GENDER-RELATED PERSONALITY ATTRIBUTES AND REACTION TO SUCCESS/FAILURE: AN EXAMINATION OF MEDIATING VARIABLES

The effects of success and failure on task performance, and attributions about performance, were compared for high and low instrumental college women. For the high instrumental group, success facilitated task performance, whereas failure, had no debilitating effect; for the low instrumental group, success had no effect on subsequent performance, whereas failure interfered with it. High instrumental women attributed their success primarily, to internal factors and their failures to external factors (the "egotistical" attribution profile) whereas low instrumental women revealed the opposite profile. The gender-appropriateness of the task had little effect on performance or attribution. Four potential mediators of these differences were investigated: self-esteem, perceived ability, expectancy of success, and attainment value. High-instrumental women's higher perceived ability and performance expectations accounted for their superior task performance, but none of the four mediators accounted for the relationship of instrumentality to attributions.     

Children report suggested events even when interviewed in a non-suggestive manner: what are its implications for credibility assessment?

An important question in the legal context is how suggested statements about fictitious events develop over a course of various interviews. Sixty-seven first-graders were interviewed four times about one real and one fictitious event, applying various suggestive techniques. A fifth, non-suggestive, interview was conducted by blind experts. Over the course of the interviews there was a considerable increase in assents to the fictitious events. Moreover, few significant differences in criteria-based content analysis-criteria were revealed between true and fictitious statements in the fifth interview. Accordingly, experts had difficulties in discriminating between true and suggested accounts. Furthermore, several children were convinced of the truth of their reports, even after having been partially debriefed in a sixth interview. Implications for statement validity assessment are discussed. Copyright © 2004 John Wiley & Sons, Ltd.