and the Stability of Working Relationships/,R/<://<2/-rf V. Wagner 116 Identifying Emergent Leaders from Verbal and Nonverbal Communications/.R. Timothy Stein 125 An Attribution Analysis of the Effect of Communicator Characteristics on Opinion Change: The Case of Communicator Attractiveness//4/Jce H. Eagly and Shelly Chaiken 136 Effects of Embarrassment on Behavior Toward Others/Robert Apsler 145 Conceptual Complexity and Concept Learning of Painting Styles/Ken Hill and Don Kiiiken 154 (Continued on inside back cover)

The concept of reasonable doubt was examined as both an individual and group decision criterion. Previous research indicates that neither criterion has an effect on verdicts. A reexamination of this research suggested that such effects might occur for cases producing maximum disagreement. An experiment was performed in which mock jurors reached individual and group verdicts for such a case. The decision criteria for individuals (judge's definition of reasonable doubt) and groups (assigned decision rule) were varied in a factorial design. As predicted, mock juries assigned a unanimity decision rule were significantly less likely to reach a verdict than juries assigned a majority rule. Minority members of juries assigned a majority decision rule were particularly dissatisfied with group deliberation. Definitional variations in reasonable doubt significantly affected both individual and group verdicts. The effects of the independent variables for the group decision-making process were also examined using a model-fitting approach to Davis' social decision scheme model.

The present experiment (a) examined the influence of group size, task difficulty, and member sex on the relationship between actual productivity and potential productivity proposed by Steiner and (b) tested the predictive accuracy of the hierarchical and equalitarian latency models proposed by Restle and Davis. Participants worked three intellectual problems of varying difficulty, either as individuals or in same-sex groups of 2, 3, 6, and 10 members. Actual performance was assessed using indexes of the proportion of solvers and time to solution. Potential performance scores were generated from theoretical models for the same indexes. Group size and problem difficulty were important determinants of group performance, whereas member sex generally was not. Size and difficulty effects varied, however, depending upon choice of performance measure. For the proportion index, groups often worked up to their potential, but those same groups usually fell below potential on the latency index; they were effective but inefficient. Group performance on both indexes generally fell below potential as -^size and difficulty increased. The concept of "functional size" was advanced to explain the observed pattern of group performance. According to this notion, as group size increases the number of nonparticipators also increases, resulting in a functional group size smaller than actual size. The functional size analyses suggested that groups solved at the rate of the fastest member of the functional /._ group.It seems apparent that productivity in task-aspect of group performance. Although addioriented groups can be altered by the size of tional research has been conducted since that the group, and indeed the impact of group size review (e.g., Frank & Anderson, 1971; Hackis often mentioned in discussions of group per-

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