Social categorization in minority influence: The case of homosexuality

Three experiments were conducted in order to compare the influence of ingroup and outgroup minorities and to assess the role of Zeitgeist perception in minority influence. The results confirmed that ingroup minorities are more influential than outgroup minorities. This overall finding was observed in two different experimental paradigms, using either a small group setting in which subjects interacted with the minority or the simultaneous social influence paradigm in which both influence sources impinge simultaneously (via written information) upon the subjects. These results were supportive of Tajfel's social identity theory while contradicting Kelley's augmenting/discounting principle. Finally, subjects' perception of the Zeitgeist was unrelated to the magnitude of minority influence.     

CHANGES IN THE FACIAL PROMINENCE OF WOMEN AND MEN OVER THE LAST DECADE

Two studies measured the facial prominence of women and men in popular images over the last decade. The first study used 1,200 photo-graphs from Time and Newsweek for the years 1970 and 1980. The results indicate that overall, men have received greater facial prominence than women, and facial prominence has increased over the decade. Only for Newsweek did women show a significantly greater increase in facial prominence than men. The second study used 640 photographs from Good Housekeeping and Ms. for the years 1974 and 1984. The results show that overall, men have received greater facial prominence than women, and facial prominence has risen over the decade, although not by much. In Ms. , women but not men gained; in Good Housekeeping , women gained slightly, but not as much as men. The results are consistent with earlier reports of an asymmetry in representation of men's and women's faces and suggest that this asymmetry is slowly diminishing.     

Providing help and desired relationship type as determinants of changes in moods and self-evaluations

Observed in 2 initial studies was converging evidence that helping improves the helpers' moods and self-evaluations. In these studies Ss induced to help showed improved moods and self-evaluations relative to Ss not given an opportunity to help. A 3rd study examined the moderating effects of desired relationship type on reactions to having helped. In this study Ss were led to desire either a communal or an exchange relationship with another. They then helped the other or were not allowed to help. Among Ss led to desire a communal relationship, but not among those led to desire an exchange relationship, helping was associated with greater improvements in moods than not helping. Helping tended to improve self-evaluations regardless of desired relationship type. However, this effect reached statistical significance only among subjects led to desire a communal relationship.     

What is the mechanism by which suicide attempts predispose to later suicide attempts? A mathematical model

A state dependence model of serial behavior suggests that each occurrence increases the subsequent likelihood of that behavior being repeated. A heterogeneity model, by contrast, suggests that the likelihood of a behavior occurring is predetermined, and uninfluenced by intervening occurrences. We have applied the random-effects probit model of Gibbons and Bock (1987) to examine the fit of the state dependence and heterogeneity models to longitudinal data on suicide attempts by 928 patients with affective disorder. Heterogeneity but not state dependence was required to model these data. The findings suggest that when considering patients with moderate to severe major affective disorder, the clinician should not interpret the absence of any recent suicide attempts to mean that the patient is at relatively low risk for attempting suicide in the future. An implication of the heterogeneity model is that suicide attempts made many years ago may have equal value to recent attempts when estimating an individual's "predisposition" to nonlethal attempts in the future.     

Depressive, anxious and intrusive thoughts in psychiatric inpatients and outpatients.

A revised form of the Distressing Thoughts Questionnaire as well as standardized self-report measures of depression, anxiety and obsessionality were administered to a large sample of psychiatric inpatients, outpatients and non-clinical controls. A subsample of the clinical subjects completed the questionnaire battery after 3 months. Factor analysis identified three distinct dimensions of negative thinking which corresponded to anxious, depressive and intrusive thoughts. Further analysis revealed that the intrusive thoughts differed from the anxious and depressive negative automatic thoughts in terms of their reduced association with psychopathology, increased temporal stability and nonspecific association with negative affect in general. These findings suggest that by adopting a more specific focus on obsessive-like ego-dystonic intrusive thoughts, researchers will be in a better position to investigate the role of this phenomena in the development of clinical obsessions.     

Book reviews

Lack and transcendence: The Problem of Death and Life in Psychotherapy, Existentialism, and Buddhism. David Loy, 1996 New Jersey, Humanities Press 186 pp.

Obscenity, Anarchy, Reality. Crispin Sartwell New York, State University of New York Press 192 pp.

Extracting the Essence of the Sruti.. The Srutisārasamuddharanam of Totakācārya Michael Comans (Trans.), 1996 Delhi, Motilal Banarsidass Publishers xxvi + 122 pp., hb Rs 195, ISBN 81 208 1410 x     

A Six Year Longitudinal Study of Graduate Expectations: The Implications for Company Recruitment and Selection Strategies

All job extrants formulate a set of expectations about what a new job will be like. A least in part, these expectations are shaped by their experience of the organization's selection process. What impact do these early impressions have upon subsequent job attitudes and behaviour? This article reports the findings of a longitudinal study of UK graduates from a few weeks prior to organizational entry to five or six years after commencing employment. Both the level of pre-entry expectations and the congruency of these expectations with work experience are found to correlate with subsequent job satisfaction and organizational commitment. More support is found for the congruent expectations hypotheses, and the implications of this for company selection and socialization strategies are discussed.