Accuracy in perceptions of consensus: Differential tendencies of people with majority and minority positions

When people are interested in how common one or more of their attributes is in a reference population, they must often generate their own comparison information based on a limited sample of acquaintances and experiences. Subjects in the present research were asked to describe themselves in terms of a variety of attributes, and were also asked to estimate the percentage of other college students who would indicate possession of each attribute. For each attribute, subjects were assigned a majority or minority status, depending on whether the majority of the population did or did not share their attribute. The principle findings were (1) the majority subjects generated more accurate comparison information than did the minority; (2) the majority subjects were better than chance and better than minority subjects in distinguishing between attributes for which there was high versus moderate consensus; and (3) the minority subjects tended to overestimate the consensus for their attributes, while the majority subjects tended to err in the direction of underestimation of their Consensus. The discussion focused on possible causes of these tendencies, and on research implications involving attributional biases and intergroup conflict.     

Individual differences in face and voice matching abilities: The relationship between accuracy and consistency

Deciding whether two different face photographs or voice samples are from the same person represent fundamental challenges within applied settings. To date, most research has focussed on average performance in these tests, failing to consider individual differences and within‐person consistency in responses. Here, participants completed the same face (Experiment 1) or voice matching test (Experiment 2) on two separate occasions, allowing comparison of overall accuracy across the two timepoints as well as consistency in trial‐level responses. In both experiments, participants were highly consistent in their performances. In addition, we demonstrated a large association between consistency and accuracy, with the most accurate participants also tending to be the most consistent. This is an important result for applied settings in which organisational groups of super‐matchers are deployed in real‐world contexts. Being able to reliably identify these high performers based upon only a single test informs regarding recruitment for law enforcement agencies worldwide.     

Chameleons bake bigger pies and take bigger pieces: Strategic behavioral mimicry facilitates negotiation outcomes

Two experiments investigated the hypothesis that strategic behavioral mimicry can facilitate negotiation outcomes. Study 1 used an employment negotiation with multiple issues, and demonstrated that strategic behavioral mimicry facilitated outcomes at both the individual and dyadic levels: Negotiators who mimicked the mannerisms of their opponents both secured better individual outcomes, and their dyads as a whole also performed better when mimicking occurred compared to when it did not. Thus, mimickers created more value and then claimed most of that additional value for themselves, though not at the expense of their opponents. In Study 2, mimicry facilitated negotiators’ ability to uncover underlying compatible interests and increased the likelihood of obtaining a deal in a negotiation where a prima facie solution was not possible. Results from Study 2 also demonstrated that interpersonal trust mediated the relationship between mimicry and deal-making. Implications for our understanding of negotiation dynamics and interpersonal coordination are discussed.     

Sociosexual Orientation and Sexual Behavior in Mexican Adults

Sociosexual orientation includes individual differences in sexual attitudes and behaviors, in relation to the extent in which an individual could be sexually active without affective bonds and commitment. Sociosexuality is related to sexual behavior and can speak to the differences between men and women in how they express their sexuality ( Simpson & Gangestad, 1991 ; Hebl & Casi, 1995 ; Ostovich & Sabini, 2004 ). This study explores sociosexual orientation and sexual behavior in Mexican adults, in order to identify differences in sociosexual orientation related to biological sex and relationship status. It also assesses the relationship between sociosexual orientation and sexual behavior and to predict sexual behavior from sociosexual orientation. The sample was composed of 209 Mexican adults between 19 and 61 years of age. Thirty‐seven percent were male, and 63% were female. Participants answered a standardized Spanish version of the Sociosexual Orientation Inventory ( Simpson & Gangestad, 1991 ) and a Sexual Behavior Inventory developed for the present project ( García Rodríguez, 2007 ). In general, there is great variability in the frequency of each of the sexual behaviors assessed and in the total number of sexual partners. Moreover, participants perceive themselves restricted in their sexual attitudes and behaviors. Men are more permissive and less restricted in attitudes and behaviors than women, and individuals who are dating informally have a higher behavioral sociosexual orientation than those who are living with their partner. Additionally, the higher sociosexuality, the more frequent sexual practices are and the higher the number of sexual partners. Finally, sociosexuality predicts the frequency of sexual practices and the number of lifetime sexual partners.     

Identification as an organizational anchor: how identification and job satisfaction combine to predict turnover intention

The article examines the role of organizational identification and job satisfaction in relation to turnover intentions in seven organizations. Two models are proposed in which either job satisfaction or organizational identification was treated as a mediator of the other's relationship with turnover intention. The organizations varied in terms of culture (Japan vs. UK), and institutional domain (academic, business, health, mail, legal). Within each organization, and meta‐analytically combined across the seven samples (N = 1392), organizational identification mediated the relationship between job satisfaction and turnover intention more than job satisfaction mediated the relationship between organizational identification, and turnover intention. Organizational identification also had the larger overall relationship with turnover intention. This pattern remained true when gender, age, type of organization, culture, and length of tenure were accounted for, although the direct relationship between job satisfaction and turnover intention was stronger in private than public organizations and when the ratio of men was higher. The findings are consistent with a social identity theory (SIT) perspective and with the idea that identification is a more proximal predictor of turnover intention. Over and above job satisfaction, organizational identification offers a strong psychological anchor that discourages turnover intention in a range of organizational contexts. Copyright © 2008 John Wiley & Sons, Ltd.     

Anxiety symptom interpretation in high-anxious, defensive high-anxious, low-anxious and repressor sport performers

For the first time in a sport setting this study examined the intensity and direction of the competitive state anxiety response in collegiate athletes as a function of four different coping styles: high-anxious, defensive high-anxious, low-anxious and repressors. Specifically, the study predicted that repressors would interpret competitive state anxiety symptoms as more facilitative compared to high-anxious, defensive high-anxious, and low-anxious performers. Separate Multivariate Analyses of Variance (MANOVA) were performed on the intensity and direction subscales of the modified Competitive State Anxiety Inventory-2 (CSAI-2). A significant main effect was identified for trait worry revealing that low trait anxious athletes reported lower intensities of cognitive and somatic anxiety and higher self-confidence and interpreted these as more facilitative than high trait anxious athletes. The prediction that performers with a repressive coping style would interpret state anxiety symptoms as more facilitative than performers with non-repressive coping styles was not supported.     

Empathy as a cognitive inhibitor of interpersonal aggression

The studies presented in this paper examined empathy, especially perspective taking, as a potential inhibitor of interpersonal aggression. The theoretical rationale for these investigations derived from Zillmann's [(1988): Aggressive Behavior 14: 51–64] cognitive excitation model. Study 1 revealed that dispositional empathy correlates negatively with self-reported aggression and with conflict responses that reflect little concern for the needs of the other party. Empathy also was positively related to constructive responses to interpersonal conflict (i. e., those that do involve concern for the needs of the other party). In Study 2, perspective taking was manipulated with instructions to subjects prior to participation in a reaction-time task designed to measure aggression. When threat was relatively low, subjects who were instructed to take the perspective of the target responded less aggressively than did those who had been instructed to focus on the task. Study 3 examined the effect of dispositional perspective taking on verbal aggression. Threat was manipulated in terms of the combination of provocation and gender of the interactants. As predicted, perspective taking related to aggression inhibition under conditions of moderate threat–for males under low provocation and females under high provocation. These effects were predicted and explained in the context of the cognitive-excitation model. © 1994 Wiley-Liss, Inc.     

Predictors of aggressive behavior

A multiple factor approach was used to test additive and multiplicative models as well as to isolate a best predictive model of physical aggression. The variables of aggressive learning history, provocation, sex of target, sex of subject, sex-role orientation, and aggressive tendencies were selected. Eighty-three males and 117 females participated in the experimental session. Multiple regression analyses indicated that multiple predictor models were able to account for significantly more variance than were single predictor models; however, multiplicative models were unable to increase predictive efficacy. A model composed of sex of target, masculinity, and aggressive tendencies was established as the best predictive model for unprovoked aggression; provocation, masculinity, and aggressive tendencies made up the best predictive model of provoked aggression. © 1992 Wiley-Liss, Inc.