The effect of suspense and its resolution on the appreciation of dramatic presentations

In a factorial design, degree of suspense (low, intermediate, high) of an adventure presented audiovisually was varied with resolution of the suspense (resolved, lingering). The variations were accomplished by producing different versions of the same program. Appreciation of the presentation was measured in the viewers' facial displays, in structured interviews, and in ratings. Consistently across measures, it was found that under conditions of resolved suspense, appreciation substantially increased with degree of suspense. Under conditions of lingering suspense, appreciation also increased with degree of suspense but to a significantly smaller extent. Excitatory responses were measured in skin temperature and heart rate. A significant differentiation of heart rate as a function of degree of suspense was observed. In addition, both skin temperature and heart rate disclosed sudden declines in excitation with the effective resolution of suspense.     

The effects of verbal and behavioral noncompliance on third party instigation of aggression

Females, assigned to one of four conditions defined in terms of a confederate's behavior, suggested which shock intensity the confederate ought to set for an opponent during a reaction time competition, should the opponent lose the trial (had slower reaction time). Confederates either verbally complied or disagreed with suggestions to set high shock, while either actually setting the intensity suggested or setting a lower intensity. Over trials, the opponent became increasingly provocative. Results revealed the main effects and interaction of confederate's verbal and actual behaviors, as well as provocativeness of the opponent, significantly influenced the level of shock subjects suggested. Subjects with verbally and behaviorally compliant confederates suggested more intense shock than subjects who encountered any noncompliance.     

Imagery,concreteness, age-of-acquisition,familiarity, and meaningfulness values for 205 five-letter words having single-solution anagrams

Solution-word imagery appears to affect difficulty of anagram solving. To assist research in this area, we present imagery, concreteness, age-of-acquisition, familiarity, and meaningfulness values for 205 five-letter words known to form single-solution anagrams. None of the words have repeated letters. Intergroup reliabilities were satisfactory on all attributes. Significant correlations were found with previous word lists and the intercorrelations between dimensions matched previous findings.     

Third party instigation of aggression as a function of attack and vulnerability

Subjects serving as advisors instructed a confederate which shock intensity to deliver to an opponent in a reaction-time competition; subjects could also directly aggress by setting shock for the opponent's partner. Vulnerable subjects (shock electrode on) both instigated less aggression, i.e., suggested that less intense shocks be set, and directly aggressed less frequently than nonvulnerable subjects (no shock electrode). Attacked subjects, those for whom the opponents set shock, both instigated more aggression and more frequently set shock than did nonattacked subjects. The relationship between vulnerability and attack was additive for instigative aggression and multiplicative for direct aggression. Both modes of aggression were significantly influenced by the intensity of provocation from the opponents.     

Self-Ideal Congruence Among Engineering Managers

62 engineering managers described their actual and ideal job selves using Q sorts. Self-ideal congruence scores (Z scores) from the Q sorts were correlated with personality test scores, measures of job performance, and other variables. A significant positive relationship was found between self-ideal congruence and management effectiveness. The concept of self-ideal congruence, utilized by client-centered counselors to measure progress of counseling, also has meaning in an industrial context with “normal” persons. Since managers with high self-ideal congruence received higher job performance ratings, the self-ideal congruence score can possibly be considered as an index of job adjustment or measure of self-in-job actualization.