Expectations about the long-term consequences of recurring defensive interpersonal behavior

We investigated individuals’ expectations about the long-term impact of recurring defensive behavior on relationships. Specifically, we presented interpersonal vignettes to 96 participants who described their expectations about how the relationships would turn out. Consistent with predictions based on the theory of interpersonal defense (Westerman, 1998, 2005; Westerman & Prieto, 2006; Westerman & Steen, in press), as a group, participants anticipated that, over the long term, defensive behavior would (a) avert clear-cut instances of feared outcomes, (b) thwart the realization of wished-for outcomes, (c) promote positive outcomes related to, but distinct from wished-for outcomes, and (d) promote negative outcomes related to, but distinct from feared consequences (in a form of self-fulfilling prophesy). In support of a hypothesis regarding individual differences, self-reports of defensiveness were associated with less appreciation for the long-term costs of interpersonal defense. In the discussion, we consider alternative models for explaining this relationship between defensiveness and individuals’ expectations downplaying costs.     

Testing neural network models of personality

Attempts to develop neural network models of personality have not generally used empirical data for training and validating the models. Two illustrations are provided which demonstrate the incorporation of empirical data into the modeling of behavioral responses to situations varying in closeness and hierarchical role relationships. An event-contingent recording procedure is utilized to obtain data from the same participant in multiple events for multiple situations. This data is then used in the training and validation of the neural networks. The first illustration models dominant and submissive behaviors in response to situations varying in social role status. The second illustration models agreeable and quarrelsome behaviors in response to situations varying in closeness and gender of the interaction partner. The predictions from both neural network models are consistent with previous research.     

A comparison of cognitive-behavior therapy with interpersonal and cognitive behavior therapy in the treatment of generalized anxiety disorder

Objective: The aim of this study was to compare the effectiveness of cognitive behavior therapy with the combination of cognitive behavior therapy and interpersonal therapy on decreasing the excessiveness of pathological worry and increasing happiness of the individuals with generalized anxiety disorder.

Method: The sample consisted of 36 female undergraduate students who referred themselves to the Isfahan University Counseling Center and met the criteria for GAD. They were randomly assigned into three groups; namely, two experimental groups and one control group. Before receiving the interventions all of the groups completed Penn State Worry Questionnaire and Oxford Happiness Inventory. One of the experimental groups underwent cognitive behavior therapy and the other one received the integration of cognitive behavior therapy and interpersonal therapy. The control group received no intervention.

Result: The statistical analyses indicated that the differences between the CBT and CBT+ IPT groups on excessive worry and happiness in the post tests were not significant. But significant mean differences were observed in the follow-ups regarding pathological worry and happiness between two groups.

Conclusion: It can be concluded that the integration of cognitive behavior therapy and interpersonal therapy can be applied as an effective intervention for decreasing the rate of GADs’ relapses after cognitive behavior therapy.     

Chameleons bake bigger pies and take bigger pieces: Strategic behavioral mimicry facilitates negotiation outcomes

Two experiments investigated the hypothesis that strategic behavioral mimicry can facilitate negotiation outcomes. Study 1 used an employment negotiation with multiple issues, and demonstrated that strategic behavioral mimicry facilitated outcomes at both the individual and dyadic levels: Negotiators who mimicked the mannerisms of their opponents both secured better individual outcomes, and their dyads as a whole also performed better when mimicking occurred compared to when it did not. Thus, mimickers created more value and then claimed most of that additional value for themselves, though not at the expense of their opponents. In Study 2, mimicry facilitated negotiators’ ability to uncover underlying compatible interests and increased the likelihood of obtaining a deal in a negotiation where a prima facie solution was not possible. Results from Study 2 also demonstrated that interpersonal trust mediated the relationship between mimicry and deal-making. Implications for our understanding of negotiation dynamics and interpersonal coordination are discussed.     

Behavioral landscapes and earth mover’s distance: A new approach for studying individual differences in density distributions

Contemporary views of personality highlight intraindividual variability. We forward a general method for quantifying individual differences in behavioral tendencies based on Earth Mover’s Distance. Using data from 150 individuals who reported on their and others’ interpersonal behavior in 64,112 social interactions, we illustrate how this new approach can advance notions of personality as density distributions. Results provide independent confirmation and establish validity of existing representations of individual differences in interpersonal behavior, and identify new dimensions and profiles of personality and well-being. Benefits of the EMD method include freedom from assumptions about the shape and form of density distributions, generality of application to n-dimensional behavior captured in experience sampling studies, and natural integration of personality structure and dynamics.     

Your heart makes my heart move: Cues of social connectedness cause shared emotions and physiological states among strangers

Two experiments tested the hypothesis that cues of social connectedness could lead even new interaction partners to experience shared emotional and physiological states. In Experiment 1, a confederate prepared for a stress-inducing task. Participants who had been led to feel socially connected to the confederate reported feeling greater stress than participants who had not. In Experiment 2, a confederate ran vigorously in place. Socially-connected participants had greater cardiovascular reactivity (heart rate and blood pressure) than controls. Each study held constant exposure to the confederate. The results suggest that the sharing of psychological and physiological states does not occur only between long-standing relationship partners, but can also result from even subtle experiences of social connectedness. These findings illustrate the dynamic and fluid ways in which important aspects of self can change in response to cues of social relatedness.     

Interpersonal trust and organizational citizenship behavior

This study investigates the relationship between certain individual level determinants of interpersonal trust and its impact on organizational citizenship behavior. The participants (N=303) were top, middle, and lower level executives from manufacturing and services sectors. The results indicate that interaction frequency, consistency, and competence are significant predictors of interpersonal trust. Interpersonal trust is positively associated with organizational citizenship behavior, and it also partially mediated the relationship between individual level factors and organizational citizenship behavior. The results imply that the development of trust at the interpersonal level may be used as a strategy to motivate the employees to engage in extra role behaviors to ensure improved individual and organizational performance.     

When victims become culprits: The role of subordinates’ neuroticism in the relationship between abusive supervision and workplace deviance

Drawing upon the General Aggression Model, we examined the role of subordinates’ neuroticism in strengthening the relationship between abusive supervision and workplace deviance. Results revealed that Time 1 abusive supervision was positively related to Time 2 personnel records of workplace deviance measured 18 months later. Further, subordinates’ neuroticism moderated this relationship. Specifically, there was a stronger positive relationship between abusive supervision and workplace deviance for employees with high as opposed to low levels of neuroticism. These findings highlight the need to account for the role of individual differences in influencing subordinates’ responses to supervisor hostility. Theoretical and practical implications are discussed.     

Longitudinal associations between athletes' controlled motivation,ill-being,and perceptions of controlling coach behaviors: A Bayesian latent growth curve approach

Although many scholars have argued that leadership is a dynamic process jointly produced by leaders and followers, leadership in sports is most often researched as a unidirectional process from coaches to athletes. Within self-determination theory (SDT), individual characteristics are suggested to influence how people perceive external events such as coaches' behaviors. In the present study, we examined this jointly produced leadership process by investigating longitudinal associations between athletes' controlled motivation, ill-being, and perceptions of coaches' controlling behaviors at the between- and within-person levels. The participants were 247 young elite skiers enrolled at Swedish sport high schools who responded to self-report questionnaires at three time points over the course of an athletic season. At the between-person level, increases in perceptions of coaches' controlling behaviors over the season positively predicted controlled motivation at the end of the season, and controlled motivation at the beginning of the season positively predicted ill-being at the end of the season. At the within-person level, athletes' controlled motivation positively predicted perceptions of coaches' controlling behaviors. The results at the between-person level support the unidirectional perspective and the tenets of SDT. The results at the within-person level suggest that individual characteristics such as motivation can influence how athletes perceive external events, which has been proposed theoretically but seldom examined empirically. Three plausible explanations for this reversed association are presented in the discussion.     

“Don't throw the baby out with the bathwater!” Interpersonal strain at work and burnout

Interpersonal strain represents the feeling of discomfort and disengagement in the relationships with people at work resulting from exceeding social requests and pressures. This article has three aims: (1) to introduce the Interpersonal Strain at Work scale (ISW), (2) to examine its construct validity and reliability, and its relationship with the Maslach Burnout Inventory exhaustion and cynicism; and (3) to test the generalizability of the ISW across different work settings. Multilevel CFA on two samples of call centre agents (5407) and hospital professionals (753), nested in 191 and 43 units, respectively, confirmed the good psychometric properties of the ISW and its distinctiveness from established burnout dimensions. The generalizability of ISW was also supported. Interpersonal strain at work seems to be a promising construct to recapture the interpersonal nature of the burnout syndrome that was lost when the concept of burnout was extended beyond the human services.     

Are you talking to me?! Separating the people from the problem when expressing emotions in negotiation

Emotions such as anger and happiness have pervasive interpersonal effects in negotiations. We propose that the nature of the effects depends on the target of the emotion, that is, whether the emotion is directed toward a person or a specific behavior. In a computer-mediated negotiation (N = 87), participants received either angry or happy messages from a simulated opponent, which were either behavior-oriented or person-directed. Behavior-oriented anger elicited larger concessions than behavior-oriented happiness, whereas person-directed anger elicited smaller concessions than person-directed happiness. This reversal could be attributed to the strategic value of the emotional expression, which was higher in the behavior-oriented condition than in the person-directed condition. These findings show that the interpersonal effects of anger and happiness depend critically on the target of the emotion.     

Embodied metaphor and the “true” self: Priming entity expansion and protection influences intrinsic self-expressions in self-perceptions and interpersonal behavior

Drawing on conceptual metaphor perspectives and embodied cognition theories, we proposed that the intrinsic self-concept-who people think they truly are-is represented metaphorically as a physical entity, and that expressions of the intrinsic self-concept are therefore conceptualized in terms of entity activity. Using an empirical strategy for experimentally investigating conceptual metaphor, we tested whether exposure to pictorial primes depicting entity expansion and protection produces metaphor-consistent effects on self-perceptions and interpersonal behaviors expressive of the intrinsic self-concept. In Study 1, participants primed with entity expansion perceived themselves as more self-actualized and less concerned with satisfying extrinsic contingencies of self-esteem. Study 2 showed that this effect was mediated by the increased accessibility of the concept entity expansion. In Study 3, expansion-primed participants conformed less to other people's opinions. In Study 4, participants primed with entity protection were less willing to disclose intimate, but not non-intimate, self-knowledge to a stranger.     

On the mechanisms and effects of feedback in group psychotherapy

Group psychotherapists commonly see feedback as one of the primary mechanism that furthers the goals of the group. This paper will summarize the research that has been done on the mechanisms leading members to produce feedback, the factors that induce members to accept feedback (for example, feedback valence and timing), and the effects of feedback on outcome and aspects of group process such as group cohesion. The article will address the practical implications of these findings for the interventions of the group psychotherapist. As will be discussed, the emphasis on the importance of feedback in the interpersonal group psychotherapy literature exceeds the programmatic research that has been done on basic questions. This paper will identify major lines of future investigation that could yield findings critical to the delivery of effective group psychotherapy such as the information processing sequences that underlie feedback delivery and reception.     

What is IPT? The Basic Principles and the Inevitability of Change

Interpersonal Psychotherapy (IPT) is an empirically validated treatment for a number of psychiatric disorders. Like all psychotherapies, IPT can be described by its theoretical foundations and its primary targets, tactics, and techniques. The need for continued creativity in IPT and other treatments is reviewed, and several specific proposals for change in IPT based on clinical observations and theoretical considerations are discussed. A paradigm for collaboration between academic research and clinical observation required for continued creativity is offered. Change is inevitable, and the empirically validated therapies such as IPT will be even more effective as they incorporate and test new and creative elements.

上司人际公平如何影响员工工作结果:有中介的调节效应

本文探讨了上司的人际公平怎样影响员工工作满意度和人际层面组织公民行为,以及这种影响何时更强或更弱。通过对237名在职人员调查,结果发现:(1)员工的上司信任在人际公平与工作满意度、人际层面组织公民行为之间具有部分和完全中介作用;(2)上司权力对人际公平效应具有调节作用:当上司权力较高时,人际公平显著影响员工对他的信任,进而影响工作满意度和人际层面组织公民行为;而当其权力较低时,人际公平的影响不明显。     

Integrating vocational interests, competencies, and interpersonal dispositions in middle school children

Vocational interests and interpersonal dispositions have been well researched in adults from the perspectives of Holland's RIASEC (1997) model of interests and the Interpersonal Circumplex (IPC), respectively. Few studies have applied either model to children and no studies have examined their overlap in children. A vector fitting procedure was applied to data from adults to demonstrate the intersection of vocational interests and interpersonal dispositions from the perspective of the IPC. The same procedure was then applied to interests and competencies and interpersonal dispositions in a sample of sixth grade children. Plotting the vocational variables within interpersonal space defined by the IPC showed the specific interpersonal aspects of vocational interests in young adults and interests and competencies in late childhood. Half of the interests had associations with the IPC that were consistent across adults and children, while the remaining interests had associations that were unique to children.     

Creating hostility and conflict: Effects of entitlement and self-image goals

People who feel entitled to admiration and respect from others do not make good companions. This research shows one reason why. Entitled people adopt self-image goals (goals that aim to construct and defend a positive self-image), which then lead to interpersonal conflict and hostility. Studies 1A and 1B documented a unique relation between entitlement and self-image goals. Study 2 extended these results by showing, via a longitudinal design, that entitlement prospectively predicts chronic self-image goals. These chronic self-image goals then predict chronic relationship conflict and hostility, all averaged over 10 weeks. Further, Study 2 revealed that self-image goals mediate the effect of pretest entitlement on both weekly hostility and conflict. These results suggest that by pursuing self-image goals, entitled people create conflict and hostility in their relationships.