Misperception of sexual and romantic interests in opposite‐sex friendships: Four hypotheses

Two online studies evaluated the misperception of sexual and romantic interests in established relationships and tested four hypotheses: a simple sex‐difference hypothesis, a projection hypothesis, a mate value hypothesis, and a mediation hypothesis. Two hundred thirty‐eight (Study 1) and 198 (Study 2) members of young adult opposite‐sex friendship dyads indicated their sexual and romantic interests in their friend and their perceptions of their friend’s sexual and romantic interests in them. Participants projected their own levels of sexual and romantic interests onto their opposite‐sex friend, mediating the following effects: males overperceived and females underperceived their friends’ sexual (but not romantic) interest, and participants of both sexes misperceived the sexual (but not romantic) interest of friends depending on the friends’ mate value.     

IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS? A MULTILEVEL,EXPERIENCE‐SAMPLING STUDY

In response to 2 areas for development in the emotional labor literature—(a) the contemporaneous associations between emotional labor and affective reactions, and (b) whether emotional labor might be more personally costly for some employees than others—this study tested a conceptual model explaining the differential effects of deep and surface acting on job satisfaction and emotional exhaustion via their asymmetrical influences on mood, and whether extraverts fare better when engaging in emotional labor. As expected, surface acting was positively associated with negative mood, and this explained some of the association of surface acting with increased emotional exhaustion and decreased job satisfaction. Contrary to hypotheses, deep acting was unrelated to job satisfaction and was associated with lower positive affect. Extraversion moderated several emotional labor relationships such that, in general, surface and deep acting had more positive (or less negative) effects for extraverts (compared to introverts). Overall, the results support the importance of considering the roles of mood and disposition in the impact of emotional labor.     

Transition novelty moderates daters' cortisol responses when talking about marriage

Nonmarital couples' salivary cortisol responses during a likelihood of marriage discussion were assessed. Sixty‐eight couple members (34 couples) in the United States independently indicated the extent to which they had experience thinking about and talking about marriage to their current partners (i.e., marriage novelty). Couples subsequently jointly graphed their chance of marriage to each other over the course of their relationship histories. Increased levels of marriage novelty predicted heightened cortisol reactivity to the joint discussion relative to cortisol responses of couple members for whom the idea of marriage was less novel. These results highlight the impact simply discussing transitions can have on individuals' physiological responses, and add to the expanding literature concerning the link between nonmarital romances and biological outcomes.     

Employment of Recent University Business Graduates: Do Age,Gender, and Minority Status Make a Difference?

This study examined differences in the process of job search based on age, gender, and minority status. A sample of 398 recent business graduates of a southern university completed a survey on their current status and job search process, which was matched to their academic record. Results showed that women had higher GPAs than did men, but fewer women went on to graduate school immediately after graduation. African Americans had lower GPAs at graduation, were more likely to have used the university placement center, and were less likely to have had internships than Whites. These results are discussed in terms of providing better preemployment opportunities for women and African Americans and in terms of a realistic employment preview mechanism for all students.     

Facilitative Style,Individual Innovation,and Emergent Leadership in Problem Solving Groups

ABSTRACT This study responded to an issue raised in a recent review of leadership research regarding the lack of available data concerning leader characteristics and management of creative work groups. Specifically, the effects of facilitative leadership style and individual creative contributions on emergent leadership were assessed in an initially leaderless creative problem solving situation. Participants were 34 university security officers who were divided into four groups to play Island Commission. At the end of the session, participants rated each other on facilitative style, innovative contribution, and leadership behavior. Both independent variables made a significant contribution to perceptions of leadership (R = .82, p < .0001). Results are discussed in terms of leadership theory, and implications for personnel selection, training, and development of creative problem solving teams.