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We also found a positive association between music perception abilities and emotion recognition in the entire sample, even with music training held constant. In fact, untrained participants with good musical abilities were as good as highly trained musicians at recognizing vocal emotions. Moreover, the association between music training and emotion recognition was fully mediated by auditory and music perception skills. Thus, in the absence of formal music training, individuals who were "naturally" musical showed musician-like performance at recognizing vocal emotions. These findings highlight an important role for factors other than music training (e.g., predispositions and informal musical experience) in associations between musical and nonmusical domains. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Prosocial behaviors-actions that benefit others-fundamentally shape our interpersonal interactions. Psychiatric disorders have been suggested to be related to prosocial disturbances, which may underlie many of their social impairments. However, broader affective traits, present to different degrees in both psychiatric and healthy populations, also have been linked to variability in prosociality. Therefore, it is unclear to what extent prosocial variability is explained by specific psychiatric disorders relative to broad affective traits. Using a computational, transdiagnostic approach in two online studies, we found that participants who reported being more affectively reactive across a broad cluster of traits manifested greater frequencies of prosocial actions in two different contexts They reported being more averse to harming others for profit, and they were more willing to exert effort to benefit others. These findings help illuminate the profile of prosociality across psychiatric conditions as well as the architecture of prosocial behavior in healthy individuals. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Right-wing authoritarianism (RWA) and social dominance orientation (SDO) both predict generalized prejudice, dehumanization, intergroup discrimination, oppression, violence, right-wing political party preference, and generally punitive attitudes. Authoritarian attitudes have been theorized to involve maladaptive emotional, cognitive, and social self-regulation. However, there is no study of authoritarianism using the functioning of the parasympathetic nervous system (PNS) as a physiological index of self-regulation, thus leaving it unclear whether regulation is "impaired" with authoritarian attitudes per se. PNS functioning is commonly assessed by examining tonic and phasic heart rate variability (HRV). These two components are recognized to be important in terms of adaptation to stress. Decreased HRV has been associated with hypoactive prefrontal regulation, hyperactive subcortical structures, maladaptive self-regulation, hyper-vigilance, decreased prosocial tendencies, defensiveness, impulsive behaviors, and aggression. Previous research suggests that self-regulatory failure may favor hostile attitudes and prejudicial intergroup behaviors. In a first study, we found that high RWA was associated with lower tonic HRV at rest. selleck inhibitor In a second study, stress-induced autonomic reactivity and poststress autonomic recovery were examined as potential pathways linking authoritarian attitudes to self-regulation. We found that high RWA and high SDO were associated with (i) lower tonic HRV during stress, (ii) greater autonomic reactivity during stress, and (iii) lower autonomic recovery. Overall, our results suggest that autonomic dysregulation during and following stress is a plausible physiological pathway connecting RWA and SDO to self-regulation. Implications of such results for research on political attitudes are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Reputations are critical in human social life they allow people to share and act on information about one another, even when they have never met. Reputations can be conceptualized as information about a target person that is stored in networks of perceivers and transmitted through either direct interaction or hearsay. We present a novel paradigm that integrates the network approach with interpersonal perception research. We apply that paradigm to study the consensus, accuracy, positivity bias, and consequences of personality trait information in hearsay-based reputations. In 2 preregistered studies (N = 260 and 369), we created naturalistic micronetworks in the lab in which participants interacted and got to know one another, then later described each other to naïve third parties. Across studies, we use the extended Social Accuracy Model (Wessels, Zimmermann, Biesanz, & Leising, 2020) and an extension of the domain-wise correlational approach (Kenny, 1994). Hearsay-based reputations are about as positively biased as direct reputations. They showed strong consensus (agreement) with direct reputations and modest accuracy, suggesting that they can consolidate around an inaccurate representation. Perceivers' extraversion was associated with more biased hearsay reputations. Experimentally manipulating the context of the hearsay exchange had no detectable impact on hearsay consensus or accuracy. Hearsay reputations were consequential, affecting the extent to which perceivers thought targets would be good leaders or friends. These results provide initial insights into reputation networks and suggest several important future directions for the network approach to reputations. We also present open materials and data analysis software for others to extend the reputations-as-networks approach. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Research has shown that vocational interests are important predictors of a number of life outcomes. Therefore, understanding individuals' vocational interests can also help to explain and predict their attitudes, behavior, and motives. The goal of the present study was to examine changes in vocational interests over time and explore whether these changes could be partially explained by employees' interactions with their work environments. We started by developing a theoretical framework that links interest development to the broader notion of person-environment (P-E) fit. Using a sample of 933 individuals entering the workforce, vocational interests, ratings of the work environment, and job satisfaction were assessed at 3 time points over the course of a 22-year longitudinal study. Results showed both stability (correlations ranging from .26 to .80) and change (d's ranging from .03 to .34 in absolute value) in vocational interests over time. In addition, individual differences in vocational interest change were also associated with corresponding changes in the work environment, suggesting that employees gravitate toward work environments that fit with their interests and their vocational interests are then predicted by their experiences in these environments.