Effects of Nonverbal Behavior on Perceptions of a Female Employee's Power Bases

Abstract

The authors extended a previous examination of the effects of nonverbal behavior on perceptions of a male employee's power bases (H. Aguinis, M. M. Simonsen, & C. A. Pierce, 1998) by examining the effects of nonverbal behavior on perceptions of a female employee's power bases. U.S. undergraduates read vignettes describing a female employee engaging in 3 types of nonverbal behavior (i.e., eye contact, facial expression, body posture) and rated their perceptions of the woman's power bases (i.e., reward, coercive, legitimate, referent, expert, credibility). As predicted, (a) direct eye contact increased perceptions of coercive power, and (b) a relaxed facial expression decreased perceptions of all 6 power bases. Also as predicted, the present results differed markedly from those of Aguinis et al. (1998) regarding a male employee. The authors discuss implications for theory, future research, and the advancement of female employees.     

Intelligence and Nationality of Wisconsin School Children

Abstract

Among a sample of U.S. students, the effects of 3 forms of nonverbal behavior (facial expression, visual behavior, and body posture) on perceptions of power bases (reward, coercive, legitimate, referent, expert, and credibility) were investigated. In contrast to previous investigations of nonverbal behavior and power, a precise construct definition and reliable and valid operational definitions of power were used, and specific perceptions of power bases were examined. A relaxed facial expression, compared with a nervous facial expression, increased the ratings for referent, reward, legitimate, expert, and credibility power bases. Also, direct eye contact yielded higher credibility ratings than indirect eye contact.     

The role of fairness perceptions and accountability attributions in predicting reactions to organizational events

Researchers have found that fairness perceptions relate to many different outcomes (e.g., J. A. Colquitt, D. E. Conlon, M. J. Wesson, C. Porter, & K. Y. Ng, 2001). However, they cannot predict when an employee will react against a specific individual or against the organization itself. To address this question, the authors integrated the fairness and blame-attributions literatures. They predicted that blame attributions would strengthen the relationship between fairness perceptions and reactions to specific organizational agents. They surveyed 48 employees who believed there were inaccuracies in their most recent performance appraisals. Employees reported perceptions of fairness and attributions of blame to both their supervisor and the organization and rated their commitment to both targets. Supervisors simultaneously rated each employee's citizenship behavior toward each target. For supervisor reactions and organizational citizenship behavior directed at the organization, blame and fairness perceptions interacted; unique positive reactions were elicited only when the supervisor was perceived as blameless and fair.     

Self- and supervisory perspectives on age and work attitudes and performance.

Person- and context-oriented definitions of age were used to predict three sets of work outcomes: work attitudes, performance ratings, and reports of developmental practices. The five age measures included employee chronological age, employee subjective age (i.e., self-perceptions of age), and social age (i.e., others' perceptions of age), as well as self- and supervisors' perceptions of the employee's relative age (i.e., compared with the employee's work group). The study assessed (a) the relationships among the age measures, (b) the additive relationships among the age measures that predicted work outcomes, and (c) the interactive relationships among the age measures that predicted work outcomes. Each prediction received some support except for (b). Furthermore, many of the age--work-outcome relationships were replicated in the managerial sample. Implications for the use of alternative age measures are discussed.     

The effects of nonverbal cues on gender differences in perceptions of sexual intent

The effects of several nonverbal cues on perceptions of male and female stimulus persons' sexuality were examined. Based on the findings of Abbey (“Sex Differences in Attributions for Friendly Behavior: Do Males Misperceive Females' Friendliness?” Journal of Personality and Social Psychology, 1982, 42, 830–838) and other investigators, we hypothesized that in general males would attribute more sexuality to both male and female targets than would females. Furthermore, we hypothesized that males' and females' perceptions of sexual intent would be most divergent in situations in which the nonverbal cues were most ambiguous (e.g., causal touch, moderate interpersonal distance). To test this hypothesis, the effects of three nonverbalcues were examined: interpersonal distance, eye contact, and touch. Males rated female targets as more seductive, sexy, and promiscuous, and expressed more sexual attraction to the opposite-sexed target, than females did for both ambiguous and nonambiguous nonverbal cues. Males' ratings of the male targets' sexuality were higher than females' ratings in two of the three studies. Also, across the three studies both female and male subjects rated the female target higher than the male target on the sexual traits. The implications of these findings for future research are discussed.     

Nonverbal communication of couples in conflict

This article examined the rates, contextual meanings, and attributional meanings of nonverbal behavior occurring during role-played conflict between dating couples. Eighty couples reported perceptions of their own behaviors and their partners' behaviors and were observed in a laboratory setting by trained raters. The nonverbal channel was used significantly more by females than by males and to express approval rather than disapproval. However, the nonverbal-disapproval summary category demonstrated weak validity. Eye contact had the most complex, unexpected contextual meanings. Reduced eye contact appeared to variously convey disapproval, cues of lower interpersonal power, and a reduction of intimacy to compensate for accompanying increases in other approval behaviors. Despite significant correlations between nonverbal and verbal behaviors, dating partners rarely based their perceptions of their behavior or their partners' behavior upon their rates of nonverbal behaviors.     

Psychological correlates of perception of sexual intent in women

In a sample of 183 men and 186 women, the authors assessed (a) the relative contributions of gender and level of nonverbal social cues to the perception of a female actor's sexual intent during a videotaped social interaction with a man and (b) the association between those variables and personality traits implicated in faulty sexual-information processing. The authors assessed those variables while the participants viewed 1 of 3 film segments depicting a female-male interaction. The authors experimentally manipulated eye contact, touch, physical proximity, and female clothing. At all levels of those nonverbal cues, the men perceived more sexual intent in the female actor than did the women. The perception of the female actor's sexual intent increased as the nonverbal cues in the film segments were magnified: Both actors displayed more eye contact, touch, and physical proximity, and the female actor wore more revealing clothing. Relative to the women, the men demonstrated greater sexual preoccupation and reduced sociosexual effectiveness, variables associated with inferring greater sexual intent in the female actor.     

Nonverbal behavior and the vertical dimension of social relations: a meta-analysis

The vertical dimension of interpersonal relations (relating to dominance, power, and status) was examined in association with nonverbal behaviors that included facial behavior, gaze, interpersonal distance, body movement, touch, vocal behaviors, posed encoding skill, and others. Results were separately summarized for people's beliefs (perceptions) about the relation of verticality to nonverbal behavior and for actual relations between verticality and nonverbal behavior. Beliefs/perceptions were stronger and much more prevalent than were actual verticality effects. Perceived and actual relations were positively correlated across behaviors. Heterogeneity was great, suggesting that verticality is not a psychologically uniform construct in regard to nonverbal behavior. Finally, comparison of the verticality effects to those that have been documented for gender in relation to nonverbal behavior revealed only a limited degree of parallelism.     

Psychological Correlates of Perception of Sexual Intent in Women

Abstract

In a sample of 183 men and 186 women, the authors assessed (a) the relative contributions of gender and level of nonverbal social cues to the perception of a female actor's sexual intent during a videotaped social interaction with a man and (b) the association between those variables and personality traits implicated in faulty sexual-information processing. The authors assessed those variables while the participants viewed 1 of 3 film segments depicting a female-male interaction. The authors experimentally manipulated eye contact, touch, physical proximity, and female clothing. At all levels of those nonverbal cues, the men perceived more sexual intent in the female actor than did the women. The perception of the female actor's sexual intent increased as the nonverbal cues in the film segments were magnified: Both actors displayed more eye contact, touch, and physical proximity, and the female actor wore more revealing clothing. Relative to the women, the men demonstrated greater sexual preoccupation and reduced sociosexual effectiveness, variables associated with inferring greater sexual intent in the female actor.     

Perceptions of Fair Pay and the Gender Wage Gap

The present research examined the extent to which the wage gap between men and women is perceived as "fair". Based on research on distributive justice behavior, it was hypothesized that recommendations of fair pay would depend on the employee's gender and on occupational gender-linkage and that female respondents would recommend a lower fair pay than male respondents. Results indicated that perceptions of fair pay were influenced by the employee's gender, but only in the moderate-status occupations where lower pay was perceived as fair for female employees compared to gender-unspecified employees. Similar fair pay recommendations were made for occupations irrespective of their gender-linkage. As predicted, female respondents recommended a lower fair pay than male respondents. Implications of the findings for future research are discussed in terms of subtle, rather than blatant forms of gender wage discrimination that are attributable to the concentration of females in moderate-status occupations and to the weaker connection between work and pay among females than among males.     

Client gender and sex-typed nonverbal behavior: Impact on impression formation

The influence of sex-typed nonverbal behavior of male and female clients on college students' perceptions was investigated. In a 2 × 2 × 2 factorial design, 156 male and female college students were exposed to a videotaped interview during which either a male or female client displayed either masculine or feminine sex-typed nonverbal behaviors. Subjects rated the perceived characteristics, prognosis for improvement, and problems of the client. Hypothesized main effects for client gender and sex-typed nonverbal behavior did not obtain. However, the hypothesized client gender by sex-typed nonverbal behavior interaction was found. This result was due primarily to a pervasive tendency to stigmatize the female clients displaying masculine sex-typed behaviors, in comparison to male clients displaying these same behaviors. Possible explanations and implications for these observed effects were discussed.     

Power bases and attribution in three cultures

The authors used a Saudi context to verify the cross-cultural generality of findings (A. Rodrigues & K. L. Lloyd, 1998) reported for U.S. and Brazilian samples in which compliant behavior caused by reward, informational, and referent influences was perceived as more controllable and more internal than compliant behavior resulting from legitimate, expert, and coercive influences. This differential attribution led, in turn, to different affective and behavioral responses. In the present study, cognitive and affective reactions of Saudi students were measured with regard to compliant behavior (leading to a good outcome or a bad outcome) caused by each of the 6 bases of power described by B. H. Raven (1965). As expected, power bases had significant effects. However, when the outcome of the compliant behavior was bad, compliant behavior caused by a coercive influence led to the perception of more internality and controllability. Also--and not found in previous studies--the perception of less internality and controllability of compliant behavior was caused by an informational influence. Findings are discussed in the light of related research and Saudi cultural characteristics.     

Gender vs. power: Self-posed behavior revisited

In an extended replication of Mills' (1984) study, equal numbers of male and female students in arts and science schools were photographed by a female undergraduate. Arts students, both male and female, displayed stereotypically female nonverbal behavior, i.e., smiling and head canting, but male undergraduates also canted their heads more than female undergraduates. Results were explained in terms of the meaning of these gestures and the arts/science effect interpreted as indicative of the greater power/esteem of the sciences. The findings also address wider issues of the meanings of non-verbal behavior.     

Power Bases and Attribution in Three Cultures

Abstract

The authors used a Saudi context to verify the cross-cultural generality of findings (A. Rodrigues & K. L. Lloyd, 1998) reported for U.S. and Brazilian samples in which compliant behavior caused by reward, informational, and referent influences was perceived as more controllable and more internal than compliant behavior resulting from legitimate, expert, and coercive influences. This differential attribution led, in turn, to different affective and behavioral responses. In the present study, cognitive and affective reactions of Saudi students were measured with regard to compliant behavior (leading to a good outcome or a bad outcome) caused by each of the 6 bases of power described by B. H. Raven (1965). As expected, power bases had significant effects. However, when the outcome of the compliant behavior was bad, compliant behavior caused by a coercive influence led to the perception of more internality and controllability. Also—and not found in previous studies—the perception of less internality and controllability of compliant behavior was caused by an informational influence. Findings are discussed in the light of related research and Saudi cultural characteristics.     

Psychopathic traits,gender, and motivations for sex: Putative paths to sexual coercion

Evidence suggests that both men and women perpetrate sexual coercion. Psychological factors, including psychopathic traits and power motivations, have been proposed to characterize male-perpetrated sexual coercion; however, it is unclear whether these factors play a similar role in female-perpetrated coercion or whether other motivations (e.g., intimacy, affect regulation) should be considered. To improve our understanding in this area, the current study first examined relationships between psychopathic traits and sexual coercion in a sample of 1199 undergraduate students (756 women), with gender as a potential moderator of these relationships. Second, the role of motivations for sex (e.g., power, affect regulation) in accounting for the psychopathy-coercion relationship was examined in men and women. Data were collected using an online survey and analyzed using multigroup path analysis. Results implicated impulsive-antisocial traits as particularly important to male-perpetrated verbal (e.g., manipulative) and nonverbal (e.g., physical) coercion, and that this relationship was partially explained by motives for sex involving power. In contrast, psychopathic traits did not appear to play a major role in female perpetrated coercion; instead, emotional value (i.e., intimacy-related) motivations for sex were associated with verbal (e.g., manipulation) coercion in women. In sum, our results support a conceptual model of male perpetration where men who are high in impulsive-antisocial traits may engage in sexual coercion in an attempt to feel powerful. Further, the findings in the female sample suggest that factors other than psychopathy, such as gender role beliefs in regard to sexual encounters, may be particularly important to female perpetrated sexually coercive behavior.     

男性化与女性化对面孔偏好的影响—— 基于图像处理技术和眼动的检验

采用图像处理技术和眼动探讨了性别二态线索对面孔偏好的影响。实验1发现非面孔线索未掩蔽和掩蔽时, 感知男性化技术与原始照片条件下女性化的男性面孔更有吸引力和信任度; 性别二态技术条件下, 非面孔线索未掩蔽时男性化的男性面孔更有吸引力和信任度。实验2表明被试对男性面孔的平均瞳孔大小和注视次数均大于和多于女性面孔, 首次注视时间短于女性面孔; 被试对男性化面孔的首次注视时间和首次注视持续时间均长于女性化面孔。     

Effects of enclosure size on sexual behavior of Japanese quail (Coturnix japonica)

The authors determined whether results of experiments on copulatory and affiliative behavior of pairs of Japanese quail (Coturnix japonica) conducted in a closely confining apparatus would predict behavior in a large enclosure in which female quail could avoid contact with male quail. As found previously in studies of closely confined quail, in a large enclosure containing numerous barriers, both unmated female quail and mated female quail laying unfertilized eggs were more likely to remain near a confined male quail than were mated female quail laying fertilized eggs. Furthermore, the number of copulations that a pair engaged in when closely confined predicted the number of copulations that they engaged in when they were in the large enclosure. Patterns of affiliation and of mating in a confining laboratory apparatus thus predicted behavior in a larger enclosure that provided female quail with opportunity to avoid contact with male quail.     

NONVERBAL AND RELATIONAL COMMUNICATION ASSOCIATED WITH RETICENCE

Two experiments examined nonverbal behavior patterns and relational communication perceptions associated with communication reticence. In the first, pairs of friends (N = 90) and pairs of strangers (N = 90) engaged in 9-minute discussions. Ratings by partners and trained observers showed that as level of communication reticence increased, subjects nodded less, showed less facial pleasantness and animation, displayed more anxiety and tension, leaned away more, and communicated greater disinterest. Strangers rated reticents'relational messages as expressing less intimacy/similarity, more detachment, more submissive-ness, and more emotional negativity, and rated reticents as less credible. Friends gave reticents mixed but frequently more positive ratings. In the second experiment, 55 subjects interacted with a male or female confederate interviewer who alternately asked innocuous or highly personal questions. The same patterns of nonverbal behavior emerged as in Study One, with increases in stress (due to privacy-invading questioning) eliciting more pronounced responses. Results are discussed in terms of the cross-situational consistency of reticence syndromes in eliciting dysfunctional communication patterns.     

Due process model of procedural justice in performance appraisal: promotion versus termination scenarios

In a laboratory study, 318 student participants (148 male, 169 female, and one who did not report sex; M age 25.0, SD = 6.0) in introductory organizational behavior classes responded to scenarios in which performance appraisal resulted in either employee promotion or termination. Each scenario had varying levels of three procedural justice criteria for performance appraisal. For both promotion and termination outcomes, analysis showed that, as the number of criteria increased, perceptions of procedural fairness increased. A comparison between the two outcomes showed that perceptions of fairness were significantly stronger for the promotion outcome than for termination.     

Implicit and explicit prejudice and interracial interaction.

The present research examined how implicit racial associations and explicit racial attitudes of Whites relate to behaviors and impressions in interracial interactions. Specifically, the authors examined how response latency and self-report measures predicted bias and perceptions of bias in verbal and nonverbal behavior exhibited by Whites while they interacted with a Black partner. As predicted, Whites' self-reported racial attitudes significantly predicted bias in their verbal behavior to Black relative to White confederates. Furthermore, these explicit attitudes predicted how much friendlier Whites felt that they behaved toward White than Black partners. In contrast, the response latency measure significantly predicted Whites' nonverbal friendliness and the extent to which the confederates and observers perceived bias in the participants' friendliness.