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  1. DATE: October 25, 2026 at 07:18AM
    SOURCE: SOCIALPSYCHOLOGY.ORG

    TITLE: The Psychology Behind Taylor Swift's Billion-Dollar Media Empire

    URL: socialpsychology.org/client/re

    Source: PsyPost

    The intense, one-sided connections that fans feel toward pop star Taylor Swift—known as a "parasocial relationship"—and their fear of missing out on shared cultural moments strongly predict whether they will attend her concerts and watch her films. These predictive links highlight how the psychological need for social belonging drives large-scale consumer behavior, according to a recent study published in the journal Psychology of Popular Media.

    URL: socialpsychology.org/client/re

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    #psychology #counseling #socialwork #psychotherapy @psychotherapist @psychotherapists @psychology @socialpsych @socialwork @psychiatry #mentalhealth #psychiatry #healthcare #depression #psychotherapist #TaylorSwift #TaylorSwiftPsychology #ParasocialRelationships #FanCulture #PopCulture #SocialPsychology #FOMO #Swifties #Concerts #MediaEmpire

  2. DATE: October 25, 2026 at 10:00AM
    SOURCE: PSYPOST.ORG

    ** Research quality varies widely from fantastic to small exploratory studies. Please check research methods when conclusions are very important to you. **
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    TITLE: Anger and fear nudge voters toward different kinds of leader faces, study suggests

    URL: psypost.org/anger-and-fear-nud

    The specific emotions that political issues stir up in voters may subtly shift the physical traits they look for in a leader. A new study published in Cognition and Emotion indicates that when people think about a policy problem that makes them angry, they lean slightly more toward dominant-looking leaders than when they think about one that makes them afraid. Fear, by contrast, appears to put more weight on whether a leader’s face looks trustworthy.

    When people look at a stranger’s face, they form instantaneous impressions about that person’s character. As a 2008 behavioral and computer modeling study found, these rapid evaluations boil down to two main facial qualities: trustworthiness and dominance. Trustworthiness is an impression of a person’s intentions, signaling whether they appear warm, cooperative, and safe to approach. Dominance is an impression of physical strength and assertiveness, signaling a person’s capacity to impose their will or confront rivals.

    These split-second facial judgments influence real-world voting decisions, and the traits voters prefer often depend on the surrounding political environment and their own personal beliefs. For instance, a 2025 study by members of the team behind the new research, covered by PsyPost, found that people who are generally distrustful of information from others tend to hold more rigid, dogmatic beliefs and more conservative views, which in turn predicts a preference for dominant, authoritarian-looking leaders. Broader contexts matter as well, with voters generally favoring dominant faces during wartime or conflict and trustworthy faces during peaceful periods.

    Different emotional reactions to the same crisis can also pull people in different directions. Although anger and fear are both unpleasant, high-stress emotions, a 2001 study on emotion and risk showed that they trigger opposing mindsets: anger makes people feel certain and willing to take risks, whereas fear makes people feel vulnerable and cautious.

    In the political arena, a 2025 panel study of Ukrainians conducted during the Russian invasion found that citizens who reacted to the war with aggressive, angry emotions showed stronger preferences for dominant leaders (and for the other leader traits measured, such as warmth and competence), while those who reacted with fear showed little change in their preferences.

    Most research on these emotional dynamics has focused on wars, terrorist attacks, or major geopolitical crises. Far less is known about how anger and fear shape leader evaluations during everyday domestic politics, where citizens routinely react to policy debates over the economy, healthcare, or public safety. The research was led by Mariana von Mohr, a lecturer in social and affective neuroscience at the University of Kent, and conducted at the Centre for the Politics of Feelings at the School of Advanced Study, University of London, which is directed by co-author Manos Tsakiris, a professor at Royal Holloway, University of London.

    “Political issues often evoke strong emotions, which can shape political behavior in different ways,” von Mohr told PsyPost. “For example, anger can increase support for tougher, more confrontational political action, whereas fear can lead people to seek reassurance and favor responses that promise greater safety and protection. Here we wanted to understand whether these emotions also shape who people would prefer to vote for when dealing with the issues that concern them most, simply based on how dominant or trustworthy a potential leader looks.”

    To investigate this, the researchers recruited 201 American participants through the online platform Prolific, ensuring the group was evenly split between people who identified with or leaned toward the Democratic Party and those who identified with or leaned toward the Republican Party. After removing four individuals who did not pass attention checks during the tasks, the final sample consisted of 197 participants.

    The experiment used a within-subjects design, meaning every participant went through both the anger condition and the fear condition in a randomized order. In the anger section, participants viewed a list of 16 major national problems taken from a Pew Research Center survey, such as inflation, gun violence, illegal immigration, and climate change. They were asked to select the single issue that made them feel the most angry, defined as an issue that upsets or annoys them and brings up hostility, and to rate the intensity of their anger on a scale from 0 to 100.

    Immediately after reflecting on that issue, participants completed a leader choice task consisting of 36 rapid rounds. In each round, two computer-generated faces appeared side by side on the screen for up to three seconds, and participants had to click on the leader they believed would be most capable of handling their chosen political issue. These nine digital faces were drawn from a standardized scientific database and had been systematically altered to represent different combinations of facial dominance and facial trustworthiness.

    In the fear section, the same participants went through an identical process, but this time they selected the political issue from the list that made them feel the most afraid, defined as an issue that worries them a lot and feels like a frightening threat. After rating their fear on the 0 to 100 scale, they completed the 36-round face selection task again to pick the best leader to address that frightening issue.

    Across the sample, both emotions were felt intensely, with average intensity ratings of 86.51 out of 100 for anger and 81.95 for fear. The issues most frequently selected for anger were illegal immigration (19.3 percent), gun violence (17.8 percent), and inflation (15.2 percent). For fear, participants most commonly selected climate change (15.2 percent), illegal immigration (14.2 percent), and domestic terrorism (11.2 percent).

    The researchers first combined each participant’s choices into an overall index measuring the probability of picking a more dominant and less trustworthy-looking leader. Statistical analyses accounting for emotional intensity and specific policy issues showed that participants had a 49.5 percent probability of choosing a dominant-looking leader when angry, compared to a 46.5 percent probability when fearful, meaning participants on average leaned slightly toward the more trustworthy-looking face in both conditions. How intensely participants felt the emotion was unrelated to their choices. While this 3 percentage point absolute shift between anger and fear is modest, the authors note that even small emotional shifts could matter across an entire population during elections, when campaigns frequently amplify fear- and anger-inducing issues.

    To see what drove this shift, the authors broke down the choices round by round to look at how participants weighed dominance cues and trustworthiness cues separately. When participants were in the fear condition, a face’s level of trustworthiness increased the likelihood that it would be chosen, whereas a face’s level of dominance had no statistically significant effect on their choices. When participants were in the anger condition, the positive pull of facial trustworthiness dropped, while facial dominance gained a stronger positive influence on their selections.

    “Our findings suggest that how we feel about political issues can influence the kinds of leaders we find appealing, even based on something as simple as their facial appearance,” von Mohr explained. “When angry, people placed greater importance on facial cues of dominance (appearing strong and assertive) and less on trustworthiness. When afraid, they placed more importance on trustworthiness (appearing reliable and benevolent).”

    The findings are in line with research covered by PsyPost in 2022, which similarly found that anger increased participants’ preferences for dominant-looking leaders over trustworthy ones. However, that earlier study examined anger triggered by non-political frustrations, whereas the new study suggests that anger tied to real-world policy issues is linked to a similar shift while directly contrasting it against political fear.

    The researchers also examined the role of political party affiliation. Consistent with previous studies, Republicans showed a higher overall preference for dominant-looking leaders (52.5 percent probability) than Democrats did (43.5 percent probability), representing a 9 percentage point partisan gap. That gap was about three times as large as the 3-point difference between anger and fear. Even though Democrats and Republicans tended to pick different policy issues as their top concerns, the difference between anger and fear did not vary significantly by party, suggesting the emotions influenced leader choices in similar ways for both groups.

    The emotion effects did not vary by participants’ gender and held when accounting for the order in which participants completed the tasks. When the researchers statistically controlled for the exact political issue each participant selected in the round-by-round analysis, the distinct effects of anger and fear on how participants weighed dominance and trustworthiness cues remained stable. In the overall-preference analysis, entering each specific issue as a separate factor left the anger-versus-fear difference about the same size but made the estimate less precise.

    As with all research, there are some caveats to consider when interpreting these findings. Because participants were allowed to choose whichever political issue personally angered or frightened them the most, the study cannot completely separate the effect of the emotion from the nature of the policy issue itself. Although the researchers used statistical controls to account for the different issues selected, future experiments that induce anger or fear while keeping the policy topic identical for everyone would help isolate the pure effect of the emotion. The study also compared anger only with fear, without a neutral condition, so it cannot say whether anger made dominant faces more appealing, fear made them less appealing, or both.

    Additionally, the faces used in the task were standardized, computer-generated avatars rather than photographs of real politicians. While digital faces allow scientists to precisely adjust facial structure without interference from a person’s hairstyle, age, race, or gender, real-world elections involve all of those visual factors alongside party labels and campaign rhetoric. Finally, the study only tested American voters, so it is not known whether the same patterns hold in other countries. Future research could also examine whether other political emotions, such as hope or disgust, shape leader preferences.

    The study, “Political emotions shape preferences for leaders’ facial traits: anger favours dominance, fear favours trustworthiness,” was authored by Mariana Von Mohr and Manos Tsakiris.

    URL: psypost.org/anger-and-fear-nud

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    #psychology #counseling #socialwork #psychotherapy @psychotherapist @psychotherapists @psychology @socialpsych @socialwork @psychiatry #mentalhealth #psychiatry #healthcare #depression #psychotherapist #PoliticalPsychology #PoliticalScience #VoterBehavior #Leadership #Elections #PoliticalEmotions #Anger #Fear #SocialPsychology #ResearchStudy

  3. DATE: October 25, 2026 at 09:00AM
    SOURCE: PSYPOST.ORG

    ** Research quality varies widely from fantastic to small exploratory studies. Please check research methods when conclusions are very important to you. **
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    TITLE: Dominance-seeking workers see more sexual interest in coworkers’ behavior, and that may help explain harassment

    URL: psypost.org/dominance-seeking-

    Two survey studies found that employees with a strong desire to assert dominance were more likely to read sexual interest into the friendly behavior of a coworker of another gender. People who perceived more sexual interest, in turn, reported engaging in more workplace sexual harassment, particularly men. The paper was published in Social Psychological and Personality Science.

    People often have to interpret whether another person’s friendly behavior reflects simple politeness or romantic and sexual interest. These judgments are not always accurate, and neutral behaviors such as smiling or making small talk can sometimes be misread as signs of sexual attraction. Such misperceptions can create serious problems in the workplace, where professional interactions are shaped not only by attraction but also by status, hierarchy, and power.

    Research suggests that men are, on average, more likely than women to perceive sexual interest in ambiguous social behavior, although both sexes can make such errors. In organizational settings, however, individual differences in the desire for social dominance may be especially important. People high in dominance motivation tend to seek status through forceful, controlling, or coercive behavior, whereas prestige-oriented individuals try to gain respect through competence, knowledge, and generosity.

    Dominance may therefore make some employees more likely to interpret coworkers’ behavior through a sexualized lens and to assume sexual interest where none was intended. These perceptions may in turn make inappropriate advances seem justified to the person making them and increase the risk of workplace sexual harassment.

    Study authors Sanne Feenstra of Vrije Universiteit Amsterdam and Mark van Vugt note that previous research suggests that perceptions of sexual intent can act as triggers for sexual harassment because they shape how people interpret social cues. People who perceive heightened sexual interest may not see their own behavior as harassment, but rather as an appropriate response to the presumed interest of the other person.

    The researchers also argued that heightened perceptions of sexual intent might lead dominance-motivated individuals to misread signs of non-consent as “token resistance,” resulting in continued unwanted advances. They conducted two studies to test these ideas.

    The first study included 209 employed adults in the United Kingdom recruited through Prolific Academic, who completed two surveys one week apart. Their average age was 38, half were women, and all were heterosexual, because the study’s design involved rating the behavior of someone of another gender.

    In the first survey, participants completed measures of dominance motivation (e.g., “I enjoy having control over others”) and prestige motivation (e.g., “My colleagues respect and admire me”), along with sociosexual orientation (openness to and comfort with uncommitted sexual relationships), their formal power at work, and their gender. In the second survey, they read descriptions of seven behaviors by a coworker of another gender, such as smiling brightly and striking up a friendly conversation on the first day of work, and rated how much each indicated sexual interest. Women rated a male colleague’s behavior toward a woman, and men rated a female colleague’s behavior toward a man.

    The second study included 345 employed adults in the U.K., also recruited through Prolific Academic. Their average age was 40, and 48% were women. They completed three surveys one week apart: the first two used the same measures as Study 1, and the third asked about general workplace misconduct over the past year and sexual harassment over the past three months.

    The harassment measure asked how often participants had engaged in six behaviors toward a colleague of another gender, such as asking intimate questions about their sex life. Reported harassment was rare, with average scores close to the “never” end of the scale.

    In the first study, participants with stronger dominance motivation tended to perceive more sexual interest in their coworker’s behavior, regardless of their gender, formal power, or openness to casual sex. Prestige motivation was not linked to these perceptions. Women tended to perceive more sexual interest in men’s behavior than men did in women’s behavior, which the authors say likely reflects women’s expectations about men’s sexual interest rather than a contradiction of earlier research, since the study did not measure whether perceptions were accurate.

    The second study replicated these findings. In addition, participants who perceived more sexual interest in coworkers’ behavior reported engaging in more sexual harassment, and these perceptions helped account for the link between dominance motivation and harassment. In analyses that were not planned in advance, this pattern held only for men: among women, perceiving sexual interest was not associated with harassment.

    Perceptions of sexual interest were not related to general workplace misconduct, suggesting that the process is specific to sexual harassment rather than to bad behavior at work more broadly. Participants who reported more harassment were also slightly more likely to be men, to be more open to casual sex, and to report more general misconduct.

    “Our findings highlight a psychological process linking dominance motivation to workplace sexual harassment and offer insights to diminish such harassment,” the study authors concluded. They suggest that organizations could place less weight on dominance-oriented traits when hiring and promoting employees and reward cooperation and respect instead.

    The study contributes to the scientific understanding of potential psychological mechanisms behind workplace sexual harassment. However, it should be noted that although the measures were collected at different times, the design of this study does not allow causal inferences to be derived from the results. The associations were also modest: dominance motivation accounted for a small share of the differences in sexual intent perceptions, and the link between those perceptions and self-reported harassment was weak.

    All data were self-reported, so participants may have underreported harassment, and the harassment measure had low reliability. Participants rated descriptions of behavior rather than interactions with actual coworkers, and the study did not assess whether their perceptions were accurate. Both samples consisted of heterosexual adults in the U.K., so the findings may not extend to other countries, workplaces, or same-gender interactions.

    The paper, “From Dominance to Harassment: The Hidden Role of Sexual Intent Perceptions in the Workplace,” was authored by Sanne Feenstra and Mark van Vugt.

    URL: psypost.org/dominance-seeking-

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    #psychology #counseling #socialwork #psychotherapy @psychotherapist @psychotherapists @psychology @socialpsych @socialwork @psychiatry #mentalhealth #psychiatry #healthcare #depression #psychotherapist #WorkplaceHarassment #SexualHarassment #WorkplaceCulture #WorkplaceSafety #GenderEquality #Psychology #SocialPsychology #Research #ConsentMatters #RespectAtWork

  4. DATE: October 24, 2026 at 04:00PM
    SOURCE: PSYPOST.ORG

    ** Research quality varies widely from fantastic to small exploratory studies. Please check research methods when conclusions are very important to you. **
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    TITLE: Expecting to lose economic standing hurts well-being more than expecting to gain helps it

    URL: psypost.org/expecting-to-lose-

    Believing that your socioeconomic position could decline in the future may itself reduce well-being by increasing anxiety about social status, according to research published in Personality and Social Psychology Bulletin. Expectations of moving up the ladder, by contrast, had weaker and less consistent effects.

    Social mobility describes movement up or down the socioeconomic ladder, which can involve changes in income, employment and social standing. Much of the previous research has focused on the promise of upward mobility. But the prospect of moving in the opposite direction may be especially important at a time when some people in wealthy countries expect to experience lower living standards than previous generations.

    The researchers focused on status anxiety, or worry about one’s position in the socioeconomic hierarchy. This can include concerns about losing status, failing to advance or being left behind compared with other people. Because anticipated downward mobility represents the possibility of losing resources and social standing, the researchers proposed that it could increase status anxiety and consequently reduce well-being.

    Led by Davide Melita of the University of Granada in Spain, the researchers conducted four studies involving 2,819 people in Spain and the United States. The first two were surveys, while the final two were experiments designed to determine whether changing people’s expectations about their socioeconomic future could actually affect status anxiety.

    Study 1 surveyed 216 full-time U.S. workers (average age 39; 49% women) about their beliefs regarding mobility in American society as a whole, such as whether most people now earn less than the previous generation. Those who believed downward mobility was more common reported greater status anxiety, which was in turn associated with lower life satisfaction, poorer perceived health and more depressive symptoms. Beliefs about upward mobility were not linked to status anxiety.

    Study 2 surveyed 1,536 people in Spain (51% women), recruited to resemble the national population, using single questions about whether participants expected their own socioeconomic status to improve or worsen. Expecting one’s own status to worsen was associated with greater status anxiety and lower life satisfaction. Unexpectedly, expecting one’s status to improve was also associated with greater status anxiety, although it was directly linked to higher life satisfaction as well. The authors suggest that strong expectations of change in either direction may bring uncertainty about the future.

    The researchers then tested the relationship experimentally. In Study 3, 472 Spanish university students (average age 22; 70% women) imagined starting a new life in a fictional society called Bimboola. Everyone began in the middle-income group, but participants were randomly told they had good chances of moving up, staying in the same group or moving down, while the level of inequality in the society was held constant.

    Participants told they were likely to move down reported more status anxiety than those told they were likely to stay put, although the difference was small. In exploratory analyses, that increased anxiety in turn predicted lower satisfaction with their imagined life in Bimboola. Being told they were likely to move up, however, did not affect status anxiety.

    Study 4 repeated the experiment with 595 employed Americans recruited online, and here the manipulation had much stronger effects on participants’ expectations. Prospects of moving down increased status anxiety, while prospects of moving up reduced it, and these changes in anxiety carried through to life satisfaction in Bimboola in opposite directions. The negative effect of anticipated decline was larger than the positive effect of anticipated advancement.

    Across the four studies, the pattern for downward mobility was notably consistent: believing that one’s socioeconomic position could worsen was associated with greater status anxiety and, through that anxiety, lower well-being. By contrast, the results for upward mobility varied between studies, and only the U.S. experiment found that prospects of moving up reduced status anxiety and indirectly increased life satisfaction.

    Melita and colleagues summarized, “our findings suggest that both upward and downward beliefs influence well-being through status anxiety, but the effects of downward mobility beliefs are stronger and more consistent.” The authors argue that policies aimed at improving well-being should not only expand opportunities for upward mobility but also protect vulnerable groups from economic downturns, for example by strengthening social safety nets.

    Some limitations should be noted. The first two studies were correlational, and Study 2 measured mobility expectations with single questions. The experiments involved an imaginary society rather than actual unemployment, income loss or downward mobility, and they measured satisfaction with life in that imaginary society rather than participants’ real lives.

    The researchers also noted that cultural circumstances could influence people’s reactions to the scenarios. The Spanish experiment involved young adults in a country with high youth unemployment, who may be skeptical about upward mobility, while Americans tend to overestimate how much mobility exists.

    The study, “Prospects of Downward Mobility Cause Status Anxiety and Life Dissatisfaction,” was authored by Davide Melita, Matthias S. Gobel, Juan Matamoros-Lima, Rosa Rodríguez-Bailón and Guillermo B. Willis.

    URL: psypost.org/expecting-to-lose-

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    #psychology #counseling #socialwork #psychotherapy @psychotherapist @psychotherapists @psychology @socialpsych @socialwork @psychiatry #mentalhealth #psychiatry #healthcare #depression #psychotherapist #SocialMobility #EconomicMobility #StatusAnxiety #Wellbeing #MentalHealth #LifeSatisfaction #EconomicInequality #SocialPsychology #EconomicSecurity #ResearchStudy

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