Effects of leader sex,subordinate sex,and subordinate performance on the use of influence strategies

The study examined the effects of leader sex, subordinate sex, and subordinate performance on leaders' use of influence strategies. Forty-two male and 42 female engineering undergraduates participated in role-playing situations. Relative to females, males reported a greater likelihood of using such influence strategies as negative sanction, assertiveness, reward, and exchange. In general, subjects tended to employ more of negative sanction and assertiveness and less of reward and exchange when dealing with poorly performing subordinates than with well-performing subordinates. While the subordinate sex had little impact, few interactions were noted. Implications of these findings both for those in leadership roles and for future research are discussed.An earlier version of this paper was presented at the Australian Bicentennial Meeting of Social Psychologists at Leura Bluemountains, Australia, August 1988. I thank Managal Dev, S. Pal, A. K. Tripathi, and Sanjay Tripathi for their help in collecting the data. I also extend my gratitude to an anonymous reviewer, and to Bijoy Boruah and Kanika Tandon for helpful comments.     

The demand for effectiveness,efficiency and equity of health care

Effectiveness, efficiency and equity in health care are discussed in this article against the background of concerns that ‘cost containment’ may lead to reductions in quality of care. It is suggested that effectiveness is best seen from the patient's point of view and that it relates to more than simply improved health status. Efficiency and equity are better viewed from a societal stance. The paper discusses the role of the medical profession in effectiveness, efficiency and equity and argues that the role of medical doctors needs to be constrained.     

Information as a deterrent against sex discrimination: The effects of applicant sex and information type on preliminary employment decisions

To investigate the idea that providing information about a job applicant's past performance can avert sex discrimination in preliminary employment decisions, an experiment was conducted in which both Applicant Sex and Type of Information were varied. As predicted, highly job-relevant information was found to produce less differential treatment of male and female applicants than did information of low job relevance or no information at all. Also as predicted, the type of information provided had more impact on reactions to female applicants than male applicants, with high job-relevance information producing the most favorable responses and, unexpectedly, low job-relevance information producing the least favorable responses to female applicants. Additional results suggested that these effects were mediated by the degree to which female job applicants were characterized by stereotypic attributes. The findings are interpreted as supportive of the idea that undermining the information value of sex stereotypes as a basis of inference about the attributes of a given woman can function to reduce sex discrimination in employment settings.     

Revisiting effects of contextual strength on the subordinate bias effect: Evidence from eye movements

In this study, we examined two issues regarding the role of context in ambiguity resolution: whether access to the contextually appropriate meaning is exhaustive or selective, and whether the contextually inappropriate meaning is inhibited. Participants read texts in which a biased ambiguous word was encountered twice while their eye movements were measured. The context preceding the first encounter varied in the extent to which the subordinate meaning was supported; the context preceding the second encounter always supported the dominant meaning. The findings suggest that lexical access is exhaustive but can be influenced by context, and that the subsequent accessibility of the contextually inappropriate meaning is unaffected by previous selection processes. The results were interpreted in terms of the assumptions of the reordered-access model and activation mechanisms that operate during reading.     

The effects of status differences,favoured treatment and equity on intergroup comparisons

Studied the effects of status and treatment differentials on in-group bias in an intergroup comparison experiment. The status differential conditions were formed by alleged differences in performance on a prior task between in and out-group. The treatment differential conditions were formed by experimenter's manipulation of a points differential between the in and out-groups. One hundred and fourteen undergraduates were each assigned to one of nine conditions in a 3 × 3 design of high equal low status and favour no favour disfavour. Results indicate a significant status effect (p < 0.01), with in-group bias increasing with status, and a significant favour effect (p < 0.01), with in-group bias decreasing with favour. There is no significant interaction (F < 1). Particular conjunctions of status and treatment represented three conditions oft equity, inequitable advantage, inequitable disadvantage. Contrary to predictions from equity theory, but in accord with predictions from social comparison theory, results indicate in-group bias in all three conditions.     

The moderating role of subordinate political skill on supervisors' impressions of subordinate ingratiation and ratings of subordinate interpersonal facilitation

Nearly 2 decades ago, social influence theorists called for a new stream of research that would investigate why and how influence tactics are effective. The present study proposed that political skill affects the style of execution of influence attempts. It utilized balance theory to explain the moderating effect of employee political skill on the relationships between self- and supervisor-reported ingratiation. Additionally, supervisor reports of subordinate ingratiation were hypothesized to be negatively related to supervisor ratings of subordinate interpersonal facilitation. Results from a combined sample of 2 retail service organizations provided evidence that subordinates with high political skill were less likely than those low in political skill to have their demonstrated ingratiation behavior perceived by targets as a manipulative influence attempt. Also, when subordinates were perceived by their supervisors to engage in more ingratiation behavior, the subordinates were rated lower on interpersonal facilitation. Implications of these findings, limitations, and future research directions are provided.     

Social influence on group moral decisions: the interactive effects of moral reasoning and sex role orientation

In this study, we examined the effects of moral reasoning level and sex role orientation on social influence in group decision making. We predicted that these two individual difference constructs would have an interactive effect such that people who are compatible or nonconflicted on the two dimensions would have more influence on a group task with moral implications than would people who are conflicted. All subjects individually completed a distributive decision task that required ranking terminally ill patients for access to a life-saving kidney machine. They then met in small groups and reached a group decision on the same task. The subjects' moral reasoning level and sex role orientation--assessed via the Rest Defining Issues Test (Rest, 1979) and the Bem Sex Role Inventory (Bem, 1974), respectively--were used to predict influence on the group decision. Influence was measured in three ways: similarity between individual and group ranks, self-rated influence, and selection of the most influential group member. The results of all three influence measures provided support for the interactive hypothesis. In the discussion we consider the implications of the data for individual difference models of moral reasoning, the need for further understanding of goal competition and personality conflict, and the importance of considering the impact of moral factors on group decision-making proceses.     

The effects of self-regulatory strength, content, and strategies on close relationships

This article reviews the growing literature on the effects of self-regulatory strength (how much self-regulatory ability people have), self-regulatory content (the goals toward which people self-regulate), and self-regulatory strategies (the manner in which people self-regulate) on close relationships. The extant literature indicates that close relationships benefit when relationship partners (a) have greater versus less self-regulatory strength, (b) prioritize relationship-promotion goals versus self-protection goals, (c) facilitate versus obstruct each other's personal goal pursuits, (d) enact positive relationship behaviors using approach versus avoidance strategies, and (e) pursue shared goals using complementary versus similar regulatory focus strategies. Future research could fruitfully (a) delve deeper into the influences of self-regulatory content and strategies on relationships and (b) integrate multiple lines of research examining the effects of self-regulation on relationships.     

Equality ratio equity,general linear equity and framing effects in judgments of allocation divisions

It is argued here that there is not necessarily a contradiction between the general linear and equal ratio approaches to equity, and the two may be integrated to make more precise predictions. It was hypothesized that, (a) equity is best represented by a limited equal ratio rule; (b) the more a linear distribution systematically deviates from equal input/outcome ratios, the more unfair it will be judged, but (c) subjects will prefer a distribution that accords with a general linear formula in certain cases where an equal ratio distribution of available outcomes would actually infringe a preeminent or established equal ratio distribution. Four studies are presented, the results of which seem broadly to support these ideas. However, the results also suggest that equity judgments can be strongly influenced by framing effects.     

The effects of sex, age, and interval duration on the perception of time

The present experiment examined the interactive effects of sex, age, and interval duration on individual’s time perception accuracy. Participants engaged in the duration production task and subsequently completed questionnaires designed to elicit their temporal attitudes. The overall group of 100 individuals was divided evenly between the sexes. Five groups, each composed of 10 males and 10 females, were divided by decades of age ranging from 20 to 69 years old. The specific time estimation task was an empty interval production procedure composed of 50 trials on each of four different intervals of 1, 3, 7, and 20 s, respectively. The presentation orders of these intervals were randomized across participants but yoked across the sexes within each of the respective age groups. Analysis of the production results indicated significant influences for the sex of the participant while age did not appear to affect estimates of these short durations. Temporal attitudes, as reflected in responses to time questionnaire inquiries, did however exhibit significant differences across age. The contending theoretical accounts of such sex and age differences are considered and explanatory accounts that present a synthesis of endogenous and exogenous causal factors are discussed in light of the present pattern of findings.     

The effects of sex and sex-role concept on self-disclosure

Socialization into traditional sex-role concepts has been offered as an explanation of sex differences in self-disclosure. The present experiment tested a derivation of this hypothesis: Androgynous males would self-disclose more intimately than sex-typed males. A 2×2×2×2 factorial design was used with sex of subject, sex-role concept of subject, sex of target person, and disclosure level of target person as the independent variables. The results failed to demonstrate an overall difference between androgynous and sex-typed males, while significant sex differences and a strong reciprocity effect were obtained. With both male and female subjects, androgynous subjects did disclose more than sex-typed subjects when the target person had exhibited high disclosure. The findings are discussed in terms of two hypotheses: (1) compliance to a social norm regarding male disclosure to strangers; (2) flexibility of the disclosing behavior of androgynous subjects.An earlier version of this paper was presented at the meeting of the Eastern Psychological Association, Washington, D.C., March 1978. The authors are indebted to two anonymous reviewers for their suggestions concerning this article.     

The effects of proportion,strength and value orientation of arguments on decision-making

Presented 120 males and 300 females with a summary of arguments concerning a court case. The information varied in the proportion and strength of arguments for either the defense or the prosecution. Based on the relevant arguments version of the cultural value hypothesis, it was predicted that: (a) proportion of arguments is directly related to subjects' ratings of probability of guilt; (b) fewer arguments are needed to move subjects toward innocence than toward guilt; (c) strong minority defense arguments ate more effective than weak ones in allowing subjects to adhere to their initial value; and (d) strong prosecution arguments result in higher probability of guilt ratings than do weak prosecution arguments. Data supported each of these hypotheses.     

薪酬水平和薪酬差距对企业运营结果影响的元分析

以国内外113篇企业薪酬水平和薪酬差距领域的实证研究(254个效应值, 438880家企业)为样本, 采用基于结构方程模型的元分析方法检验了企业平均薪酬水平、垂直薪酬差距和水平薪酬差距对企业创新、绩效和离职等运营结果的影响。元分析结果显示, 平均薪酬水平不仅能够显著提升企业的创新和绩效水平, 也会抑制企业内部的离职水平; 垂直和水平薪酬差距对企业绩效的主效应并不显著, 但其对企业创新具有显著的抑制作用, 并能够显著提升企业的离职水平。进一步的调节效应检验表明, 国家地域因素调节了薪酬水平与企业绩效之间的关系, 即中国企业的平均薪酬水平对企业绩效的促进作用显著高于美国企业。研究结果对于企业的薪酬管理具有一定的借鉴意义。