Adolescents' use of affiliative and aggressive strategies during conflict with romantic partners and best-friends

Objective: Developmental theory suggests romantic relationships present unique demands when adolescents transition from the interaction patterns of same-sex friendships to cross-gender interactions. A possible response is to incorporate behaviours of the other gender: girls adopting aggressive strategies and boys adopting affiliative ones. The goal of this study is to explore this hypothesis by comparing conflict resolution among romantic couples and same-sex best friends. Method: Observational methods were employed with 37 female best friends, 22 male best friends and 37 romantic couples. Of the romantic couples, 35 also were observed with a best friend. Affiliative and aggressive behaviours were tabulated during two conflict tasks. Results: Female best friends were more affiliative than male best friends and romantic partners; these latter dyads were more aggressive than the female best friends. Within group comparisons indicated that boys and girls decreased their affiliative behaviours, especially verbal humour, and increased their aggressive behaviours, especially teasing, when observed with the romantic partner compared to the best friend. Decomposing the romantic dyad, girlfriends displayed relatively more aggressive behaviours than their boyfriends, and boyfriends exhibited more affiliative behaviours. Conclusions: Findings shed light on gendered shifts in patterns of interaction as adolescents transition from same-sex friendships to romantic relationships.     

Suppression mediates the effect of 5‐HTTLPR by stress interaction on depression

A number of studies have shown that the presence of short (S), as opposed to long (L), allele of the serotonin transporter‐linked polymorphic region (5‐HTTLPR) is associated with a higher risk for depression following exposure to stressful life events. However, many other studies failed to confirm this association. One reason for this inconsistency might be the fact that the interaction of the 5‐HTTLPR polymorphism with stress may relate not to depression per se, but rather to adaptive or maladaptive emotion regulation strategies. Here we show that individuals homozygous for the long allele respond to stressful events by reappraising their emotional meaning, which may hamper the harmful effect of stress on mental health. In S genotype carriers, on the other hand, stress triggers the appearance of intrusive thoughts and vain attempts to suppress them, which in this group acts as a mediator between stress and depressive symptoms. These findings are in line with neuroimaging studies showing that 5‐HTTLPR polymorphism has an effect on the connectivity among key areas involved in emotion regulation.     

What Leads Entrepreneurial Employees to Want to Quit,or Stay in,Their Job? Exploring Two Conflicting Mechanisms

Past turnover research has posited personality traits as important antecedents to quit intentions. Nevertheless, previous literature has not investigated the relationship between employees’ entrepreneurial tendencies—a constellation of domain specific traits—and turnover. Drawing on dispositional trait theory and attraction-selection-attrition theory, we propose engagement and intentions to start a business as mediators of the relationship between entrepreneurial tendencies and quit intentions. We test our predictions in a sample of full-time employees from the United Kingdom (N = 224). In line with our hypotheses, an inconsistent mediation is found, where both positive and negative links between entrepreneurial tendencies and turnover intentions were mediated by engagement and intentions to start a business respectively. Thus, entrepreneurial employees were more likely to be engaged, but at the same time also more likely to be considering starting their own business, leading to a conflicting relationship to turnover intentions. The current study informs the human resource management literature concerning the motivational mechanisms explaining turnover intentions among entrepreneurial employees. It also provides practical insights with regards to the effective management of this workforce.