A Cylindrical Model of Communication Behavior in Crisis Negotiations

This article integrates existing theoretical perspectives on message content and negotiator motivation to formulate a comprehensive definitional model of the interrelationships among communication behaviors in crisis negotiation. A sample of 189 nuclear dialogue spans were transcribed from 9 resolved cases of hostage negotiation and each utterance coded at the level of thought units across 41 behavioral variables. Results of a nonmetric, multidimensional scaling solution provided clear support for the hypothesized cylindrical structure of communication behavior, revealing 3 dominant levels of suspect‐negotiator interaction (Avoidance, Distributive, Integrative). At each level of the structure, interactions were found to modulate around 3 thematic styles of communication (Identity, Instrumental, Relational), which reflected the underlying motivational emphasis of individuals' dialogue. Finally, the intensity of communication was found to play a polarizing role in the cylinder, with intense, functionally discrete behaviors occurring toward the boundary of the structure.     

Feyerabend’s well-ordered science: how an anarchist distributes funds

To anyone vaguely aware of Feyerabend, the title of this paper would appear as an oxymoron. For Feyerabend, it is often thought, science is an anarchic practice with no discernible structure. Against this trend, I elaborate the groundwork that Feyerabend has provided for the beginnings of an approach to organizing scientific research. Specifically, I argue that Feyerabend’s pluralism, once suitably modified, provides a plausible account of how to organize science. These modifications come from C.S. Peirce’s account of the economics of theory pursuit, which has since been corroborated by empirical findings in the social sciences. I go on to contrast this approach with the conception of a ‘well-ordered science’ as outlined by Kitcher (Science, truth, and democracy, Oxford University Press, New York, 2001), Cartwright (Philos Sci 73(5):981–990, 2006), which rests on the assumption that we can predict the content of future research. I show how Feyerabend has already given us reasons to think that this model is much more limited than it is usually understood. I conclude by showing how models of resource allocation, specifically those of Kitcher (J Philos 87:5–22, 1990), Strevens (J Philos 100(2):55–79, 2003) and Weisberg and Muldoon (Philos Sci 76(2):225–252, 2009), unwittingly make use of this problematic assumption. I conclude by outlining a proposed model of resource allocation where funding is determined by lottery and briefly examining the extent to which it is compatible with the position defended in this paper.

     

Narcissism and the Use of Personal Pronouns

In this study we explored the relationship between narcissism and the individual's use of personal pronouns during extemporaneous monologues. The subjects, 24 males and 24 females, were asked to talk for approximately 5 minutes on any topic they chose. Following the monologues the subjects were administered the Narcissistic Personality Inventory, the Eysenck Personality Questionnaire, and the Rotter Internal-External Locus of Control Scale. The monologues were tape-recorded and later transcribed and analyzed for the subjects' use of personal pronouns. As hypothesized, individuals who scored higher on narcissism tended to use more first person singular pronouns and fewer first person plural pronouns. Discriminant validity for the relationship between narcissism and first person pronoun usage was exhibited in that narcissism did not show a relationship with subjects' use of second and third person pronouns, nor did the personality variables of extraversion, neuroticism, or locus of control exhibit any relationship with the subjects' personal pronoun usage.     

Effects of facial attractiveness and gender on causal attributions of managerial performance

The present study examined the effect of facial attractiveness and gender on raters' evaluations of and explanations for managerial performance. Results showed attractiveness to be a potential liability for both males and females. Good performance of attractive females was more likely than that of others to be attributed to luck or bias, while that of attractive males was viewed as occurring with little effort. In addition, the poor performance of attractive individuals was blamed on lack of effort (females) or lack of ability (males). Implications of these findings are discussed.An earlier version of this paper was published in the 1986 Proceedings of the Southern Management Association.     

A survey of psychologists employed in business and industry

Responses to a questionnaire from 78 members of the Metropolitan New York Association for Applied Psychology provided the following results. A majority of respondents found their first jobs as applied psychologists through informal networking techniques such as personal recommendations or self-starter methods such as sending out resumes. Over 75% of the respondents rated their graduate institutions as good or excellent. However, an increase in the applied focus of these programs was strongly urged, and opinions about graduate faculties were mixed. Obtaining applied work experience or relevant internships was the most often mentioned advice for seekers of similar positions.Appreciation is expressed to Harold Takooshian of Fordham University who first aroused our interests in this topic as an area for research and to Bruce Biskin of AICPA, Dennis Hawver and Tony Zinsser of the Hawver Group, Ted Grant and Michael Secunda of Manufacturers Hanover, and Tom Novak of Young & Rubicam for serving as pre-test subjects for the questionnaire of this study.