Social-identity functions of attraction to organizations

This article examines the self-presentation goals that underlie attraction to organizations. Expanding on Lievens and Highhouse’s (2003) instrumental vs. symbolic classification of corporate attributes, a theory of symbolic attraction is presented that posits social-identity consciousness as a moderator of the relation between symbolic inferences about organizations (e.g., this company is dynamic and innovative) and attraction to those organizations. A measure of social-identity consciousness is developed, and a series of studies confirmed two dimensions, labeled concern for social adjustment and concern for value expression. Preliminary evidence supports the validity of the measure and its role in moderating attraction to symbolic features of well-known firms.     

汉语言语产生中先行关联词的隐含数倾向对代词选择的影响

使用句子补全任务, 通过3个实验, 考察了汉语言语产生中先行关联词的隐含数倾向对代词选择的影响, 证实在汉语言语产生中也存在着数一致和数吸引现象。实验1和实验2分别考察了汉语双字动词和双字名词的隐含数倾向对代词选择的影响。实验3进一步探查了在汉语言语产生中的数吸引现象。结果发现, 在汉语言语产生中, 不仅存在着“主语-动词数一致”和“名词-代词数一致”, 还存在着对称的数吸引。研究结果部分支持了特征渗透模型和激活框架理论。     

Attitude alignment increases trust,respect, and perceived reasoning ability to produce attraction

When others disagree with us, we like them more if they shift their attitude toward ours (i.e., engage in attitude alignment), but why? This article examined the effects of partner attitude alignment on dyadic (trust, inferred attraction) and personal (respect, perceived reasoning ability) evaluations. In two experiments, participants received feedback that imagined (Experiment 1) or real (Experiment 2) partners engaged (vs. did not engage) in attitude alignment; rated partners on trust, inferred attraction, respect (Experiments 1 and 2), and perceived reasoning ability (Experiment 2); and reported attraction. Individuals were more attracted to partners who engaged in attitude alignment because they viewed them as more trustworthy and worthy of respect and as possessing greater reasoning ability. The role of inferred attraction was unclear.     

I feel you feel what I feel: Perceived perspective‐taking promotes victims' conciliatory attitudes because of inferred emotions in the offender

In the context of bullying in a nursing workplace, we test the argument that an offender's perspective‐taking promotes victim conciliation, mediated by perceived perspective‐taking, that is, the extent to which the victim perceives the offender as taking their perspective. Perceived perspective‐taking facilitates the attribution of moral emotions (remorse, etc.) to the offender, thereby promoting conciliatory victim responses. However, perceived perspective‐taking would be qualified by the extent to which the severity of consequences expressed in the offender's perspective‐taking matches or surpasses the severity for the victim. In Studies 1 and 2 (Ns = 141 and 122, respectively), victims indicated greater trust and/or forgiveness when the offender had taken the victim's perspective. This was sequentially mediated by perceived perspective‐taking and victim's inference that the offender had felt moral emotions. As predicted, in Study 2 (but not Study 1), severity of consequences qualified victims' perceived perspective‐taking. Study 3 (N = 138) examined three potential mechanisms for the moderation by severity. Victims attributed greater perspective‐taking to the offender when the consequences were less severe than voiced by the offender, suggesting victims' appreciation of the offender's generous appraisal. Attributions of perspective‐taking and of moral emotions to the offender may play an important role in reconciliation processes. Key outcome: To the extent that victims perceive the offender as taking their perspective (perceived perspective‐taking), they infer that the offender feels more moral emotions, prompting victims to be more conciliatory. Perceived perspective‐taking benefits from the offender over‐stating the consequences to the victim.     

Women's attraction to benevolent sexism: Needing relationship security predicts greater attraction to men who endorse benevolent sexism

Benevolent sexism prescribes that men should cherish and protect women in intimate relationships. Despite the romantic tone of these attitudes, prior research indicates that benevolent sexism undermines women's competence, ambition, and independence. Ambivalent sexism theory proposes that benevolent sexism is able to incur these costs because the promise of a chivalrous and protective partner offers women security in their intimate relationships. We tested this key proposition by examining whether women who intensely need relationship security—women higher in attachment anxiety—are more attracted to men who endorse benevolent sexism. Highly anxious women (N = 632) rated men described as endorsing benevolent sexism as relatively more attractive, and reported greater preferences for partners to hold benevolently sexist attitudes. These results advance understanding regarding the underlying reasons women find benevolent sexism appealing and identify who will be most vulnerable to the potential costs of benevolent sexism.     

自我表露热情与能力对人际吸引的差异化影响

研究考察了自我表露热情与能力是否对人际吸引存在不同影响。通过两个实验发现,自我表露热情对社会吸引影响更大,自我表露能力对任务吸引影响更大,但表露负面热情也会显著削弱任务吸引,且表露正面热情与能力在社会吸引上的差异在男性身上不再显著。研究表明,自我表露热情与能力对人际吸引存在不同影响,且会受到表露内容效价与表露者性别的调节。     

Adaptations to Ovulation

ABSTRACT— In socially monogamous species in which males heavily invest in offspring, there arises an inevitable genetic conflict between partners over whether investing males become biological fathers of their partners' offspring. Humans are such a species. The ovulatory-shift hypothesis proposes that changes in women's mate preferences and sexual interests across the cycle are footprints of this conflict. When fertile (mid-cycle), women find masculine bodily and behavioral features particularly sexy and report increased attraction to men other than current partners. Men are more vigilant of partners when the latter are fertile, which may reflect evolved counteradaptations. This adaptationist hypothesis has already generated several fruitful research programs, but many questions remain.     

Math-gender stereotypes and career intentions: an application of expectancy–value theory

Exposure to negative math-gender stereotypes undermines the intentions of female college students to engage in careers in the math field, yet the mechanisms by which such stereotypes relate to girls’ career intentions remain unclear. We simultaneously tested multiple mediators in a sample of 186 female students from one high school in central China. Participants completed five questionnaires that measured mathematics-related gender stereotypes, competence beliefs, task value, sexual attraction beliefs and career intentions. The path analysis results indicated that math-gender stereotypes were negatively related to adolescent girls’ career intentions in math fields through negative relationships with students’ mathematics-related competence beliefs, task value and sexual attraction beliefs. These results are discussed in terms of their implications for theory and educational practice.     

Relationship Trajectories: A Meta-Theoretical Framework and Theoretical Applications

This article introduces a metatheoretical framework—the Relationship Trajectories Framework—that conceptualizes how human mating relationships develop across their complete time span, from the moment two people meet until the relationship ends. The framework depicts relationships as arc-shaped evaluative trajectories that vary on five dimensions: shape (which includes ascent, peak, and descent), fluctuation, threshold, composition, and density. The framework can depict single trajectories in isolation or two partners’ trajectories with respect to each other (dyadic trajectories). Two theoretical models demonstrate the generative power of the framework—the relationship coordination and strategic timing (ReCAST) model and the sociosexuality trajectory model—both of which integrate close relationships and evolutionary psychological perspectives on mating. Finally, additional examples illustrate how the framework can generate new research questions about core relationships topics.     

Organizational factors related to attracting job seekers higher in hardiness

Building an organization of workers who thrive in demanding environments begins with recruitment of workers with personality traits predictive of resilience. We integrate fit theories to determine how job advertisement information may attract job seekers higher in psychological hardiness (sense of control, feelings of commitment to many things in life, perceptions of challenge). Across two studies, we manipulated hypothetical job advertisements that were presented to current workers seeking new employment. Job seekers higher in hardiness were more attracted to working with hardy coworkers, less attracted to coping resources, and more attracted to high emotional labor demands compared to job seekers lower in hardiness. A discussion for how organizations may craft job advertisement content to improve their recruitment efforts is provided.