Internalized Impressions: The Link Between Apparent Facial Trustworthiness and Deceptive Behavior Is Mediated by Targets' Expectations of How They Will Be Judged.

Researchers have debated whether a person's behavior can be predicted from his or her face. In particular, it is unclear whether people's trustworthiness can be predicted from their facial appearance. In the present study, we implemented conceptual and methodological advances in this area of inquiry, taking a new approach to capturing trustworthy behavior and measuring targets' own self-expectations as a mediator between consensual appearance-based judgments and the trustworthiness of targets' behavior.

The Social Regulation of Emotion: An Integrative, Cross-Disciplinary Model.

Research in emotion regulation has largely focused on how people manage their own emotions, but there is a growing recognition that the ways in which we regulate the emotions of others also are important. Drawing on work from diverse disciplines, we propose an integrative model of the psychological and neural processes supporting the social regulation of emotion. This organizing framework, the 'social regulatory cycle', specifies at multiple levels of description the act of regulating another person's emotions as well as the experience of being a target of regulation.

Tandem anchoring: informational and politeness effects of range offers in social exchange.

We examined whether and why range offers (e.g., "I want $7,200 to $7,600 for my car") matter in negotiations.

Pushing in the Dark: Causes and Consequences of Limited Self-Awareness for Interpersonal Assertiveness.

Do people know when they are seen as pressing too hard, yielding too readily, or having the right touch? And does awareness matter? We examined these questions in four studies. Study 1 used dyadic negotiations to reveal a modest link between targets' self-views and counterparts' views of targets' assertiveness, showing that those seen as under- and over-assertive were likely to see themselves as appropriately assertive. Surprisingly, many people seen as appropriately assertive by counterparts mistakenly thought they were seen as having been over-assertive, a novel effect we call the line crossing illusion.

Emotionally unskilled, unaware, and uninterested in learning more: reactions to feedback about deficits in emotional intelligence.

Despite the importance of self-awareness for managerial success, many organizational members hold overly optimistic views of their expertise and performance-a phenomenon particularly prevalent among those least skilled in a given domain. We examined whether this same pattern extends to appraisals of emotional intelligence (EI), a critical managerial competency. We also examined why this overoptimism tends to survive explicit feedback about performance.

Not so fast: the (not-quite-complete) dissociation between accuracy and confidence in thin-slice impressions.

After decades of research highlighting the fallibility of first impressions, recent years have featured reports of valid impressions based on surprisingly limited information, such as photos and short videos.Yet beneath mean levels of accuracy lies tremendous variance-some snap judgments are well-founded, others wrongheaded. An essential question for perceivers, therefore, is whether and when to trust their initial intuitions about others.

I'll know what you're like when i see how you feel: how and when affective displays influence behavior-based impressions.

Accumulating evidence suggests that targets' displays of emotion shape perceivers' impression of those targets. Prior research has highlighted generalization effects, such as an angry display prompting an impression of hostility. In two studies, we went beyond generalization to examine the interaction of displays and behaviors, finding new evidence of augmenting effects (behavior-correspondent inferences are stronger when behavior is accompanied by positive affect) and discounting effects (such inferences are weaker when behavior is accompanied by negative affect).

Assertiveness expectancies: how hard people push depends on the consequences they predict.

The present article seeks to explain varying levels of assertiveness in interpersonal conflict and negotiations with assertiveness expectancies, idiosyncratic predictions people make about the social and instrumental consequences of assertive behavior. This account complements motivation-based models of assertiveness and competitiveness, suggesting that individuals may possess the same social values (e.g.

The agreeableness asymmetry in first impressions: perceivers' impulse to (mis)judge agreeableness and how it is moderated by power.

Prior research shows that perceivers can judge some traits better than others in first impressions of targets. However, questions remain about which traits perceivers naturally do infer. Here, the authors develop an account of the "agreeableness asymmetry": Although perceivers show little ability to accurately gauge target agreeableness in first impressions, they find that agreeableness is generally the most commonly inferred disposition among the Big Five dimensions of personality (agreeableness, extraversion, conscientiousness, openness, and emotional stability).

Punishing hubris: the perils of overestimating one's status in a group.

Individuals engage in status self-enhancement when they form an overly positive perception of their status in a group. We argue that status self-enhancement incurs social costs and, therefore, most individuals perceive their status accurately. In contrast, theories of positive illusions suggest status self-enhancement is beneficial for the individual and that most individuals overestimate their status.

What breaks a leader: the curvilinear relation between assertiveness and leadership.

The authors propose that individual differences in assertiveness play a critical role in perceptions about leaders. In contrast to prior work that focused on linear effects, the authors argue that individuals seen either as markedly low in assertiveness or as high in assertiveness are generally appraised as less effective leaders. Moreover, the authors claim that observers' perceptions of leaders as having too much or too little assertiveness are widespread.

Helping one's way to the top: self-monitors achieve status by helping others and knowing who helps whom.

The authors argue that high self-monitors may be more sensitive to the status implications of social exchange and more effective in managing their exchange relations to elicit conferrals of status than low self-monitors. In a series of studies, they found that high self-monitors were more accurate in perceiving the status dynamics involved both in a set of fictitious exchange relations and in real relationships involving other members of their social group. Further, high self-monitors elevated their social status among their peers by establishing a reputation as a generous exchange partner.

What's good for the goose may not be as good for the gander: the benefits of self-monitoring for men and women in task groups and dyadic conflicts.

The authors posit that women can rely on self-monitoring to overcome negative gender stereotypes in certain performance contexts. In a study of mixed-sex task groups, the authors found that female group members who were high self-monitors were considered more influential and more valuable contributors than women who were low self-monitors. Men benefited relatively less from self-monitoring behavior.

Strategies for social inference: a similarity contingency model of projection and stereotyping in attribute prevalence estimates.

Most models of how perceivers infer the widespread attitudes and qualities of social groups revolve around either the self (social projection, false consensus) or stereotypes (stereotyping). The author suggests people rely on both of these inferential strategies, with perceived general similarity moderating their use, leading to increased levels of projection and decreased levels of stereotyping. Three studies featuring existing individual differences in perceived similarity as well as manipulated perceptions supported the predictions, with similarity yielding increased projection to, and decreased stereotyping of, various in-groups and out-groups.

Inside the mind reader's tool kit: projection and stereotyping in mental state inference.

Mental state inferences--judgments about what others think, want, and feel--are central to social life. Models of "mind reading" have considered main effects, including social projection and stereotyping, but have not specified the conditions that govern when these tools will be used. This article develops such a model, claiming that when perceivers assume an initial general sense of similarity to a target, they engage in greater projection and less stereotyping.

It's the thought that counts: on perceiving how helpers decide to lend a hand.

How do people react to those who have helped them? The authors propose that a recipient's evaluation of a helper's intentions and the recipient's own attitudes about future interactions with the helper depend partly on the recipient's perceptions of how the helper decided to assist: on the basis of affect, of role, or of cost-benefit calculation. When a recipient perceives that the decision was based on affect (i.e.