Perceptual and motor skills
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Facial attractiveness is associated with a variety of positive social characteristics including trustworthiness. Variations in smiling, such as the appearance of the Duchenne marker and increased intensity of expression, have likewise been linked with positive judgments of trustworthiness. The study investigated the interaction of the effects of models' attractiveness and their smiling intensity on impressions of perceived trustworthiness. ⋯ Repeated measures analysis of covariance of the effects of attractiveness and manipulated smile intensity on trustworthiness indicated a main effect for smile intensity: increased smile intensity was associated with greater trustworthiness. Attractiveness also contributed to rated trustworthiness independently of smiling intensity. Results suggested there is an additional contribution of facial expression in creating social impressions of trustworthiness.
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Based on the continuity hypothesis of dreaming, a study was designed to examine whether time of day within the dream was related to dream emotions. A sample of 1,612 dreams reported by 444 participants was analyzed. As predicted, dream scenarios set at nighttime were associated with less positive and more negative emotions compared to dream scenarios set at other times of the day. In order to pursue this line of research, it would be fruitful to study the dreams of persons with specific nighttime fears.
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Data from a sample of 83 elected community leaders and 391 direct-report staff (resulting in 333 useable leader-member dyads) were reanalyzed to test relations between self-other rating agreement of servant leadership and member-reported leader-member exchange (LMX). Polynomial regression analysis indicated that the self-other rating agreement model was not statistically significant. Instead, all of the variance in member-reported LMX was accounted for by the others' ratings component alone.
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The main purpose of this study was to investigate whether there is congruence between applicant needs (i.e., motivational orientations) and what is available (i.e., task autonomy) from an organizational perspective based on the fit between needs and supply. The fit between work motivation and task autonomy was examined to see whether it was associated with organizational attraction. This experimental study included two phases. ⋯ The fit relations between task autonomy and intrinsic motivation and between task control and extrinsic motivation were characterized. Findings indicated that the fit between work motivation and task autonomy was positively associated with organizational attraction. Based on these results, it may be inferred that employers should emphasize job characteristics such as autonomy or control orientations to attract individuals, and focus on the most suitable work motivations for their organizations.
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Data from a sample of 83 elected community leaders and 391 direct-report staffers (resulting in 306 useable leader-member dyads) were used to test relations between self-other rating agreement of leadership and member-reported leader-member exchange (LMX). Results of polynomial regression analysis indicated that the self-other rating agreement model was not significantly related to member-reported LMX. Instead, virtually all of the variance in member-reported LMX was accounted for by others' ratings.