The Power of Change: Interpersonal Attraction as a Function of Attitude Similarity and Attitude Alignment

Abstract

In an experimental simulation with Israeli participants, the author examined the influence of two aspects of pre-employment screening (duration of screening and type of testing) on applicants' attitudes toward a recruitment effort and toward a potential job. Testing that lasted longer led to more favorable attitudes. The participants considered knowledge testing, compared with personality testing, more job related, less invasive of privacy, and less sensitive to the amount of time spent testing.     

Sex Differences in the Effects of Similarity and Physical Attractiveness on Opposite-Sex Attraction

Meta-analysis was used to integrate findings from two paradigms (questionnaires, experiments) that examined the effects of both similarity and physical attractiveness on attraction to a stranger of the opposite sex. Meta-analytic findings from both paradigms indicated that men valued physical attractiveness more than did to women, and that women valued similarity more than did men. Between-factor comparisons found that women consistently valued attractiveness less than they valued similarity. For men, the relative importance of the two factors varied across studies within each paradigm.     

Behavioral Indicators of Interpersonal Attraction1

The laboratory study of attraction is based almost exclusively on verbal measures of the dependent variable. Various findings suggest that the physical distance separating two individuals indicates the degree of attraction between them. In two experiments, attitude similarity between a subject and two stooges was manipulated. Females were more attracted to and sat more closely beside a similar than a dissimilar stranger (p < .01); males were more attracted to and sat directly across from a similar rather than a dissimilar stranger (p < .02).     

Receiving Help,Reciprocation, and Interpersonal Attraction1

In a 3 × 3 factorial experiment with 3 additional cells, 329 male or female subjects working with two same-sex confederates (A and B), received either voluntary, involuntary, or no help from A after which attraction to A and B were measured for one-fourth of the subjects. The remaining subjects were assigned to a second set of tasks and were induced to help A, help B, or were not given an opportunity to help, after which they completed attraction and mood measures. Subjects were more likely to volunteer help after the second task when they had received prior help. Receipt of help led to more liking for the helper and the helper was liked more when subjects were able to reciprocate. Attraction and mood results are discussed in relation to attractiveness mediation, modeling, and indebtedness explanations for reciprocity.     

Effects of Gender Diversity on Performance and Interpersonal Behavior in Small Work Groups

We examined the separate and combined impact of gender composition and training method on both the performance and interpersonal behaviors exhibited in small work groups. Participants were scheduled in groups of three for two 1-h sessions that occurred 1 week apart. In Session 1, groups were trained to assemble the AM portion of a radio. In Session 2, groups were tested on their training. Analyses indicated that groups whose members were trained together took longer to assemble their radios and made more errors than groups whose members were trained apart. No performance differences were found between mixed-gender and same-gender groups. However, women were less task-oriented in mixed-gender than in same-gender groups, but men were more task-oriented in mixed-gender than in same-gender groups. Further, solo women were less talkative than women in the majority, whereas men were more talkative when they were solos rather than in the majority. Implications for the nature of training and gender composition in groups in the workplace are discussed.     

主我分享:人际吸引研究的新发展

在James的主体自我和客体自我的基础上,Pinel和Long等人提出了人际吸引和人际联结的主我分享新机制.文章回顾了人际吸引的影响因素,以相似性对喜爱的影响为基础,探讨了客体相似和主我分享对人际吸引的影响;从自我与环境两个维度介绍了主我分享在自我完善、排除孤独感以及群际接触中的作用;最后对主我分享研究进行了评价和展望.     

Perceived Similarity,Personality, and Attraction to Large Organizations1

Two separate studies tested the hypothesis that perceived similarity to members of an organization was related to attraction to that organization, but only for relationship-motivated persons, and not for task-motivated persons. Support for the hypothesis was obtained in both studies using Least Preferred Coworker (LPC) scores as measures of relationship and task motivation. For high-LPC persons only, perceived similarity of personality (study 1) and perceived similarity of values and attitudes (study 2) were related to attraction to the organization. The report seeks to integrate the literature on interpersonal attraction and on job satisfaction and suggests practical implications of the findings.     

The Situational Facilitation of Interpersonal Attraction: A Three-factor Hypothesis1

A theoretical analysis of observations of natural and man-made disasters, festive social events, and task-oriented crash programs led to a three-factor hypothesis of attraction facilitation. It was proposed that interpersonal attraction toward strangers is facilitated when there is emotional arousal, sharing, and out-of-role behavior. In a laboratory investigation (N= 120), postexperimental attraction toward a dissimilar stranger increased when all three factors were present but not when only two of the three factors were present (p < .01). Consistent with the reinforcement-affect model of attraction, increased attraction toward the stranger in the three-factor conditions was paralleled by more positive feelings about the experiment in the three-factor than in the two-factor conditions. Knowledge of the variables underlying facilitation effects could be utilized on a societal basis to create attraction-enhancing occurrences.     

Additional Evidence of Attitudinal Influences in Performance Appraisal

The attitudes of twenty-nine managers toward performance appraisal and toward their organization were used to predict differences in mean ratings and measures of discrimination among ratees and performance dimensions. Substantial multiple correlations were obtained for all three dependent variables (between 32 and 46% of the variance in each measure was explained), and several individual correlations were statistically significant. Raters who showed low levels of confidence in the appraisal system, high levels of discomfort, or high levels of instrumental commitment were more likely to provide ratings that were unusually high or that did not discriminate well among ratees and/or dimensions. Raters who showed higher levels of attitudinal commitment or who perceived more risks associated with distorting ratings tended to provide lower ratings and to discriminate among ratees and/or dimensions.     

The Effects of Task and Interpersonal Cohesiveness on Performance of a Disjunctive Group Task1

This experiment examined the effects of two different types of group cohesiveness on performance of a disjunctive task. Both interpersonal and task cohesiveness were varied independently. Results show that high levels of both types of cohesiveness were necessary for success on a task requiring group interaction. Groups high on one type of cohesiveness but low on another performed no better than groups low on both types of cohesiveness. These results suggest that cohesiveness should be conceptualized as a multidimensional rather than as a unitary variable. It is also suggested that the effects noted in the present study may well vary according to task characteristics.     

制造行业管理胜任力与绩效关系的实证研究

通过对571名制造型企业管理者的问卷调查,探索并验证了制造业管理胜任力结构维度,检验了不同背景因素对管理胜任力的影响。结果表明:制造业管理胜任力具有六维结构,包含22个指标,其信度和效度较好;不同管理层次的管理者在制造过程控制和市场营销策划维度上的评价有显著性差异,不同企业规模下的管理者在行业核心理念和产品系统管理维度上的评价有显著性差异;产品系统管理与市场营销策划能力对制造业管理者绩效有良好的预测力。同时发现,制造业管理胜任力不能较好地解释周边绩效的变异量。     

Sexual Attitudes of Males and Females as Predictors of Interpersonal Attraction and Marital Compatibility1

Two investigations examine the effect of similarity of sexual attitudes on (a) attraction to a stranger and (b) marital sexual satisfaction. In an experiment using undergraduates, manipulation of subject-stranger similarity in general affective orientation to sexuality affected attraction and other evaluative dependent variables. In the second investigation, married couples revealed sexual attitudes and sexual satisfaction. Husbands and wives were similar (r= 0.58, p < 0.001) in their affective orientations to sexuality. Discrepancy between the partners’ scores predicted sexual dissatisfaction in both partners. In addition, the wife's affective orientation to sexuality predicted more indices of sexual satisfaction and adjustment in both the wife and the husband than did the husband's affective orientation to sexuality. Finally, spouses with a positive affective orientation to sexuality were more accurate when judging their partner's sexual enjoyment, compared to spouses with a negative orientation. The findings have implications for the effects of similarity of attitudes on interpersonal attraction and on relationship quality.     

Attitude Similarity,Attraction, and Physical Proximity In a Dynamic Space1

Previous research on physical proximity as an index of attraction based on attitude similarity has been limited to semifixed feature spaces. The present study tested the similarity-proximity relationship in a dynamic space. Female subjects' attraction to a female confederate was manipulated by means of false attitude information. The subjects then briefly interacted with the confederate in a dynamic space. Subjects' spatial behaviors were not directly related to attitude similarity-dissimilarity or to attraction. The implications of these findings for the generality of the similarity-proximity relationship and for research on nonverbal communication are discussed.     

Interpersonal contingencies: Performance differences and cost-effectiveness

Three reinforcement contingencies were compared with regard to performance differences and cost-effectiveness (i.e., responses per unit reinforcer). Pairs of college students were studied under individual, cooperative, or competitive contingencies using a concurrent setting that included one of these three contingencies as one alternative and a lower paying individual contingency as the other alternative. With the individual and the cooperative contingencies, overall response rates were typically high; under competitive contingencies the overall response rates were substantially lower. Subjects responded at very high rates when competing, but chose not to compete most of the time. Competition and cooperation produced the most cost-effective responding, assessed as the number of responses made per $.01 of reinforcer. High overall rates of competitive responding were obtained when the contests were longer and the lower paying alternative contingency was not available.     

The Effects of Interpersonal Confrontation on Females

A three-component confrontation model was empirically tested with females. The results were consistently positive on all nine measures used with confronters of either gender.     

管理胜任特征与工作绩效关系研究

本研究以情景评价为基础,对管理胜任特征与工作绩效间的关系进行了探讨。结果表明：管理胜任特征在职位层次和性别上存在显著差异;管理胜任特征指标对工作绩效维度的预测效应不同,关系胜任特征是人际促进和工作奉献的有效预测指标,问题解决特征主要对任务绩效和人际促进有预测力．而诚信责任特征则更多的影响管理者的工作奉献。研究为理解管理胜任特征与绩效间的关系提供了实证支持。     

Managerial Personality and Performance: A Semi-idiographic Approach

Understanding the relationship between personality and behavior requires accounting for a broad set of traits within each person and the demands of a specific role or situation. To address these requirements, we assessed the relevance or ordering of traits within an individual (an idiographic approach) and compared these orderings across individuals occupying similar organizational situations (a nomothetic approach). We illustrate the utility of this semi-idiographic approach with a longitudinal study of Masters of Business Administration (MBA) students. The MBAs whose personalities were more similar to a template of the successful young manager received more job offers upon graduating and, subsequently, earned higher salaries, were more likely to be working full-time, and had changed jobs less often than did those who fit the managerial template less well.     

The Effects of Food and Gender on Interpersonal Perceptions

Male and female subjects provided ratings of personal traits, femininity and masculinity, and total caloric consumption for a female or a male target based on the type of diet she or he had allegedly consumed. The gender associated with the foods presented for each dietary profile was manipulated. Results showed that Target Gender and Dietary Profile significantly affected impression ratings and calorie estimates. Both male and female subjects perceived male eaters and those who ate a feminine diet more favorably. Results are discussed in terms of the different underlying expectations held for males and females when food consumption is involved during the impression formation process.