliefs, prejudice, social dominance orientation), including descriptive beliefs that meritocracy currently exists in society. Moreover, we hypothesized that prescriptive beliefs about merit should have a stronger influence on reactions to the status quo when hierarchy-legitimizing ideologies are weak (vs…
Independent Self-Construal and Opposition to Affirmative Action: The Role of Microjustice and Macrojustice Preferences
Cross-Cultural Preferences for Distributive Justice Principles: Resource Type and Uncertainty Management
Authoritarian dynamics and unethical decision making: High social dominance orientation leaders and high right-wing authoritarianism followers
When dilemmas require trade-offs between profits and ethics, do leaders high in social dominance orientation (SDO) and followers high in right-wing authoritarianism (RWA) make decisions that are more unethical than those made by others? This issue was explored in 4 studies with female participants performing managerial role-playing tasks. First, dyads comprising a person who was either low or high in SDO and a person who was either low or high in…
On preferences and doing the right thing: Satisfaction with advantageous inequity when cognitive processing is limited
The Moral Superiority Effect: Self Versus Other Differences in Satisfaction with Being Overpaid
Meritocracy and opposition to affirmative action: Making concessions in the face of discrimination
Typically, people who strongly endorse the merit principle and believe that outcomes should be given to those most deserving oppose affirmative action (AA) programs that violate this principle. However, how do they respond to AA when faced with a great deal of workplace discrimination? The authors hypothesized that people who care strongly about merit should be motivated to combat discrimination because it biases the assessment of merit. Conseque…
Moral Virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organizational Justice
Preference for the Merit Principle Scale: An Individual Difference Measure of Distributive Justice Preferences
Justice-based opposition to social policies: Is it genuine
Three studies examined whether the concern for justice can be a genuine determinant of attitudes toward affirmative action (AA) or whether justice-based opposition merely masks prejudice.In line with the hypothesis of justice as a cause, we found that, independent of their level of prejudice, people were opposed to AA programs that violate distributive and procedural justice norms, as a result of genuine beliefs in the principles of fairness that…
Explaining Controversial Organizational Decisions: To Legitimize the Means or the Ends
The Dimensionality of Type A Behavior within a Stressful Work Simulation
The present study was conducted to examine the dimensionality of overt Type A behaviors elicited in a simulated stressful work environment. University students played a managerial role while being subjected to time and work‐load pressures, and completed the Survey of Work Styles (SWS; Jackson & Gray, 1989). Eighteen behaviors, coded by two raters based on audiovisual recordings, yielded relatively high interrater reliabilities. Principal componen…
Uncertainty orientation and persuasion: Individual differences in the effects of personal relevance on social judgments
The merit of meritocracy
We argue that the preference for the merit principle is a separate construct from hierarchy-legitimizing ideologies (i.e., system justification beliefs, prejudice, social dominance orientation), including descriptive beliefs that meritocracy currently exists in society. Moreover, we hypothesized that prescriptive beliefs about merit should have a stronger influence on reactions to the status quo when hierarchy-legitimizing ideologies are weak (vs…
Meritocracy and opposition to affirmative action: Making concessions in the face of discrimination
Typically, people who strongly endorse the merit principle and believe that outcomes should be given to those most deserving oppose affirmative action (AA) programs that violate this principle. However, how do they respond to AA when faced with a great deal of workplace discrimination? The authors hypothesized that people who care strongly about merit should be motivated to combat discrimination because it biases the assessment of merit. Conseque…
Uncertainty orientation and persuasion: Individual differences in the effects of personal relevance on social judgments
On preferences and doing the right thing: Satisfaction with advantageous inequity when cognitive processing is limited
Authoritarian dynamics and unethical decision making: High social dominance orientation leaders and high right-wing authoritarianism followers
When dilemmas require trade-offs between profits and ethics, do leaders high in social dominance orientation (SDO) and followers high in right-wing authoritarianism (RWA) make decisions that are more unethical than those made by others? This issue was explored in 4 studies with female participants performing managerial role-playing tasks. First, dyads comprising a person who was either low or high in SDO and a person who was either low or high in…
Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception
The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which …
The Moral Superiority Effect: Self Versus Other Differences in Satisfaction with Being Overpaid
Wisdom, bias, and balance: Toward a process-sensitive measurement of wisdom-related cognition
(see record 2018-63189-002). In the article, the original supplemental material has been revised to include a clarifying note to the Tests of model fit over larger sample (Samples C-G) section and post-peer review analyses added to the Post-peer review Factor Analytic Tests section. All versions of this article have been corrected.] Philosophers and behavioral scientists refer to wisdom as unbiased reasoning that guides one toward a balance of in…
Vertical individualism and injustice: The self‐restorative function of revenge
In the current paper, we examine the role of vertical individualism in determining revenge behavior following an injustice. Drawing on existing theory and research, we hypothesized that victims who are more vertically individualistic will be more likely than those who are less vertically individualistic to engage in revenge following the experience of injustice as a means of restoring self‐esteem. The results from three studies—employing differen…
Delivering bad news fairly: Higher construal level promotes interactional justice enactment through perspective taking
How can managers deliver bad news with greater interactional justice? We propose a novel cognitive pathway: Construing the activity at a higher (vs. lower) level increases actors' other‐oriented perspective taking, which in turn promotes the enactment of interactional justice. Three studies provide support. Studies 1 and 2 demonstrated a beneficial effect of construal level on interactional justice enactment when explaining a hypothetical bad new…
Wise deliberation sustains cooperation
Cross-Cultural Preferences for Distributive Justice Principles: Resource Type and Uncertainty Management
Investigating gendered reactions to manager mistreatment: Testing the presumed role of prescriptive stereotypes
Emerging research demonstrates that female managers who mistreat their subordinates suffer more severe negative consequences than male managers. Researchers presume this is because women (but not men) are penalized for acting incongruently with communality prescriptions (i.e., being insufficiently kind). However, integrating this work with the broader literature on gender and leadership, gendered reactions to mistreatment could also—or alternativ…
Independent Self-Construal and Opposition to Affirmative Action: The Role of Microjustice and Macrojustice Preferences
Uncertainty orientation and persuasion: Individual differences in the effects of personal relevance on social judgments
The Dimensionality of Type A Behavior within a Stressful Work Simulation
The present study was conducted to examine the dimensionality of overt Type A behaviors elicited in a simulated stressful work environment. University students played a managerial role while being subjected to time and work‐load pressures, and completed the Survey of Work Styles (SWS; Jackson & Gray, 1989). Eighteen behaviors, coded by two raters based on audiovisual recordings, yielded relatively high interrater reliabilities. Principal componen…
Justice-based opposition to social policies: Is it genuine
Three studies examined whether the concern for justice can be a genuine determinant of attitudes toward affirmative action (AA) or whether justice-based opposition merely masks prejudice.In line with the hypothesis of justice as a cause, we found that, independent of their level of prejudice, people were opposed to AA programs that violate distributive and procedural justice norms, as a result of genuine beliefs in the principles of fairness that…
Explaining Controversial Organizational Decisions: To Legitimize the Means or the Ends
Preference for the Merit Principle Scale: An Individual Difference Measure of Distributive Justice Preferences
Moral Virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organizational Justice
Meritocracy and opposition to affirmative action: Making concessions in the face of discrimination
Typically, people who strongly endorse the merit principle and believe that outcomes should be given to those most deserving oppose affirmative action (AA) programs that violate this principle. However, how do they respond to AA when faced with a great deal of workplace discrimination? The authors hypothesized that people who care strongly about merit should be motivated to combat discrimination because it biases the assessment of merit. Conseque…
The Moral Superiority Effect: Self Versus Other Differences in Satisfaction with Being Overpaid
On preferences and doing the right thing: Satisfaction with advantageous inequity when cognitive processing is limited
Authoritarian dynamics and unethical decision making: High social dominance orientation leaders and high right-wing authoritarianism followers
When dilemmas require trade-offs between profits and ethics, do leaders high in social dominance orientation (SDO) and followers high in right-wing authoritarianism (RWA) make decisions that are more unethical than those made by others? This issue was explored in 4 studies with female participants performing managerial role-playing tasks. First, dyads comprising a person who was either low or high in SDO and a person who was either low or high in…
The Psychology of Justice and Legitimacy
The merit of meritocracy
We argue that the preference for the merit principle is a separate construct from hierarchy-legitimizing ideologies (i.e., system justification beliefs, prejudice, social dominance orientation), including descriptive beliefs that meritocracy currently exists in society. Moreover, we hypothesized that prescriptive beliefs about merit should have a stronger influence on reactions to the status quo when hierarchy-legitimizing ideologies are weak (vs…
Independent Self-Construal and Opposition to Affirmative Action: The Role of Microjustice and Macrojustice Preferences
Cross-Cultural Preferences for Distributive Justice Principles: Resource Type and Uncertainty Management
Observer reactions to interpersonal injustice: The roles of perpetrator intent and victim perception
The present research contributes to a growing literature on observer reactions to injustice experienced by others. In particular, we separated two variables that have previously been confounded in prior research, namely perpetrator intent to cause harm and victim perception of harm. We expected that injustice intent and injustice perceptions would have both unique and joint effects on observer reactions. The results of three experiments in which …
Vertical individualism and injustice: The self‐restorative function of revenge
In the current paper, we examine the role of vertical individualism in determining revenge behavior following an injustice. Drawing on existing theory and research, we hypothesized that victims who are more vertically individualistic will be more likely than those who are less vertically individualistic to engage in revenge following the experience of injustice as a means of restoring self‐esteem. The results from three studies—employing differen…
Promoting Forgiveness Through Psychological Distance
We examined whether psychological distance from interpersonal transgressions can promote victim forgiveness via high-level construal. Participants responded to conflict vignettes. In Experiment 1, we found a positive effect of temporal distance on forgiveness, mediated by construal level. In Experiment 2, we found a positive effect of physical distance on construal level (2a) and a positive effect of construal level on forgiveness (2b). In Experi…
Wise deliberation sustains cooperation
Wisdom, bias, and balance: Toward a process-sensitive measurement of wisdom-related cognition
(see record 2018-63189-002). In the article, the original supplemental material has been revised to include a clarifying note to the Tests of model fit over larger sample (Samples C-G) section and post-peer review analyses added to the Post-peer review Factor Analytic Tests section. All versions of this article have been corrected.] Philosophers and behavioral scientists refer to wisdom as unbiased reasoning that guides one toward a balance of in…
Why did I say sorry? Apology motives and transgressor perceptions of reconciliation
Despite the importance of apology in reconciling interpersonal transgressions, little research has focused on the people engaging in the behavior. Why do transgressors apologize in the workplace, and do apology motives shape transgressor perceptions of reconciliation? We conducted three field studies using qualitative and quantitative methodologies to examine these questions. In Studies 1 and 2 (total N = 781), we identified four distinct apology…
Delivering bad news fairly: Higher construal level promotes interactional justice enactment through perspective taking
How can managers deliver bad news with greater interactional justice? We propose a novel cognitive pathway: Construing the activity at a higher (vs. lower) level increases actors' other‐oriented perspective taking, which in turn promotes the enactment of interactional justice. Three studies provide support. Studies 1 and 2 demonstrated a beneficial effect of construal level on interactional justice enactment when explaining a hypothetical bad new…
Harnessing the Potential of Older Workers Through Relationships at Work: Social Support, Feedback, and Performance
With the aging of the global workforce, it is crucial to deepen our understanding of how to keep older workers healthy, motivated, and productive. In this research, we integrate job design with socioemotional selectivity theory to propose that social job characteristics relate to employee performance differently for older and younger workers. Specifically, in a 3-wave survey (N = 454), we tested employee age as a moderator of the relationships be…
Investigating gendered reactions to manager mistreatment: Testing the presumed role of prescriptive stereotypes
Emerging research demonstrates that female managers who mistreat their subordinates suffer more severe negative consequences than male managers. Researchers presume this is because women (but not men) are penalized for acting incongruently with communality prescriptions (i.e., being insufficiently kind). However, integrating this work with the broader literature on gender and leadership, gendered reactions to mistreatment could also—or alternativ…
Mind the gap: Wise reasoning attenuates gender pay gap scepticism in men
We draw from theory on motivated reasoning to suggest that men would be more prone toward gender pay gap scepticism (PGS) than women because doing so maintains a valued but illusory belief that society is currently fair. Integrating theory on wisdom and wise reasoning —a self‐transcendent thinking process composed of intellectual humility, contextualism, perspectivism and dialecticism—we also hypothesised that men who engaged in stronger (vs. wea…
Conflicting Loyalties: Cognitive Abstraction Drives Whistleblowing Behavior Among Those Who Value Loyalty
Potential whistleblowers, that is, people contemplating revealing potentially damaging information about unethical or unlawful behavior to a third party, are often described as facing a conflict between loyalty and fairness. Yet, whistleblowers often may feel a sense of conflicting loyalties: loyalty towards the party (e.g., a colleague) that may be damaged by their blowing the whistle and loyalty towards the party (e.g., society at large) that m…
Psychology (25 works) · Social Psychology (24 works) · Political science (17 works) · Social and Intergroup Psychology (14 works) · Law (12 works) · Social Psychology (12 works) · Cultural Differences and Values (9 works) · Economic Justice (9 works) · Perception (8 works) · Sociology (8 works)