Parent–offspring conflict over mate choice: An experimental study in China

Both parents and offspring have evolved mating preferences that enable them to select mates and children-in-law to maximize their inclusive fitness. The theory of parent–offspring conflict predicts that preferences for potential mates may differ between parents and offspring: individuals are expected to value biological quality more in their own mates than in their offspring's mates and to value investment potential more in their offspring's mates than in their own mates. We tested this hypothesis in China using a naturalistic ‘marriage market’ where parents actively search for marital partners for their offspring. Parents gather at a public park to advertise the characteristics of their adult children, looking for a potential son or daughter-in-law. We presented 589 parents and young adults from the city of Kunming (Yunnan, China) with hypothetical mating candidates varying in their levels of income (proxy for investment potential) and physical attractiveness (proxy for biological quality). We found some evidence of a parent–offspring conflict over mate choice, but only in the case of daughters, who evaluated physical attractiveness as more important than parents. We also found an effect of the mating candidate's sex, as physical attractiveness was deemed more valuable in a female potential mate by parents and offspring alike.     

Why More Intelligent Individuals Like Classical Music

The origin of values and preferences is an unresolved theoretical problem in social and behavioral sciences. The Savanna‐IQ Interaction Hypothesis, derived from the Savanna Principle and a theory of the evolution of general intelligence, suggests that more intelligent individuals are more likely to acquire and espouse evolutionarily novel values and preferences than less intelligent individuals but that general intelligence has no effect on the acquisition and espousal of evolutionarily familiar values and preferences. Recent work on the evolution of music suggests that music in its evolutionary origin was always vocal and that purely instrumental music is evolutionarily novel. The Savanna‐IQ Interaction Hypothesis would then imply that more intelligent individuals are more likely to prefer purely instrumental music than less intelligent individuals, but general intelligence has no effect on the preference for vocal music. The analyses of American (General Social Surveys) and British (British Cohort Study) data are consistent with this hypothesis. Additional analyses suggest that the effect of intelligence on musical preference is not a function of the cognitive complexity of music. Copyright © 2011 John Wiley & Sons, Ltd.     

Group Decision Makers' Preferences Modelling within the Goal Programming Model: An Overview and a Typology

The Goal Programming (GP) model is one of the first models that have been developed to deal with managerial decision‐making problems where several incommensurable and conflicting objectives are involved. The GP variants integrate the decision maker's preferences differently. This model has also been applied to group decision‐making situations. The aim of this paper is to propose a new typology based on preferences articulation of decision makers through the GP model. This typology is based on the articulation and the elucidation process of the group decision makers' preferences. Copyright © 2012 John Wiley & Sons, Ltd.     

金钱竞拍任务上的风险偏好:自尊水平和性别的作用

基于金钱-自尊交换理论,针对以往研究遗留的问题,本研究采用改编自著名的1美元竞拍游戏的实验任务,通过两个实验探索了自尊水平、竞拍者性别和竞拍对手性别对金钱竞拍中风险偏好的影响。结果表明:(1)自尊水平对金钱竞拍中的风险偏好有显著影响,中等水平自尊者表现出较高的风险偏好;(2)竞拍者性别的主效应及其与自尊水平的交互作用均不显著;(3)竞拍对手性别的主效应不显著,而与自尊水平及竞拍者性别之间的交互作用显著。依据相关的文献对上述发现进行了分析和讨论。     

A sociocultural framework for understanding partner preferences of women and men: Integration of concepts and evidence

In the current sociocultural framework for understanding mating preferences, we propose that gender roles affect sex differences and similarities in mate preferences. Gender roles, in turn, are shaped by the unequal division of labour between women and men. As a consequence, mating preferences and choices should converge across the sexes as the weakening of this division puts the sexes in more similar social roles in their societies. To evaluate these assumptions, we review relevant findings from three domains that show variability in gender roles: (a) cross-cultural variability related to differences in societies’ division of labour, (b) historical variability related to temporal changes in the division of labour, and (c) individual variability in gender attitudes that reflects the gradual and uneven spread of shifts toward gender equality throughout each society. The bringing together of multiple lines of evidence puts the sociocultural framework on a new and more secure foundation.     

Exploring personality preferences in relation to psychological career resources among managerial staff in the Western Cape fast food industry

The study explored the relationship between individuals' personality preferences (as measured by the Myers-Briggs Type Indicator, Form M) and their psychological career resources (as measured by the Psychological Career Resources Inventory) and whether the personality types differed significantly in terms of their psychological career resources. The participants were a non-probability sample (N?=?81; females?=?74%, blacks?=?78%) of managerial-level staff from five fast food franchise restaurants in the Western Cape, South Africa. Quantitative statistical procedures were used to explore the association between the participants' personality preferences and psychological career resources. Findings suggest introverted and extraverted personality type preferences to be significantly associated with the participants' psychological career resources. Major differences were observed for the introverted sensing feeling perceiving (ISFP), extraverted sensing feeling judging (ESFJ), introverted sensing feeling judging (ISFJ), extraverted sensing thinking judging (ESTJ) and introverted sensing thinking judging (ISTJ) personality types in their relationship to the career preference of variety/creativity, need for career growth/development, their self/other skills and social connectivity.     

Parent‐offspring conflict in Japan and parental influence across six cultures

Previous research has demonstrated that parents and children often have conflicting mate preferences. The present research was conducted among 443 Japanese university students. Using an existing scale designed to uncover parent‐offspring conflict over mate choice, the results revealed that children perceived having a potential partner with traits connoting poor genetic quality as being more unacceptable to themselves, and having a potential partner with traits connoting low parental investment and cooperation with the ingroup as being more unacceptable to their parent. A number of sex differences emerged. The highest potential for parent‐offspring conflict existed between female offspring and their father, and female offspring also rated traits connoting low social status as being more unacceptable to their parents, particularly to the father.     

Selecting for extroversion but rewarding for conscientiousness

The causal effects of extroversion and conscientiousness, two Big Five personality dimensions, were assessed on both selection and work success in a naturally occurring field study. College students (N = 96) completed Neuroticism-Extroversion Openness Five-Factor Inventory personality scales during their freshman year and subsequently provided starting salary and salary growth measures after graduating and joining the labour market. The results revealed that extroversion and conscientiousness had opposite effects: Extroversion was related to starting salary but not salary growth whereas conscientiousness was unrelated to starting salary growth but significantly so to salary growth. An explanation is that extroversion is easily observed during selection because it indicates warmth and high energy whereas it is less helpful on the job because social vitality does not affect work goals and dominance is counterproductive, especially in nonmanagerial, entry-level jobs. Conversely, conscientiousness is difficult to observe during selection, and grade point average (an excellent proxy for conscientiousness) is not requested. However, conscientious employees grow their salaries quicker because they are intrinsically motivated and well organized.     

Should Versus Want: On the Relative Contribution of Injunctive Norms and Preferences on Trust Decisions

Despite much research on the determinants of trust among strangers, its mechanisms are understood only rudimentarily. Recently, it has been proposed that people trust strangers because they believe they should, thus complying with an injunctive norm even if it conflicts with their preferences. However, given the boldness of this claim and in light of independent arguments and earlier findings that suggest otherwise, the hypothesis requires critical scrutiny. Thus, we tested whether the decision to trust (in the trust game) is indeed more strongly driven by what people think they should entrust rather than what they want to entrust in two studies. We consistently found a stronger influence of “want” than of “should” on trust decisions even when controlling for the fairness aspect inherent in the trust game. Thus, our findings speak against a predominant role of injunctive norms for trust behavior and confirm that the latter is mostly driven by preferences. Copyright © 2016 John Wiley & Sons, Ltd.     

Interpersonal trust and market value moderates the bias in women’s preferences away from attractive high-status men

Women appear to exhibit a subtle reluctance to engage in long-term relationships with physically attractive, high-status men. We propose that this bias away from men of very high market value is based on fear that these males may desert a relationship and also on the comparative self-perceived market value of the women. Therefore, interpersonal trust and perceived market value should moderate the extent of this counterintuitive bias. To test this proposal, we asked women with varying levels of interpersonal trust and self-perceived desirability to consider physically-attractive and physically-average men of high, medium and low socioeconomic status and rate each in terms of attractiveness as a long-term partner. Results showed that women’s perceptions of their own desirability and their level of trust predicted their ratings of men with high-value in the mating market, and that women with high levels of both desirability and trust were less likely to show a bias away from high-value men. Interpersonal trust and desirability moderate the degree to which women find physically attractive men attractive as potential partners.