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Li Z, Lynch J, Sun T, Rizkyana Q, Cheng JT, Benson AJ. Power motives, personality correlates, and leadership outcomes: A person-centered approach. J Pers 2024; 92:1211-1228. [PMID: 37680053 DOI: 10.1111/jopy.12882] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/12/2023] [Revised: 07/18/2023] [Accepted: 08/18/2023] [Indexed: 09/09/2023]
Abstract
OBJECTIVE We investigated how these motivations combined within individuals to form unique profiles, and how these different profiles relate to personality traits and team behaviors. BACKGROUND Dominance, prestige, and leadership motives each play a key role in shaping social success or failure in gaining social rank and influence. METHOD We used latent profile analysis across two samples (engineering student project teams, Nstudent = 1088; working adults, Nworker = 466) to identify profile configurations and how such profiles related to important outcomes. RESULTS We identified qualitatively distinct profiles: ultra-dominance profile (prominent dominance motive with high prestige and leadership motives); prestigious leadership profile (moderately high prestige and leadership motives, low dominance motive); and weak social power motive profile (low on all three motives). Individuals with the prestigious leadership profile were more likely to emerge as leaders, compared to those with a weak social power motive profile. People with an ultra-dominance profile scored higher on narcissism and tended to perceive themselves as leaders, despite not being deemed more leader-like by teammates. CONCLUSION Using a person-centered approach allowed us to identify three power motive profiles across independent samples and generate insights into how these profiles manifest different social behaviors and outcomes.
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Affiliation(s)
- Zhuo Li
- Department of Psychology, Western University, London, Ontario, Canada
| | - Jennifer Lynch
- Department of Psychology, Western University, London, Ontario, Canada
| | - Tianlu Sun
- Department of Psychology, Western University, London, Ontario, Canada
| | - Qamara Rizkyana
- Department of Psychology, Western University, London, Ontario, Canada
| | - Joey T Cheng
- Department of Psychology, York University, Toronto, Ontario, Canada
| | - Alex J Benson
- Department of Psychology, Western University, London, Ontario, Canada
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2
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Stavrova O, Ehlebracht D, Ren D. Cynical people desire power but rarely acquire it: Exploring the role of cynicism in leadership attainment. Br J Psychol 2024; 115:226-252. [PMID: 37910018 DOI: 10.1111/bjop.12685] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2023] [Revised: 10/11/2023] [Accepted: 10/12/2023] [Indexed: 11/03/2023]
Abstract
Do cynical individuals have a stronger desire for power and are they more likely to acquire power at work? The negative consequences of cynicism-for cynics themselves and the people around them-render the examination of these questions particularly important. We first examined the role of cynicism in power motives. Results showed that more cynical individuals have a greater desire for power to avoid exploitation by others (and less so to exploit others; Study 1) and score higher on dominance (but not prestige or leadership) motives (Study 2). The subsequent two studies examined the role of cynicism in power attainment at work. A study of virtual teams (Study 3) showed that more cynical individuals were less likely to emerge as group leaders, and a prospective study of ~9000 employees followed for up to 10 years (Study 4) showed that cynicism predicted a lower likelihood of attaining a leadership position in organizations. Taken together, more (vs. less) cynical individuals have a stronger power-in particular, dominance-motive but they are not more successful at power acquisition. These findings inform the literature on cynicism and power and highlight the importance of cynical worldviews for leadership attainment.
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Affiliation(s)
- Olga Stavrova
- Department of Psychology, University of Lübeck, Lübeck, Germany
- Department of Social Psychology, Tilburg University, Tilburg, The Netherlands
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3
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Xu T, Evans MB, Benson AJ. The nature of status: Navigating the varied approaches to conceptualizing and measuring status. ORGANIZATIONAL PSYCHOLOGY REVIEW 2024; 14:204-237. [PMID: 38855652 PMCID: PMC11161331 DOI: 10.1177/20413866231220505] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2022] [Revised: 11/19/2023] [Accepted: 11/27/2023] [Indexed: 06/11/2024]
Abstract
Members of small groups fundamentally desire status as status underpins members' self-concept and dictates behavior in groups. Moreover, group members readily orient and update status perceptions that index the social standing of themselves and other members. Yet, our understanding is obscured by variability in how researchers study status. In the current review, we crystallize knowledge regarding the nature of status by characterizing variability in definitions, measures, and analytic frameworks. We advocate a definition of status that draws together attributes of respect, admiration, and voluntary deference. We also distinguish reputational and relational status operationalizations and address implications pertaining to measurement along with downstream decisions involving data management and analysis. We encourage a deliberate approach to ensure congruency in how status is defined, measured, and analyzed within a research program. This review also guides theory and hypothesis generation regarding how status-related processes may vary based on different forms of status or differing contexts.
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Affiliation(s)
- Tianyue Xu
- Department of Psychology, Faculty of Social Science, Western University, London, ON, Canada
| | - M. Blair Evans
- Department of Psychology, Faculty of Social Science, Western University, London, ON, Canada
| | - Alex J. Benson
- Department of Psychology, Faculty of Social Science, Western University, London, ON, Canada
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4
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Hasty CR, Ainsworth SE, Martinez JL, Maner JK. Lifting Me Up or Tearing You Down? The Role of Prestige and Dominance in Benign Versus Malicious Envy. PERSONALITY AND SOCIAL PSYCHOLOGY BULLETIN 2024; 50:133-146. [PMID: 36121057 DOI: 10.1177/01461672221113670] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2023]
Abstract
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.
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Kubota JT, Venezia SA, Gautam R, Wilhelm AL, Mattan BD, Cloutier J. Distrust as a form of inequality. Sci Rep 2023; 13:9901. [PMID: 37337115 DOI: 10.1038/s41598-023-36948-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/09/2023] [Accepted: 06/13/2023] [Indexed: 06/21/2023] Open
Abstract
Navigating social hierarchies is a ubiquitous aspect of human life. Social status shapes our thoughts, feelings, and actions toward others in various ways. However, it remains unclear how trust is conferred within hierarchies and how status-related cues are used when resources are on the line. This research fills this knowledge gap by examining how ascribed, consensus-based status appearance, and perceived status appearance impact investment decisions for high- and low-status partners during a Trust Game. In a series of pre-registered experiments, we examined the degree to which participants trusted unfamiliar others with financial investments when the only available information about that person was their socioeconomic status (SES). In Study 1, SES was ascribed. Studies 2 and 3 conveyed SES with visual antecedents (clothing). Across all three experiments, participants trusted high SES partners more than low SES partners. In addition, subjective perceptions of status based on visual cues were a stronger predictor of trust than consensus-based status judgments. This work highlights a high status-trust bias for decisions where an individual's money is on the line. In addition, high-status trust bias may occur simply because of an individual's subjective assumptions about another's rank.
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Affiliation(s)
- Jennifer T Kubota
- Department of Psychological and Brain Sciences, University of Delaware, 105 The Green, Newark, DE, 19716, USA.
- Department of Political Science and International Relations, University of Delaware, 18 Amstel Ave., Newark, DE, 19716, USA.
| | - Samuel A Venezia
- Department of Psychological and Brain Sciences, University of Delaware, 105 The Green, Newark, DE, 19716, USA
| | - Richa Gautam
- Department of Psychological and Brain Sciences, University of Delaware, 105 The Green, Newark, DE, 19716, USA
| | - Andrea L Wilhelm
- Department of Psychological and Brain Sciences, University of Delaware, 105 The Green, Newark, DE, 19716, USA
| | - Bradley D Mattan
- Vivid Seats, 24 E Washington St, Suite 900, Chicago, IL, 60602, USA
| | - Jasmin Cloutier
- Department of Psychological and Brain Sciences, University of Delaware, 105 The Green, Newark, DE, 19716, USA
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6
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Knight EL. Two Routes to Status, One Route to Health: Trait Dominance and Prestige Differentially Associate with Self-reported Stress and Health in Two US University Populations. ADAPTIVE HUMAN BEHAVIOR AND PHYSIOLOGY 2022; 8:461-488. [PMID: 36034092 PMCID: PMC9395955 DOI: 10.1007/s40750-022-00199-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/15/2022] [Revised: 07/25/2022] [Accepted: 08/01/2022] [Indexed: 12/03/2022]
Abstract
Objective Social status has been extensively linked to stress and health outcomes. However, two routes by which status can be earned - dominance and prestige - may not uniformly relate to lower stress and better health because of inherent behavioral and stress-exposure differences in these two routes. Methods In one exploratory and two preregistered studies, participants (total N = 978) self-reported their trait dominance and prestige and self-reported several stress and health outcomes. Results The meta-effects evident across the three studies indicate that higher trait dominance was associated with worse outcomes - higher stress, poorer physical and mental health, poorer behavioral health, poorer life satisfaction, higher negative affect (range of absolute values of non-zero correlations, |r| = [0.074, 0.315], ps < 0.021) - and higher trait prestige was associated with better outcomes - lower stress, better physical and mental health, better behavioral health, better life satisfaction, higher positive and lower negative mood (|r| = [0.134, 0.478], ps < 0.001). These effects remained evident (with few exceptions) after controlling for socioeconomic status, other status-relevant traits, or self-enhancing motives; associations with behavior relevant to the COVID19 pandemic generally were not robust. Conclusions This work indicates that evolved traits related to the preferred route by which status is earned likely impact self-reported stress and health outcomes. Future research is necessary to examine physiological and other objective indicators of stress and health in more diverse populations. Supplementary Information The online version contains supplementary material available at 10.1007/s40750-022-00199-3.
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Affiliation(s)
- Erik L. Knight
- Department of Psychology and Neuroscience, University of Colorado Boulder, Muenzinger D244, 345 UCB, Boulder, CO 80309-0345 USA
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7
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Cheng JT, Dhaliwal NA, Too MA. When Toughness Begets Respect: Dominant Individuals Gain Prestige and Leadership By Facilitating Intragroup Conflict Resolution. ADAPTIVE HUMAN BEHAVIOR AND PHYSIOLOGY 2022. [DOI: 10.1007/s40750-022-00196-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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8
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Authoritarian Leaders Share Conspiracy Theories to Attack Opponents, Galvanize Followers, Shift Blame, and Undermine Democratic Institutions. Curr Opin Psychol 2022; 46:101388. [DOI: 10.1016/j.copsyc.2022.101388] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/01/2022] [Revised: 05/29/2022] [Accepted: 06/06/2022] [Indexed: 11/21/2022]
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9
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Stoker JI, Garretsen H, Lammers J. Leading and Working From Home in Times of COVID-19: On the Perceived Changes in Leadership Behaviors. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2022; 29:208-218. [PMID: 35516094 PMCID: PMC8990570 DOI: 10.1177/15480518211007452] [Citation(s) in RCA: 16] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/16/2020] [Revised: 03/02/2021] [Accepted: 03/13/2021] [Indexed: 11/22/2022]
Abstract
Due to the COVID-19 crisis, managers and employees in many organizations suddenly are forced to work from home. Although working from home (WFH) is not a new phenomenon, it is new in its current scale and scope because of COVID-19. Against this background, we investigate the effect of WFH during the COVID-19 crisis on changes in leadership behaviors, and associated changes in perceived manager quality and productivity, at different hierarchical levels in organizations. Based on the literature, we develop two predictions in opposite directions. On the one hand, implementing WFH may force managers to show less direction and control and especially more delegation. On the other hand, research into the effects of exogenous shocks such as COVID-19, suggests that managers may become more controlling and delegate less. Consistent with the first prediction, we find that managers perceive they execute significantly less control and delegate more. Employees also perceive a significant decrease in control, however they perceive on average no change in delegation. Furthermore, and in line with the second prediction, employees of lower-level managers even report a significant decrease in delegation. Finally, our results show that increased delegation is associated with increased perceived productivity and higher manager quality. Together, these results suggest that in the context of the COVID-19 crisis, the effectiveness of WFH might be hampered by the fact that required changes in leadership behaviors, in particular in delegation, are difficult to realize in times of crisis.
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Affiliation(s)
- Janka I Stoker
- Faculty of Economics and Business, University of Groningen, Groningen, The Netherlands
| | - Harry Garretsen
- Faculty of Economics and Business, University of Groningen, Groningen, The Netherlands
| | - Joris Lammers
- Faculty of Human Sciences, University of Cologne, Koln, Germany
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10
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Why Consumers Have Everything but Happiness: An Evolutionary Mismatch Perspective. Curr Opin Psychol 2022; 46:101347. [DOI: 10.1016/j.copsyc.2022.101347] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2022] [Revised: 03/22/2022] [Accepted: 03/29/2022] [Indexed: 11/20/2022]
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11
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Mammassis CS, Schmid PC. Individuals' Power Persistence in Teams: A Study Examining the Effects of Individuals' Competence, Uncooperative Behavior and Team Performance in the National Basketball Association. Front Psychol 2022; 13:813346. [PMID: 35356349 PMCID: PMC8959822 DOI: 10.3389/fpsyg.2022.813346] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/11/2021] [Accepted: 02/08/2022] [Indexed: 11/29/2022] Open
Abstract
This paper examined (a) the persistence of individuals’ power in teams and (b) the individual- and team-level factors influencing power maintenance and loss in the long-term (i.e., power dynamics). Specifically, and in line with the functional theory of power, we showed that individuals’ state of power in the past exerted a significant behavioral impact on their later state of power, hence, confirming the “power persistence” hypothesis. Furthermore, and in accordance with the conflict theory of power, we found that individuals’ competence positively influenced power above and beyond its persistence. We also showed that individuals’ uncooperative behavior and team performance had a negative and significant effect on individuals’ power above and beyond its persistence. Finally, we discussed the importance of individuals’ power dynamics for effectively managing power struggles in teams.
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Affiliation(s)
- Constantinos S Mammassis
- Department of Business Administration, Athens University of Economics and Business, Athens, Greece
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12
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Mandalaywala TM. Do nonhuman animals reason about prestige‐based status? SOCIAL AND PERSONALITY PSYCHOLOGY COMPASS 2022. [DOI: 10.1111/spc3.12660] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Tara M. Mandalaywala
- Department of Psychological and Brain Sciences University of Massachusetts Amherst Massachusetts USA
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13
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Huang Q, Zhang K. The Relationship Between Perceived Leader Busyness and Perspective Taking and Interaction Behavior of Followers. Front Psychol 2021; 12:676810. [PMID: 34867576 PMCID: PMC8634098 DOI: 10.3389/fpsyg.2021.676810] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/06/2021] [Accepted: 10/04/2021] [Indexed: 11/13/2022] Open
Abstract
How leaders influence followers have been a hot topic in both research and practice. Yet, prior studies have primarily focused on the impact of one leadership style, while overlooking how a leadership role may influence behavioral expressions of leaders. Particularly, being a leader means having to face time demands and workload pressure, and thus, busyness becomes a common phenomenon for leaders. Focused on perceived leader busyness, we had examined how it may influence employee interactions with leaders and how those interactions influenced leader evaluations of the performance of followers. Based on sensemaking theory, we propose that when followers have a high level of perspective taking, they are more likely to take avoidance behavior when perceiving leaders as of high busyness. Further, when followers engage in interaction avoidance behavior, leaders may consider followers as hiding errors or intentionally concealing their work process, which reduces positive evaluations (i.e., task performance and conscientiousness evaluation) while enhancing negative evaluation (i.e., deviance behavior) toward followers. We conducted two studies. Study one was conducted with a 25 participants interview and data of 297 employees to show scale validity of perceived leader busyness. Study two was conducted with 377 employees and their direct supervisors. Applying the complex modeling method, we found that followers with low-level perspective taking are less likely to engage in interaction avoidance behavior, even when perceiving leaders as high busyness; interaction avoidance behavior of followers has a positive relationship with counterproductive behavior evaluation of leaders, but a negative relationship with conscientiousness behavior evaluation. This study enriches the dyadic interactions between leaders and followers. In addition, it also shows the burden of perspective taking.
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Affiliation(s)
- Qiufeng Huang
- School of Political Science and Public Administration, Huaqiao University, Fujian, China
| | - Kaili Zhang
- School of Business, East China University of Science and Technology, Shanghai, China
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14
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Perry JL. Work team diversity: Refocusing through the lens of team power and status. SOCIAL AND PERSONALITY PSYCHOLOGY COMPASS 2021. [DOI: 10.1111/spc3.12646] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Jamie Lyn Perry
- Martin J. Whitman School of Management Syracuse University Syracuse New York USA
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15
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Gloor JLP. Cheap talk? Follower sarcasm reduces leader overpay by increasing accountability. JOURNAL OF EXPERIMENTAL SOCIAL PSYCHOLOGY 2021. [DOI: 10.1016/j.jesp.2021.104166] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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16
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Mooijman M, Kouchaki M, Beall E, Graham J. Power decreases the moral condemnation of disgust-inducing transgressions. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2020. [DOI: 10.1016/j.obhdp.2020.04.005] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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17
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Virtual (freedom from) reality: Evaluation apprehension and leaders’ preference for communicating through avatars. COMPUTERS IN HUMAN BEHAVIOR 2020. [DOI: 10.1016/j.chb.2020.106415] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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18
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Gaski JF. On contemporary misdefinition of power and the importance of definitional fidelity. COGENT PSYCHOLOGY 2020. [DOI: 10.1080/23311908.2020.1772647] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022] Open
Affiliation(s)
- John F. Gaski
- Mendoza College of Business, University of Notre Dame, Notre Dame, IN, 46556, USA
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19
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Cheng JT. Dominance, prestige, and the role of leveling in human social hierarchy and equality. Curr Opin Psychol 2020; 33:238-244. [DOI: 10.1016/j.copsyc.2019.10.004] [Citation(s) in RCA: 21] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/11/2019] [Revised: 10/16/2019] [Accepted: 10/21/2019] [Indexed: 10/25/2022]
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20
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Foulk TA, Chighizola N, Chen G. Power corrupts (or does it?): An examination of the boundary conditions of the antisocial effects of experienced power. SOCIAL AND PERSONALITY PSYCHOLOGY COMPASS 2020. [DOI: 10.1111/spc3.12524] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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21
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Feenstra S, Jordan J, Walter F, Stoker JI. Antecedents of leaders' power sharing: The roles of power instability and distrust. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2020. [DOI: 10.1016/j.obhdp.2020.01.005] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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22
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Van Vugt M, Smith JE. A Dual Model of Leadership and Hierarchy: Evolutionary Synthesis. Trends Cogn Sci 2019; 23:952-967. [DOI: 10.1016/j.tics.2019.09.004] [Citation(s) in RCA: 27] [Impact Index Per Article: 5.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/09/2019] [Revised: 08/18/2019] [Accepted: 09/03/2019] [Indexed: 11/24/2022]
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23
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Pai J, Bendersky C. Team status conflict. Curr Opin Psychol 2019; 33:38-41. [PMID: 31365895 DOI: 10.1016/j.copsyc.2019.07.001] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/27/2019] [Accepted: 07/06/2019] [Indexed: 10/26/2022]
Abstract
Status conflicts, defined as disputes over people's relative status positions in their group's social hierarchy, are a common feature of groups and organizations. Despite their prevalence, there is still much about the process of status conflict that is not well understood. Here, we review the primary antecedents of status conflict, their impact on team functioning, and directions for future research.
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Affiliation(s)
- Jieun Pai
- The UCLA Anderson School of Management, 110 Westwood Plaza, Los Angeles, CA 90095, United States.
| | - Corinne Bendersky
- The UCLA Anderson School of Management, 110 Westwood Plaza, Los Angeles, CA 90095, United States
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24
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Gossip as a resource: How and why power relationships shape gossip behavior. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2019. [DOI: 10.1016/j.obhdp.2019.05.006] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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25
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The prosocial side of power: How structural power over subordinates can promote social responsibility. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2019. [DOI: 10.1016/j.obhdp.2019.04.004] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
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26
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Scheepers D, Ellemers N. Stress and the stability of social systems: A review of neurophysiological research. EUROPEAN REVIEW OF SOCIAL PSYCHOLOGY 2018. [DOI: 10.1080/10463283.2018.1543149] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/18/2022]
Affiliation(s)
- Daan Scheepers
- Social and Organizational Psychology, Leiden University, Leiden, the Netherlands
- Social, Health & Organizational Psychology, Utrecht University, Utrecht, the Netherlands
| | - Naomi Ellemers
- Social, Health & Organizational Psychology, Utrecht University, Utrecht, the Netherlands
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27
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Mattan BD, Kubota JT, Cloutier J. How Social Status Shapes Person Perception and Evaluation: A Social Neuroscience Perspective. PERSPECTIVES ON PSYCHOLOGICAL SCIENCE 2018; 12:468-507. [PMID: 28544863 DOI: 10.1177/1745691616677828] [Citation(s) in RCA: 63] [Impact Index Per Article: 10.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/31/2023]
Abstract
Inferring the relative rank (i.e., status) of others is essential to navigating social hierarchies. A survey of the expanding social psychological and neuroscience literatures on status reveals a diversity of focuses (e.g., perceiver vs. agent), operationalizations (e.g., status as dominance vs. wealth), and methodologies (e.g., behavioral, neuroscientific). Accommodating this burgeoning literature on status in person perception, the present review offers a novel social neuroscientific framework that integrates existing work with theoretical clarity. This framework distinguishes between five key concepts: (1) strategic pathways to status acquisition for agents, (2) status antecedents (i.e., perceptual and knowledge-based cues that confer status rank), (3) status dimensions (i.e., domains in which an individual may be ranked, such as wealth), (4) status level (i.e., one's rank along a given dimension), and (5) the relative importance of a given status dimension, dependent on perceiver and context characteristics. Against the backdrop of this framework, we review multiple dimensions of status in the nonhuman and human primate literatures. We then review the behavioral and neuroscientific literatures on the consequences of perceived status for attention and evaluation. Finally, after proposing a social neuroscience framework, we highlight innovative directions for future social status research in social psychology and neuroscience.
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Affiliation(s)
| | - Jennifer T Kubota
- 1 Department of Psychology, University of Chicago.,2 Center for the Study of Race, Politics, and Culture, University of Chicago
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28
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Deng M, Zheng M, Guinote A. When does power trigger approach motivation? Threats and the role of perceived control in the power domain. SOCIAL AND PERSONALITY PSYCHOLOGY COMPASS 2018. [DOI: 10.1111/spc3.12390] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
| | | | - Ana Guinote
- University College London
- Nova School of Business and Economics
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Bendersky C, Pai J. Status Dynamics. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2018. [DOI: 10.1146/annurev-orgpsych-032117-104602] [Citation(s) in RCA: 29] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Despite an extensive history of research on status (the prestige, respect, and esteem that a party has in the eyes of others), the time is ripe for a new review of the status literature given a fairly recent trend to study the dynamic nature of status, that is, not just how individuals acquire status, but also how they maintain or lose it over time. Greater understanding of dynamic status processes better informs our predictions about individuals' behavior and group outcomes as a function of the kinds of status interactions that play out over time.
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Affiliation(s)
- Corinne Bendersky
- Anderson School of Management, University of California, Los Angeles, Los Angeles, California 90095, USA;,
| | - Jieun Pai
- Anderson School of Management, University of California, Los Angeles, Los Angeles, California 90095, USA;,
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30
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Abstract
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.
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Affiliation(s)
- Jon K. Maner
- Department of Psychology, Florida State University
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31
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Bizzi L. The problem of employees' network centrality and supervisors' error in performance appraisal: A multilevel theory. HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1002/hrm.21880] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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32
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Briñol P, Petty RE, Durso GRO, Rucker DD. Power and Persuasion: Processes by Which Perceived Power Can Influence Evaluative Judgments. REVIEW OF GENERAL PSYCHOLOGY 2017. [DOI: 10.1037/gpr0000119] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
The present review focuses on how power—as a perception regarding the self, the source of the message, or the message itself—affects persuasion. Contemporary findings suggest that perceived power can increase or decrease persuasion depending on the circumstances and thus might result in both short-term and long-term consequences for behavior. Given that perceptions of power can produce different, and even opposite, effects on persuasion, it might seem that any relationship is possible and thus prediction is elusive or impossible. In contrast, the present review provides a unified perspective to understand and organize the psychological literature on the relationship between perceived power and persuasion. To accomplish this objective, present review identifies distinct mechanisms by which perceptions of power can influence persuasion and discusses when these mechanisms are likely to operate. In doing so, this article provides a structured approach for studying power and persuasion via antecedents, consequences, underlying psychological processes, and moderators. Finally, the article also discusses how power can affect evaluative judgments more broadly.
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Affiliation(s)
- Pablo Briñol
- Department of Psychology, Universidad Autónoma de Madrid
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33
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Li LMW, Masuda T, Lee H. Low relational mobility leads to greater motivation to understand enemies but not friends and acquaintances. BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2017; 57:43-60. [DOI: 10.1111/bjso.12216] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2017] [Revised: 07/31/2017] [Indexed: 11/26/2022]
Affiliation(s)
| | | | - Hajin Lee
- University of Alberta; Edmonton Alberta Canada
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34
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Overall NC, Hammond MD, McNulty JK, Finkel EJ. When power shapes interpersonal behavior: Low relationship power predicts men's aggressive responses to low situational power. J Pers Soc Psychol 2017; 111:195-217. [PMID: 27442766 DOI: 10.1037/pspi0000059] [Citation(s) in RCA: 31] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/20/2023]
Abstract
When does power in intimate relationships shape important interpersonal behaviors, such as psychological aggression? Five studies tested whether possessing low relationship power was associated with aggressive responses, but (a) only within power-relevant relationship interactions when situational power was low, and (b) only by men because masculinity (but not femininity) involves the possession and demonstration of power. In Studies 1 and 2, men lower in relationship power exhibited greater aggressive communication during couples' observed conflict discussions, but only when they experienced low situational power because they were unable to influence their partner. In Study 3, men lower in relationship power reported greater daily aggressive responses toward their partner, but only on days when they experienced low situational power because they were either (a) unable to influence their partner or (b) dependent on their partner for support. In Study 4, men who possessed lower relationship power exhibited greater aggressive responses during couples' support-relevant discussions, but only when they had low situational power because they needed high levels of support. Study 5 provided evidence for the theoretical mechanism underlying men's aggressive responses to low relationship power. Men who possessed lower relationship power felt less manly on days they faced low situational power because their partner was unwilling to change to resolve relationship problems, which in turn predicted greater aggressive behavior toward their partner. These results demonstrate that fully understanding when and why power is associated with interpersonal behavior requires differentiating between relationship and situational power. (PsycINFO Database Record
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Affiliation(s)
| | | | | | - Eli J Finkel
- Department of Psychology, and Kellogg School of Management, Northwestern University
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35
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Feenstra S, Jordan J, Walter F, Yan J, Stoker JI. The Hazard of Teetering at the Top and Being Tied to the Bottom: The Interactive Relationship of Power, Stability, and Social Dominance Orientation with Work Stress. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2017. [DOI: 10.1111/apps.12104] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/16/2022]
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36
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Tawa J. Asymmetric peer selections among Blacks, Asians, and Whites in a virtual environment: Preliminary evidence for triangulated threat theory. The Journal of Social Psychology 2017; 157:736-753. [PMID: 28300522 DOI: 10.1080/00224545.2017.1294140] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Abstract
Black, Asian, and White participants (N = 210) created self-resembling avatars and engaged in peer-selection tasks during social events in the virtual world, Second Life, that were designed to simulate various types of resource competition. Participants in merit-based resource competition settings had less diversity in their peer groups compared to participants in settings where no resource competition was present, and Asian participants had lower preference for Black peers. Furthermore, these relationships were mediated by out-group discomfort. Results are discussed in relation to partial support for triangulated threat theory of group relations among Blacks, Asians, and Whites.
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37
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The dysfunctions of power in teams: A review and emergent conflict perspective. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2017. [DOI: 10.1016/j.riob.2017.10.005] [Citation(s) in RCA: 51] [Impact Index Per Article: 7.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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38
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Hoption C. The double-edged sword of helping behavior in leader-follower dyads. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2016. [DOI: 10.1108/lodj-09-2013-0124] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to examine potential consequences of helping behaviors on leader and follower relationship satisfaction and transformational leadership (TFL) ratings. It is argued that follower helping behaviors can violate leaders’ and followers’ expectations of each other, and especially disadvantage male leaders because of gender-role stereotypes.
Design/methodology/approach
– Two studies were conducted. In Study 1, data were collected from 61 dyads (25 male and 34 female supervisors, 23 male and 38 female subordinates, two participants did not disclose their gender; M
age=35.56 years, SD=10.41). In Study 2, data were collected from 125 participants (66 female and 58 male subordinates, 22 female and 25 male supervisors; 79 respondents did not disclose their gender; M
age=39.21 years, SD=11.25).
Findings
– Helping behaviors were positively associated with relationship satisfaction suggesting that leaders were amenable to receiving help from followers (Study 1). However, follower helping behaviors were negatively related to TFL ratings for male but not female leaders (Study 2).
Research limitations/implications
– While leaders may be amenable to increased follower involvement in leadership, future research is needed to investigate followers’ openness to, and intentions behind increasing their involvement in leadership, as well as strategies for leaders to mitigate unintended consequences.
Practical implications
– For the sake of their TFL ratings, leaders should minimize any direct benefit from follower helping behaviors, and emphasize how follower helping behaviors aid follower development and/or benefit the organization.
Originality/value
– The findings illustrate the dual-nature of follower helping behaviors: they have the potential to enhance leader relationship satisfaction, and also compromise perceptions of TFL.
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39
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Schmid PC, Amodio DM. Power effects on implicit prejudice and stereotyping: The role of intergroup face processing. Soc Neurosci 2016; 12:218-231. [PMID: 26794726 DOI: 10.1080/17470919.2016.1144647] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Abstract
Power is thought to increase discrimination toward subordinate groups, yet its effect on different forms of implicit bias remains unclear. We tested whether power enhances implicit racial stereotyping, in addition to implicit prejudice (i.e., evaluative associations), and examined the effect of power on the automatic processing of faces during implicit tasks. Study 1 showed that manipulated high power increased both forms of implicit bias, relative to low power. Using a neural index of visual face processing (the N170 component of the ERP), Study 2 revealed that power affected the encoding of White ingroup vs. Black outgroup faces. Whereas high power increased the relative processing of outgroup faces during evaluative judgments in the prejudice task, it decreased the relative processing of outgroup faces during stereotype trait judgments. An indirect effect of power on implicit prejudice through enhanced processing of outgroup versus ingroup faces suggested a potential link between face processing and implicit bias. Together, these findings demonstrate that power can affect implicit prejudice and stereotyping as well as early processing of racial ingroup and outgroup faces.
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Affiliation(s)
- Petra C Schmid
- a Department of Psychology , New York University , New York , NY , USA.,b Department of Management, Technology, and Economics , ETH Zurich , Zurich , Switzerland
| | - David M Amodio
- a Department of Psychology , New York University , New York , NY , USA
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40
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41
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Anicich EM, Fast NJ, Halevy N, Galinsky AD. When the Bases of Social Hierarchy Collide: Power Without Status Drives Interpersonal Conflict. ORGANIZATION SCIENCE 2015. [DOI: 10.1287/orsc.2015.1019] [Citation(s) in RCA: 46] [Impact Index Per Article: 5.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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42
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Sawaoka T, Hughes BL, Ambady N. Power Heightens Sensitivity to Unfairness Against the Self. PERSONALITY AND SOCIAL PSYCHOLOGY BULLETIN 2015; 41:1023-35. [PMID: 26048859 DOI: 10.1177/0146167215588755] [Citation(s) in RCA: 30] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/05/2014] [Accepted: 05/04/2015] [Indexed: 11/15/2022]
Abstract
Power is accompanied by a sense of entitlement, which shapes reactions to self-relevant injustices. We propose that powerful people more strongly expect to be treated fairly and are faster to perceive unjust treatment that violates these expectations. After preliminary data demonstrated that power leads people to expect fair outcomes for themselves, we conducted four experiments. Participants primed with high (vs. low) power were faster to identify violations of distributive justice in which they were victims (Study 1). This effect was specific to self-relevant injustices (Study 2) and generalized to violations of interpersonal justice (Study 3). Finally, participants primed with high power were more likely to take action against unfair treatment (Study 4). These findings suggest a process by which hierarchies may be maintained: Whereas the powerless are comparatively less sensitive to unfair treatment, the powerful may retain their social standing by quickly perceiving and responding to self-relevant injustices.
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43
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Case CR, Conlon KE, Maner JK. Affiliation-seeking among the powerless: Lacking power increases social affiliative motivation. EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY 2015. [DOI: 10.1002/ejsp.2089] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Affiliation(s)
- Charleen R. Case
- Department of Management and Organizations, Kellogg School of Management; Northwestern University; Evanston USA
- Department of Psychology; Florida State University; Tallahassee USA
| | - Kyle E. Conlon
- Department of Psychology; Stephen F. Austin State University; Nacogdoches USA
| | - Jon K. Maner
- Department of Management and Organizations, Kellogg School of Management; Northwestern University; Evanston USA
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44
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Tost LP. When, why, and how do powerholders “feel the power”? Examining the links between structural and psychological power and reviving the connection between power and responsibility. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2015. [DOI: 10.1016/j.riob.2015.10.004] [Citation(s) in RCA: 60] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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45
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Kunstman JW, Smith AR, Maner JK. Overpowering Restriction: Power Reduces Restriction Among Self-Critical Perfectionists. JOURNAL OF SOCIAL AND CLINICAL PSYCHOLOGY 2014. [DOI: 10.1521/jscp.2014.33.7.630] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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46
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Anderson C, Brion S. Perspectives on Power in Organizations. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2014. [DOI: 10.1146/annurev-orgpsych-031413-091259] [Citation(s) in RCA: 99] [Impact Index Per Article: 9.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Power is a critical resource for organizational actors. Given the profound importance of power to individual functioning, it is essential to understand how some individuals acquire power when others do not, why some individuals retain their power once they have attained it, and why others fall from their lofty positions in spite of the political advantages power provides. In this review, we conceptualize power as a process that unfolds over time and review research that speaks to three distinct but related dynamics: the acquisition, maintenance, and loss of power. We address and attempt to reconcile a burgeoning set of findings that appear to conflict with each other, especially findings vis-à-vis the maintenance and loss of power. We conclude by addressing overlooked topics and areas for future research.
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Affiliation(s)
- Cameron Anderson
- Haas School of Business, University of California, Berkeley, CA 94720
| | - Sebastien Brion
- IESE Business School, University of Navarra, 08034 Barcelona, Spain
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47
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Narayanan J, Tai K, Kinias Z. Power motivates interpersonal connection following social exclusion. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2013. [DOI: 10.1016/j.obhdp.2013.08.006] [Citation(s) in RCA: 19] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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48
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Ratcliff NJ, Vescio TK. Benevolently bowing out: the influence of self-construals and leadership performance on the willful relinquishing of power. JOURNAL OF EXPERIMENTAL SOCIAL PSYCHOLOGY 2013. [DOI: 10.1016/j.jesp.2013.06.003] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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49
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Mead N, Maner J. When Me versus You Becomes Us versus Them: How Intergroup Competition Shapes Ingroup Psychology. SOCIAL AND PERSONALITY PSYCHOLOGY COMPASS 2012. [DOI: 10.1111/j.1751-9004.2012.00447.x] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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50
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Maner JK, Gailliot MT, Menzel AJ, Kunstman JW. Dispositional Anxiety Blocks the Psychological Effects of Power. PERSONALITY AND SOCIAL PSYCHOLOGY BULLETIN 2012; 38:1383-95. [DOI: 10.1177/0146167212453341] [Citation(s) in RCA: 29] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
A growing body of research demonstrates that power promotes a fundamental orientation toward approach and agency. The current studies suggest that this tendency is moderated by dispositional anxiety. In two experiments, high levels of dispositional anxiety blocked the psychological effects of power. Although people low in anxiety responded to a power prime with greater willingness to take risks, those high in anxiety did not (Experiment 1). Similarly, whereas those low in social anxiety responded to power with increased sexual attraction toward a confederate, individuals high in social anxiety failed to show the same effect (Experiment 2). In both studies, the interaction between power and anxiety was statistically mediated by perceptions of reward. Although power enhanced people’s perceptions of reward, this effect was eliminated by high levels of dispositional anxiety. This research provides insight into how, and in whom, power promotes approach and agentic behavior.
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