Science topic

Interpersonal Relations - Science topic

The reciprocal interaction of two or more persons.
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Dear colleagues in the filed of psychology and similar disciplines,
Do you know some open call for cross-cultural project regarding post-COVID effects (or what is happening after the 2 years of pandemic) on various aspects of mental health (life satisfaction, stress, anxiety, optimism...), emotional status, interpersonal relationships, risky behavior, conspiracy theories and other beliefs, etc.?
Thank you.
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Dear Prof. Dinić!
I found the following websites hoping you consider these of value:
1) Coronavirus and COVID-19 Related Funding Opportunities from Research Professional and Pivot, Research Professional News is part of Ex Libris Group. Available at:
In this list I noticed the following: CDC-RFA-IP22-2203 "Tracking the burden, distribution, and impact of Post COVID-19 conditions in diverse populations for children, adolescents, and adults (Track PCC)" Department of Health and Human Services, Centers for Disease Control - NCIRD
Current Closing Date for Applications: Mar 07, 2022  Electronically submitted applications must be submitted no later than 11:59 pm ET on the listed application due date. Estimated Total Program Funding:$45,000,000
Further details are available at:
I really think these funds are also available for EU institutions as well.
Yours sincerely, Bulcsu Szekely
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We are currently conducting our research, I hope you will noticed my question and suggest some scale that we can use. Thank you so much in advance, it is truly a big help!
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In my opinion, you should develop a scale by specifying some dimensions concerning your objectives. Because, it will be very beneficial for you instead of adopting any tool.
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I need help with a research. I am confuse about how to do a secondary research. I couldn't find data that support diversity and inclusion in relation to gender pay gap in the NHS. Because of that I am thinking of using existing literature to generate data and develop corresponding themes. Therefore, is it okay to go this route?
If yes, can I use a qualitative approach?
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We review literature in order to find methodologies that adapt to our research
Ingrid Garcia
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Dear climate change specialist, I have 225 Female Responded HH Data that I have collected during my PhD. Now, I am interested to work for "Women in Climate Change Adaptation on Rice Production: A Case of Rural Household from Mountainous Economy" based on the 225 HH dataset.
As it is a gender issue, I am searching female lead author for this study.
We can collaborate for this research. Please let me know if any of you are interested.
The lead author must have track record journal and from the same field.
Thank you.
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Thank you Wilson Truman Okaka sir. I am at least understand, from your clarification that we can speak for gender issue and not necessarily make it biased by putting female in gender issue. Definitely true and I am very much aware on that. But, I don't know why, I am not interested to lead as an author for this issue which is completely describing women in climate change process. That is the reason I am searching lead author.
Thank you Vaibhav Amarsinh Rajemahadik sir for your words. Hope we could bring some important issue in the forum.
Thank you all. Comments and suggestions are appreciable.
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when ,where and how you grew up?
what where the gender based experiences growing up?
to what extend did you resist influences on you based on gender?
how do you understand the issue of gender in your life?
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I agree Monica that gap still exists today in many fields around us.
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I am looking for a validated instrument that measures Life skills as defined by WHO (1933) : "Life skills are abilities for adaptive and positive behaviour, that enable individuals to deal effectively with the demands and challenges of everyday life".
The core set of skills are the following :
- Decision making
- Problem solving
- Creative thinking
- Critical thinking
- Effective communication
- Interpersonal relationship skills
- Self-awareness
- Empathy
- Coping with emotions
- Coping with stress
Is this possible ? Do you know any validated tool ?
Thank you very much!
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There is a standardized tool for measuring ten core life skills of World Health Organisation (WHO) developed by Dr. Radhakrishnan and Ms. Subashree.
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Good day everyone,
In line with Positive Organizational Scholarship, I am looking for questionnaires that can help to measure:
1) Positive leadership
2) Positive organizational / management / HR practices
3) Positive relationships at work
Any recommendations?
Kind regards
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Actually, it depends on which theory you choose. If you are interested in studying the relationship between leaders and team members, for example, I recommend you to look for the LMX (Leader-Member Exchange) theory.
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n/a
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Is this still open? I would be interested myself and am in Zimbabwe
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 how they are carried out, advantages and demerits of the identified teaching methods
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Dear Leona, I published a paper on this topic, in particular on the use of the game Minecraft in a process of teaching and learning. But it is in Portuguese
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I am interested in how these two theories interrelate and complete one another, both as an explanation of two-couple relationship dynamics, and also in workplace dynamics/leadership issues.
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Attachment or differentiation-of-self: Competing or complementary theoretical orientations in contemporary relational therapies. By Gingrich, Fred
Marriage & Family: A Christian Journal, Vol 7(1), 2004, 33-49.
Two popular theoretical concepts, attachment (Bowlby, 1969) and differentiation-of-self (Bowen, 1978), appear to be competitors in the arena of marital and family therapy. Attachment theory is the foundation of Emotionally Focused Couples Therapy (Johnson, 2004b), and differentiation is the core concept of Family Systems Therapy, represented by Schnarch (1991) and others. A review of these concepts and therapeutic models, along with reflections on how they are supported in Scripture, opens up the possibility that they may not be mutually exclusive. Both can be valuable resources for Christian counseling ministry to couples and families. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
What Predicts Marital Satisfaction? The Role of Attachment and Differentiation doi: http://dx.doi.org/10.1037/e559492014-001
By Moini, Sara; Regas, Susan
2014 [American Psychological Association (APA)].
Attachment and differentiation are effective frameworks for helping couples achieve marital satisfaction. The application of Bowlby's (1969) attachment theory to adult relationships is the foundation of the empirically supported treatment, Emotionally-Focused Therapy (EFT; Greenberg & Johnson, 1988), which is widely used with couples. Johnson (2007) discusses secure attachment as the foundation for couples having satisfying marriages. She explains that when partners can listen to each other's emotions, offer and accept comfort from each other and turn to each other to feel safe, a secure bond is developed. Differentiation of self has been theorized as fundamental to long-term intimacy and mutuality in marriages (Bowen, 1978). Bowen (1978) explains that when partners are highly differentiated, spouses are able to maintain clear autonomy and at the same time they are able to maintain an emotional closeness that is both comfortable and non-threatening to them. This allows them to enjoy a full range of intimacy. Although there is debate over whether attachment or differentiation is the most effective framework for helping couples achieve marital satisfaction, there is also evidence suggesting that attachment and differentiation may be related to each other. Secure attachment involves the ability to access support from attachment figures, allowing the development of self-reliant behavior. Differentiation involves the ability to achieve an autonomous self in emotional connection to others. Therefore, although attachment security and differentiation tap into specific elements of the relational experience, they share two underlying components: the need for intimacy and autonomy (Skowron & Dendy, 2004). Research has primarily focused separately on attachment and differentiation as predictors of marital satisfaction. Fewer studies have also examined the relationship between attachment and differentiation. The purpose of this study is to examine attachment and differentiation as predictors of marital satisfaction and to investigate the relationship between the two variables. One hundred and fifty two married men and women (56% female; M years married = 10; M age = 40) completed the following measures online: The Experiences in Close Relationships Revised (ECR-R; Fraley, Waller, & Brennan, 2000), Crucible Differentiation Scale (CDS; Schnarch & Regas, 2012), and the Marital Adjustment Test (MAT; Locke & Wallace, 1959). Participants were eligible to participate if they were a heterosexual, married man or woman, living in the United States and at least 22 years of age. A hierarchical regression was conducted and as hypothesized, attachment and differentiation explained significant variance in marital satisfaction. After correlation coefficients were computed between attachment and differentiation there was a significant negative correlation between attachment avoidance and differentiation r(148) = -.450, p < .01 (one-tail) and a significant negative correlation between attachment anxiety and differentiation r(148) = -.555, p < .01 (one-tail). That is, the lower one's level of attachment anxiety and avoidance, the higher one's level of differentiation. Results suggest that attachment and differentiation are both effective frameworks for helping couples achieve marital satisfaction and that secure attachment and differentiation share underlying components. (PsycEXTRA Database Record (c) 2015 APA, all rights reserved)
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I'm looking for any insight on how to measure relations or labour relations in the workplace. 
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Hi all, where can I get affordable wearable sociometric sensors to capture real-time data (e.g. turn-taking, speech rate?) Advice anyone? 
Much appreciated, thanks! 
--Sarah 
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Hi Sarah, I am afraid I cannot really help, but I just wanted to thank you for opening up a new world of possibilities for me. Many years ago, to record interactions I used a little spy camera that I wore on my lapel, and that was connected to a small recording device that I carried in a pouch. After seeing your question, I googled sociometric sensors and I was amazed at the progress that's been done in this area - of which I was unaware. I came across Ben Waber's work, which I guess you would be familiar with? (e.g. http://conferences.oreilly.com/strata/strata2013/public/schedule/detail/27240 and http://www.sociometricsolutions.com/). 
Also, the Human Dynamics Group at MIT has a page (http://hd.media.mit.edu/badges/information.html) on which they state that "Researchers planning to use [sociometric badges] for non-commercial applications will be able to buy them or collaborate with us on several research projects. (...) For more information please contact us at communicator@media.mit.edu"
I suppose the keyword in your question would be "affordable"? I will be following this question with much interest. Thanks again!
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What different aspects about personality can be derived from FIRO-B Scales data? and linked to professional occupational traits of an individual?
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Yes there is a point in Beatrice answer while Alvin elaborated further. Aspects of personality derivation from FIRO-B data might be arbitrary. However, the researcher's judgments can be verified by correlating it with the technical results of appropriate personality scales and inventories. High positive correlation can somehow verify the subjective judgment of the researcher. But it needs gruesome data torture to arrive at objective-cum-generalized results worth application. May be an interesting idea worth exploring. 
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Specifically in the context of leader -follower relationship, how does desire for credit from leader,  affect the relationship and vice versa.
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I have suggested that intrinsic motives has two features: what people want and how much they want. There is no motive to take credit, but there is a motive for achievement.  If a person places a very high value on achievement, he/she needs to take credit for many things to satisfy the need.  In the theory of 16 basic desires, then, taking credit is motivated by an above-average intensity need for achievement. 
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I'm working on understanding the psychosocial issues faced by students when they enter the world of work. Many things change from them - Sense of Responsibility being the first. I'm in the process of identifying such variables which can be assessed and their impact on the career graph of students.
Any research papers which display such variables or any that come to your mind will help me create a base for my research paper.
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  • The emphasis placed on teamwork skills
  • The importance of dealing with all types of people and personalities
  • Personal finance issues and budgeting
  • Living on your own - or having to move back with your family
  • Balancing work demands with family/friends/personal life
  • Job-hunting skills ... especially networking, interviewing, and salary negotiation
Confidence & persistence are two important themes the student needs to focus upon while shifting from college to corporate world.
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These could also be interpersonal relationship inventories which could be modified for friendship among men.
Thank you
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All men want to feel like they are enough,  Asking them for their idea on a subject is good.  Indirectly supporting them for example: " Lewis, you remind me of my favorite professor, I learned so much from him, he was the most intelligent person I ever worked with"..   There...now don't you feel better.  All men like to have their tires pumped  (ego supported) 
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I Realize studies on recognition of internal and external barriers that apply to the successors of family businesses during the succession.
Would You be so kind and give the three such barriers please.
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Few barriers are:
1. Acceptance
2. Experience
3. Professionalism
4. Competition from professional firms
5. Limited exposure, etc.
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For teaching, lecture, small group teaching, clinical demonstrations and laboratory exercises are used very effectively. Theory exam consisting of essay type questions, various type of MCQs are good tools for assessment. For practical exams, OSPE, OSCE Viva and practical performance are tools used for the purpose.
But for skills like communication, interpersonal skills, leadership qualities, research interest, working as team member etc, no significant emphasis is given and no tool is available to judge such abilities in a graduating student.   
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Thanks for prompt reply. 
No doubt, formative and summative  evaluation is very effective and gives good results. But patient counselling is one aspect to be assessed. What about other skills like  research abilities,leadership qualities, punctuality, confidence, motivation,self-reliance etc. How can we evaluate them in formative evaluation.  
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For my master thesis purposes I need a couple of standarized photograpies of masculine faces with diverse level of attractiveness. Does anyone know some open source where I could find them, or should I create the stimuli by myself?
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I would contact Alexander Todorov, Department of Psychology, Princeton University. He has daabases of faces varying on many dimensions including attractiveness. See: http://tlab.princeton.edu/
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I am having some difficulty establishing an appropriate effect size for measuring within-person differences in attachment networks. In my study, each participant provides an independent rating of their four closest relationships on a scale measuring attachment behaviors, scores range from 12 to 60. Just to be clear, this is not an attachment quality measure but a measure of how much support is expected from each of four close relationships. Based on the four support figure ratings, I want to code each participant into one of three categories. 1) Participants that clearly identify one attachment figure as more important than each of the remaining three relationships. 2) Participants that rated their top two relationships the same, but higher than their remaining two relationships, and 3) Participants that did not differentiate between their top three relationships. This brings me to the problem; what is the best way to establish significant and/or meaningful differences for within-person ratings. Is it best to use each person's SD based on their four ratings (i.e., calculated for each person separately)? Alternatively, should I use the sample SD? Or, is there a better way to conceptualize and measure meaningful within-person differences?
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There is an easier answer that is valid and does not require strong (probably untenable) assumptions about your data.
Ask your respondents
a) is there one person who provides more support than any of the others? if so, who is it?
- Yes, I get more support from person [ ]
- No; they provide much the same amount of support
b) among the others, is there anyone who provides more support
And so forth.
We don't know how people use your measurement scale, and we have no reason to believe that the normal distribution is entering into their judgements in some generalisable way.
There's an old saying in surveying :
If you want to know something – ask
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Hi, I'm looking for some practical uses of the FIRO-B, or research around its general effectiveness. Does anyone have any recommendations on authors, articles, or even if research like this has been conducted? Thanks!
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It has been used for job placement and for organizing teams. See the FIRO compatibility indexes.
It can be used to explain frequent conflict.
Good luck.
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Is there any research showing that formal communication results in lower level of interpersonal closeness?
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Surely, more formal communication is the job of a manager who uses command and control as the main style of management. Mostly formal control co-exists with rule-centricity and manual approach as the key feature of the management style of the manager concerned. A true leader on the other hand communicates informally with her/his people most of the time; for her or his main job is to inspire them to work for the shared vision of the organization, which necessitates caring for his people and motivating them through personal touch, empathy, transparency, celebration and fun, and not just through formal communication.
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I am interested in the influence of the level of communication skills in the course of qualitative research and in the result of it.
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You might look at the new book "Researching interpersonal relationships: Qualitative Methods... "edited by Jimmie Manning and Adrianne Kunkel http://www.amazon.com/Researching-Interpersonal-Relationships-Qualitative-Analysis/dp/1452203903
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Couple dynamics - interpersonal dynamics.
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Can you be a little more specific? I have plenty of references especially around couple and family therapy, but that is very broad so it would help if you give me a precise idea of what you are looking for.
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I am looking to investigate cognitive flexibility as an outcome of family therapy. I would like to know if there is a measure that would enable me to assess someone's thinking/perspective on a specific problem (i.e. the problem they have brought to therapy).
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Hi Sian,
You can check out the practice-based outcome literature. For a quick book review you can check out Gaete, J. (2011). Developing and delivering practice-based evidence: A guide for the psychological therapies. Psychotherapy research, 1-3. doi: 10.1080/10503307.2011.611544
more specifically, you can check:
Franklin, C., Corcoran, J., Nowicki, J., & Streeter, C. (1997). Using client self-anchored scales to measure outcomes in solution-focused therapy. Journal of Systemic Therapies, 16, 246-265.
They have expanded the scaling technique (ST) (Berg & de Shazer, 1993) as an outcome measure. The ST is usually used to assess problems and develop therapy goals with clients with an ordinal scale (10 point continuum). Therapists use client’s preferred meanings (the viewing or 'perspective' you mentioned), and work with them in defining behavioral change goals (the doing). Franklin et al. (1997) show with three different clinical cases (using a single case design for each one of them), the ST can be used to collect reliable, valid and relevant outcome data, which allows both qualitative and quantitative analysis of the data.
hope that helps,
j