Marianne Schmid Mast

Give a person power and he or she will show interpersonal sensitivity: the phenomenon and its why and when.

The goal of the present research was to investigate whether high or low power leads to more interpersonal sensitivity and what potentially mediates and moderates this effect. In Study 1, 76 participants in either a high- or low-power position interacted; in Study 2, 134 participants were implicitly primed with either high- or low-power or neutral words; and in Study 3, 96 participants were asked to remember a situation in which they felt high or low power (plus a control condition). In Study 4, 157 participants were told to identify with either an egoistic, empathic, or neutral leadership style. In all studies, interpersonal sensitivity, defined as correctly assessing other people, was then measured using different instruments in each study. Consistently, high power resulted in more interpersonal sensitivity than low power. Feeling respected and proud was partially responsible for this effect. Empathic power as a personality trait was related to more interpersonal sensitivity, and high-power individuals who adopted an empathic instead of an egoistic leadership style were more interpersonally sensitive.

WHO IS THE BOSS AND WHO IS NOT? ACCURACY OF JUDGING STATUS

We investigated whether people were accurate at judging other peoples status, what behavioral and appearance cues they relied on when assessing status, whether the way those cues were used was accurate, and whether target gender affected any of the results. Targets (N = 48) were university employees (faculty and staff) who were photographed while interacting with a coworker. One sample of perceivers (66 females, 42 males) rated the relative status of the two people in the photograph to each other, and another sample (60 females and males) rated each target in the photograph on status. Additionally, an array of behavioral and appearance cues of targets in the photograph was assessed. Results showed that (1) people were able to assess status in others, (2) the cues they used to assess female and male targets were somewhat different, and (3) how much people relied on specific cues corresponded to how status was expressed in these cues.

A Nonverbal Behavior Approach to Identify Emergent Leaders in Small Groups

Identifying emergent leaders in organizations is a key issue in organizational behavioral research, and a new problem in social computing. This paper presents an analysis on how an emergent leader is perceived in newly formed, small groups, and then tackles the task of automatically inferring emergent leaders, using a variety of communicative nonverbal cues extracted from audio and video channels. The inference task uses rule-based and collective classification approaches with the combination of acoustic and visual features extracted from a new small group corpus specifically collected to analyze the emergent leadership phenomenon. Our results show that the emergent leader is perceived by his/her peers as an active and dominant person; that visual information augments acoustic information; and that adding relational information to the nonverbal cues improves the inference of each participants leadership rankings in the group.

Are Women Always More Interpersonally Sensitive Than Men? Impact of Goals and Content Domain

Two studies examined motivation and content domain as possible influences on sex differences in interpersonal sensitivity. Although much research has found women to excel on tasks measuring interpersonal sensitivity, most of the tasks have measured accuracy in female-relevant domains such as emotion. The present studies measured interpersonal sensitivity, defined as accurate recall of another person, for both female-relevant and male-relevant content domains and also included motivational manipulations intended to influence men and women differently. Study 1 measured accuracy of recalling information in a written vignette about a person, and Study 2 measured accuracy of recalling details about an interaction partner. Both studies supported hypotheses about domain specificity and gender-relevant motivation. However, even for male-stereotypic content and for tasks framed to favor mens motivation to perform well, mens accuracy never exceeded womens.

Hire me: Computational Inference of Hirability in Employment Interviews Based on Nonverbal Behavior

Understanding the basis on which recruiters form hirability impressions for a job applicant is a key issue in organizational psychology and can be addressed as a social computing problem. We approach the problem from a face-to-face, nonverbal perspective where behavioral feature extraction and inference are automated. This paper presents a computational framework for the automatic prediction of hirability. To this end, we collected an audio-visual dataset of real job interviews where candidates were applying for a marketing job. We automatically extracted audio and visual behavioral cues related to both the applicant and the interviewer. We then evaluated several regression methods for the prediction of hirability scores and showed the feasibility of conducting such a task, with ridge regression explaining 36.2% of the variance. Feature groups were analyzed, and two main groups of behavioral cues were predictive of hirability: applicant audio features and interviewer visual cues, showing the predictive validity of cues related not only to the applicant, but also to the interviewer. As a last step, we analyzed the predictive validity of psychometric questionnaires often used in the personnel selection process, and found that these questionnaires were unable to predict hirability, suggesting that hirability impressions were formed based on the interaction during the interview rather than on questionnaire data.

Caring and Dominance Affect Participants’ Perceptions and Behaviors During a Virtual Medical Visit

BACKGROUNDPhysician communication style affects patients’ perceptions and behaviors. Two aspects of physician communication style, caring and dominance, are often related in that a high caring physician is usually not dominant and vice versa.OBJECTIVEThis research was aimed at testing the sole or joint impact of physician caring and physician dominance on participant perceptions and behavior during the medical visit.PARTICIPANTS AND DESIGNIn an experimental design, analog patients (APs) (167 university students) interacted with a computer-generated virtual physician on a computer screen. Participants were randomly assigned to 1 of 4 experimental conditions (physician communication style: high dominance and low caring, high dominance and high caring, low dominance and low caring, or low dominance and high caring). The APs’ verbal and nonverbal behavior during the visit as well as their perception of the virtual physician were assessed.RESULTSAnalog patients were able to distinguish dominance and caring dimensions of the virtual physician’s communication. Moreover, APs provided less medical information, spoke less, and agreed more when interacting with a high-dominant compared to a low-dominant physician. They also talked more about emotions and were quicker in taking their turn to speak when interacting with a high-caring compared to a low-caring physician.CONCLUSIONSDominant and caring physicians elicit different emotional and behavioral responses from APs. Physician dominance reduces patient engagement in the medical dialog and produces submissiveness, whereas physician caring increases patient emotionality.

Physician gender affects how physician nonverbal behavior is related to patient satisfaction.

Background:Physician and patient gender both influence medical communication. Nonverbal behavior is generally under-researched in the medical encounter but plays an important role for patient outcomes such as satisfaction. Objective:This article aims at identifying how specific physician nonverbal behaviors predict analogue patient satisfaction depending on physician and patient gender. Research Design:Eleven physicians in a real medical encounter were videotaped and analogue patients indicated their satisfaction with each physician while viewing the videotapes. Subjects:One hundred sixty-three university students participated (analogue patients). Measures:From the videotapes, 17 physician nonverbal behaviors (related to face, body, voice/speech), 2 physician appearance cues, 2 characteristics of the examination room, and 1 patient behavior were coded. For each analogue patient, the correlation between each of these coded characteristics and the patients satisfaction was calculated, across all physicians and across male and female physicians separately. Results:There was no main effect for patient gender but most coded characteristics showed different relations to patient satisfaction according to physician gender. Analogue patients were most satisfied with female physicians who behaved in line with the female gender role (eg, more gazing, more forward lean, softer voice) while still stressing their professionalism (laboratory coat, medical-looking examination room). For male physicians, satisfaction was high for a broader range of behaviors, partly related to their gender role (eg, louder voice, more distance to patient). Conclusions:To be satisfied, patients expect female and male physicians to show different patterns of nonverbal behavior. Awareness of these gender-specific expectations should be taken into account in medical training.

Gender Differences in Memory for the Appearance of Others

Five studies investigated gender differences in the accurate recall of the appearance of others. The greater interpersonal orientation and interpersonal sensitivity of women were predicted to give women an advantage over men in appearance accuracy. Under both directedand incidental-learning conditions, women more accurately recalled information concerning the appearance of their social targets than did men, participants’ memory for the appearance of female targets was more accurate than it was for male targets, and neither gender was found to be at a relative advantage in recalling the appearance of same-gender targets. The motivational and knowledge-based factors that might underlie a gender difference in appearance accuracy are discussed.

Emotion recognition: The role of featural and configural face information

Several studies investigated the role of featural and configural information when processing facial identity. A lot less is known about their contribution to emotion recognition. In this study, we addressed this issue by inducing either a featural or a configural processing strategy (Experiment 1) and by investigating the attentional strategies in response to emotional expressions (Experiment 2). In Experiment 1, participants identified emotional expressions in faces that were presented in three different versions (intact, blurred, and scrambled) and in two orientations (upright and inverted). Blurred faces contain mainly configural information, and scrambled faces contain mainly featural information. Inversion is known to selectively hinder configural processing. Analyses of the discriminability measure (A′) and response times (RTs) revealed that configural processing plays a more prominent role in expression recognition than featural processing, but their relative contribution varies depending on the emotion. In Experiment 2, we qualified these differences between emotions by investigating the relative importance of specific features by means of eye movements. Participants had to match intact expressions with the emotional cues that preceded the stimulus. The analysis of eye movements confirmed that the recognition of different emotions rely on different types of information. While the mouth is important for the detection of happiness and fear, the eyes are more relevant for anger, fear, and sadness.

Gender Differences and Similarities in Dominance Hierarchies in Same-Gender Groups Based on Speaking Time

This study aimed at investigating whether all-women and all-men groups differed in their hierarchical organization and stability of their rank orders across time. One hundred and sixteen European, middle-class, noncollege women and men (average age: 38) participated in small-group discussions twice within a week with the same group members. Speaking time served as the behavioral dominance indicator on which group hierarchies were based. Additionally, group members rank ordered each other on dominance after each interaction. In the first session, all-men groups were more hierarchically structured than all-women groups. During each session, all-women and all-men groups showed a similar significant increase in hierarchical structuring. For both women and men, rank orders remained stable during interactions and from the first to the second session. Results are discussed in terms of three theoretical models describing dominance hierarchies.