Group Interaction Sustains Positive Moods and Diminishes Negative Moods.

The social interactions of task groups were investigated for their influences on member moods. Initially, participants' received an induction of positive, negative, or neutral moods via listening to music that continued throughout the experimental session. Moods were measured after the induction. Students then made decisions on four choice dilemmas alone or as members of a four-person group. Subsequently, positive and negative moods were again measured. Positive moods of participants who worked with other group members on the task were sustained, but diminished for those working alone. Negative moods of participants working in groups diminished over time, but were sustained for those working individually. These results were interpreted in the context of motivational systems theory of group involvement (Park & Hinsz, 2006). Additionally, although there was a tendency for member moods to homogenize over assessments, this did not reach significance. Results document the affective benefits that often accompany task group interaction suggesting that group interaction has features of positive mood induction. This report highlights the need to consider social influences on affect in task settings so that group dynamics, processes, and behaviors can be better understood.

Group marginalization: extending research on interpersonal rejection to small groups.

An extensive research literature has examined the reactions of individuals facing interpersonal rejection. Small groups can also be rejected, but current research tells us little about the experiences of groups and their members directly. We integrate findings from various literatures to gain insight into shared rejection experiences and their outcomes. Of most practical importance, we argue that groups can be expected to react with more hostility than individuals when rejected. Four existing models that account for how group processes might alter such reactions are examined: a need-threat model, a rejection-identification model, a multimotive model, and a dual attitudes model. Aspects of these models are then integrated into a unifying framework that is useful for understanding hostile reactions to group marginalization. Implications for natural groups such as terrorist cells, school cliques, racial and ethnic minorities, and gangs are discussed.

The Effects of Perceived Decision-Making Styles on Evaluations of Openness and Competence That Elicit Collaboration.

When interacting with a task partner, individuals often rely upon characteristics they infer about their partner to determine their level of collaboration with the partner. To explore social perception processes related to collaboration, we examined perceptions of an actor's decision-making style as predictors. Using different methods in various research settings, we found that compared with perceptions of an actor's intuitive decision-making style or of a nonspecific decision-making style, perceptions of an actor's rational decision-making style were more positively associated with inferences of the actor's openness and competence, both of which were in turn associated with the perceiver's collaborative intention with the actor. Intentions to engage in mutual collaboration were also positively associated with performance in an idea generation task. Therefore, our research offers a novel illustration of how to enhance collaboration based on perceptions of openness and competence inferred from others' rational rather than intuitive decision-making style.

Women's hair as a cue to desired relationship and parenting characteristics.

We investigated how women's hair color (blond, brown, black) and length (short, medium, long) influences males' judgments about the women's age, health, physical attractiveness, relationship potential, and parenting capability. Results, which are generally consistent with evolutionary psychology approaches, indicate that hair color and, to a lesser extent, length can affect perceptions of personal characteristics. More specifically, we found that lighter hair (blond and brown) compared to darker hair (black) is generally associated with perceptions of youth, health and attractiveness, and generally leads to more positive perceptions of relationship and parenting potential. Furthermore, the relationships between variables suggest that characteristics directly related to reproductive potential may be inferred from more obvious indirect characteristics. These results suggest that males are able to make complex judgments about women concerning their desirable relationship and parenting potential based on discernable characteristics such as hair color and length.

How the Distribution of Member Expectations Influences Cooperation and Competition in Groups: A Social Relations Model Analysis of Social Dilemmas.

Group outcomes are difficult to model and predict using individual-level metrics. We use shared cognition concepts and the social relations model to predict cooperative group outcomes in two social dilemmas to test whether social projection or consensus among group members would best predict cooperation. Group-level variance components derived from the social relations model were used as indices of social projection and consensus. Groups played five rounds of two social dilemmas and predicted their partners' behavior on the following round. Results demonstrate that participants expect other group members to respond to the situation like the participant will and that shared expectations predict less competitive group behavior, but only when group members' expectations have little to no variance. This article demonstrates the utility of the social relations model in predicting group-level outcomes from individual inputs, as well as providing novel findings regarding the complex effects of shared expectations on collective outcomes.

The role of work habits in the motivation of food safety behaviors.

The authors considered work habits within an integrated framework of motivated behavior. A distinction made between automatic and controlled action led to 2 measures of work habits: a habit strength measure reflecting the 4 characteristics of automaticity and a measure of work routines under conscious control. Workers at a turkey processing plant (N = 162) responded to an extensive survey of these work habits measures with regard to food safety. Results indicated that attitudes and subjective norms predicted food safety intentions. These intentions, along with perceived behavior control and work habits, predicted reports of food safety behaviors. A mediation analysis indicated that the work routines measure accounted for the variance in self-reported behavior and mediated any effect of the habit strength measure.