Neural and behavioral correlates of emotion recognition in children and adults.

Event-related potentials (ERPs), accuracy scores, and reaction times were used to examine the recognition of emotional expressions. Adults and 7-year-old children saw upright and inverted chromatic slides of the facial expressions of happiness, fear, surprise, and anger, and were asked to press a button for either "happy" or "angry" faces. A positive-going waveform (P300) was apparent at parietal scalp (Pz) and at left and right temporal scalp. Although the behavioral data were similar for both children and adults (e.g., both had more difficulty recognizing angry expressions than happy ones, and angry expressions were more difficult to recognize upside-down than were happy faces), the ERPs indicated that children responded differently than adults did to happy and angry expressions. Adults showed greater P300 amplitude to happy faces, while children showed greater P300 amplitude to angry faces. In addition, for adults, but not children, there were greater P300 amplitude responses at right vs. left temporal scalp.     

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions1

This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex-role stereotyping of interviewers, on hiring decisions. Fifty-six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex-role stereotypes of interviewers did not influence their perceptions of these candidates. Sex-role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex-role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex-role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions.