Affect Dysregulation in Individuals With Borderline Personality Disorder: Persistence and Interpersonal Triggers

We hypothesized that affect dysregulation among individuals with borderline personality disorder (BPD) would involve greater persistence of negative affect between interpersonal events and heightened reactivity to stimuli indicating risk of rejection or disapproval, specifically perceptions of others’ communal (agreeable-quarrelsome) behaviors. A total of 38 participants with BPD and 31 controls collected information about affect and perceptions of the interaction partner's behavior during interpersonal events for a 20-day period. Negative and positive affect persisted more across interpersonal events for individuals with BPD than for controls. In addition, individuals with BPD reported a greater increase in negative affect when they perceived less communal behavior and a smaller increase in positive affect when they perceived more communal behavior in others. Findings indicate the importance of interpersonal perceptions in the affect dysregulation of individuals with BPD.     

Affect dysregulation in individuals with borderline personality disorder: persistence and interpersonal triggers

We hypothesized that affect dysregulation among individuals with borderline personality disorder (BPD) would involve greater persistence of negative affect between interpersonal events and heightened reactivity to stimuli indicating risk of rejection or disapproval, specifically perceptions of others' communal (agreeable-quarrelsome) behaviors. A total of 38 participants with BPD and 31 controls collected information about affect and perceptions of the interaction partner's behavior during interpersonal events for a 20-day period. Negative and positive affect persisted more across interpersonal events for individuals with BPD than for controls. In addition, individuals with BPD reported a greater increase in negative affect when they perceived less communal behavior and a smaller increase in positive affect when they perceived more communal behavior in others. Findings indicate the importance of interpersonal perceptions in the affect dysregulation of individuals with BPD.     

性别化名字对个体印象评价及人际交往的影响

名字在个体印象评价和人际交往中发挥着重要作用。本研究结合刻板印象内容模型, 从刻板印象维护视角出发, 通过3个研究考察了性别化名字的热情能力感知, 基于此探究性别化名字对不同性别个体的印象评价及人际交往的影响。结果发现：(1)人们对男性化名字的能力评价高于女性化名字, 对女性化名字的热情评价高于男性化名字; (2)性别化名字影响男性的能力评价和女性的热情评价; (3)性别化名字影响人们对女性的交友偏好, 热情评价在其中起到完全中介作用; 性别化名字影响人们和男性的共事偏好, 能力评价起到完全中介作用。研究揭示了性别化名字影响印象评价的模式, 并为理解人际交往中名字的作用机制提供了新的研究思路。     

“心灵鸡汤”对温度知觉、他人评价和自我评价的影响

本研究基于具身认知观点和概念隐喻理论,采用三个实验探讨了 “心灵鸡汤”对环境温度的感知觉影响、对陌生他人人品评价的影响以及对自我人格特质评定的影响。结果发现,“心灵鸡汤”的阅读能有效提高个体对环境温度的评定,且不存在性别差异;阅读“心灵鸡汤”后倾向于对陌生人的人品有更高的积极评定;“心灵鸡汤”对自我评定不存在显著影响。     

The Interactive Effects of Facial Maturity and Name Warmth on Perceptions of Job Candidates

This study investigated the interactive effects of' name warmth and facial maturity on job-hiring recommendations and trait perceptions of others. Subjects examined the bogus resume of a job applicant, attached to which was a picture of a babyfaced or maturefaced female or male. The name of the applicant was either cold or warm, as determined by pretesting. The suitability of the candidate for jobs requiring warmth and competence was rated, and other trait judgments were made. Results revealed that applicants with warm names were viewed as more suitable for a job requiring warmth, hut less suitable for a job requiring competence, and were judged as more sincere, but less powerful, than were applicants with cold names. Name warmth modified the perceptions of power and coldness that are typical when perceiving maturefaced people, although babyfaced job-seekers' name warmth did not affect their suitability for jobs. Specifically, maturefaced applicants with warm names were judged as less powerful and more suited for a job requiring warm than were maturefaced applicants with cold names, and maturefaced female applicants with warm names were perceived as more sincere than their cold-named counterparts. The results are discussed within a context suggesting that both physical appearance, and other nonbehavioral information jointly, and systematically influence impressions of others.     

情境公开性与印象管理动机对建议采纳的影响

实验1和实验2分别探讨在公开和匿名条件下期望印象和印象标签对建议采纳的影响。结果表明：（1）期望印象会影响建议采纳，在公开情境中，当个体期望形成温暖的印象时，会更多采纳建议；当个体期望形成能力印象时，建议采纳程度更低。（2） 印象标签会影响建议采纳，在公开情境中，当个体期望维持原有的温暖印象时，会更多采纳建议；个体期望维持原有的能力印象时，建议采纳程度更低。本研究证明建议采纳过程中存在印象管理机制。     

Dodging the double bind: the role of warmth and competence on the relationship between interview communication styles and perceptions of women’s hirability

In two studies we examine how feminine, masculine and hybrid impression management tactics affect perceptions of job applicants in interview settings. Study 1 (N = 133) results indicated that a hybrid tactic was more effective than a feminine tactic to portray competence. Similarly, a hybrid tactic was more effective than a masculine tactic to portray warmth. Further, perceptions of competence and warmth predicted ratings of likability and hirability. Study 2 (N = 222) replicated Study 1 and showed that applicant gender did not affect the results. The results indicated that hybrid tactics enable members of both genders to appear competent and warm in an interview.     

Quarrelsomeness in Daily Life

ABSTRACT It is common in studies of interpersonal characteristics to examine personality variables as static predictors. Yet in recent years it has also become possible to examine personality and related interpersonal processes as they unfold over time in association with event specific cues. The present article reviews research that (1) identifies behaviors that reflect the occurrence of hostile-irritable-quarrelsome traits in daily life, (2) demonstrates both the stability and within-person variability of these behaviors over time, (3) documents event-level interpersonal cues that are systematically associated with within-person variation in quarrelsome behavior, and (4) describes how dispositional level agreeableness and irritability moderate the associations of event-level cues with quarrelsome behavior. The influence of the neurotransmitter serotonin on quarrelsome behavior is also considered. The studies indicate that quarrelsome individuals have reduced affective reactivity to engaging in quarrelsome behavior, increased behavioral reactivity to perceptions of quarrelsomeness in others, and greater responsiveness to change in serotonin levels.     

工作场所中他人感知的员工工作-家庭冲突：刻板印象视角

以往研究发现工作场所中他人感知的员工工作-家庭冲突对员工工作结果具有重要影响, 但相关研究处于起步阶段。在文献回顾的基础上, 从刻板印象理论出发, 提出可能影响他人感知员工工作-家庭冲突的工作、家庭相关因素; 采用能力-热情维度框架探讨他人感知员工工作-家庭冲突的作用机制及其结果。今后研究可在整合工作-家庭冲突研究和刻板印象理论的基础上, 对他人感知员工工作-家庭冲突的形成及人际效用机制等方面进行拓展。     

How consumers “see” a visually warm store: Differences between affective and cognitive processors

Store atmosphere can influence shoppers' perceptions and behaviors. This research contributes to the literature by showing that a visually warm store atmosphere can induce psychological warmth perception among in‐store consumers. An empirical study was conducted to investigate the effect of warmth through a visually warm or cold store atmosphere on consumers' perceptions/behaviors and the moderating role of consumers' processing styles. Results (N = 181) showed that a visually warm (vs. cold) atmosphere induces the perception of intimacy toward the store among affective processors and the perception of assortment similarity among cognitive processors. Such perceptions were found to mediate the effect of the visually warm atmosphere on consumers' approach behaviors toward the store. Based on the grounded cognition theory, this study extends the current knowledge of the warmth experience on psychological perceptions to a retail context. Findings not only contribute to the extant literature of store atmospherics and retailing but they also offer practical guidelines for retailers and designers of store environments.     

Within-person covariation of agentic and communal perceptions: Implications for interpersonal theory and assessment

Interpersonal theory identifies agency and communion as uncorrelated (orthogonal) dimensions, largely evidenced by research examining between-person analyses of single-occasion measures. However, longitudinal studies of interpersonal behavior demonstrated the within-person association of agency and communion is not orthogonal for many individuals, and between-person differences in these associations relate to adjustment. We applied a similar approach to investigate the association of interpersonal perceptions. 184 university students completed a 7-day event-contingent study of their interpersonal experiences. Using multilevel regression models, we demonstrated that agentic and communal perceptions were positively associated, and the strength of this within-person association was moderated by between-person scores of dependency and narcissism. We discuss the benefits of incorporating within-person interpersonal associations (termed interpersonal covariation) into interpersonal theory and assessment.     

Embodied cognition and social consumption: Self-regulating temperature through social products and behaviors

Extant embodied cognition research suggests that individuals can reduce a perceived lack of interpersonal warmth by substituting physical warmth, and vice versa. We suggest that this behavior is self-regulatory in nature and that this self-regulation can be accomplished via consumptive behavior. Experiment 1 found that consumers perceived ambient temperature to be significantly lower when eating alone compared to eating with a partner. Experiment 2 found that consuming a cool (vs. warm) drink led individuals to generate more socially-oriented attributes for a hypothetical product. Experiment 3 found that physically cooler individuals desired a social consumption setting, whereas physically warmer individuals desired a lone consumption setting. We interpret these results within the context of self-regulation, such that perceived physical temperature deviations from a steady state unconsciously motivate the individual to find bodily balance in order to alleviate that deviation.     

Trait Agreeableness and Social Status Moderate Behavioral Responsiveness to Communal Behavior

The present study examined the influence of trait Agreeableness and its interaction with social role status on interpersonal correspondence as reflected in the within‐person relation between a person's communal (agreeable‐quarrelsome) behavior and perceptions of the interaction partner's communal behavior. We used a sample of working adults (original data set: 113 participants and 12,303 interpersonal events; constrained data set in the work setting: 109 participants and 3,193 interpersonal events) and an event‐contingent recording procedure to assess behavior in naturalistic interpersonal events. The results of multilevel modeling indicated that interpersonal correspondence was lower for high trait Agreeableness persons than for low trait Agreeableness persons, apparently due to less responsiveness to more disagreeable behavior by the other person in an interaction. High Agreeableness persons manifest greater interpersonal correspondence when in a high‐status role than when in a low‐status role, apparently by increasing responsiveness to disagreeable behavior from others. The results imply that high social role status may influence the effortful control process of high trait Agreeableness persons over their behavioral reactions to others' disagreeable behavior during interpersonal interactions.     

Resources versus respect: Social judgments based on targets' power and status positions

In two experiments, we investigate how individuals' levels of power and status interact to determine how they are perceived by others. We find that power and status have similar, positive, effects on judged dominance. We also find that power has a negative effect on perceived warmth, but status moderates this “power penalty”: high power without status is associated with low warmth, but power with status is judged warm. Consequently, we find high status individuals, regardless of power level, are perceived positively - dominant and warm - whereas high power-low status individuals are judged most negatively — dominant and cold (Experiments 1 and 2). As a result, perceivers expect positive interactions with high status individuals, but negative interactions with high power, low status individuals (Experiment 2). These findings provide insight into power and status social judgments, and further our understanding of similarities and differences between these distinct, yet related, constructs.     

Ambivalence About Interpersonal Problems and Traits Predicts Cross‐Situational Variability of Social Behavior

Multiple theoretical perspectives suggest that maladjusted personality is characterized by not only distress, but also opposing or “ambivalent” self‐perceptions and behavioral lability across social interactions. However, the degree to which ambivalence about oneself predicts cross‐situational variability in social behavior has not been examined empirically. Using the interpersonal circumplex (IPC) as a nomological framework, the present study investigated the extent to which endorsing opposing or “ambivalent” tendencies on IPC measures predicted variability in social behavior across a range of hypothetical interpersonal scenarios (Part 1; N = 288) and naturalistic social interactions (Part 2; N = 192). Ambivalent responding for interpersonal problems and traits was associated with measures of distress, maladaptive interpersonal tendencies, and greater variability of social behavior across both hypothetical and daily social interactions, though more consistently for interpersonal problems. More conservative tests suggested that ambivalence predicted some indexes of behavioral variability even when accounting for mean levels and squared means of social behaviors, vector length, gender, and depressive symptoms. Results suggest that processes theorized as typifying personality disorder may apply more broadly to personality maladjustment occurring outside of clinical samples.     

The interpersonal meaning of sexual promiscuity

In order to investigate the interpersonal meaning of sexual promiscuity, the relations between various sexual activities and the Interpersonal Circumplex (IPC) were examined. Two hundred and ten participants (105 women and 105 men; mean age = 24.88 years) indicated the number of people they had engaged in various sexual activates with (e.g., oral manipulation of genitals, sexual intercourse, etc.). These participants’ interpersonal styles were also assessed using the primary dimensions of the IPC: dominance and warmth. As predicted, a positive linear relation was found, for men and women, between interpersonal dominance and the number of partners a person had for each type of sexual activity. Additionally, for both men and women, a curvilinear relation was found between interpersonal warmth and the number of partners a person had for each type of sexual activity. Specifically, participants who were either extremely warm or extremely cold tended to have more sexual partners than individuals who were moderately warm. These findings extend past research linking the Five Factor Model traits of extraversion and agreeableness to sexual promiscuity and also help illustrate the dual interpersonal meaning of sexual experience.     

Cultural determinants of status: Implications for workplace evaluations and behaviors

Status is a valued workplace resource that facilitates career success, yet little is known regarding whether and how cultural orientation affects status attainment. We integrate status characteristics theory with the literature on individualism and collectivism and propose a cultural patterning in the determinants of status. Four studies (N = 379) demonstrate that cultural orientation influences the tendency to view high status individuals as competent versus warm (Study 1), uncover cultural differences in both individuals’ tendency to engage in competence and warmth behaviors to attain workplace status (Study 2) and evaluators’ tendency to ascribe status to individuals who demonstrate competence versus warmth (Study 3), and verify that cultural differences in the effects of competence and warmth on status perceptions, and in turn performance evaluations, generalize to real world interdependent groups (Study 4). Our findings advance theory on the cultural contingencies of status attainment and have implications for managing diversity at work.     

面孔加工中的热情优先效应：来自眼动的证据

本研究采用眼动追踪技术,从注意的角度考察面孔加工中热情和能力的关系。结果发现：热情面孔比能力面孔的首次注视到达时间更短;热情面孔的注视次数显著多于能力面孔,且总注视时间更长;在趋避判断的消极条件下,个体更倾向于对热情面孔做出回避的判断且反应时更长,在积极条件下则不存在显著差异。这表明,相比于能力面孔,个体对热情面孔注意更加警觉、注意维持更久,回避消极热情面孔的倾向更强。因此,热情面孔在注意和行为判断过程中对个体更加重要,即面孔加工中存在热情优先效应。