Dominance and Prestige

Decoding the Dynamics of Cultural Change: A Cultural Evolution Approach to the Psychology of Acculturation

Although acculturation psychology is extensively studied in the social sciences, research progress has slowed due to overused methodologies and theories and emerging challenges to core conceptual tenets. Here, we seek to stimulate scientific inquiry into acculturation by integrating underutilized cultural evolutionary perspectives. We propose that cultural evolutionary mechanisms, such as (anti)conformity, prestige bias, payoff bias, and vertical transmission are instrumental in understanding when, why, and how minority- and majority-group members acculturate. The direction and potency of these mechanisms are proposed to be modulated by a combination of contextual and individual factors, resulting in acculturation strategies that at the population level form "cultural evolutionary equilibria." These equilibria in turn have consequences for the long-term, population-level dynamics of cultural evolution. We outline how our integration of perspectives can allow researchers to model the dynamics of large-scale cultural change, increasing our understanding of the complex challenges faced by today's diverse societies.Public AbstractAcculturation describes the cultural and psychological changes resulting from intercultural contact. Here, we use concepts from "cultural evolution" to better understand the processes of acculturation. Cultural evolution researchers view cultural change as an evolutionary process, allowing them to borrow tools and methods from biology. Cultural evolutionary mechanisms such as conformity (copying the numerical majority), anti-conformity (copying the numerical minority), prestige bias (copying famous individuals), payoff bias (copying successful people), and vertical cultural transmission (copying your parents) can cause people to adopt elements from other cultures and/or conserve their cultural heritage. We explore how these transmission mechanisms might create distinct acculturation strategies, shaping cultural change and diversity over the long-term. This theoretical integration can pave the way for a more sophisticated understanding of the pervasive cultural shifts occurring in many ethnically diverse societies, notably by identifying conditions that empower minority-group members, often marginalized, to significantly influence the majority group and society.

When all is unequal, the rich get dominant: Inequality leads to expectations of dominant leadership among those high in SES

People of higher SES have been found to behave more dominantly than people of lower SES. We tested the hypothesis that this difference is exacerbated under conditions of high economic inequality, when the income/wealth difference between those of low and high SES becomes greater. Across four studies (N =  2,739), using both experiments that manipulate perceived inequality (Studies 1a, 1b, and 3) and a correlational study that measures perceived inequality (Study 2), we find evidence that people expect others and themselves to become more dominant if they are of high as opposed to low SES, and this difference is most extreme when economic inequality is perceived to be high.

Defending Behavior in Bullying and Defenders' Psychosocial Outcomes among Children and Adolescents: A Series of Three-Level Meta-Analyses

Defending behavior in bullying plays a vital role in mitigating bullying. However, previous research has reported inconsistent findings regarding the potential psychosocial risks faced by defenders. The current study aimed to systematically examine and quantify the associations between defending behavior in bullying and defenders' psychosocial outcomes through a series of three-level meta-analyses. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, a comprehensive systematic search, manual search, and citation tracking were conducted across several databases. The search yielded 290 effect sizes from 62 studies, encompassing data from 102,574 children and adolescents. The analyses revealed that defending behavior in bullying was weakly, but significantly positively correlated with concurrent internalizing problems and victimization. The analyses also showed a small, but reliable positive correlation between defending behavior in bullying and concurrent social relationships, as well as associations with both concurrent and longitudinal social status. These associations were moderated by culture, types of defending, the reporter of defending, and social status types. Positive association between defending behavior and internalizing problems increased with individualism scores. Aggressive defending showed a stronger positive association with internalizing problems than other defending behavior. Both direct defending (particularly aggressive defending) and self-reported defending demonstrated stronger positive correlations with victimization. Defending behavior was more positively linked to likability than popularity. Peer-reported defending was more strongly associated with social status than self-reported defending. However, significant correlations were not observed between defending behavior and externalizing problems or academic achievement. Given the dual nature of defending behavior in bullying, implications for future research directions and bystander intervention programs are discussed.

How can ethical leadership increase employees' bootlegging innovation behavior in China?: a serial mediation model of psychological wellbeing and psychological entitlement

Bootlegging innovation behavior poses challenges to organizational management but significantly contributes to development and innovation. The relationship between leadership style and bootlegging innovation behavior is particularly noteworthy. Ethical leadership often instills a sense of reliability and integrity in employees, fostering trust and reciprocity, which benefits both leaders and the organization. To investigate how ethical leadership enhances employees' willingness to innovate and engage in innovative behavior, this study collected survey data from 382 private-sector employees in southeast China. The findings revealed a positive correlation between ethical leadership and bootlegging innovation behavior. Furthermore, psychological wellbeing and psychological entitlement were found to mediate the relationship between ethical leadership and bootlegging innovation behavior. The integrity and inclusiveness demonstrated by ethical leadership help employees feel valued, enhancing their psychological wellbeing. This, in turn, increases their psychological entitlement and willingness to realize their self-worth, making them more inclined to put innovative ideas into practice-even without explicit authorization. The key contribution of this study lies in identifying the chain-mediating effect of psychological wellbeing and psychological entitlement in the relationship between ethical leadership and bootlegging innovation behavior. By exploring this complex and nuanced process, the study provides actionable recommendations for fostering bootlegging innovation behavior among employees. It also broadens the research scope of bootlegging innovation and offers fresh perspectives for future research endeavors.

The interplay of social rank perceptions of Trump and Biden and emotions following the U.S. presidential election 2020

The outcome of the 2020 U.S. election between Trump and Biden evoked strong emotions. In U.S. American (Study 1; N = 405) and German (Study 2; N = 123) samples, we investigated how observers' group membership (i.e. political orientation) and the social rank attainment of both candidates (i.e. dominance vs. prestige) predicted emotional reactions. Trump was generally perceived as more dominant, and Biden as more prestigious. However, perceptions of social rank attainment differed depending on the observers' political orientation, either matching or not matching with the leaders (i.e. Republicans and Democrats, respectively). The candidate who did not share the participants' political orientation was perceived as less prestigious and more dominant and elicited stronger contrastive emotions (i.e. schadenfreude, malicious envy) and weaker assimilative emotions (i.e. happy-for-ness, sympathy, anger), and vice versa. Crucially, dominance and prestige perceptions explained variance in the emotional reactions of more conservative and more liberal participants. Prestige positively predicted assimilative emotions and dominance contrastive emotions. Our work advances theorising by providing evidence that dominance and prestige perceptions contribute to the elicitation of various emotions. Furthermore, it suggests that prestige and dominance are not fixed characteristics of liberal and conservative leaders but depend on the observers' group membership.

Students' School and Psychological Adjustment in Classrooms with Positive and Negative Leaders

Positive and negative leadership styles may influence classroom norms and be related to the school and psychological adjustment of children in general, and victims in particular. This study tested the relation between leadership styles and children's adjustment, and the moderating effects of leadership on the association between self-reported victimization and school and psychological adjustment (self-esteem, social anxiety, and depressive symptoms); and it tested for potential gender differences. Classrooms were classified into those with only positive leaders, only negative leaders, both positive and negative leaders, and without leaders. The sample contained 8748 children (Mage = 10.05, SD = 1.22; 51.2% girls) from 392 classrooms, in grades three to six, in 98 Dutch schools. Multilevel analysis revealed that, in general, children in negative leader classrooms experienced lower school well-being than children in other classrooms. In positive leader classrooms, male and female victims had lower school well-being. For psychological well-being, female victims had lower self-esteem and more depressive symptoms in positive leader classrooms. Male and female victims in negative leader classrooms did not suffer from additional maladjustment. These results demonstrate that negative leadership styles are related to lower school well-being of all children, whereas victimization in classrooms with positive leaders is negatively related to male and female victims' school well-being and girls' psychological adjustment (depressive symptoms); this is in line with the 'healthy context paradox'.

Lifting Me Up or Tearing You Down? The Role of Prestige and Dominance in Benign Versus Malicious Envy

Dominance and prestige are two strategies people use to regulate their social rank within group hierarchies. Despite a growing literature on dominance- and prestige-oriented leaders, little is known about how those strategies operate among people lower in social rank. Four studies tested the hypothesis that, among subordinates, dominance and prestige are associated with high levels of malicious and benign envy, respectively. Individual differences in prestige were positively and independently associated with benign envy, and negatively associated with malicious envy. Individual differences in dominance were positively and independently associated with both malicious and benign envy. Two experiments demonstrated that activating a prestige-oriented mindset (relative to a dominance-oriented mindset) caused people to display higher levels of benign envy. No experimental effects on malicious envy were observed. Theories of prestige and dominance provide a useful framework for understanding ways in which subordinate group members strive for high social rank.

From Envy to Radicalization

Models of radicalization have typically placed grievances at the heart of radicalization. In contrast, we argue that viewing the radicalizing agent as decidedly proactive, and less reactive, better accounts for the available data. At the core of our radicalization model is the functional structure of envy. The operative properties of the emotion align with essential and conspicuous features of the radicalization process: a motivation to monitor social differentials, an identification of sources of postulated welfare costs, an impulse to eliminate or depower purported competitors, an attempt to diffuse responsibility for one's aggressive actions, and the rejoicing at the envied agent's misfortune. Two of those operative properties are particularly important for our understanding of radicalization. Envy motivates the neutralization of competitors when responsibility for welfare costs is not objectively attributable to others' wrongdoing toward the party who feels injured. The "process of typification" serves as a means to diffuse responsibility. It extends the reach of individual concerns by downplaying the particulars of the personal situation motivating the envious agent while evoking universally shared interaction templates (e.g., humiliation, injustice) to appeal to a broader audience.

Understanding the Leaders of Tomorrow: The Need to Study Leadership in Adolescence

Leadership traits and behaviors are observed early in human development, and although an improved understanding of youth leadership would usefully inform many real-world contexts (e.g., education, parenting, policy), most empirical work on leadership has been limited to adult populations. The purpose of the current article is to add a developmental perspective to leadership research that has so far been absent. Here, we (a) highlight adolescence as a critical developmental period for leadership emergence and development, (b) argue that leadership among youths is poorly understood and critically understudied, (c) provide exemplars of synergy between research on leadership and adolescent development that are ripe for focused inquiry, and (d) underscore some of the positive consequences of accelerating empirical research on leadership in adolescence, including implications for a deeper understanding of leadership in adult working populations.

A contingency model of the dominance route to influence in work teams: The moderating role of team competition

This paper presents a contingency model on the effectiveness of dominance as a route to influence in organizational work teams. In a field study ( n = 397 members from 54 work teams), we observed that perceived intra-team competition represents a key context factor that moderates the relationship between dominance displays and influence attainment. Although dominant members attained more influence than non-dominant members, their influence was proportionally greater when team competition was high, rather than low. A follow-up scenario experiment ( n = 429 participants) confirmed the proposed causal direction of this interaction effect. Moreover, this study showed that normative evaluations of (non-)dominant behavior drive the findings. Dominance displays were considered more appropriate, normal, and functional (i.e., normative) in teams with high competition, whereas non-dominant behavior was seen as more normative in teams where competition was low. Consequently, non-dominant members also gained influence in this last team situation, reducing the relative influence advantage of dominant members. The results support both the functional view and the contextual value perspective on hierarchy formation in teams, and inform organizations about how they can prevent dominance-based influence processes.

Sharing or hiding? The influence of supervisor bottom-line mentality on employee knowledge behaviors

Purpose

Drawing on the dual-strategies theory of social rank and leader distance theory, this paper aims to investigate the influence of supervisor bottom-line mentality (BLM) on employee knowledge-related behaviors by considering the mediating role of perceived leader prestige or dominance and the moderating role of supervisor–subordinate guanxi (SSG).

Design/methodology/approach

This study collected survey data from 185 research and development employees in East China at three-time points. The authors conducted path analysis and bootstrapping-based analytic approach to test the hypotheses by Mplus7.0.

Findings

The results showed that supervisor BLM has a negative effect on employee knowledge sharing and a positive effect on knowledge hiding. Besides, perceived leader prestige or dominance mediated the relationship between supervisor BLM and employee knowledge hiding. Furthermore, SSG moderated the relationship between supervisor BLM and perceived leader prestige or dominance, as well as the indirect effects of supervisor BLM on knowledge hiding via perceived leader prestige or dominance.

Originality/value

There is limited research on investigating the influence of supervisor BLM in the field of knowledge management. The authors carried out this study to provide evidence of how and when supervisor BLM affects employee knowledge sharing and hiding.

Cortisol awakening response and testosterone jointly affect adolescents' theory of mind

Adolescence is a critical period for the maturation of neurobiological processes and hormone secretion. Recent studies on the dual-hormone hypothesis have indicated that basal cortisol and testosterone jointly affect dominant and aggressive behavior among adolescents and adults. Whether this hypothesis applies to prosocial-related understanding of others' mental states remains unclear. The present study investigated associations between basal testosterone, basal cortisol (and cortisol awakening response [CAR]), and the cognitive/affective theory of mind (ToM) in 243 adolescents (67.9 % male, aged 14 to 17 years, M_age = 16.09, standard deviation = 0.62). Cognitive ToM (cToM) and affective ToM (aToM) were assessed with a cartoon story reasoning task: In the cToM condition, participants viewed a comic strip story and needed to predict what would happen based on a character's intentions, and in the aToM condition, they viewed a comic strip of two characters interacting and needed to think about what would make the protagonist feel better. The results showed that basal testosterone and basal cortisol did not interact with each other to affect the performance of ToM, either in terms of ToM accuracy or response speed. However, under the condition of low CAR, testosterone is associated with the fast performance of cToM, although the interaction of testosterone and CAR occurred only in female adolescents. Overall, our data provide new evidence for the dual-hormone hypothesis and further extend the hypothesis to social understanding.

Prestige Orientation and Reconciliation in the Workplace

Human social hierarchies comprise two distinct bases of status: dominance and prestige. One can acquire high social status not only by physically intimidating others (dominance) but also by providing information goods to others (prestige). Given that prestige-oriented individuals need to be liked and accepted by others, we hypothesized that they would be more eager to reconcile with their coworkers when they were involved in interpersonal conflicts in their workplaces. Study 1 asked 487 respondents about their conciliatory behaviors in response to workplace conflicts. Prestige-oriented individuals were more apologetic (when they hurt someone in their workplace) and forgiving (when they were hurt by someone). However, analyses of a subsample of respondents who had conflicts with their followers showed that organizational leaders' prestige orientation was associated only with forgiveness but not with apologetic behavior. Study 2 collected comparable data from 678 organizational leaders. Study 2 confirmed the results of the subsample analysis of Study 1. Compared with leaders low in prestige orientation, leaders high in prestige orientation were more likely to forgive their subordinates; however, they were no more likely to apologize to their subordinates.

What’s Race Got to Do with It? The Interactive Effect of Race and Gender on Negotiation Offers and Outcomes

Research suggests that women negotiators tend to obtain worse outcomes than men; however, we argue this finding does not apply to all women. Integrating research on social hierarchies, gender in negotiations, and intersectional stereotype content, we develop a theoretical framework that explains the interactive effect of race and gender on offers and outcomes received in distributive negotiations. With a focus on Black and White women and men negotiators, we predicted that stereotypes related to their race and gender lead Black women negotiators to receive more favorable negotiation offers and outcomes than White women and Black men negotiators and this effect is explained by ascriptions of dominance and prestige, respectively. Results of three experimental studies involving diverse samples—online panel participants, individuals selling items on Craigslist, and MBA students—support these predictions. More specifically, we find that Black women negotiators are perceived as more dominant than White women negotiators, and Black women negotiators are ascribed greater prestige than Black men negotiators. These ascriptions allow Black women negotiators to receive more favorable negotiation offers and outcomes compared with White women and Black men. These findings highlight the importance of jointly considering the influence of race and gender in negotiations.

The Chicken and Egg of Pride and Social Rank

Prior research has found an association between pride experiences and social rank outcomes. However, the causal direction of this relationship remains unclear. The current research used a longitudinal design (N = 1,653) to investigate whether pride experiences are likely to be a cause, consequence, or both, of social rank outcomes, by tracking changes in individuals' pride and social rank over time. Prior research also has uncovered distinct correlational relationships between the two facets of pride, authentic and hubristic, and two forms of social rank, prestige and dominance, respectively. We therefore separately examined longitudinal relationships between each pride facet and each form of social rank. Results reveal distinct bidirectional relationships between authentic pride and prestige and hubristic pride and dominance, suggesting that specific kinds of pride experiences and specific forms of social rank are both an antecedent and a consequence of one another.

Pathways From Narcissism to Leadership Emergence in Social Groups

Narcissists successfully emerge as leaders. However, the processes by which this occurs are mostly unknown. Following a dual-pathway approach and differentiating between agentic (narcissistic admiration) and antagonistic (narcissistic rivalry) narcissism, we investigated the behavioral processes underlying narcissists’ leadership emergence in social groups. We applied data from a multimethodological laboratory study ( N = 311) comprising three groups of variables: personality traits, expressed interaction behaviors, and interpersonal perceptions. Prior to the laboratory sessions, participants provided self-reported answers to various narcissism measures. Interpersonal perceptions were obtained from round-robin ratings after participants completed the Lost on the Moon task in small groups. Participants’ behaviors during the group discussion were videotaped and coded by trained raters. Results supported the notion of a pathway from agentic narcissism to leadership (measured as target effects of being seen as a leader) determined by narcissistic admiration, dominant-expressive behavior, and being seen as assertive. To clarify narcissism’s relationship to leadership emergence, the effects were (a) contrasted with narcissism’s effects on popularity and (b) set in relation to process pathways leading from intelligence and physical attractiveness to leadership. The findings underscore the benefits of a behavioral pathway approach for unravelling the impact of narcissism on leadership emergence.

Two Ways to Stay at the Top: Prestige and Dominance Are Both Viable Strategies for Gaining and Maintaining Social Rank Over Time

The dual-strategies theory of social rank proposes that both dominance and prestige are effective strategies for gaining social rank (i.e., the capacity for influence) in groups. However, the only existing longitudinal investigation of these strategies suggests that, among undergraduate students, only prestige allows people to maintain social rank over time. The current study provides a longitudinal test of dominance and prestige in a context where dominance is more normative: MBA project groups. Among 548 MBA students in 104 groups, peer-rated dominance and prestige predicted gains in social rank over the course of 4 weeks, indicating that both strategies may help people not only gain social rank but also maintain it over time. Furthermore, prestige-but not dominance-led to social rank because of willingly given deference from group members. This confirms a central but thus-far-untested principle of dual-strategies theory: While prestige is based on freely conferred deference, dominance is not.

The Relationship Between Employee's Status Perception and Organizational Citizenship Behaviors: A Psychological Path of Work Vitality

Purpose

Studies have shown that status-based rankings exist within almost every human social group and influence most aspects of organizational life. However, few studies have discussed the relationship between employees’ status and organizational citizenship behaviors (OCBs). Based on social cognitive theory, this paper explores the relationship between employees’ status perception and two types of OCBs: challenging and affiliative, as well as the mechanism underlying this relationship by introducing work vitality as the mediator and dominance motivation as the moderator.

Methods

We collected the empirical data from different enterprises located in major cities in China following a two-stage sampling procedure. The final sample consists of 330 employees. Hierarchical multiple regression analysis was used to test the hypothesis.

Results

Employee status perception is positively related to work vitality (b = 0.103, p = 0.027), challenging OCBs (b = 0.160, p < 0.001) and affiliative OCBs (b = 0.105, p = 0.006). Work vitality mediates the relationship between employee status perception and challenging OCBs with 95% bias-corrected confidence intervals [0.004, 0.063], and it also mediates the relationship between employee status perception and affiliative OCBs with 95% bias-corrected confidence intervals [0.004, 0.049]. The interaction of status perception and dominance motivation is significantly related to work vitality (b = 0.121, p = 0.041). Specifically, when dominance motivation is at low level, the effect of status perception on work vitality is −0.008 (non-significant); when dominance motivation is high level, the effect is 0.175 (p = 0.005).

Conclusion

The result suggests that employees’ perceptions of status are positively and significantly related to their challenging and affiliative OCBs, and employee’s work vitality mediates this relationship. It further indicates that dominance motivation moderates the relation between status perception and work vitality. Specifically, the positive relationship between employee status perception and work vitality is stronger when an employee has high dominance motivation than low dominance motivation.

Becoming a Leader: Emergence of Leadership Style and Identity

This conceptual paper presents a model for understanding how new leaders’ styles of leadership emerge and self-identity changes. New leaders’ interpersonal orientation, power motivation, and regulatory focus along with organizational expectations are predicted to influence their beliefs about how to exert power and their motivation to lead (MTL). New leaders’ power beliefs, MTL, and perceptions of situational needs affect their engaging in transactional and transformational behaviors. This is the emergence of leadership style and the development of identity as a leader. Over time, new leaders’ behaviors, outcomes, and identity formation alter their power beliefs and MTL. This model suggests directions for human resource development research and practice supporting new leader development and building a culture of leadership consistent with the organization’s expectations.

Pandemic Leadership: Sex Differences and Their Evolutionary-Developmental Origins

The COVID-19 pandemic has caused a global societal, economic, and social upheaval unseen in living memory. There have been substantial cross-national differences in the kinds of policies implemented by political decision-makers to prevent the spread of the virus, to test the population, and to manage infected patients. Among other factors, these policies vary with politicians' sex: early findings indicate that, on average, female leaders seem more focused on minimizing direct human suffering caused by the SARS-CoV-2 virus, while male leaders implement riskier short-term decisions, possibly aiming to minimize economic disruptions. These sex differences are consistent with broader findings in psychology, reflecting women's stronger empathy, higher pathogen disgust, health concern, care-taking orientation, and dislike for the suffering of other people-as well as men's higher risk-taking, Machiavellianism, psychopathy, narcissism, and focus on financial indicators of success and status. This review article contextualizes sex differences in pandemic leadership in an evolutionary framework. Evolution by natural selection is the only known process in nature that organizes organisms into higher degrees of functional order, or counteracts the unavoidable disorder that would otherwise ensue, and is therefore essential for explaining the origins of human sex differences. Differential sexual selection and parental investment between males and females, together with the sexual differentiation of the mammalian brain, drive sex differences in cognition and behavioral dispositions, underlying men's and women's leadership styles and decision-making during a global pandemic. According to the sexually dimorphic leadership specialization hypothesis, general psychobehavioral sex differences have been exapted during human evolution to create sexually dimorphic leadership styles. They may be facultatively co-opted by societies and/or followers when facing different kinds of ecological and/or sociopolitical threats, such as disease outbreaks or intergroup aggression. Early evidence indicates that against the invisible viral foe that can bring nations to their knees, the strategic circumspection of empathic feminine health "worriers" may bring more effective and humanitarian outcomes than the devil-may-care incaution of masculine risk-taking "warriors".

Commitment, Dominance, and Mate Value: Power Bases in Long-Term Heterosexual Couples

We assessed the relative contribution of economic, personal, and affective power bases to perceived relationship power. Based on evolutionary studies, we predicted that personality dominance and mate value should represent alternative personal power bases. Our sample was comprised of 84 Czech heterosexual couples. We measured the economic power base using self-report scales assessing education, income and work status. Personal power bases were assessed using self-report measures of personality dominance (International Personality Item Pool Dominance and Assertiveness subscale from NEO Personality Inventory-Revised Extraversion scale), and partner-report measures of mate value (Trait-Specific Dependence Inventory, factors 2–6). The first factor of Trait-Specific Dependence Inventory, which measures agreeableness/commitment was used to assess the affective power base. Our results show that perceived relationship power is associated with a perception of partner’s high agreeableness/commitment. Moreover, women’s personality dominance and mate value are also linked with perceived relationship power, which supports our evolutionary prediction of dominance and mate value working as power bases for women. The stronger effect of women’s than men’s power bases may be due to gender differences in investment into relationships and/or due to transition to more equal relationships currently sought by women in the Czech Republic.

Social categorization and joint attention: Interacting effects of age, sex, and social status

In the present study, we examine how person categorization conveyed by the combination of multiple cues modulates joint attention. In three experiments, we tested the combinatory effect of age, sex, and social status on gaze-following behaviour and pro-social attitudes. In Experiments 1 and 2, young adults were required to perform an instructed saccade towards left or right targets while viewing a to-be-ignored distracting face (female or male) gazing left or right, that could belong to a young, middle-aged, or elderly adult of high or low social status. Social status was manipulated by semantic knowledge (Experiment 1) or through visual appearance (Experiment 2). Results showed a clear combinatory effect of person perception cues on joint attention (JA). Specifically, our results showed that age and sex cues interacted with social status information depending on the modality through which it was conveyed. In Experiment 3, we further investigated our results by testing whether the identities used in Experiments 1 and 2 triggered different pro-social behaviour. The results of Experiment 3 showed that the identities resulting as more distracting in Experiments 1 and 2 were also perceived as more in need and prompt helping behaviour. Taken together, our evidence shows a combinatorial effect of age, sex, and social status in modulating the gaze following behaviour, highlighting a complex and dynamic interplay between person categorization and joint attention.

Linking human male vocal parameters to perceptions, body morphology, strength and hormonal profiles in contexts of sexual selection

Sexual selection appears to have shaped the acoustic signals of diverse species, including humans. Deep, resonant vocalizations in particular may function in attracting mates and/or intimidating same-sex competitors. Evidence for these adaptive functions in human males derives predominantly from perception studies in which vocal acoustic parameters were manipulated using specialist software. This approach affords tight experimental control but provides little ecological validity, especially when the target acoustic parameters vary naturally with other parameters. Furthermore, such experimental studies provide no information about what acoustic variables indicate about the speaker-that is, why attention to vocal cues may be favored in intrasexual and intersexual contexts. Using voice recordings with high ecological validity from 160 male speakers and biomarkers of condition, including baseline cortisol and testosterone levels, body morphology and strength, we tested a series of pre-registered hypotheses relating to both perceptions and underlying condition of the speaker. We found negative curvilinear and negative linear relationships between male fundamental frequency (fo) and female perceptions of attractiveness and male perceptions of dominance. In addition, cortisol and testosterone negatively interacted in predicting fo, and strength and measures of body size negatively predicted formant frequencies (Pf). Meta-analyses of the present results and those from two previous samples confirmed that fonegatively predicted testosterone only among men with lower cortisol levels. This research offers empirical evidence of possible evolutionary functions for attention to men's vocal characteristics in contexts of sexual selection.

The Cultural Transmission of Prestige and Dominance Social Rank Cues: an Experimental Simulation

Informal social hierarchies within small human groups are argued to be based on prestige, dominance, or a combination of the two (Henrich & Gil-White, 2001). Prestige-based hierarchies entail the ordering of individuals by the admiration and respect they receive from others due to their competence within valued domains. This type of hierarchy provides benefits for subordinates such as social learning opportunities and both private and public goods. In contrast, dominance-based hierarchies entail the ordering of individuals by their capacity to win fights, and coerce or intimidate others. This type of hierarchy produces costs in subordinates due to its aggressive and intimidating nature. Given the benefits and costs associated with these types of social hierarchies for subordinates, we hypothesised that prestige and dominance cues are better recalled and transmitted than social rank cues that do not elicit high prestige or dominance associations (i.e. medium social rank cues). Assuming that for the majority of the population who are not already at the top of the social hierarchy it is more important to avoid the costs of dominance-based hierarchies than to obtain the benefits of prestige-based hierarchies, we further hypothesised that dominance cues are better transmitted than prestige cues. We conducted a recall-based transmission chain experiment with 30 chains of four generations each (N = 120). Participants read and recalled descriptions of prestigious, dominant, and medium social rank footballers, and their recall was passed to the next participant within their chain. As predicted, we found that both prestige cues and dominance cues were better transmitted than medium social rank cues. However, we did not find support for our prediction of the better transmission of dominance cues than prestige cues. We discuss whether the results might be explained by a specific social-rank content transmission bias or by a more general emotional content transmission bias.

Infants expect leaders to right wrongs

Anthropological and psychological research on direct third-party punishment suggests that adults expect the leaders of social groups to intervene in within-group transgressions. Here, we explored the developmental roots of this expectation. In violation-of-expectation experiments, we asked whether 17-mo-old infants (n = 120) would expect a leader to intervene when observing a within-group fairness transgression but would hold no particular expectation for intervention when a nonleader observed the same transgression. Infants watched a group of 3 bear puppets who served as the protagonist, wrongdoer, and victim. The protagonist brought in 2 toys for the other bears to share, but the wrongdoer seized both toys, leaving none for the victim. The protagonist then either took 1 toy away from the wrongdoer and gave it to the victim (intervention event) or approached each bear in turn without redistributing a toy (nonintervention event). Across conditions, the protagonist was either a leader (leader condition) or a nonleader equal in rank to the other bears (nonleader condition); across experiments, leadership was marked by either behavioral or physical cues. In both experiments, infants in the leader condition looked significantly longer if shown the nonintervention as opposed to the intervention event, suggesting that they expected the leader to intervene and rectify the wrongdoer's transgression. In contrast, infants in the nonleader condition looked equally at the events, suggesting that they held no particular expectation for intervention from the nonleader. By the second year of life, infants thus already ascribe unique responsibilities to leaders, including that of righting wrongs.

Examining the role of perceived prestige in the link between students’ subjective socioeconomic status and sense of belonging

Low socioeconomic status (SES) students have a lower sense of belonging to college than high-SES students. Due to the importance of sense of belonging in the college pathway, understanding the reason for this relation is particularly important. Here, we argue that in addition to having less access to resources, low-SES students in the college context also perceive themselves as having lower prestige than their high-SES counterparts. Thus, in the present research, we tested perceived prestige as a mediator of the link between subjective SES and sense of belonging to college. We conducted 3 studies in 2 different countries (USA and China), and these investigations provided evidence that the lower students’ subjective SES, the lower their self-attributed prestige, and that prestige mediated the relation between students’ subjective SES and their sense of belonging to college. The implications of these findings for understanding the collegiate experience of low-SES students are discussed.

Effects of dominance and prestige based social status on competition for attentional resources

Social status can be attained through either dominance (coercion and intimidation) or prestige (skill and respect). Individuals high in either of these status pathways are known to more readily attract gaze and covert spatial attention compared to their low-status counterparts. However it is not known if social status biases allocation of attentional resources to competing stimuli. To address this issue, we used an attentional blink paradigm to explore non-spatial attentional biases in response to face stimuli varying in dominance and prestige. Results from a series of studies consistently indicated that participants were biased towards allocating attention to low- relative to high- dominance faces. We also observed no effects of manipulating prestige on attentional bias. We attribute our results to the workings of comparatively early processing stages, separate from those mediating spatial attention shifts, which are tuned to physical features associated with low dominance. These findings challenge our current understanding of the impact of social status on attentional competition.

Single-dose testosterone administration increases men's preference for status goods

In modern human cultures where social hierarchies are ubiquitous, people typically signal their hierarchical position through consumption of positional goods-goods that convey one's social position, such as luxury products. Building on animal research and early correlational human studies linking the sex steroid hormone testosterone with hierarchical social interactions, we investigate the influence of testosterone on men's preferences for positional goods. Using a placebo-controlled experiment (N = 243) to measure individuals' desire for status brands and products, we find that administering testosterone increases men's preference for status brands, compared to brands of similar perceived quality but lower perceived status. Furthermore, testosterone increases positive attitudes toward positional goods when they are described as status-enhancing, but not when they are described as power-enhancing or high in quality. Our results provide novel causal evidence for the biological roots of men's preferences for status, bridging decades of animal behavioral studies with contemporary consumer research.

Dominance and Prestige: A Tale of Two Hierarchies

Dominance and prestige represent evolved strategies used to navigate social hierarchies. Dominance is a strategy through which people gain and maintain social rank by using coercion, intimidation, and power. Prestige is a strategy through which people gain and maintain social rank by displaying valued knowledge and skills and earning respect. The current article synthesizes recent lines of research documenting differences between dominance- versus prestige-oriented individuals, including personality traits and emotions, strategic behaviors deployed in social interactions, leadership strategies, and physiological correlates of both behaviors. The article also reviews effects that dominance versus prestige have on the functioning and well-being of social groups. The article also presents opportunities for future research and discusses links between dominance and prestige and the social psychological literature on power and status.

Relative Physical Position as an Impression-Management Strategy: Sex Differences in Its Use and Implications

People's physical position relative to others may shape how those others perceive them. The research described here suggests that people use relative physical position to manage impressions by strategically positioning themselves either higher or lower relative to ostensible observers. Five studies supported the prediction that women take and display photographs portraying themselves in a low relative physical position to highlight their youthful features and appear attractive, whereas men take and display photographs portraying themselves in a high relative physical position to highlight their size and appear dominant. The effectiveness of these strategies was confirmed in two studies that measured social perceptions of male and female targets who varied in their relative position. In sum, as do members of other social species, people use relative physical position to manage social impressions, and although these impression-management strategies may have deep ancestral roots, they appear to manifest themselves through a contemporary human modality-photographs.

How Power Affects People: Activating, Wanting, and Goal Seeking

Sociocognitive research has demonstrated that power affects how people feel, think, and act. In this article, I review literature from social psychology, neuroscience, management, and animal research and propose an integrated framework of power as an intensifier of goal-related approach motivation. A growing literature shows that power energizes thought, speech, and action and orients individuals toward salient goals linked to power roles, predispositions, tasks, and opportunities. Power magnifies self-expression linked to active parts of the self (the active self), enhancing confidence, self-regulation, and prioritization of efforts toward advancing focal goals. The effects of power on cognitive processes, goal preferences, performance, and corruption are discussed, and its potentially detrimental effects on social attention, perspective taking, and objectification of subordinates are examined. Several inconsistencies in the literature are explained by viewing power holders as more flexible and dynamic than is usually assumed.