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Integrating measurement of control and affiliation in studies of physician-patient interaction: the interpersonal circumplex.

Following a brief overview and commentary on the physician-patient communication literature, this article summarizes and evaluates research on the relationship between physician-patient control (dominant-submissive) and affiliation (friendly hostile) behaviors as they relate to medical outcomes. Findings for both verbal and nonverbal control and affiliation measures are included. The interpersonal circumplex (together with the important interactional principles that it incorporates) is then introduced as an heuristic guide for future medical interaction research. The circumplex was constructed as a conceptual and empirical model to integrate the numerous studies that have established control and affiliation as universal dimensions of human interpersonal behavior and relationships. Next, the small group of studies that have applied circumplex inventories to analyses of practitioner-patient transactions are reviewed with emphasis on their strengths and unique aspects of their findings. The concluding section enumerates advantages and innovations that the interpersonal circumplex and its measures can provide to facilitate more heuristic studies of physician-patient interactions.

Communication↗

Entrapment and arrested fight and flight in depression: an exploration using focus groups.

The fight/flight system has long been recognized to be a basic evolved defence system. However, recent interest has focused on the consequences of arousing these action tendencies but blocking their execution-that is arresting them. Previous research has shown that depressed people can have strong feelings of anger (fight) and desires to run away (flight), but these 'fight/flight' defences can become blocked, inhibited, and arrested, which increase stress. This study used three clinical focus groups and one of psychiatric nurses to explore depressed people's own ideas of entrapment and arrested anger. Participants felt that arrested escape (entrapments) and arrested anger were important aspects of the experience of depression. Depressed participants clarified distinctions between internal entrapment (feeling trapped in a state of depression), feeling trapped in a subordinate role, and external entrapment (feeling trapped in relationships or life circumstances). Participants also clarified key reasons for arrested anger. Nurses had similar perspectives on the reasons for entrapment in depression but also saw fear of change and opportunities as important sources of entrapment.

Adult↗

[Inhibitory effect of coxsackie adenovirus receptor on invasive and metastatic phenotype of ovarian cancer cell line SKOV3].

BACKGROUND & OBJECTIVE: Coxsackie and adenovirus receptor (CAR) was originally identified as the cellular receptor of 2,5-type adenovirus. Recent researches found that CAR is a subordinate cell adhesion molecule and plays an important role in the malignant phenotype changes of tumor cells. This study was to explore inhibitory effect of CAR on invasive and metastatic phenotype of ovarian cancer cell line SKOV3. METHODS: The expression of CAR in ovarian cancer cell lines SKOV3, CAOV3, SW626, and A2780 was detected by quantitative reverse transcription-polymerase chain reaction (RT-RCR) and Western blot. SKOV3 cells were transfected with the eukaryotic expression plasmid containing full-length CAR cDNA. The positive clones were screened by G418, and identified by RT-PCR, Western blot and ADV/GFP infection assay. The biological behavior changes of positively transfected cells were assessed by colony formation assay and cell adhesion assay. RESULTS: The expression of CAR was down-regulated in the 4 ovarian cancer cell lines, among which SKOV3 cells had no CAR expression. The mRNA and protein levels of CAR were obviously higher in CAR-transfected SKOV3 cells than in untransfected cells and mock-transfected cells; the adhesion ability of CAR-transfected SKOV3 cells was obviously enhanced. The colony formation count was significantly lower in CAR-transfected SKOV3 cells than in untransfected cells and mock-transfected cells (25.3+/-8.9 vs. 88.8+/-14.0, 82.5+/-19.4, P<0.05). CONCLUSION: Transfected CAR gene may enhance the adhesion ability of ovarian cancer SKOV3 cells, therefore, inhibit the malignant metastatic phenotype of SKOV3 cells.

Adenoviridae↗

Transformational leadership, initiating structure, and substitutes for leadership: a longitudinal study of research and development project team performance.

Transformational leadership, initiating structure, and selected substitutes for leadership were studied as longitudinal predictors of performance in 118 research and development (R&D) project teams from 5 firms. As hypothesized, transformational leadership predicted 1-year-later technical quality, schedule performance, and cost performance and 5-year-later profitability and speed to market. Initiating structure predicted all the performance measures. The substitutes of subordinate ability and an intrinsically satisfying task each predicted technical quality and profitability, and ability predicted speed to market. Moderator effects for type of R&D work were hypothesized and found whereby transformational leadership was a stronger predictor of technical quality in research projects, whereas initiating structure was a stronger predictor of technical quality in development projects. Implications for leadership theory and research are discussed.

Adult↗

Unrelated helpers will not fully compensate for costs imposed on breeders when they pay to stay.

Unrelated subordinates may invest in costly help to avoid being evicted from groups (the 'pay-to-stay' hypothesis). However, the effectiveness of eviction to enforce help should depend on its being applied accurately and on the costs it imposes on both dominants and subordinates. The relative cost of being evicted is a function of the population frequency of eviction when population growth is limited by density-dependent factors. We describe a stage-structured pay-to-stay model incorporating density-dependent population growth, costly eviction and occasional errors. Breeders demand some amount of help and evict subordinates that do not provide it. Helpers decide on the amount of help they will provide. The threat of eviction alone is sufficient to enforce helping. However, helping will not be favoured if helpers do not impose costs on breeders. The amount of help provided is less than the cost that subordinates impose upon breeders, when any help is provided. Thus, the net fitness effect of a helper under pay-to-stay alone is negative, even if it is investing in cooperative behaviour. Constraints on dispersal have no effect on the amount of help, although they may influence the tolerance threshold of breeders and group stability, depending on the mechanism of density dependence.

Animals↗

Adult male positioning in baboon progressions: order and chaos revisited.

Evidence of nonrandom positioning among adult males is crucial for a protection theory of the spatial organization of baboon progressions. In a recent study it was suggested that systematic positioning of troop members other than mothers and infants is so slight and rare that progressions may be regarded as essentially random. This suggestion depends upon debatable methodological points presumably downgrading previous findings of nonrandom order. Reanalysis of data from this study revealed numerous analytical and statistical problems, as well as serious calculation and other errors, and showed that the findings are consistent with results of the present and previous research. Adult males tended toward the front or back of progressions, a tendency which was intensified in potentially dangerous situations. Dominant males were disproportionately more often frontward and subordinate males rearward. Nonrandom order, which was found for a variety of circumstances at high levels of statistical significance, was unusually general in that it occurred in 6 studies, 7 troops, 2 species, and 5 locations. Such generality is consistent with a protection theory postulating phylogenetic underpinnings of a sociospatial organization which allows an advanced primate to adapt to terrestrial coexistence with predators.

Animals↗

[The significance of the genotype and individual behavioral characteristics for the manifestation of the dominant phenotype in mouse micropopulations].

Influence of genotype and such individual characteristics as locomotor and exploratory activity, aggressiveness and emotionality, was studied in male mice. Males F1 and males of the parent line PT had high level of social dominance. F1 had high level of aggressiveness, and low emotionality, medium level of locomotor and exploratory activity. Significance of these individual behavioural characteristics for dominant behaviour is discussed.

Aggression↗

The pros and cons of temporally near and distant action.

The present research demonstrated that in considering an action, considerations against (con) the action tend to be subordinate to considerations in favor of (pro) the action in that cons are considered only if the level of pros is sufficient, whereas pros are considered independent of the level of cons (Studies 1A and IB). The authors therefore concluded that pros constitute a higher construal level than cons and predict, on the basis of temporal construal processes (Y. Trope & N. Liberman. 2003). that pros would be more salient in making decisions for the more distant future, whereas the reverse should hold for cons. As predicted, participants generated more pros and fewer cons toward new exam procedures (Study 2), public policies (Study 3), and personal and interpersonal behaviors (Studies 4-6) that were expected to take place in the more distant future. This research also examined the limiting conditions and the evaluative consequences of these shifts.

Adult↗

Dynamics and mechanics of social rank reversal.

Stable social relationships are rearranged over time as resources such as favored territorial positions change. We test the hypotheses that social rank relationships are relatively stable, and although social signals influence aggression and rank, they are not as important as memory of an opponent. In addition, we hypothesize that eyespots, aggression and corticosterone influence serotonin and N-methyl-D: -aspartate (NMDA) systems in limbic structures involved in learning and memory. In stable adult dominant-subordinate relationships in the lizard Anolis carolinensis, social rank can be reversed by pharmacological elevation of limbic serotonergic activity. Any pair of specific experiences: behaving aggressively, viewing aggression or perceiving sign stimuli indicative of dominant rank also elevate serotonergic activity. Differences in the extent of serotonergic activation may be a discriminating and consolidating factor in attaining superior rank. For instance, socially aggressive encounters lead to increases in plasma corticosterone that stimulate both serotonergic activity and expression of the NMDA receptor subunit 2B (NR(2B)) within the CA(3) region of the lizard hippocampus. Integration of these systems will regulate opponent recognition and memory, motivation to attack or retreat, and behavioral and physiological reactions to stressful social interactions. Contextually appropriate social responses provide a modifiable basis for coping with the flexibility of social relationships.

Aggression↗

Managing the education function.

The challenge of hospital-based education is to motivate change in the participant to benefit the organization as a whole, while increasing individual competence and positively affecting the quality of service. Enabling people to transfer learning into effective work behavior is the goal of hospital education staff. To ensure a successful future, the manager of the education function needs to be passionately committed to service of the organization. The manager must be able, be seen as able, and be unafraid to assume the evolving role. On the cover of Jim Lundy's book, Lead, Follow or Get Out of the Way, he addresses a memo to those who lead or aspire to lead. He recommends the following: Share your goals and aspirations. Let the implementers be involved in the planning. Achieve clear understanding of expected results. Evaluate progress periodically and fairly. Reinforce the importance of others. Coach your subordinates for growth. Emphasize and reemphasize teamwork. Search constantly for improvement in understanding, performance, and results! (Lundy, 1986) These leadership strategies will serve the manager of the education function well. Choose to lead, follow, or get out of the way! Marilyn Ferguson shared in her 1986 address to the ASHET annual conference, "We can fear the future . . . or by taking courage from each other and tapping our hidden resources, we can help create it" (Ferguson, 1986).

Education Department, Hospital↗

Kin selection and cooperative courtship in wild turkeys.

In the few species of birds in which males form display partnerships to attract females, one male secures most or all of the copulations. This leads to the question of why subordinate males help in the absence of observable reproductive benefits. Hamilton's concept of kin selection, whereby individuals can benefit indirectly by helping a relative, was a crucial breakthrough for understanding apparently altruistic systems. However in the only direct test of kin selection in coordinated display partnerships, partners were unrelated, discounting kin selection as an explanation for the evolution of cooperation. Here I show, using genetic measures of relatedness and reproductive success, that kin selection can explain the evolution of cooperative courtship in wild turkeys. Subordinate (helper) males do not themselves reproduce, but their indirect fitness as calculated by Hamilton's rule more than offsets the cost of helping. This result confirms a textbook example of kin selection that until now has been controversial and also extends recent findings of male relatedness on avian leks by quantifying the kin-selected benefits gained by non-reproducing males.

Altruism↗

Fear of feedback.

Nobody likes performance reviews. Subordinates are terrified they'll hear nothing but criticism. Bosses think their direct reports will respond to even the mildest criticism with anger or tears. The result? Everyone keeps quiet. That's unfortunate, because most people need help figuring out how to improve their performance and advance their careers. This fear of feedback doesn't come into play just during annual reviews. At least half the executives with whom the authors have worked never ask for feedback. Many expect the worst: heated arguments, even threats of dismissal. So rather than seek feedback, people try to guess what their bosses are thinking. Fears and assumptions about feedback often manifest themselves in psychologically maladaptive behaviors such as procrastination, denial, brooding, jealousy, and self-sabotage. But there's hope, say the authors. Those who learn adaptive techniques can free themselves from destructive responses. They'll be able to deal with feedback better if they acknowledge negative emotions, reframe fear and criticism constructively, develop realistic goals, create support systems, and reward themselves for achievements along the way. Once you've begun to alter your maladaptive behaviors, you can begin seeking regular feedback from your boss. The authors take you through four steps for doing just that: self-assessment, external assessment, absorbing the feedback, and taking action toward change. Organizations profit when employees ask for feedback and deal well with criticism. Once people begin to know how they are doing relative to management's priorities, their work becomes better aligned with organizational goals. What's more, they begin to transform a feedback-averse environment into a more honest and open one, in turn improving performance throughout the organization.

Adaptation, Psychological↗

Inter-specific competitors reduce inter-gender competition in Negev Desert gerbils.

We examined gender-dependent competitive interactions between two nocturnal desert gerbil species, Gerbillus andersoni allenbyi and G. pyramidum, by a field manipulation experiment. The study was done in two 1-ha enclosed plots and included allopatric (only G. a. allenbyi) and sympatric (both species together) treatments. Seed trays and thermal imaging cameras were used to observe the gerbils' foraging activities and aggressive interactions. We found that the negative effect of the competitively dominant species, G. pyramidum, on time spent in seed trays, and ability to control these artificial food patches, was stronger on male than on female G. a. allenbyi. Consequently, the aggression of male G. a. allenbyi towards female G. a. allenbyi was markedly reduced, indicating that the dominant species mediated competition between the genders of the subordinate species. Furthermore, this interference-mediated indirect effect was associated with a decrease in the body mass of male G. a. allenbyi and an increase in the survival of female G. a. allenbyi. We suggest that both the reduction in intra-specific aggression and the positive effect on female survival can potentially stabilize competitive interactions and promote coexistence in this small mammal community.

Animals↗

Seasonal productivity of lizard femoral glands: relationship to social dominance and androgen levels.

Social and hormonal correlates of femoral gland productivity were investigated in groups of adult and juvenile green iguanas (Iguana iguana) over 12 months. Femoral gland productivity, pore size, and the percentage of lipids in the secretions were correlated with plasma testosterone (T) levels in dominant, although not in subordinate, adult males. Secretory activity peaked during the breeding months, at which time dominants produced more secretion than subordinates. Pore size in juvenile males was positively correlated with plasma T levels and frequency of headbob displays in the months corresponding to the adult breeding season. After 18 months of age, individuals that performed visual displays had significantly larger pores than individuals that did not display. These results indicate that femoral gland secretions could function in the ontogeny and maintenance of dominance relationships.

Aggression↗

Chemical signals in the reproduction of Asian (Elephas maximus) and African (Loxodonta africana) elephants.

Asian (Elephas maximus) and African (Loxodonta africana) elephants exhibit polygynous mating that involves female choice of mates and male-male competition for access to females. Chemical signals mediate intersexual and intrasexual interactions associated with reproduction. The need for reliable and honest signals is accentuated by the markedly different social structure of adult males and females. Adult female elephants live in matriarchal herds consisting of a dominant female and several generations of offspring. Adult males are solitary or travel with other males except during breeding periods. Because females have a long 16-week oestrous cycle with a brief 1-week receptive period and a 4-5 year interval between births, a sexually active female is a limited resource. Asian elephant females advertise a forthcoming ovulation by releasing (Z)-7-dodecen-1-yl acetate in their urine during the preovulatory period. African elephants probably produce a sex pheromone as well. Females regularly contact the ano-genital region of other females and show heightened chemosensory responsiveness to urine during the follicular phase. The physiological impacts of this ability to detect reproductive condition (e.g. possible synchronizing or suppressing of oestrus) are uncertain. Males experience an annual period of heightened aggressiveness and highly elevated testosterone concentrations known as musth. Males secrete fluid copiously from their temporal gland and dribble strongly odoriferous urine during musth. Females appear to prefer musth males as mates, and captive Asian females exhibit greater chemosensory responses to urine from males in musth than not. Males in musth are competitively dominant to all other males, even those larger than themselves. Nonmusth males avoid males in musth, and captive Asian bulls show greater interest in musth than nonmusth urine. In captivity subordinate Asian females back away from musth secretions, and females with calves sometimes display protective behaviour. Clearly, chemical signals play an important role in communication by elephants between and within the sexes. Further work is needed to identify more of these chemical messengers and to understand their complete function in mediating reproductive interactions in the elephant social system.

Animals↗

The N of 1 Markov chain design as a means of studying the stages of psychotherapy.

Research on the process or, more specifically, the stages of psychotherapy has been difficult to carry out and can lead to spurious results. An initial step in furthering knowledge of the stages of successful therapy would be the use of an N of 1 design with Markov chain analyses. This design would allow one to incorporate the uniqueness of each therapy dyad, the interactional nature of the psychotherapeutic process, and a statistical test of the changes in the interactional behavior over time that is not often available in nonbehavioral single case designs. The purpose of this paper is to familiarize the reader with N of 1 designs and Markov chain methodologies and to propose how they could be combined in an attempt to study the stages of successful therapy. A hypothetical study is presented to exemplify the operation and value of the proposed N of 1 Markov chain design.

Dominance-Subordination↗

Fear and power-dominance motivation: proposed contributions of peptide hormones present in cerebrospinal fluid and plasma.

We propose that fear and power-dominance drive motivation are generated by the presence of elevated plasma and cerebrospinal fluid (CSF) levels of certain peptide hormones. For the fear drive, the controlling hormone is corticotropin releasing factor, and we argue that elevated CSF and plasma levels of this peptide which occur as a result of fear-evoking and other stressful experiences in the recent past are detected and transduced into neuronal activities by neurons in the vicinity of the third ventricle, primarily in the periventricular and arcuate hypothalamic nuclei. For the power-dominance drive, we propose that the primary signal is the CSF concentration of vasopressin, which is detected in two circumventricular organs, the subfornical organ and organum vasculosum of the lamina terminalis. We suggest that the peptide-generated signals detected in periventricular structures are transmitted to four areas in which neuronal activities represent fear and power-dominance: one in the medial hypothalamus, one in the dorsolateral quadrant of the periaqueductal gray matter, a third in the midline thalamic nuclei, and the fourth within medial prefrontal cortex. The probable purpose of this system is to maintain a state of fear or anger and consequent vigilant or aggressive behavior after the initial fear- or anger-inducing stimulus is no longer perceptible. We further propose that all the motivational drives, including thirst, hunger and sexual desire are generated in part by non-steroidal hormonal signals, and that the unstimulated motivational status of an individual is determined by the relative CSF and plasma levels of several peptide hormones.

Animals↗

The importance of building alliances.

This may come as a surprise to Gen-Xers, but on-the-job allies are a political necessity. Information and support from workplace alliances are vital to doing your job. Your peers, boss, subordinates, and even enemies, can and should be in your network of allies. How do you build alliances? It's accomplished by cultivating relationships based on mutual benefit and interest. Information and favors are traded on a quid pro quo basis. Your peers, subordinates, and boss have different needs but they share some goals with you. Goals are the common denominator. Consider the following ways to cultivate your network of allies: Be a reliable news source; offer feedback; be congenial; share expertise; consult; strive to be a role model; don't demand credit; don't wait for recognition; articulate your needs; share a hot idea; save face for someone; and connect people who can help each other.

Cooperative Behavior↗