According to Nisbett and Ross, “Information may be described as vivid, that is, as likely to attract and hold our attention and excite the imagination to the extent that it is (a) emotionally interesting, (b) concrete and imagery-provoking, and (c) proximate in a sensory, temporal, or spatial way.” Despite a widespread belief held by scholars and practitioners alike that vividness enhances persuasion, most early studies on this topic found weak or nonexistent vividness effects. To further understand this relationship, subsequent research focused on explaining these inconsistent findings. Taylor and Thompson explored the different ways that vividness has been operationalized across studies. Guadagno, Okdie, Sagarin, DeCoster, and Rhoads elucidated the conditions under which vividness enhances or detracts from persuasion. Generally, the extant literature suggests that vividness is an effective means of enhancing persuasion when the main point of a communication is the sole component made vivid. These findings caution against attempts to persuade by increasing overall message vividness, because off-thesis or incongruent vividness has the unintended and undercutting consequence of distracting influence targets from the point of the communication. This conclusion is based on the results of individual empirical studies as well as meta-analytic findings. Literature on shock advertising as a specialized case of vividness also exists. Future research on vividness might further delineate when, how, and why vividness sometimes enhances and sometimes detracts from persuasion.
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Patrick J. Ewell and Rosanna E. Guadagno
Analisa Arroyo and Kristin Andersen
Weight-based stigma is pervasive and is propagated via sociocultural and interpersonal messages that influence individuals’ identity. The ideals communicated in these messages place disproportionate value on appearance and have made weight an important component of attractiveness. Some cultures, particularly Western culture, hold a bias toward thin bodies and promote a bias against those who do not fit cultural ideals of slender or lean body shapes. This bias, judgment, stigma, prejudice, and discrimination toward individuals based on their size, shape, or weight is known as weightism. Most of the research regarding weightism has been conducted on obesity and overweight individuals because of the related public health concerns. However, because weight is a continuum on which individuals are frequently evaluated, stigmatization is experienced by individuals who are either over or under cultural norms for appropriate weight and toward those who engage in deviant weight-control behaviors (e.g., purging). Thus, because individuals with eating disorders are often underweight and have deviant eating behaviors, they also experience weight-based stigma and discrimination. There are a multitude of negative effects associated with being a part of these stigmatized weight groups, including lower self-esteem, less social confidence, greater body dissatisfaction, poorer mental health, and increased substance use and self-harm behaviors. These negative outcomes create a social divide between the stigmatized weight groups and others, wherein stigmatized individuals turn to negative health behaviors (e.g., bingeing and purging) in an effort to cope with their negative social experiences. Subsequently, they perpetuate their affiliation with their stigmatized weight group and the related health conditions.
Radhika Gajjala and Dinah Tetteh
The 1970s brought forth strong movements for the financial empowerment of women and women’s labor rights protections in rural, developing world regions such as India. For instance, 1972 is when the Self Employed Women’s Association (SEWA) was registered as a trade union in India. Its main goals were full employment and self-reliance for women from the unorganized sectors. In the 1970s, several developing world countries saw the rise of microfinance interventions. What started as a public policy strategy and intervention for rural finance in the newly independent India of the 1950s has shaped subsequent patterns for rural credit and microcredit in most of the developing world. For instance, the Bank Dagang Bali (BDB) was established in Bali, Indonesia, in September of 1970, and the Grameen Bank was established in Bangladesh in 1974. Around the same time, the U.S.-based NGO Accion began to give loans in Brazil. The founder of the Grameen Bank, Muhammad Yunus, became a legend and is well known for his belief that women make better borrowers than men because they find ways to repay the loans. As a result, a development model has emerged that focuses on women’s self-empowerment through micro-entrepreneurialism and the promise of microfinance. Simultaneously, in global settings, there emerged a model of “Development 2.0,” which uses Web 2.0 tools and practices to mobilize connectivity, action at a distance, and relational, interpersonal investments through digital and mobile tools. The resulting model of microfinance therefore occurs through Web 2.0 and mobile phone–based technologies and also works to connect women and girls from the Global North (including immigrants) and women and girls from the Global South through movements such as The Girl Effect. What we see here is a paradigm based in a neoliberal market economy framework that mobilizes women’s labor from the Global North and from the Global South in the service of a global digital financial capitalism. This article maps out a literature review that connects the idea of Development 2.0 with the economic and political visibility of the girl child and of the woman as the one who empowers while also still needing to be empowered.
Keri K. Stephens and Millie A. Harrison
Attention to population health issues is growing, and considering that people spend more time at work than in any other organization outside their home, worksites may offer a solution. For more than 30 years, many worksites have included programs to address employee health, safety, and risk. While some of these initiatives are mandated through legislation, other programs (e.g., workplace health programs (WHPs) or wellness initiatives) are often voluntary in the United States. Programs vary around the globe because some countries merge health, risk, and safety into one overarching regulated category, and there is a growing trend toward expanding these focus areas to include mental health and workplace stress. These programs can be quite innovative. Some interventions use technologies as prompts, such as mobile apps reminding employees to take medication. Other programs incorporate concepts from behavioral psychology and economics such as providing sleep pods at work and pricing healthy food in the cafeteria lower than high fat foods. Governmental incentives are offered in some countries that encourage employers to have WHPs. Yet despite the surface-level advantages of using the reach and access found in employing organizations to impact health, employees do not necessarily participate, and these programs are rarely or poorly evaluated. Furthermore, it is difficult to know how to make WHPs inclusive and how to communicate the availability of these programs. With the dual goals of directly impacting workers’ health and saving employers money, understanding how work can be a site for intervention is a worthwhile challenge to explore. WHPs struggle to achieve documentable objectives for several reasons; theory-driven research is suggesting new ways to understand what might improve the outcomes of WHPs. Privacy and surveillance concerns have dominated the WHP conversation in countries like the United States due to fears that health data might be used to fire employees. Another concern is the need to tailor workplace health messages for diverse cultures, ethnicities, and gender identities. Two other concerns relate the power differentials inherent in workplace hierarchies to overt and covert pressure employees feel to participate and meet what is defined as an ideal level of health. While these major concerns could be difficult to overcome, several theories provide guidance for improving participation and producing positive behavioral outcomes. Employees who feel a part of their organization, or are identified with their group, are more likely to positively view health information originating from their organization. Growing evidence indicates that certain technologies might also tap into feelings of identification and help promote the uptake of workplace health information. In addition, workplaces recognized as having norms for safety and health cultures might be more influential in improving health, safety, and risk behaviors. Recognizing boundaries between employee and workplace can also be fruitful in elucidating the ethics and legality of WHPs. Finally, program evaluation must become an integrated part of these programs to effectively evaluate their impact.
Tamara D. Afifi, Ariana Shahnazi, and Kathryn Harrison
Rumination is typically thought of as pessimistic, repetitive thinking or mulling that is deleterious for one’s health. Rumination, however, can take several forms and is not always harmful. In fact, it could actually be helpful in certain circumstances. It is common and often helpful when something stressful happens, like a health scare or problematic health diagnosis, for people to ponder or reflect on why it happened and brainstorm potential solutions to it. This is referred to as reflective rumination. Rumination affects people’s risk perceptions related to their personal and relational health and decision-making about their health. Research on negative rumination and health and positive rumination and health focuses on the impact of these patterns of thinking on health outcomes such as mental health, physical health, and relational health and as perceptions of health messages and risk likelihood.