When the Boss Feels Inadequate: Power, Incompetence, and Aggression

ABSTRACT— When and why do power holders seek to harm other people? The present research examined the idea that aggression among the powerful is often the result of a threatened ego. Four studies demonstrated that individuals with power become aggressive when they feel incompetent in the domain of power. Regardless of whether power was measured in the workplace (Studies 1 and 4), manipulated via role recall (Study 2), or assigned in the laboratory (Study 3), it was associated with heightened aggression when paired with a lack of self-perceived competence. As hypothesized, this aggression appeared to be driven by ego threat: Aggressiveness was eliminated among participants whose sense of self-worth was boosted (Studies 3 and 4). Taken together, these findings suggest that (a) power paired with self-perceived incompetence leads to aggression, and (b) this aggressive response is driven by feelings of ego defensiveness. Implications for research on power, competence, and aggression are discussed.     

人际感恩对关系维持的影响

尽管关系维持策略对形成良好的人际关系和增强个人福祉有着重要意义,但也增加了个体被拒绝的风险和痛苦。以往研究已经发现人际感恩一方面能在关系面临威胁时激活威胁缓冲策略修复人际关系,另一方面也能在威胁解除时激活关系增强策略建立和促进人际关系,但人际感恩也增加了使用非适应关系维持策略的可能。此外,自我评价和他人评价有助于解释人际感恩的关系维持功能。未来研究应从二元互动视角考察人际感恩的关系维持功能;从多元评价视角考察自我评价和他人评价在人际感恩对关系维持的影响中扮演的角色;并结合多种研究方法拓展人际感恩的关系维持功能研究。     

Attitude alignment increases trust,respect, and perceived reasoning ability to produce attraction

When others disagree with us, we like them more if they shift their attitude toward ours (i.e., engage in attitude alignment), but why? This article examined the effects of partner attitude alignment on dyadic (trust, inferred attraction) and personal (respect, perceived reasoning ability) evaluations. In two experiments, participants received feedback that imagined (Experiment 1) or real (Experiment 2) partners engaged (vs. did not engage) in attitude alignment; rated partners on trust, inferred attraction, respect (Experiments 1 and 2), and perceived reasoning ability (Experiment 2); and reported attraction. Individuals were more attracted to partners who engaged in attitude alignment because they viewed them as more trustworthy and worthy of respect and as possessing greater reasoning ability. The role of inferred attraction was unclear.     

Power use and differential competence as determinants of subordinates' evaluative and behavioural responses in simulated organizations

Insights from leader–member exchange theory and social justice theory were combined to derive predictions about the effects of relative competence and power use by a more powerful other on evaluative and behavioural responses of subordinates. These predictions were tested in two experiments, using a simulated organizational structure. The main results of the first experiment (N=73) indicate that frequency of power use is an important determinant of subordinates' evaluations of the status quo, supporting predictions from leader–member exchange theory. However, in line with a procedural justice explanation, perceived legitimacy of the superior's behaviour and participants' cooperative intentions were determined jointly by power use and relative competence. A second experiment (N=152) more closely investigated behavioural responses. The findings obtained in Experiment 1 were replicated, and as predicted, interaction effects of the superior's power use and competence were found for subordinates' collaborative behaviour and employee turnover. Both these effects were mediated by participants' sense of commitment to their superior. Theoretical and practical implications of the findings are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

People avoid situations that enable them to deceive others

Information advantage enables people to benefit themselves by deceiving their counterparts. Using a modified ultimatum bargaining game with an exit option, we find that people are more likely to avoid settings enabling them to privately deceive their counterparts than settings which do not enable deception. This tendency is explained by people's reduced desire to become responsible for the other's outcomes when deception is possible. Results of three experiments show that people avoid entering a setting that enables deception by appearing fair while being unfair (Exp. 1–3). Experiment 2 showed that this tendency was reduced when interaction partners were displayed as competitive rather than cooperative. Experiment 3 showed a stronger tendency to avoid tempting situations that enable private deception than to approach situations in which one can privately benefit others. We conclude that when navigating through social space, people avoid situations enabling them to deceive others.     

Experimental Tests of Normative Group Influence and Representation Effects in Computer‐Mediated Communication

Two experiments addressed the questions of if and how normative social influence operates in anonymous computer‐mediated communication (CMC) and human‐computer interaction (HCI). In Experiment 1, a 2 (public response vs. private response) × 2 (one interactant vs. four interactants) × 3 (textbox vs. stick figure vs. animated character) mixed‐design experiment (N = 72), we investigated how conformity pressure operates in a simulated CMC setting. Each participant was asked to make a decision in hypothetical social dilemmas after being presented with a unanimous opinion by other (ostensible) participants. The experiment examined how the visual representation of interaction partners on the screen moderates this social influence process. Group conformity effects were shown to be more salient when the participant's responses were allegedly seen by others, compared to when the responses were given in private. In addition, participants attributed greater competence, social attractiveness, and trustworthiness to partners represented by anthropomorphic characters than those represented by textboxes or stick figures. Experiment 2 replicated Experiment 1, replacing interaction with a computer(s) rather than (ostensible) people, to create an interaction setting in which no normative pressure was expected to occur. The perception of interaction partner (human vs. computer) moderated the group conformity effect such that people expressed greater public agreement with human partners than with computers. No such difference was found for the private expression of opinion. As expected, the number of computer agents did not affect participants' opinions whether the responses were given in private or in public, while visual representation had a significant impact on both conformity measures and source perception variables.     

Cognitions and behaviour in a hierarchy: Mulder's power theory revisited

In this study, Mulder's power theory consisting of the power distance reduction tendency (PDR) of less powerful group members towards more powerful others, and the power distance enlargement tendency (PDE) of more powerful group members towards less powerful others, is investigated. In particular, two different interpretations of the relationships Mulder hypothesized between power distance and power tendencies are examined. In Experiment 1 no support was found for the interpersonal interpretation. Evidence for the intrapersonal interpretation was found only for the PDE. The most remarkable difference between these results and the results of previous experiments was that we did not find any consistent support for an increased interpersonal PDR with smaller power distance. Therefore, in Experiment 2 a more extensive investigation was undertaken focusing on interpersonal measures similar to the one used earlier by Mulder and his co-workers. Results of these measures yielded support for the interpersonal interpretations of both tendencies. In the discussion an explanation for the obtained results is offered that departs from the (in) stability of the power hierarchy.     

Perceived consensus influences intergroup behavior and stereotype accessibility

Past research has demonstrated the powerful influence other people have on the thoughts and behaviors of individuals. However, the study of intergroup attitudes has focused primarily on the influence of direct exposure to out-group members as determinants of stereotypes and prejudice. Two experiments tested the hypothesis that learning that others share one's intergroup beliefs influences intergroup attitudes and behavior as well as stereotype representation. Experiment 1 demonstrated that learning that one's beliefs are shared or not shared with others influences attitudes, behavior, and the strength of the attitude-behavior relationship. Experiment 2 demonstrated a potential mechanism for such effects by showing that learning about whether others share one's stereotypes influences the accessibility of those stereotypes and related stereotypes.     

Power increases the self-serving bias in the attribution of collective successes and failures

Three studies test the effect of power on the self-serving bias in attributing collective outcomes. The first two studies measure (Experiment 1) and manipulate (Experiment 2) power and then measure the internal (vs. external) attribution of past successes and failures. Consistently, those who feel powerful show a stronger self-serving tendency to selectively attribute successes internally and failures externally than those who feel powerless. Experiment 3 compares the effects of power (control over others) and personal control (over oneself). We find that power increases the self-serving bias, but a lack of control can limit this effect by reducing the external attribution of failures. Presumably, people who lack control are disinclined to attribute outcomes—including failures—externally because doing so would further aggravate their lack of control. Together, these results suggest that power increases a bias in the attribution of success and failure and thus presents a fundamental challenge to good leadership.     

Exposure to sexism can decrease implicit gender stereotype bias

Two studies examined the effect of exposure to sexism on implicit gender bias, focusing specifically on stereotypes of men as competent and women as warm. Male and female participants were exposed to sexism or no sexism. In both Experiment 1 (Implicit Association Task; N = 115) and Experiment 2 (Go/No‐go Association Task; N = 167), women who had been exposed to sexist beliefs demonstrated less implicit gender stereotype bias relative to women who were not exposed to sexism. In contrast, exposure to sexism did not influence men's implicit gender stereotype bias. In Experiment 2, process modelling revealed that women's reduction in bias in response to sexism was related to increased accuracy orientation and a tendency to make warmth versus competence judgments. The implications of these findings for current understandings of sexism and its effects on gender stereotypes are discussed.     

Gender Differences in Gratitude: Examining Appraisals, Narratives, the Willingness to Express Emotions, and Changes in Psychological Needs

ABSTRACT Previous work suggests women might possess an advantage over men in experiencing and benefiting from gratitude. We examined whether women perceive and react to gratitude differently than men. In Study 1 , women, compared with men, evaluated gratitude expression to be less complex, uncertain, conflicting, and more interesting and exciting. In Study 2 , college students and older adults described and evaluated a recent episode when they received a gift. Women, compared with men, reported less burden and obligation and greater gratitude. Upon gift receipt, older men reported the least positive affect when their benefactors were men. In Studies 2 and 3, women endorsed higher trait gratitude compared with men. In Study 3, over 3 months, women with greater gratitude were more likely to satisfy needs to belong and feel autonomous; gratitude had the opposite effect in men. The willingness to openly express emotions partially mediated gender differences, and effects could not be attributed to global trait affect. Results demonstrated that men were less likely to feel and express gratitude, made more critical evaluations of gratitude, and derived fewer benefits. Implications for the study and therapeutic enhancement of gratitude are discussed.     

What is smart in a social dilemma? differential effects of priming competence on cooperation

Prior theorizing of rationality in social dilemmas suggests that individuals pursuing different interaction goals may ‘perceive’ different associations between competence and behaviour in a social dilemma, arguing that competitive individuals associate competence with noncooperation (i.e. noncooperation=smart), whereas prosocial individuals associate competence with cooperation (i.e. cooperation=smart; goal‐prescribes‐rationality principle, Van Lange & Kuhlman, 1994). The present research examines whether cooperative interaction can be affected by subtle activation (or priming) of competence, and whether the effects may differ for competitive versus prosocial participants. Consistent with hypotheses, two experiments revealed that priming competence yielded reduced levels of cooperation (and greater exploitation) among competitors, and yielded no effects (Experiment 1) or a tendency towards enhanced cooperation (Experiment 2) among prosocials. The discussion considers theoretical implications of relatively subtle influences on cooperative interaction in social dilemmas. Copyright © 2004 John Wiley & Sons, Ltd.     

No match for money: Even in intimate relationships and collectivistic cultures,reminders of money weaken sociomoral responses

The present research tested two competing hypotheses: (1) as money cues activate an exchange orientation to social relations, money cues harm prosocial responses in communal and collectivistic settings; (2) as money can be used to help close others, money cues increase helping in communal or collectivistic settings. In a culture, characterized by strong helping norms, money cues reduced the quality of help given (Experiment 1), and lowered perceived moral obligation to help (Experiment 2). In communal relationships, money reminders decreased willingness to help romantic partners (Experiment 3). This effect was attenuated among people high on communal strength, although money cues made them upset with help requests (Experiment 4). Thus, the harmful effects of money on prosocial responses appear robust.     

Escalate shamefully,de‐escalate angrily or gratefully: The influence of discrete emotions on escalation of commitment

Decision makers often tend to escalate their commitment when faced with a dilemma of whether to continue a losing course of action. Researchers recently began to investigate the influence of discrete emotions on this decision tendency. However, this work has mainly focused on negative emotions and rarely considered positive emotions, to say nothing of comparing the effects of both of them simultaneously. The current study addresses this need by presenting the results of three experiments that examined the effects of four emotions of both positive and negative valences in escalation situations. Experiment 1 investigated the relationships of three trait emotions (hope, shame, and anger) and escalation of commitment. Experiments 2 and 3 examined the effects of three induced emotions (anger, shame, and gratitude) on escalation of commitment in a student sample and an employee sample, respectively. The results revealed that the effects of discrete emotions in escalation situations are mainly due to their associated differences on the appraisal dimension of responsibility that is related to escalation situations rather than their valence. The theoretical and practical implications are discussed.     

When is your partner willing to help you? The role of daily goal conflict and perceived gratitude

Motivation to provide help might vary from day-to-day. Previous research showed that autonomously motivated help (i.e., helping because you enjoy/value this behavior), compared with controlled motivated help (i.e., helping because you feel you should do so), has beneficial effects for both the help provider and recipient. In a sample of chronic pain patients and partners (N?=?64 dyads), this diary study examined whether (1) same- and prior day perceived gratitude (i.e., received appreciation for providing support) in partners and (2) same- and prior day goal conflicts in partners (i.e., amount of interference between helping one’s partner in pain and other goals) predicted partners’ helping motivation. Partners provided more autonomously motivated help on days that they perceived more gratitude from their partner and when they experienced less goal conflicts. Lagged analyses indicated that perceived gratitude (but not goal conflict) even predicted an increase in autonomous helping motivation the next day. Implications are discussed in the context of Self-Determination Theory.     

I am too just like you: nonconscious mimicry as an automatic behavioral response to social exclusion

ABSTRACT— Research across various disciplines has demonstrated that social exclusion has devastating psychological, emotional, and behavioral consequences. Excluded individuals are therefore motivated to affiliate with others, even though they may not have the resources, cognitive or otherwise, to do so. The current research explored whether nonconscious mimicry of other individuals—a low-cost, low-risk, automatic behavior—might help excluded individuals address threatened belongingness needs. Experiment 1 demonstrated that excluded people mimic a subsequent interaction partner more than included people do. Experiment 2 showed that individuals excluded by an in-group selectively (and nonconsciously) mimic a confederate who is an in-group member more than a confederate who is an out-group member. The relationship between exclusion and mimicry suggests that there are automatic behaviors people can use to recover from the experience of being excluded. In addition, this research demonstrates that nonconscious mimicry is selective and sensitive to context.     

社会层级的内隐刻板印象：权力与地位的不同作用

采用探测词再认范式,考察社会层级的内隐刻板印象。结果发现,在能力推理上,无论地位高低,个体对高权力推理为积极的反应时显著长于消极,对低权力推理为消极的反应时显著长于积极;在热情推理上,无论权力高低,个体对高地位推理为积极的反应时显著长于消极,对低地位推理为消极的反应时显著长于积极。这表明,权力和地位在热情和能力维度的刻板印象中起着不同的作用,其中权力正向预测能力,地位正向预测热情。     

青少年感恩、基本心理需要与病理性网络使用的关系

采用青少年感恩量表、基本心理需要量表和病理性网络使用问卷对760名中学生进行调查,考察了中国文化背景下青少年感恩与病理性网络使用的关系,以及基本心理需要的能力需要、关系需要和自主需要的三大成分在其中的链式中介效应。结果表明:(1)青少年感恩与病理性网络使用显著负相关;(2)基本心理需要三大成分在感恩与病理性网络使用之间具有链式中介作用,即感恩既直接促进青少年自主需要的满足,也通过促进能力需要和关系需要的满足间接增进其自主需要的满足,进而减少病理性网络使用。     

The time course of learned helplessness, inactivity, and nociceptive deficits in rats

Four experiments are reported which explore the nature of the effects of inescapable shock on subsequent shuttlebox escape learning. The first experiment demonstrated that shuttle escape deficits dissipate within 48 hr after treatment with inescapable shock. Experiment 2 showed that exposure to inescapable shock suppressed unlearned activity in the shuttlebox and that this activity deficit recovered within 48 hr. Experiment 2A demonstrated that this shuttlebox crossing decrement was at least partly attributable to the inescapability of the shocks. These results suggested that activity factors might partly mediate the shuttle escape learning deficit reported in Experiment 1. Experiment 3 explored the possibility that activity and shuttle escape learning deficits are subserved by the effects of inescapable shock on pain sensitivity. The results supported this notion. It was found that rats were less sensitive to painful stimulation 24 hr after inescapable shock and that this analgesic tendency also dissipated within 48 hr after pretreatment. The implications of these results were discussed.     

Does gratitude always work? Ambivalence over emotional expression inhibits the beneficial effect of gratitude on well‐being

The psychological benefit of gratitude has been well demonstrated in previous studies. However, when we examined these studies closely, we found that the moderators were rarely investigated, suggesting that further work is needed to explore the boundaries of gratitude In this regard, the authors have proposed that ambivalence over emotional expression might be a potential moderator that would inhibit the beneficial effect of gratitude on well-being. Two studies were conducted to examine our hypothesis. Study 1 consisted of 353 Taiwanese college students who completed the Gratitude Questionnaire-Taiwan version (GQ-T), Ambivalence over Emotional Expression Questionnaire (AEQ), and one question about subjective happiness. We found that ambivalence over emotional expression significantly moderated the effect of gratitude on happiness. To validate our findings in Study 1, 233 Taiwanese college students were recruited for Study 2, and they completed the GQ-T, AEQ, subjective happiness short-form UCLA loneliness scale, as well as the Center for Epidemiological Studies Depression Scale (CES-D). Both studies demonstrated that ambivalence over emotional expression moderated the relationship between gratitude and well-being indexes. Simply stated, the authors found that across the two independent samples, among students who are high in ambivalence over emotional expression, the beneficial effect of gratitude on subjective happiness was inhibited. However, the moderating pattern for loneliness and depression was contrary to our expectations, indicating that high ambivalence over emotional expression does not inhibit gratitude. Possible explanations and implications for social relationships and emotional expression are discussed.