When Is Dominance Related to Smiling? Assigned Dominance, Dominance Preference, Trait Dominance, and Gender as Moderators

We investigated gender and different types of dominance measures as potential moderators of the relation between dominance and smiling. We asked participants about their preference for either a dominant or a subordinate role (dominance preference), randomly assigned one of these roles to them (assigned dominance), and assessed trait dominance, felt dominance, and perceived dominance. Participants had two 8-min dyadic interactions in same-gender groups (33 all-women dyads, 36 all-men dyads), in which one was assigned to be the owner of an art gallery and the other was assigned to be the assistant to the owner. Interactions were videotaped, and smiling and perceived dominance were assessed on the basis of the videotapes. Both the particular dominance measure and gender moderated the relation between dominance and smiling. Results showed that for women in subordinate positions, those who wanted to be in a subordinate position smiled more than those who wanted to be in a dominant position. No such effect occurred for men and for participants in assigned dominant positions.     

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.     

The mismatch effect: when testosterone and status are at odds

Why do some people strive for high status, whereas others actively avoid it? In the present studies, the authors examined the psychological and physiological consequences of a mismatch between baseline testosterone and a person's current level of status. The authors tested this mismatch effect by placing high and low testosterone individuals into high or low status positions using a rigged competition. In Study 1, low testosterone participants reported greater emotional arousal, focused more on their status, and showed worse cognitive functioning in a high status position. High testosterone participants showed this pattern in a low status position. In Study 2, the emotional arousal findings were replicated with heart rate, and the cognitive findings were replicated using a math test. In Study 3, the authors demonstrate that testosterone is a better predictor of behavior than self-report measures of the need for dominance. Discussion focuses on the value of measuring hormones in personality and social psychology.     

All employees are equal,but some are more equal than others: dominance,agreeableness, and status inconsistency among men and women

Status inconsistency is a situation in which there is an objective or subjective mismatch between, for example, a person’s education and his/her income. This mismatch may transform into status enhancement, wherein rewards exceed one’s human capital, or into status detraction, wherein one’s human capital exceeds one’s rewards. Although status inconsistency affects employees’ attitudes and behaviours, little is known about individual differences in this variable. The current study investigates whether the relationships of agreeableness and dominance—with objective and subjective status inconsistency vary by gender. We analysed objective and subjective input and return statuses among a sample of 375 employees. We found that men who expressed a gender-non-congruent trait, namely agreeableness, experienced an objective backlash effect compared with dominant men, whereas women who expressed a gender-non-congruent trait, namely dominance, did not experience a backlash effect compared with agreeable women. In addition, our results show that agreeable employees, both men and women, perceive themselves as status-enhanced when in fact they are not. Finally, we show that objective status inconsistency mediates the relationships of agreeableness and dominance with subjective status inconsistency.     

Testosterone and dominance in men

In men, high levels of endogenous testosterone (T) seem to encourage behavior intended to dominate--to enhance one's status over--other people. Sometimes dominant behavior is aggressive, its apparent intent being to inflict harm on another person, but often dominance is expressed nonaggressively. Sometimes dominant behavior takes the form of antisocial behavior, including rebellion against authority and low breaking. Measurement of T at a single point in time, presumably indicative of a man's basal T level, predicts many of these dominant or antisocial behaviors. T not only affects behavior but also responds to it. The act of competing for dominant status affects male T levels in two ways. First, T rises in the face of a challenge, as if it were an anticipatory response to impending competition. Second, after the competition, T rises in winners and declines in losers. Thus, there is a reciprocity between T and dominance behavior, each affecting the other. We contrast a reciprocal model, in which T level is variable, acting as both a cause and effect of behavior, with a basal model, in which T level is assumed to be a persistent trait that influences behavior. An unusual data set on Air Force veterans, in which data were collected four times over a decade, enables us to compare the basal and reciprocal models as explanations for the relationship between T and divorce. We discuss sociological implications of these models.     

Deconfounding the effects of dominance and social acceptance on self-esteem.

Three studies examined the independent effects of social acceptance and dominance on self-esteem. In Studies 1 and 2, participants received false feedback regarding their relative acceptance and dominance in a laboratory group, and state self-esteem was assessed. Results indicated that acceptance and dominance feedback had independent effects on self-esteem. Study 2 showed that these effects were not moderated by individual differences in participants' self-reported responsivity to being accepted versus dominant. In Study 3, participants completed multiple measures of perceived dominance, perceived acceptance, and trait self-esteem. Results showed that both perceived dominance and perceived acceptance accounted for unique variance in trait self-esteem, but that perceived acceptance consistently accounted for substantially more variance than perceived dominance. Also, trait self-esteem was related to the degree to which participants felt accepted by specific people in their lives, but not to the degree to which participants thought those individuals perceived them as dominant.     

Neuroticism and cardiovascular response in women: evidence of effects on blood pressure recovery

Neuroticism is a unifying personality trait that underlies a number of psychosocial risk factors for cardiovascular disease. One means by which Neuroticism may influence health risk is through effects on cardiovascular reactivity and recovery. Eighty-six women scoring high or low in Neuroticism took part in a paired interpersonal stressor task with a laboratory confederate. Conditions differed on the basis of the confederate's interpersonal behavior: hostile, neutral, or friendly. Neuroticism interacted with condition to affect blood pressure recovery such that women high in Neuroticism showed less recovery following hostile interactions and greater recovery following friendly interactions. Main effects of Neuroticism on anger and anxiety reactivity were found. Results indicate that Neuroticism is relevant to cardiovascular health in the context of valenced social interactions. Implications for future study of Neuroticism and interpersonal stressors as risk factors for cardiovascular disease are discussed.     

A negativity bias in interpersonal evaluation

Two studies were conducted to demonstrate a bias toward negativity in evaluations of persons or their work in particular social circumstances. In Study 1, subjects evaluated materials written by peers. Those working under conditions that placed them in low status relative to the audience for their evaluations, or conditions that made their intellectual position within a group insecure, showed a clear bias toward negativity in those evaluations. Only individuals who believed their audience to be of relatively low status and at the same time believed their intellectual position to be secure did not show this bias. In Study 2, subjects viewed a videotape of a stimulus person and rated him on several intellectual and social dimensions. Again, subjects believed their audience to be of either relatively high or relatively low status. As a cross dimension, they were given instructions to focus on either the intellectual or the social abilities of the stimulus person while viewing the videotape. A strong main effect of audience status was demonstrated, but only in ratings of intellectual traits; subjects who believed their audience to be of relatively high status rated the stimulus person's intellectual qualities significantly more negatively. Moreover, this effect was independent of the instructional focus subjects had been given. The negativity bias is discussed in the context of previous demonstrations of biases toward weighting negative information more heavily than positive information, as well as previous demonstrations of seemingly pervasive positivity biases in memory and judgment.     

Trait Self‐Esteem Moderates the Effect of Initiator Status on Emotional and Cognitive Responses to Romantic Relationship Dissolution

ABSTRACT We hypothesized that the effect of initiator status on post breakup distress would vary as a function of trait self‐esteem, such that individuals with low self‐esteem would experience more distress after being rejected by their partners, whereas, among individuals with high self‐esteem, initiator status would not predict distress. We used a prospective design in which university students (N=66) were assessed for emotional responses following the dissolution of their real‐life romantic relationships, as well as a laboratory design in which students (N=190) imagined breaking up with their partners. As predicted, participants with lower trait self‐esteem exhibited greater distress after experiencing or imagining a romantic rejection than after ending or imagining themselves ending their relationships. Conversely, distress experienced by those with high trait self‐esteem did not differ as a function of who ended the relationship. Implications for understanding self‐esteem processes and the effects of romantic rejection are discussed.     

社会支配倾向研究的回顾与展望

社会支配倾向指个体对基于群体产生的等级制度及社会存在不平等现象的偏好程度。高社会支配倾向者认为高能力者应比低能力者获得更多的社会权利与社会资源;低社会支配倾向者认为社会应该按需分配,不存在等级差异。社会支配倾向会对社会阶层、偏见、政治态度、公平等现象的作用产生影响,是这些现象的重要影响因素。今后需要立足于社会支配倾向的本质与社会应用开展整合性研究。     

Social status as a cue for tacit coordination

The present paper investigates how and when social status may serve as a cue for tacit coordination. In three experimental studies, we demonstrate that low status individuals are inclined to defer to the preferences of high status individuals, thereby facilitating coordination success. Furthermore, we investigate the boundary conditions of this effect. More specifically, we show that social status only facilitates coordination success when the people involved have asymmetric (or conflicting) preferences (Study 2), and when there is a clear social hierarchy (Study 3). In the general discussion, we relate these findings to earlier research on dominance hierarchies, social power, deference and perspective-taking and we provide suggestions for future research.     

Anybody can be a boss but only certain people make good subordinates: behavioral impacts of striving for dominance and dominance aversion

The present study investigated whether people in assigned subordinate or dominant roles differ in their dominance behavior according to whether they initially wanted a subordinate or a dominant role. Sixty-six females and 72 males interacted twice for 8 mins in same-gender dyads. Prior to the interaction, participants could indicate whether they preferred to take a subordinate or a dominant role. Roles were then assigned randomly. Both interactions were videotaped and later coded for perceived dominance and speaking time. Results showed that for assigned subordinates, those who initially wanted to be in the dominant position were perceived as more dominant and behaved more dominantly than those who initially wanted to be in the subordinate role. For assigned high-dominance people, there was no difference in perceived dominance and behavioral dominance between those who initially wanted the dominant versus subordinate position.     

On the status of implicit memory bias in anxiety

The present study evaluated the status of mood congruent memory bias in implicit memory tasks for threat related information. A literature review complemented by three experiments on high and low trait anxiety participants found no implicit memory bias for threat-related information in anxious individuals on either word fragment completion or tachistoscopic word identification tasks. The theoretical implications of these results are discussed.     

Selective attention to threat: A test of two cognitive models of anxiety

Two experiments evaluated differential predictions from two cognitive formulations of anxiety. According to one view, attentional biases for threat reflect vulnerability to anxiety; and as threat inputs increase, high trait anxious individuals should become more vigilant, and low trait individuals more avoidant, of threat (Williams, Watts, MacLeod, & Mathews, 1988, 1997). However, according to a “cognitive-motivational” view, trait anxiety influences the appraisal of stimulus threat value, rather than the direction of attentional bias, and both high and low trait anxious individuals should exhibit greater vigilance for high rather than mild threat stimuli (Mogg & Bradley, 1998). To test these predictions, two experiments examined the effect of manipulating stimulus threat value on the direction of attentional bias. The stimuli included high threat and mild threat pictorial scenes presented in a probe detection task. Results from both studies indicated a significant main effect of stimulus threat value on attentional bias, as there was increased vigilance or reduced avoidance of threat, as threat value increased. This effect was found even within low trait anxious individuals, consistent with the “cognitive-motivational” view. Theoretical and clinical implications are discussed.     

Memory and attention for social threat: anxious hypercoding-avoidance and submissive gaze aversion

Rivalry for dominance is a recurrent challenge in human social interaction. During these social dominance interactions, some people rapidly break eye contact, whereas others merely try to avoid such eye-to-eye confrontations. The first is an example of submissive gaze aversion, whereas the second reflects anxious gaze avoidance. We tested these distinct forms of gaze behavior within a social-memory setting and show that anxious individuals vigilantly attend to, superiorly remember, and subsequently avoid social threats (i.e., angry faces). Furthermore, submissive individuals, as indexed by high trait anxiety and low trait anger, exhibit rapid gaze aversion from facial anger. Mechanisms of hypervigilance-avoidance thus seem to underlie natural gaze behavior and enhanced memory for threat in anxiety. Accordingly, we propose the term hypercoding-avoidance, which describes how anxious individuals habitually scan their immediate social environment for threat, remember its location, and subsequently avoid it. Moreover, this is the first experimental evidence showing that submissive gaze aversion is distinct from anxious gaze avoidance.     

Effects of noise, activation level, and response dominance on retrieval from semantic memory.

Subjects low or high in activation, as measured by Thayer's Activation-Deactivation Adjective Check List, participated in two semantic memory tasks, one involving speed of recall and the other speed of recognition. White noise at 80 db. re 20 muN/m-2 was presented on half the trials. There was an interaction between noise and activation under the recall condition only. High activation facilitated recall performance with high dominance items, but had a detrimental effect with low dominance items. The differential effect of arousal on recall and recognition was interpreted as indicating that arousal affected the retrieval component of recall. The findings with the dominance variable were interpreted in light of D.E. Broadbent's hypothesis that high arousal enhances the probability of sampling information from dominant sources.     

A dynamic,self-regulatory model of affect and performance: Interactions between states,traits and task demands

State–trait consistency and valence principles were integrated within a dynamic self-regulatory framework to predict interactive effects of state affect, trait affect and task demands on performance. State affect and performance were measured repeatedly as individuals completed a complex and dynamic decision-making task. Task demands were manipulated at the within-person level. The beneficial effect of state positive affect was strongest for individuals with high trait positive affect; however this effect was only evident under high task demands. The detrimental effect of state negative affect was weakest for individuals with high trait negative affect, with this effect being constant across task demand levels. This study demonstrated that state–trait inconsistency can be bad for individuals with high trait positive affect and consistency can be good for individuals with high trait negative affect.     

视听刺激突显性对视觉主导效应的影响

本研究使用空间任务-转换范式,控制视、听刺激的突显性,探讨自下而上注意对视觉主导效应的影响。结果表明视、听刺激突显性显著地影响视觉主导效应,实验一中当听觉刺激为高突显性时,视觉主导效应显著减弱。实验二中当听觉刺激为高突显性并且视觉刺激为低突显性时,视觉主导效应进一步减弱但依然存在。结果支持偏向竞争理论,在跨通道视听交互过程中视觉刺激更具突显性,在多感觉整合过程中更具加工优势。     

Branded Into Submission: Brand Attributes and Hierarchization Behavior in Same-Sex and Mixed-Sex Dyads

In 2 experiments, the role of brand attributes in the process of nonconscious hierarchization in dyadic interactions was examined. Experiment 1 showed that in same-sex dyads, brands that are associated with an agent and that are rated high on the brand personality dimension of competence ( Aaker, 1997 ) induced patterns of nonverbal submissive behavior on the part of the interaction partner. This effect was more pronounced for individuals with a low intrinsic tendency for dominant behavior. Experiment 2 extended these findings to mixed-sex dyads and brands that varied in overall status. Moreover, participant gender moderated the effects, such that the impact of brand status on hierarchization behavior and on agent likability was more pronounced for women than for men.