Judgment Processes and Interpersonal Conflict Related to Societal Problem Solutions1

An application of multidimensional scaling to judgments about potential solutions to the overpopulation problem yielded two dimensions: Voluntary versus involuntary and economic versus noneconomic. The location of the “solutions” in this two dimensional space was closely related to their judged acceptability, for both original and cross-validation samples. The two-dimensional coordinates of the “solutions” were then used as implicit cue values in a “lens model” analysis of potential conflict among the subjects. This analysis indicated that judgmental inconsistency was likely to be the major source of conflict for these subjects.     

Aggression as One Response to Conflict1

This paper presents two studies that explore the link between self-reported conflict management strategies and aggression. It was predicted that conflict strategies involving concern for the needs of the other would be inconsistent with aggressive behavior. On the other hand, conflict strategies that involve coercion and domination were predicted to be positively related to aggressive behavior. Studies using self-report and behavioral measures of aggression provide support for these predictions.     

人格特质、网络社会支持与网络人际信任的关系

该研究运用问卷法探讨了人格特质、网络社会支持与网络人际信任的关系。对386名大、中学生的调查结果表明：(1)人格特质和网络社会支持对网络人际信任具有直接影响;(2)人格特质还可通过网络社会支持(主要是网络主观支持)间接影响网络人际信任;(3)网络人际信任不存在性别和年龄差异。     

Spontaneous Interpersonal Coordination in Stepping and Autistic-Like Traits1

Spontaneous behavior, matching that of others, is influenced by various social factors. Mimicking and synchronizing with others' behaviors can facilitate the development of harmonious relationships. This study examined whether the level of autistic-like traits in a non-clinical population influences the spontaneous-behavioral coordination of a dyad's stepping-on-the-spot movements. The strength of spontaneous stepping synchronization was negatively correlated with levels of autistic-like traits when participants faced one another, and no synchronization was observed for individuals with high levels of autistic-like traits. The deficit in spontaneous interpersonal behaviour-matching among individuals with high levels of autistic-like traits is discussed as a potential source of their poor social-communication abilities.     

Interest and Beliefs About BRCA Genetic Counseling Among At-Risk Latinas in New York City

Background: Latinas are less likely to use genetic services (counseling and testing) for hereditary breast and/or ovarian cancer risk compared to other ethnic groups. Meanwhile, little is known about barriers to genetic counseling among Latinas at increased risk of inherited breast cancer. Methods: A two-phase pilot study was conducted to examine interest, barriers and beliefs about BRCA genetic counseling among at-risk Latinas in New York City and explore the potential for developing a culturally-tailored narrative educational tool for use in future studies. Phase 1 included quantitative telephone interviews (N = 15) with bilingual participants with a personal diagnosis at a young age and/or family history of breast and/or ovarian cancer. Quantitative results informed development of a narrative prototype educational presentation viewed by a subset of participants (N = 10) in Phase 2 focus groups. Results: Despite barriers, including lack of awareness/knowledge, concerns related to learning cancer risks of family members, and concerns about cost/health insurance, participants reported positive attitudes, beliefs and interest in learning about BRCA genetic counseling. Further, significant increases in knowledge were demonstrated from pre-post presentation (p = 0.04). Conclusion: There is an unmet need to educate at-risk Latinas about BRCA genetic counseling. Culturally-tailored educational materials including narratives may increase knowledge about BRCA genetic counseling among this underserved group. The effectiveness of these approaches should be tested in future research with larger samples.     

Self-insight,Other-insight,and Their Relation to Interpersonal Conflict

The pessimistic conclusion that people have relatively poor insight into the weighting schemes they use when they make holistic judgements has been generally accepted among judgement researchers (e.g. Arkes, 1981; Balke, Hammond, & Meyer, 1973, Brehmer, 1984). The empirical research that supported this generalisation rested on indices of self-insight that were produced directly by the subjects. It was often the case that subjects were unable to correctly name even the single most important factor influencing their decisions, as indicated by a mathematical model of their judgement schemes. Using an alternate method of assessing self-insight, however, Reilly and Doherty (1989, 1992) found that subjects have far better self-insight than previously believed possible. The present paper employed the same methodology to investigate insight into the policy of another person as well as into oneself, and examined the relation of self-insight and other-insight to interpersonal conflict. Subjects were 50 dyads of university students. The results showed that: (1) subjects exhibited the expected high levels of self-insight via the recognition procedure; (2) subjects were able to identify the statistically generated policy of their roommate, thus exhibiting other-insight; (3) the ability to identify one's own policy is somewhat related to the ability to articulate one's own policy— that is, roommates with insight via recognition had higher indices of self-insight as measured by the traditional correlation method; (4) subjects who were able to identify their own policy were more likely to identify their roommate's policy and (5) individuals who possess self- and other-insight had less conflict in their roommate relationships.     

Impact of Interpersonal Conflict on Individuals High in Unmitigated Communion1

The current study examined the impact of interpersonal conflict on mood and physical symptoms for individuals who scored high on a personality characteristic called unmitigated communion (UC), as compared to individuals who did not score high in UC. UC is defined as a focus on others to the exclusion of the self. Forty‐one undergraduate students participated in 7 consecutive nightly interviews. Participants described their social interactions, indicated whether the interaction involved interpersonal conflict, and indicated their distress and physical symptoms at the end of the day. Multilevel modeling analysis demonstrated that conflict adversely affected UC and non‐UC individuals similarly on the same day, but had a more negative impact for UC individuals on the following day.     

Gender-Related Effects in Emotional Responding to Resolved and Unresolved Interpersonal Conflict

The current study examines gender differences in affective responding of 58 men and 52 women to various forms of resolved and unresolved interpersonal disputes. The participants were predominantly Caucasians from middle to upper middle class socioeconomic backgrounds. Resolved disputes were perceived as less angry and more okay and happy, and unresolved disputes evoked more anger than resolved disputes did, with continued fighting evoking more anger than did lapsing into the silent treatment. Women reported feeling more angry than did men during both forms of unresolved disputes, and more happy during arguments ending with either apologies or compromises. Men perceived the actors as more sad and reported feeling more okay during arguments than did women. The results extend findings from the children's literature regarding the effect of resolution on emotional responding, and illustrate important gender differences for adults.     

Relationships Among Conflict Management Styles,Levels of Conflict,and Reactions to Work

Abstract

Relationships among (a) conflict management styles, (b) levels of conflict, (c) two general reactions to work, and (d) four types of individual outcomes experienced by employees in the United States were assessed in two studies. In Study 1, subordinates using a high-obliging style with supervisors experienced more intrapersonal conflict, supervisors using a high-integrating style with subordinates reported more intrapersonal and intragroup conflict, and low-dominating supervisors reported significantly greater intragroup conflict. In Study 2, high-integrating subordinates experienced less intrapersonal, intragroup, and intergroup conflict than low-integrating subordinates did. The results of analyses also indicated that there was a strong relationship between integrating and all six organizational outcomes. Lower job satisfaction and fewer interpersonal rewards were associated with a high-dominating style. Both integrating and compromising were positively related to interpersonal outcomes, and dominating and avoiding were negatively related to interpersonal outcomes. Finally, the more conflict individuals experienced on the job, the lower their job satisfaction and their outcomes were.     

Division of Household and Childcare Labor and Relationship Conflict Among Low-Income New Parents

We examine the relationships among the division of housework and childcare labor, perceptions of its fairness for two types of family labor (housework and childcare), and parents’ relationship conflict across the transition to parenthood. Perceived fairness is examined as a mediator of the relationships between change in the division of housework and childcare and relationship conflict. Working-class, dual-earner couples (n?=?108) in the U.S Northeast were interviewed at five time points from the third trimester of pregnancy and across the first year of parenthood. Research questions addressed whether change in the division of housework and childcare across the transition to parenthood predicted mothers’ and fathers’ relationship conflict, with attention to the mediating role of perceived fairness of these chores. Findings for housework indicated that perceived fairness was related to relationship conflict for mothers and fathers, such that when spouses perceived the change in the division of household tasks to be unfair to either partner, they reported more conflict, However, fairness did not significantly mediate relations between changes in division of household tasks and later relationship conflict. For childcare, fairness mediated relations between mothers’ violated expectations concerning the division of childcare and later conflict such that mothers reported less conflict when they perceived the division of childcare as less unfair to themselves; there was no relationship for fathers. Findings highlight the importance of considering both childcare and household tasks independently in our models and suggest that the division of housework and childcare holds different implications for mothers’ and fathers’ assessments of relationship conflict.     

The Relations of Visuo-Motor Conflict to Personality Traits and Cardio-Vascular Activity

This paper presents a review and critical analysis of some research findings and conclusions which seem to demonstrate that picture recognition memory is superior to verbal recognition memory. It cautions against accepting these data as evidence for two (picture-verbal) memory systems. Several alternative explanations of the picture-verbal performance discrepancy are derived from interference theory and partial learning theory. “Picture” as a stimulus category is vague and overinclusive. Recognition memory capacity varies from poor to excellent depending on the “pictures,” a fact not in harmony with a memory model employing a unitary processing mechanism for pictorial stimuli. Perceptual constancy is invoked in support of a view that is antagonistic to the implication that the human recognition memory mechanism is error free.     

Towards a Perfectionist Response to Ethical Conflict

This paper argues for a pluralist perfectionist response to ethical conflict. This sets for states and their public schools the task of helping people adjudicate conflicts between ethical orientations and of promoting or discouraging particular conceptions of a good life. The aim of deliberation is mutual ethical recognition and growth, judged against a thick yet universally shared conception of human flourishing. The political justification of perfectionism is that it provides a better defense against repression and discrimination than state neutrality on issues of the good life. The paper addresses liberal concerns and counters claims that adjudication threatens human relationships.     

Affective Traits, Responses to Conflict, and Satisfaction in Romantic Relationships

Participants described their current and past romantic relationships on a variety of measures, as well as their typical behavioral responses to conflict in intimate relationships. Consistent with studies of initial social encounters, participants who were high in trait positive affect (PA) described their current relationships as being of higher quality than did low PA individuals. Participants who were high in PA were also more likely to currently be in a relationship than were other people. Negative affect emerged as a predictor of the amount of conflict that characterized people's past romantic relationships. Analyses further revealed that the link between PA and relationship quality was mediated by high PA individuals' reluctance to engage in active destructive responses and propensity to engage in active, constructive responses to conflict with their partner.     

人际合作与冲突影响博弈决策的结果评价

人际合作与冲突是人际互动的两种主要形式, 在人类社会的发展中有着重要作用。脑成像研究表明, 当个体和人类同伴进行博弈时, 选择合作与选择冲突激活脑区的强度有所不同。但目前尚不清楚, 人际合作与冲突如何影响决策选择之后的结果评价过程。本研究采用Chicken Game任务对此问题进行了探讨, 研究记录了22名健康成人被试与人类同伴进行Chicken Game任务时的脑电活动。结果表明, 反馈负波(FRN)和P300不仅受到结果效价的影响, 同时也受到人际合作与冲突的影响。相对于选择冲突, 个体选择合作时, 输钱和赢钱反馈引发的FRN以及P300波幅差异更大。相关分析表明, RA (被试和解对方进攻)反馈引发的FRN波幅与接受该反馈后下一个trials中和解的选择率(以及总的和解率)呈显著的负相关。上述结果表明, 在社会博弈中, 合作增加了个体对博弈结果的预期, 从而引发更大的FRN效应; 并且合作共赢的结果所具有的物质意义与社会意义, 使其诱发更大的P300波幅。     

Interpersonal Conflict and Organizational Commitment: Examining Two Levels of Supervisory Support as Multilevel Moderators1

Using a stressor‐strain framework, this research examined the role of supervisory support at 2 organizational levels in the relationship between the work stressor of interpersonal conflict and organizational commitment in a military sample. In all analyses, supervisory support at both levels was conceptualized and modeled as a shared group attribute. Results indicated that perceptions of interpersonal conflict within the organization were related negatively to both affective and continuance commitment. Support from both first‐line supervisors and midlevel managers was related to employees’ affective commitment. First‐line supervisor support was related also to employees’ continuance commitment. Furthermore, midlevel management support attenuated the relationship between interpersonal conflict and continuance commitment. Implications for the assessment of different levels of supervisory support, different variants of organizational commitment, and interpersonal conflict are discussed.     

Modulation of Amygdala Response by Cognitive Conflict in Adolescents with Conduct Problems and Varying Levels of CU Traits

Research on Child and Adolescent Psychopathology - Adolescents with conduct problems and low callous-unemotional traits are characterised by high levels of reactive aggression. Prior studies...     

Reactions to Interpersonal Evaluative Feedback1

Self-enhancement approaches to self-concept provide a perspective for identifying motivational factors likely to be affected by interpersonal evaluative feedback. The main hypothesies were that in contrast to positive feedback, negative feedback would lead to higher self-esteem, lower perceptions of task importance, and lower perceptions of control over an evaluator's reactions. Students received a lesson on solving analogies from a teacher (confederate), and then took a test on analogies. After reviewing the student's test, the teacher conveyed either positive feedback, negative feedback, or no feedback. Consistent with a self-enhancement perspective, recipients of negative feedback increased their global self-esteem, placed less importance on succeeding at the task, and felt less control over the teachers' reactions. Implications for understanding the role of interpersonal evaluative feedback in motivation and self-esteem, and self-enhancing responses to threats more generally are discussed.