Competing Sexes, Power, and Testosterone: How Winning and Losing Affect People's Empathic Responses and What this Means for Organisations

Beyond the challenge hypothesis: The emergence of the dual-hormone hypothesis and recommendations for future research

The challenge hypothesis makes specific predictions about the association between testosterone and status-seeking behaviors, but the findings linking testosterone to these behaviors are often inconsistent. The dual-hormone hypothesis was developed to help explain these inconsistencies. Specifically, according to this hypothesis, testosterone's association with status-seeking behavior depends on levels of cortisol. Here, we (1) describe the dual-hormone hypothesis in relation to the challenge hypothesis; (2) review recent studies that tested the dual-hormone hypothesis as well as meta-scientific evidence of heterogeneous dual-hormone findings across studies; (3) discuss potential explanations for this heterogeneity, including methodological considerations, contextual factors, and individual differences; and (4) provide recommendations for new work aimed at testing and extending the dual-hormone hypothesis.

Jealousy at work: The role of rivals' characteristics

The present study examined rival characteristics that may evoke jealousy in the workplace, differences between men and women in this regard, and the relationship between jealousy responses and intrasexual competitiveness and social comparison orientation. Participants were 426 male and female employees. By means of a questionnaire, participants were presented with a jealousy-evoking scenario after which jealousy responses to 24 rival characteristics were assessed. Findings showed that a rival's social communal attributes evoked highest levels of jealousy, and that, compared to men, women reported more jealousy in response to a rival's physical attractiveness. Overall, as individuals had higher scores on intrasexual competitiveness and social comparison orientation, they also experienced more jealousy in response to their rival, regardless of his or her characteristics. These findings suggest that those characteristics that are highly valued in employees may backfire when employees perceive co-workers as rivals.

Workplace Ostracism Seen through the Lens of Power

Drawing on approach/inhibition theory of power, we investigated two factors that influence the manner by which victims react to workplace ostracism: the hierarchical status of the ostracizer and the level of an ostracizee's external social support including family, friends, and significant others. Across an experimental vignette study (Study 1) and a field study (Study 2), we found support for a three-way interaction with felt ostracism, ostracizee external social support, and ostracizer status influencing victims' organizational citizenship behavior and deviance directed toward other individuals. In addition, felt ostracism and ostracizee external social support interacted to predict turnover intentions. Overall, victims who were ostracized by a legitimate higher-status authority (e.g., manager) and whose external social support network was limited experienced the most negative outcomes across both studies. Our findings suggest that contextual factors both inside and outside the organization jointly impact the way in which individuals react to perceived workplace ostracism. Implications and future research directions are discussed.

The Evolution of Empathy and Women's Precarious Leadership Appointments

Glass cliffs describe situations in which women are promoted to executive roles in declining organizations. To explain them, some authors suggest that people tend to "think crisis-think female." However, the root cause of this association remains elusive. Using several subfields of evolutionary theory, we argue that biology and culture have shaped the perception of women as being more empathic than men and, consequently, as capable of quelling certain crises. Some crises are more intense than others and, whereas some brew within organizations, others originate from the external environment. We therefore propose that women will be selected to lead whenever a crisis is minimal to moderate and stems primarily from within the organization. Men, on the other hand, will be chosen as leaders whenever the crisis threatens the very existence of the firm and its source is an external threat. Leadership is a highly stressful experience, and even more so when leaders must scale glass cliffs. It is imperative that we understand what gives rise to them not only because they place women and potentially other minorities in positions where the likelihood of failure is high, but also because they help propagate stereotypes that undermine their true leadership ability.

Implizite und explizite Motive von Leistungs- und Freizeitsporttreibenden

Nach Krug und Kuhl (2006) sollten die Motivprofile von Leistungssportlern eine Passung zu den Anforderungen der jeweiligen Sportart aufweisen. Diesen Annahmen zufolge sollten bei Leistungssporttreibenden insbesondere das Leistungs- und Machtmotiv dominant sein. Im Rahmen zweier Studien wurde die Stärke des Macht-, Leistungs- und Anschlussmotivs von Leistungssporttreibenden mit denen von Freizeitsporttreibenden verglichen. In Studie 1 wurden die Motivprofile von 29 Leistungssporttreibenden mit denen von 34 Freizeitsportreibenden aus technik- und ausdauerorientierten Sportarten verglichen. An Studie 2 nahmen 86 Tennis-, Tischtennis- und Badmintonspieler als Hochleistungssportler teil deren Motivprofile mit denen von 57 Freizeitsporttreibenden aus interaktiven Sportarten verglichen wurden. Die impliziten Motive wurden mit Bildgeschichtenübungen (Picture Story Exercise, Operanter Motive Test) erhoben, die expliziten Motive mit Fragebögen (Zielsetzungsinventar, Personality Research Form). Die Ergebnisse bestätigen die Annahmen, dass Leistungssporttreibende höhere implizite und explizite Leistungsmotive als Freizeitsporttreibende zeigen. Die Unterschiede in den Anschlussmotiven und impliziten Machtmotiv wurden nur bei Hochleistungssportlern aus interaktiven Sportarten (Studie 2) gefunden.