Autonomic stress reactivity and executive functions in successful and unsuccessful criminal psychopaths from the community

A significant gap in the psychopathy literature is the lack of studies comparing "successful," nonconvicted psychopaths with "unsuccessful," convicted psychopaths. This study tested the hypothesis that successful psychopaths show increased autonomic stress reactivity and better neuropsychological function compared with unsuccessful psychopaths. A total of 26 controls, 16 unsuccessful psychopaths, and 13 successful psychopaths were assessed on psychophysiological measures recorded during an emotional manipulation, the Wisconsin Card Sorting Test (WCST), Wechsler Memory Scale--Revised subtests, and childhood stressors. Compared with controls, unsuccessful psychopaths showed reduced cardiovascular stress reactivity. In contrast, successful psychopaths showed heightened reactivity, better WCST performance, and more parental absence than unsuccessful psychopaths and controls. The implications of these findings and the generalizability of existing psychopathy research are discussed.     

Gender differences in performance attributions: Students' explanations for personal success or failure

Women are often said to exhibit an externality bias in their performance attributions. To test this hypothesis, male and female college students made effort, ability, luck, and task difficulty attributions for their performance on a recent course examination. Measures of the students' affective reactions toward their performance were also obtained. Successful students, whether male or female, made internal attributions and were pleased with their performance. Stronger internal attributions were associated with more positive affective reactions for these students. Unsuccessful female students made external attributions, were displeased with their performance, and felt better when they attributed their failure to unstable factors. Unsuccessful male students were also displeased with their performance, but tended to make more internal attributions for their failure, and felt better as a result. These findings, which suggest the influence of an internality bias among men, rather than an externality bias among women, were interpreted in terms of the male sex role.     

Type a behavior pattern and attributions of responsibility

This study set out to examine the relationship between the Type A/B behavior pattern and reaction to negative outcomes. It was predicted that whereas the B types would show clear differences in their reactions to controllable versus uncontrollable situations, A types would show significantly less differentiation. Over 160 subjects completed two A-type questionnaires and an attributional control questionnaire with either six controllable or six uncontrollable situations. Results revealed, as predicted, that A and B types differed mainly in their reactions to uncontrollable situations, whereas A types perceived more causal responsibility and more moral responsibility, and reported more anger with self. These results are discussed within the context of the research on attributional style, depression and Type A behavior.     

The dimensionality of attributions of causality and responsibility for an accident

Effects of the dimensionality of responsibility and causality attributions were investigated. An accident was described. Subjects cued to respond with causality attributions increased their attributions with event severity. Subjects cued to respond with moral responsibility attributions decreased attributional levels with increasing severity. Assignments of guilt varied specifically with the cued attributional concept.     

Neural correlates of successful and unsuccessful verbal memory encoding

Recent neuroimaging studies suggest that episodic memory encoding involves a network of neocortical structures which may act interdependently with medial temporal lobe (mTL) structures to promote the formation of durable memories, and that activation in certain structures is modulated according to task performance. Functional magnetic resonance imaging (fMRI) was used to determine the neural structures recruited during a verbal episodic encoding task and to examine the relationship between activation during encoding and subsequent recognition memory performance across subjects. Our results show performance-correlated activation during encoding both in neocortical and medial temporal structures. Neocortical activations associated with later successful and unsuccessful recognition memory were found to differ not only in magnitude, but also in hemispheric laterality. These performance-related hemispheric effects, which have not been previously reported, may correspond to between-subject differences in encoding strategy.     

Sex-related effects on clinicians' attributions of parental responsibility for child psychopathology

An attempt was made to reproduce and extend previously reported data suggesting the operation of sex-related bias in clinicians' attributions of parental involvement in children's psychopathologies. More and less sex-role traditional male and female family-oriented practitioners were shown contrived profiles in which a boy or girl was described as masculine or feminine role-deficient, and apportioned maternal versus paternal blame, treatment focus, adjunctive therapy need, and likelihood of sabotage. As in the previous study, mothers were implicated slightly more than fathers and also were viewed as requiring relatively greater therapeutic attention by female than by male clinicians. However, several earlier findings were not replicated. Overall, the results offer only marginal support for the notion of sex-related practitioner bias.     

The impact of chief executive officer personality on top management team dynamics:one mechanism by which leadership affects organizational performance

This article explores 1 mechanism by which leader personality affects organizational performance. The authors hypothesized and tested the effects of leader personality on the group dynamics of the top management team (TMT) and of TMT dynamics on organizational performance. To test their hypotheses, the authors used the group dynamics q-sort method, which is designed to permit rigorous, quantitative comparisons of data derived from qualitative sources. Results from independent observations of chief executive officer (CEO) personality and TMT dynamics for 17 CEOs supported the authors' hypothesized relationships both between CEO personality and TMT group dynamics and between TMT dynamics and organizational performance.     

Cultural regulatory fit and strategies for coping with unsuccessful outcomes

The present research seeks to explain cross‐cultural differences in two strategies for coping with unsuccessful outcomes (consideration of multiple options and persistence) through regulatory fit, a development of the self‐regulation theory. We propose that, because of regulatory fit, eager consideration of multiple options is more encouraged in promotion‐focused cultures, whereas vigilant persistence is more encouraged in prevention‐focused cultures (a culture‐strategy regulatory fit). In addition, if an incentive is introduced to motivate the use of these strategies, a gain‐framed incentive is more effective in promotion‐focused cultures whereas a loss‐framed incentive is more effective in prevention‐focused cultures (a culture‐incentive regulatory fit). The hypotheses for the culture‐strategy fit (Study 1) and the culture‐incentive fit (Study 2) were both supported, with samples of Israeli Jews, Israeli Arabs (in both studies), and Hong Kong Chinese (in Study 1). Taken together, the findings contribute to the understanding of cross‐cultural differences in coping with unsuccessful outcomes and suggest the existence of cultural regulatory fit. Copyright © 2011 John Wiley & Sons, Ltd.     

Uniformity: The effects of organizational attire on judgments and attributions

Despite their prevalence in the marketplace, little empirical attention has been paid to how employee uniforms affect consumer reactions to service experiences. We propose that employee uniforms facilitate the shared categorization of employees and their organization in the mind of the customer, which affects many of the inferences that customers draw following service encounters. Study 1 shows that uniforms lead to greater attribution of responsibility to the company for employee behavior, especially following poor service. Studies 2 and 3 show that uniforms also lead to more assimilation of judgments across employees, increasing the impact of one employee's behavior on judgments of other employees of the same organization. Study 3 shows that employee uniforms lead to more extreme judgments of the company following service encounters. It also shows that bad (good) service from a uniformed employee makes competing companies look better (worse), indicating that uniforms can elicit contrast effects across companies. In sum, the mere presence of a uniform on an unsatisfactory service or retail employee can damage judgments of the organization and its employees and improve judgments of rival organizations compared to identical service from a nonuniformed employee. Managers seem unaware of these negative consequences. These same principles are likely to apply to a wide variety of uniformed services, including police, military, firefighters, and health-care providers.     

Gender and managers' causal attributions for subordinate performance: A field story

The study addresses the effect of gender on managers' causal explanations for subordinate work performance. Prior laboratory studies suggest women's work performance will be attributed in a manner disadvantageous to their career progression within organizations. There are, however, numerous reasons to question the generalizability of the laboratory work to organizational settings. The study was performed to address the gap in field research on this issue. Ninety-three mainly Caucasian managers in two organizations made attributions for successful and unsuccessful performance of direct subordinates. Contrary to the hypotheses, subordinate gender was unrelated to managers' causal explanations for either positive or negative outcomes. Implications of the results for future research on attributional gender effects in organizational settings are discussed.     

Mothers' and fathers' negative responsibility attributions and perceptions of children's problem behavior

Parents' negative responsibility attributions about their child's misbehavior are related to a perception that the child has more behavior problems. This study used a dyadic framework to explore how mothers' and fathers' attributions relate to their own perceptions and to their partner's perceptions of the child's externalizing problems. Participants included 102 couples interviewed when children were 7 years old. Results confirmed that mothers reported more externalizing behavior problems in their children than did fathers, and fathers of boys reported more child behavior problems than fathers of girls. Dyadic analyses suggested that parents' negative responsibility attributions of the child's behavior were associated with greater perceptions of child externalizing problems on behalf of parents and their partners.     

Gender and success-related attributions: Beyond individualistic conceptions of achievement

Two hundred male and 42 female senior public administrators responded to a questionnaire that explored gender differences in self- and social attributions for career success. Attributions to professional, personal, and political contacts were examined in addition to ability, hard work, and luck. Ability and hard work were found to constitute a central factor, labeled the “Alger factor,” in attributions for oneself as well as for colleagues of both sexes. Professional contacts were seen as more important than nonprofessional contacts or luck by both sexes; women, however, perceived the Alger factor as more important to their own success than to that of male colleagues, and viewed professional contacts as more important to male colleagues than even the Alger factor. There were gender differences in the relationship of luck to the Alger factor: self-attributions to luck and to the Alger factor were positively correlated for women but negatively correlated for men, perhaps because of a differential sense of entitlement for the sexes. While affirming the centrality of the Alger factor in causal attributions, this research underscores the need to reconceptualize current research paradigms based on individualistic conceptions of achievement.     

Egotism and evaluation in self and other attributions for achievement related outcomes

A critical appraisal of the existing motivational versus cognitive controversies in the area of attributional research led to the formulation of a model which contains the dimension of Evaluation conceptualized independently from Locus of causality. The model was tested, with Nigerian undergraduate students serving as subjects, in an experiment on self versus other attributions for success and failure outcomes. The data revealed two major findings: (1) Positive evaluation, and not attributional asymmetry, is the pattern of self-perception in the achievement-related contexts; (2) The pattern of positive evaluation in other-perception is self-outcome mediated, it shows a high level of generalization in the co-shared experience and an egotistic reversal if opposite outcomes occur.     

Power and gender influences on responsibility attributions: the case of disagreements in relationships

In a sample of 156 college students (74 men and 82 women), the authors examined the influences of power status and gender on responsibility attributions and resolution choices during disagreements in personal relationships. The participants read vignettes in which relationship partners disagreed; then the participants placed themselves in the situations depicted and reported their perceived responsibility and resolution choices. The participants were randomly assigned to 1 of 2 power-status conditions (you have/your partner has greater power in the situation). Power status was based on resource power (i.e., a monetary inheritance) or on perceived power (i.e., financial knowledge). The authors tested 2 alternative power-status hypotheses (justified benefits/rights and ability/accountability) and 1 gender hypothesis. The results supported both power-status hypotheses. In addition, the men's and the women's responsibility attributions and resolution choices (i.e., adhering to their own wishes or deferring to their partner's wishes) revealed differential dependence on the type of power held by the person with greater situational power. The authors suggest issues further research concerning how situational differences in socially based expectations (e.g., power status and gender) may affect conflicts within relationships.     

Ideology in work and organizational psychology: the responsibility of the researcher

This is a rejoinder to the commentaries on our paper on neoliberalism in work and organizational psychology. In this rejoinder, we provide a summarized response to the commentaries, thereby highlighting three main points: (1) when, where and how does neoliberalism manifest in society and our work as Work and Organizational Psychologists, (2) what is our duty as work and organizational psychologists towards society and our own work, and (3) what do we recommend on the basis of the exchange with the commentators on our paper?     

A kinematic comparison of successful and unsuccessful tennis serves across the elite development pathway

While velocity generation is an obvious prerequisite to proficient tennis serve performance, it is also the only stroke where players are obliged to negotiate a unique target constraint. Therefore, the dearth of research attending to the accuracy component of the serve is surprising. This study compared the body, racquet and ball kinematics characterising successful serves and service faults, missed into the net, in two groups of elite junior female players and one professional female tennis player. Three-dimensional body, racquet and ball kinematics were recorded using a 22-camera VICON motion analysis system. There were no differences in body kinematics between successful serves and service faults, suggesting that service faults cannot be attributed to a single source of biomechanical error. However, service faults missing into the net are characterized by projection angles significantly further below the horizontal, implying that consistency in this end-point parameter is critical to successful performance. Regulation of this parameter appears dependent on compensatory adjustments in the distal elbow and wrist joints immediately prior to impact and also perceptual feedback. Accordingly, coordination of the distal degrees of freedom and a refined perception-action coupling appear more important to success than any isolated mechanical component of the service action.     

The effects of gender and leave of absence on attributions for high performance,perceived organizational commitment,and allocation of organizational rewards

The present study examined the effects of gender and type of leave of absence on attributions for high performance, perceptions of organizational commitment, and allocation of organizational rewards. Results of the study, utilizing a predominately white student sample with a mean age of 29 years, indicated that there were no negative effects in terms of perceived organizational commitment or allocation of organizational rewards associated with a leave of absence (medical or parental) of short duration (three months) when taken by a high performing male or female. Causal attributions for performance and perceived level of organizational commitment were, however, related to recommendations of reward allocations. Implications of findings and future research are presented.An earlier version of this paper was presented at the annual meeting of the Southern Management Association, Atlanta, GA, November 1993. We would like to thank Gregory H. Dobbins, Mark L. Poteet and two anonymous reviewers for their insightful comments.