Unrequited love: The role of prior commitment,motivation to remain friends,and friendship maintenance

ABSTRACT

This study tested a moderated mediation model that commitment prior to an unrequited love episode will be related to higher levels of friendship maintenance behaviors after the episode and that this relationship will be mediated by the individual’s motivations to remain friends with the rejecter. We predicted that rejection distress would weaken the mediational model among those reporting high distress. Participants wrote about an unrequited love experience as a pursuer and completed measures of pre-unrequited love commitment, rejection distress, motivations to remain friends, and friendship maintenance behaviors. Our results confirmed the moderated mediation model when the motivations to remain friends measure overall score, the interpersonal connection motivation, or the social connections motivation was the mediator. When covariates were added, only the model with the overall motivations score as mediator was supported. These data can help laypersons and mental health professionals understand and potentially repair friendships following an unrequited love episode.     

WOMEN GROWING STRONGER WITH AGE The Effect of Status in the United States and Kenya

Previous research suggests that there is a shift in the perceived balance of interpersonal power in the second half of life in favor of older women, towards equality between men and women. To see if this age shift in power is universal, a study of women in two cultures, the United States and Kenya, examined the effect of status on the shift. As an indirect measure of interpersonal power, Thematic Apperception Test (TAT) stories were collected from 60 U.S. and 60 Kenyan women and rated by trained judges for aspects of the interpersonal power of the characters in the stories. In each country there were two groups of 15 women under age 36 and 15 women over age 44, one of higher and one of lower status. In both countries, only the higher status women showed the shift in power with age. That status modulated the shift in power with age in two different cultures is discussed in terms of the necessity for a resource base for power.     

Transfer and Counterconditioning of Conditional Control in the Rabbit Nictitating Membrane Response

Two experiments using the rabbit nictitating membrane response investigated whether training in one conditional discrimination (A X+, B X-), enabled the feature cues (A and B) to modulate responding to another CS (Y) trained as a target stimulus in a second conditional discrimination (C Y+, D Y-). There was near-complete transfer of the feature cue's conditional control, indicating that the feature cue's ability to modulate responding is not based on an association specific to the training target. Experiment 2 also revealed that the role of a stimulus to act as a conditional cue is affected by its ability to act as a simple conditioned excitor or inhibitor. Following initial acquisition of two conditional discriminations, two feature cues were reinforced in a pattern consistent with the initial conditional discrimination (A +, B-), whereas the other two feature cues were reinforced in the reverse pattern to that of the original conditional discrimination (C-, D +). Subsequent tests revealed that the reversed training of the feature cues interfered with the original conditional discriminations. The results are consistent with theories that the feature cue gains an association with a representation of the emotional attributes of the US, which acts to modulate responding to the target stimulus through a diffuse change in motivational level. However, hierarchical theories of conditional discriminations that assume a lack of CS-specificity may also be able to explain the findings.     

Payoffs for layoffs? An examination of CEO relative pay and firm performance surrounding layoff announcements

In this study, we theorize that chief executive officers’ (CEOs’) peer pay comparisons influence their decisions to engage in layoffs, and we consider the conditions under which layoffs deliver “payoffs” in the form of increases in subsequent CEO relative pay. Our results indicate that CEOs receiving compensation below their peers are significantly more likely to announce layoffs in the subsequent year, relative to those receiving compensation above their peers. Further, we find that the relationship between layoffs and subsequent changes in CEO relative pay depends on postlayoff changes in firm performance, with CEOs in firms with the largest performance gains receiving the largest increases in relative pay. We also show that our results are robust to an alternative operationalization of CEO relative pay. We provide evidence that external social comparisons may have predictable consequences for both CEOs’ propensities to engage in particular strategic actions and future changes in CEOs’ relative pay.