Maternal self‐perceptions and reactions to infant crying among intrusive and withdrawn depressed mothers

This study compared intrusive (N =15) and withdrawn (N = 10) mothers' ratings of their own interaction styles with their infants and the behaviors of videotaped models of intrusive and withdrawn mothers. Withdrawn mothers rated themselves as less withdrawn than the model withdrawn mother. Intrusive mothers viewed themselves as more intrusive than the model intrusive mother. Both groups viewed their own infants as more outgoing than the infants of the model intrusive and withdrawn mothers. The withdrawn mothers reported feeling more distressed when they observed an infant (of an intrusive or withdrawn mother) crying, suggesting that they feel more empathy than the intrusive mothers. © 2001 Michigan Association for Infant Mental Health.     

Re-introduction to cross-cultural studies of the EPQ

Cross-cultural projects were undertaken, over some 25 years, to standardise the EPQ (both Adult and Junior forms) for many countries (See Appendix B for a list).     

Olfactory Comfort and Attachment Within Relationships

We replicated a previous study that found that men and women often smell their sexual partners' clothing when they are apart ( McBurney, Shoup, & Streeter, 2006 ). We found that women tend to perform this behavior across a broader range of relationships than do men. We asked 128 participants if they had ever intentionally smelled another person's clothing, slept with another person's clothing because of its smell, or given another person an article of their own clothing. The most common response was a romantic partner's clothing. However, women more often than men reported smelling the clothing of family members.     

The Pursuit of Status in Social Groups

ABSTRACT— Status differences are ubiquitous and highly consequential. Yet with regard to human social groups, basic questions persist about how status differences develop. In particular, little is known about the processes by which individuals pursue status in social groups. That is, how do individuals compete and jockey for status with their peers? The current paper reviews recent research that helps fill this gap in our knowledge. Specifically, studies of a variety of face-to-face groups show that individuals pursue status by enhancing the apparent value they provide to their group. Individuals compete for status not by bullying and intimidating others, as some theorists have proposed, but by behaving in ways that suggest high levels of competence, generosity, and commitment to the group.     

Age norms for impulsiveness,venturesomeness and empathy in adults

A total of 1320 Ss (559 males and 761 females) completed the I₆ Impulsiveness Questionnaire. Reliabilities, scale intercorrelations, means and standard deviations as well as age means are given after some item changes from the original I₅ Questionnaire. The resulting I₇ Impulsiveness Questionnaire is reproduced in the Appendix, together with the scoring key. A further 589 Ss (383 males and 206 females) completed the new I₇, together with the EPQ and intercorrelations of the seven factors obtained are given (i.e. Psychoticism, Extraversion, Neuroticism, Lie score, impulsiveness Venturesomeness and Empathy). A table of means and standard deviations for this second sample of Ss is also given for the sake of completeness.     

The origins of deference: when do people prefer lower status?

Although the desire for high status is considered universal, prior research suggests individuals often opt for lower status positions. Why would anyone favor a position of apparent disadvantage? In 5 studies, we found that the broad construct of status striving can be broken up into two conceptions: one based on rank, the other on respect. While individuals might universally desire high levels of respect, we find that they vary widely in the extent to which they strive for high-status rank, with many individuals opting for middle- or low-status rank. The status rank that individuals preferred depended on their self-perceived value to the group: when they believed they provided less value, they preferred lower status rank. Mediation and moderation analyses suggest that beliefs about others' expectations were the primary driver of these effects. Individuals who believed they provided little value to their group inferred that others expected them to occupy a lower status position. Individuals in turn conformed to these perceived expectations, accepting lower status rank in such settings.