Manifest values of eminent psychologists: A content analysis of their obituaries

Obituaries published in theAmerican Psychologist (from January 1979 to December 1990,N=161) were content analyzed to create a modal demographic profile of the deceased and a ranking of the most frequently occurring value themes. Virtually all of the eminent psychologists were highly productive academicians and researchers. Typically, they were also actively involved in other professional arenas (e.g., administration, service). The majority were male (87%), white (99%), and born in the United States (86%). Ninety-seven percent had obtained Ph.D.’s, most frequently from Columbia University (16%), Harvard (11%), and Chicago (6%). Median age at death was 76. The most frequently occurring value themes written about the deceased were that they were independent-minded (67%), a good friend (61%), hard-working (53%), a good teacher/mentor (51%), and a beloved family member (35%). The implications of these data are discussed.     

Book reviews

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Coping In the Corporation: Sex Role Constraints

In this paper, the predictive power of status-based and socialization-based explanations of the differential rewards accruing to men and women in the corporate world are compared. Ninety-five experienced managers were asked to evaluate persuasive dialogues between two individuals in a corporate setting. Sex of the actor, sex of the other, and the influence technique used by the actor all affected the personality traits attributed to the influential actor. Our respondents perceived influential males as significantly more powerful, higher in corporate position, and warmer than identically described females. Implications of these and other findings for both male and female managers are discussed.     

Gender and family/career conflict: Reactions of bosses

How do managers attribute the cause for a late and inaccurate proposal by a junior manager and how do they (the manager-respondents) think they would handle the problem? Previous research indicates that the attribution of cause for the poor performance is crucial to determining the response. However, gender may affect the attribution of cause, the interpretation of the circumstances, and the response chosen. In the present study, we assess the usefulness of an attribution model of leader behavior. We vary both the circumstances surrounding the poor performance and the gender of the putative junior manager. We are particularly concerned with the causal interpretation of conflicts between family and career responsibilities. We assess the effect of gender and situation on the attributional ratings given by experienced managers. We also investigate the effect of gender of the fictive junior manager and the structure of the causal interpretation of the respondents' choice of remedial action, on their estimates of the junior managers' job effectiveness, future success, and relationships with others in the organization.     

The propensity to recall another's completed and uncompleted tasks as a consequence of varying social relationships

Two laboratory experiments are reported. Each investigates the bias that social relationships exert on a subject's propensity to recall another's completed and uncompleted tasks. Using closed circuit television, subjects in both experiments observed a bogus other working on a set of puzzles. The person working completed only one-half of the puzzles. In three of the six experimental conditions in both experiments, subjects believed that the remaining puzzles could be completed at a later time. In the first experiment, a subject's relationship to the other was determined by cooperative, competitive, or individualistic economic incentives. In the second, the relationship was determined simply by their similarity or dissimilarity on a bogus personality test. Utilizing a combination of Lewinian assumptions and contemporary theory about memory, we hypothesized that the opportunity to resume work would result in an increased propensity to recall uncompleted tasks in the competitive (or dissimilar) conditions and a decreased propensity to do so in the cooperative (or similar) conditions. Results confirmed this hypothesis. Additional data in both experiments suggest that subjects' relationships with the bogus other altered the accessibility of this information. Theoretical implications of these findings and their relationship to research on prosocial behavior are discussed.     

Changing perspectives on the benefits of newborn screening

The likelihood of benefit is fundamental to decision making about newborn screening. But benefit is construed in different ways by different stakeholders. This article begins with a review of benefit as considered historically by various expert panels and organizations. We then show how 78 conditions fared when experts recently rated them on benefit using a scoring system recommended by a task force of the American College of Medical Genetics. Finally, we analyze how benefit is reflected in the public comments submitted in response to the ACMG report. Results show that benefit has been and remains a core consideration for screening decisions. Historically the focus has been on improved physical health as a result of medical treatment; however, in only 4 of the 78 conditions rated does newborn screening prevent all negative consequences. In fact the majority of both core conditions (51.7%) and secondary targets (87.5%) recommended in the ACMG report were rated as having treatments that prevented only some negative consequences. All conditions rated had perceived benefits for family and society, but currently no conditions are screened on the basis of family or societal benefits alone. No agreed-upon threshold exists for what would be considered meaningful benefit, and stakeholder groups differ in their perceptions of benefit. We conclude by suggesting several key research studies needed to further inform public policy.     

Stress versus discrete negative emotions in the prediction of physical complaints: does predictive utility vary across ethnic groups?

Reports of stress and negative emotion are important predictors of health. However, whether discrete emotions or stress measures are more useful, whether they contribute independently to outcome, and whether they relate to health equally across ethnic groups remain unclear. In the current study, 207 US-born European American, US-born African American, Black English-speaking Caribbean, and Dominican men aged 40 years and older completed measures of somatic symptoms, trait emotions, and stress. Sadness and stress independently predicted symptom reports, even when examined concurrently, and with demographics controlled; trait anger did not predict symptoms. Moreover, the relations between trait emotions and symptoms varied across groups. Levels of sadness were associated with greater symptoms among US-born European American and Dominican men, but negatively associated among Black English-speaking Caribbean men, and the relations for anger also differed marginally across groups. The results underscore the importance of differentiating among discrete emotions and stress and considering ethnic interactions when examining reports of somatic symptomology. We suggest that the impact of psychological characteristics on health must be considered within cultural and ethnic contexts to be fully understood.     

The Boa constrictor or the hat: a dilemma for child therapists

The child therapist must satisfy two prerequisites for successful treatment. These conditions are: 1) a positive alliance with the parents; 2) an understanding of the child's world. At times, the demands imposed on the therapist via these conditions conflict. Empathy, for either child or parent, may become blocked. This paper will explore the vicissitudes of conflicting identifications within the child therapist. Possible resolution of this conflict via simultaneous empathy will be discussed.     

Speech style,gender stereotypes,and corporate success: What if women talk more like men?

This study tests competing socialization- and identity-based hypotheses concerning the impact of variations in speech style (powerful/powerless) on perceptions of male and female managerial job applicants. In addition, we investigate the effect of the gender of the observer on sensitivity to variation in speech style. Supportive of the socialization hypothesis, speech style has a significant effect on expectations of “success” and “acceptance” in a managerial position, as well as on attributions of situationally relevant traits regardless of the gender of the applicant. However, the identity perspective is supported by the finding that gender of the applicant affects perceptions of “liking” and attributions of gender-linked traits. We argue that the relevance of evaluative dimensions and traits for a particular context affects the impact of gender on the interpretation of actions. As predicted, female observers were more sensitive to variations in speech style. In fact, the effects of speech style on evaluations of applicants disappeared when only male responses were considered. The implications of these findings for equal opportunity in hiring and promotion are discussed.