Interviewer evaluations of interviewee nonverbal behavior

Personnel representatives (N = 52) were shown one of four videotaped job interviews in which the verbal content of the 16-min interview was identical, but the interviewee's nonverbal behavior was manipulated. A “low nonverbal” interviewee was defined by minimal eye contact, low energy level, lack of affect and voice modulation, and a lack of speech fluency. The “high nonverbal” interviewee demonstrated the opposite behavior on each of these components. The subjects were asked to rate the videotaped candidates on dimensions previously identified as critical in influencing a job interviewer's decisions. Nonverbal behavior was found to have a significant effect on almost every rating made by subjects in this study. After reviewing the entire 16-min interview, 23 of the 26 subjects who saw the “high nonverbal” candidate would have invited him/her for a second interview. All 26 of the subjects who saw the “low nonverbal” candidate would not have recommended a second interview.     

Applying the interpersonal circumplex to children's behavior: parent-child interactions and risk behaviors

This article examined the applicability of the interpersonal circumplex (IC) to the observable social behaviors of children during parent-child interactions. In Study 1, the observational ratings of behaviors of 117 children (mean age = 9.88 years) were examined. Randomization tests of hypothesized order relations found that these behaviors tended to occur in the circular pattern predicted by the IC. To illustrate the applicability of the IC to children's behavior, Study 2 (n = 94) used the circular structure of children's behavior to longitudinally examine children's participation in two risk behaviors, smoking cigarettes and consuming alcohol. Results indicated that children who behaved in an arrogant-calculating manner were at risk for smoking cigarettes and children who behaved in an assured-dominate manner were at risk for drinking alcohol 1 year later. Implications of these results are discussed in terms of their relevance for helping researchers better understand and categorize children's interpersonal behaviors.     

Incentive downshifts evoke search repertoires in rats.

Negative incentive contrast effects (NCEs) have typically been attributed to frustration or the decremental generalization of learned associations. The purpose of these experiments was to clarify the relation of NCEs to the repertoires of functional search behaviors evoked by incentive downshifts. Rats shifted from 32% to 4% sucrose-solution decreased consummatory responses but increased nose-down locomotion, orientation, location entries, and sampling of alternatives relative to unshifted controls. These changes in behavior were terminated or failed to occur under incentive upshifts. Furthermore, reward downshifts did not produce avoidance of the location of the shifted incentive. Increased search occurred whether or not alternative reward locations were available. Together the evidence suggests that NCEs are related to evoked search modes supporting a repertoire of functional behaviors related to finding food.     

Is it sometimes better to receive than to give? Preferences for receiver roles over proposer roles in consumer behavior ultimatums

In the context of purchasing ultimatums, consumers may dislike the freedom of choice that comes with proposing offers due to their awareness that the other party may have better information than they do and the fact that the attractiveness of outside alternatives is uncertain. Indeed, across three studies, we find that people prefer to receive rather than propose offers. In Study 1, proposers reached fewer agreements and experienced less favorable attitudes (e.g., satisfaction, fairness, recommendation intentions), particularly when their offers were rejected. In Study 2, proposers experienced more uncertainty and cognitive depletion as compared to receivers, again particularly if the proposed offer was rejected. In Study 3, role preferences were explained by the existence of higher regret in the proposer role, particularly if the proposed offer was rejected. We conclude with a consideration of the theoretical and practical implications of our research for scholars, customers, and service providers.     

Making Sense in and of the Asexual Community: Navigating Relationships and Identities in a Context of Resistance

Despite some increased visibility in recent years, the asexual community and asexuality generally remain largely unknown. Aiming to demystify asexuality, this paper discusses the context of anti‐asexual animosity in which the (largely American) asexual community is situated. Specifically, the asexual community constructed itself in response to hostility, including explicit anti‐asexual discrimination, homophobia against asexual people perceived to be lesbian or gay, and the negative impact of (implicit) pathologising low sexual desire. This theoretical paper outlines some of the unique challenges asexual people face negotiating identities and relationships; the collective sense‐making strategies they use (generating language and discourse) to do so; and why these things are central to understanding asexual people's experiences. This is accomplished through a purposeful review of literature and a case study of the Asexual Visibility and Education Network as an asexual community space. Understanding the challenges asexual people face and the resources they invoke to overcome them helps applied psychologists develop the cultural competence they need to work effectively with the asexual people they will encounter. Copyright © 2014 John Wiley & Sons, Ltd.     

A multivariate investigation of the reinforcer structure of occupations

Earlier research based on 81 Occupational Reinforcer Patterns (ORPs) suggested a nine-category classification of occupations. The present research, based on 148 ORPs, investigated the ability of that classificatory system to assimilate new information. Cluster analysis of the 148 ORPs yielded an eight-category classification of occupations in which five of the original occupational clusters appeared virtually unchanged; the other four original clusters were combined into two occupational clusters. One new cluster was identified. Principal factors analysis was employed to study the factor structure of the occupational reinforcers and to highlight the essential nature of the classificatory system. Five reinforcer factors were identified.     

Parental socialization of child and adolescent physical activity: a meta-analysis.

Meta-analysis was used to integrate research on the relations between parental socialization behavior and child and adolescent physical activity (PA) levels. Four major databases were examined: PubMED, ERIC, Web of Science, and PsychLit (1960 -2005). Thirty studies met the following inclusion criteria: (a) child age (2-18 years) and (b) statistical information permitting calculation of an effect size between parent socialization behavior and child PA. Mean age of participants across studies ranged from 2.54 to 15.5 years. The unweighted mean and median effect sizes (as indexed by r) were .17 and .13, respectively, indicating that a moderate positive relation exists between parental support and modeling behavior and child and adolescent PA levels. The moderating effect of type of parental socialization behavior, population characteristics, and methodological factors were investigated. Theoretical and methodological implications concern the inclusion of mediated models of parental influence and the use of longitudinal investigations in determining causal direction. From an applied viewpoint, these results are useful for the design of future, more effective childhood obesity prevention programs by suggesting child-age-appropriate parental influences.     

Managing Workplace Conflict in the United States and Hong Kong

We propose that managers have norms (standards of appropriate behavior) for resolving conflict, that these norms are culturally based, and that they explain cultural differences in conflict management outcomes. We confirm that the traditionally American norms of discussing parties' interests and synthesizing multiple issues were exhibited more strongly by American managers than by their Hong Kong Chinese counterparts. In addition, we confirm that the traditionally Chinese norms of concern for collective interests and concern for authority appeared more strongly among Hong Kong Chinese managers than among their American counterparts. American managers were more likely than Hong Kong Chinese managers, to resolve a greater number of issues and reach more integrative outcomes, while Hong Kong Chinese managers were more likely to involve higher management in conflict resolution. Culture had a significant effect on whether parties selected an integrative outcome rather than an outcome that involved distribution, compromise, higher management, or no resolution at all. Conflict norms explained the cultural differences that existed between reaching an integrative outcome and reaching an outcome involving distribution, compromise, or higher management; however, conflict norms did not fully explain the cultural differences that existed between reaching an integrative outcome and reaching no resolution.