Introduction

Carson, Robert C.

doi:10.4324/9780429025136-1

Cited by 10 publications

(24 citation statements)

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“…Interpersonal interaction theory suggests that satisfactory and productive interactions occur when two individuals have compatible characteristics (Carson, 1969; Kiesler, 1983, 1996; Leary, 1957; Wiggins, 1982; Sadler, Ethier, & Woody, 2011). A focal argument of interpersonal interaction theory is that dyadic interactions are more harmonious when one individual is dominant (i.e., prefers to exert power and control) and the other is submissive (Leary, 1957; Kiesler, 1983).…”

mentioning

confidence: 99%

Supervisor-employee power distance incompatibility, gender similarity, and relationship conflict: A test of interpersonal interaction theory.

Graham

Dust

Ziegert

2018

Journal of Applied Psychology

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According to interpersonal interaction theory, relational harmony surfaces when two individuals have compatible interaction styles. Building from this theory, we propose that supervisor-employee power distance orientation incompatibility will be related to employees' experience of higher levels of relationship conflict with their supervisors. Additionally, we propose an asymmetrical incongruence effect such that relationship conflict will be highest when supervisors are high in power distance and employees are low in power distance. Furthermore, we address calls in interpersonal interaction research for more direct attention to the social context of the dyadic interaction and explore the moderating effects of supervisor-employee gender (dis)similarity on the relationship between this incompatibility and conflict. We propose that supervisor-employee gender dissimilarity (e.g., male-female or female-male pairs) acts as a conditional moderator, neutralizing the power distance incongruence effect and the asymmetrical incongruence effect. Using 259 supervisor-employee dyads in the physical therapy industry, the hypotheses were generally supported. Theoretical and practical implications regarding the unique benefits of power distance compatibility and gender diversity in supervisor-employee dyads are discussed. (PsycINFO Database Record

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mentioning

confidence: 99%

Supervisor-employee power distance incompatibility, gender similarity, and relationship conflict: A test of interpersonal interaction theory.

Graham

Dust

Ziegert

2018

Journal of Applied Psychology

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“…Future research should also consider that real-life interactions are characterized by ongoing reciprocal effects involving interpersonal behavior and social evaluations (see Back, Baumert, et al, 2011; Kurzius et al, 2022). It is, for example, conceivable that if person A shows communal behavior toward person B, person B will like person A more than he or she initially did and will then show communal behavior toward person A, which in turn leads person A to like person B, et cetera (Carson, 1969). In future studies on such effects, the researchers should ideally make separate video recordings of both interaction partners to safeguard independent behavior ratings.…”

Section: Discussionmentioning

confidence: 99%

“…However, the content domain of agency is also often characterized by a zero-sum principle, meaning that one person’s dominance comes at the cost of the interaction partner’s submission (Carson, 1969). From this perspective, agentic behavior entails potential disadvantages for the interaction partner, and therefore, it is also conceivable that people who show agentic behavior are liked less.…”

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confidence: 99%

On How to Be Liked in First Encounters: The Effects of Agentic and Communal Behaviors on Popularity and Unique Liking

Dufner

Krause

2023

Psychol Sci

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When meeting other people for the first time, how should one behave in order to be liked? We investigated the effects of agentic and communal behaviors on two forms of being liked: popularity (being generally liked by others) and unique liking (being uniquely liked by specific interaction partners). In a round-robin study, 139 unacquainted German adults had dyadic conversations and provided liking ratings afterward. The conversations were recorded on video, and four agentic behaviors (leading, dominant, confident, boastful) and four communal behaviors (polite, benevolent, warm, friendly) were each rated by trained observers. Participants who generally showed agentic and communal behavior were also generally liked (popularity). When participants’ level of communal, but not agentic, behavior exceeded their personal standards during an interaction, they were particularly well-liked by the respective interaction partner (unique liking). The behavioral predictors of being liked thus differ, depending on whether one focuses on popularity or unique liking.

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“…Another method by which to divide the IIP-C is to bisect it along the underlying dimensions of love and dominance (see Gurtman, 1996, Figure 1). Interpersonal styles can then be described as particular combinations of these two dimensions in a broader sense: the love dimension ranging from hostile/cold behavior to warm/friendly behavior, and the dominance dimension ranging from yielding/submissive behavior to controlling/dominating behavior (Carson, 1969; Horowitz et al, 2000; Kiesler, 1983). Gurtman (1996) developed a four-fold typology of interpersonal problems based on the circumplex for 104 outpatients.…”

Section: Dynamic Interpersonal Therapymentioning

confidence: 99%

“…Gurtman (1996) developed a four-fold typology of interpersonal problems based on the circumplex for 104 outpatients. The system of quadrants formed by the intersection of love and dominance was named (after Carson, 1969) friendly–dominant (0°–90°), hostile–dominant (90°–180°), hostile–submissive (180°–270°), and friendly–submissive (270°–360°), and individuals could be placed in one partition of the circle based on their IIP results for distress, angular displacement, and vector length. A descriptor summarizing the key problems for each quadrant was arrived at: friendly–dominant was characterized by being overly controlling, intrusive, and revealing; hostile–dominant by having problems getting along with others, being aggressive, and lacking in social feeling; hostile–submissive by having problems feeling close to people and being open; and friendly–submissive by having problems of dependency, exploitability, and lacking assertiveness.…”

Section: Dynamic Interpersonal Therapymentioning

confidence: 99%

A typology for the interpersonal affective focus in dynamic interpersonal therapy based on a contemporary interpersonal approach.

McFarquhar¹,

Luyten²,

Fonagy³

2023

Psychotherapy

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Dynamic Interpersonal Therapy (DIT) is a brief, time-limited psychodynamic individual therapy in which depressive and anxious symptoms are understood as responses to interpersonal difficulties. Problematic interpersonal representations of the self and others are conceptualized in DIT as the interpersonal affective focus (IPAF), a predominant and recurring interpersonal pattern that is connected to the symptoms and becomes the foundation of treatment. This article reports the development of a typology for classifying IPAFs, which characterizes the predominant style based on contemporary interpersonal approaches. If such a typology can be shown to have validity in a clinical setting, it could have multiple uses that would improve understanding of how DIT works and for whom it might be effective, for example, assisting the therapist in formulating the IPAF, allowing investigations of treatment outcome and process research, and informing training. An IPAF typology was developed by means of a hybrid method of qualitative analysis of transcriptions of audio recordings of DIT sessions using data from a randomized control and feasibility trial. Results revealed four themes, that is, patterns of relating, which could be described as hostile-dominant, hostile-submissive, friendly-dominant, or friendly-submissive. Limitations include the sample size and diversity, the impact of the inclusion and exclusion criteria of the pilot feasibility trial, and the clinical need to titrate the IPAF. Future research should focus on the reliability and validity of the typology and whether it can be employed in outcome and process research. Clinical Impact StatementQuestion: Can contemporary interpersonal approaches to depression provide a framework for classifying the interpersonal affective focus in Dynamic Interpersonal Therapy (DIT) to produce a tool for clinicians that might further outcome and process research? Findings: A qualitative analysis of DIT session transcripts revealed that the Inventory of Interpersonal Problems (IIP) provides a good basis for distinguishing four types of IPAFs: hostile-dominant, hostile-submissive, friendly-dominant, and friendly-submissive. Meaning: The focus of DIT can be categorized into four broad types, which may support clinicians in formulation and inform future research. Next Steps: Future research should examine the reliability and validity of the typology and its relationship with outcomes and processes in DIT.

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Introduction

Cited by 10 publications

References 0 publications

Supervisor-employee power distance incompatibility, gender similarity, and relationship conflict: A test of interpersonal interaction theory.

Supervisor-employee power distance incompatibility, gender similarity, and relationship conflict: A test of interpersonal interaction theory.

On How to Be Liked in First Encounters: The Effects of Agentic and Communal Behaviors on Popularity and Unique Liking

A typology for the interpersonal affective focus in dynamic interpersonal therapy based on a contemporary interpersonal approach.

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