Empowering and legitimizing the fundamental attribution error: Power and legitimization exacerbate the translation of role‐constrained behaviors into ability differences

Our daily interactions are influenced by the social roles we endorse. People however underestimate these role constraints in their everyday explanation relying on individual dispositions to make sense of behaviors. Two studies investigated whether this bias is exacerbated when role structure is legitimated and when power matches the advantages conferred by the social roles of a quiz game. Legitimacy as well as power increased the tendency for both advantaged (questioner) and disadvantaged (answerer) actors (Study 1) as well as naïve observers of the quiz game (Study 2) to attribute to ability the behaviors elicited by social roles. These results extend previous findings. People are more prone to explain constrained behaviors by differences in ability when role structure is legitimated and when power asymmetry matches role structure. Legitimacy and power may then play an important role in the translation of role constraints into inferences about ability.     

领导对建言反应的动机感知作用机制:基于归因理论的阐释

基于归因理论,从领导对建言行为动机的认知视角,解释领导对建言差异反应的原因。当领导认为员工建言基于组织关心动机、亲社会动机时,会给予表扬/认可、奖赏、执行等积极反应;当领导认为员工建言是基于挑战动机、疏离动机、印象管理动机或自我保护动机时,会给予批评/惩罚、忽视、报复等消极反应。此外,权力距离能够调节领导对建言动机的感知,即低权力距离领导,对建言行为更为接纳、支持,会增强专业性、建言氛围与积极动机感知的关系,减弱挑战性建言与消极动机感知的关系;而高权力距离领导,倾向于绝对优势的权力和对下属的控制,会减弱专业性、可信性及建言氛围与积极动机感知的关系,增强挑战性建言与消极动机感知的关系。最后,建议未来的研究关注以下几个方面:(1)将建言作为一个过程来探讨,研究领导对建言的反应如何影响员工后续的态度和行为;(2)研究建言氛围形成的原因及其作用;(3)关注情绪在建言行为中的功能机制等。     

Managing Old Age: The Disciplinary Web of Power, Surveillance and Normalization

Health and welfare have emerged as key vehicles used to legitimize and position the identities that older people adopt in contemporary western societies. Both health and welfare contain specific yet continually changing technologies that function to mediate relations between older people and the state. Medico-technical and care management discourses have been presented as adding choice and reducing limitations associated with adult aging. However, they also represent an increase in professional control that can be exerted on lifestyles in older age and thus, the wider social meanings associated with that part of the lifecourse. This article presents a theoretical analysis based on a critical reading of the work of Michel Foucault; identifies the interrelationship between managers and older people in terms of power, surveillance and normalization; and highlights how and why older people remain the subjects of legitimizing professional gazes.     

社会交往情境中权力和反馈对情绪的影响

以往关于权力是否影响情绪的研究存在结果争议,这意味着可能存在其它因素的作用。本研究基于权力控制理论和社会距离理论,探究了社交情境中权力和反馈对情绪的影响。研究1采用经验取样法收集了140名被试五天内的1706段社交经历,研究2采用实验法考察了148名被试的社交经历。结果表明,权力和反馈对情绪存在交互影响:(1)当个体处于低权力情境时,反馈影响情绪,反馈越积极,情绪也越积极;(2)当个体获得积极反馈时,权力不影响情绪;当个体获得消极反馈时,权力影响情绪,权力越高,情绪相对更积极。本研究有助于厘清以往研究关于权力与情绪关系的争议。     

For richer,for poorer: Financial behaviors,power (im)balance,and relational aggression among different-gender newlyweds in the U.S.

Guided by an intersectional feminism framework, we used three-wave, dyadic survey data from a nationally representative sample of 1625 U.S. different-gender newlywed couples to test three research questions. First, as balanced power is considered a key concept for relational well-being in feminism, we examined developmental trajectories in husbands' and wives' perception of power (im)balance. Second, considering money as a major influence on power and aggression, we examined how financial behaviors relate to power (im)balance and in turn relational aggression—a type of intimate partner violence that is controlling and manipulative in nature. Third, informed by the intersectionality between gender and socioeconomic status (SES), we examined gender differences and SES disparities in the associations among financial behaviors, developmental trajectories of perception of power (im)balance, and relational aggression. Our findings demonstrate that newlywed different-gender couples are experiencing power struggles, where two partners diminish each other's influence over time. We also found that healthy financial behaviors are associated with balanced power and, in turn, less relational aggression (especially for wives and in lower-SES households). Taken collectively, we continue calling for efforts to facilitate money management skills and promote balanced marital power.     

Power Relations and Group Aggregation in the Multiplicative AHP and SMART

The relative power of the members in a group of decision makers can be incorporated in the multiplicative AHP via power coefficients in the logarithmic least squares whereby we analyse the pairwise comparison matrices. When each decision maker judges every pair of alternatives under each of the criteria, aggregation over the criteria and over the decision makers proceeds via a sequence of geometric-mean calculations which can be carried out in any order, at least with predetermined criterion weights and power coefficients. Hence, since we preserve the rank order of the alternatives, we avoid a deficiency of the original AHP. We also consider SMART, an additive method which is logarithmically related to the multiplicative AHP so that power relations can easily be incorporated in it. Finally, in order to illustrate the proposed model, we analyse a generalized version of the well-known example of Belton and Gear as well as the power relations between member countries of the European Community. © 1997 by John Wiley & Sons, Ltd. J. Multi-Crit. Decis. Anal. 6 : 155–165 (1997) No. of Figures: 0. No. of Tables: 6. No. of References: 23.     

Bullying at Work: A Psychoanalytic Perspective

The paper traces aspects of the history and development of work in this area. It places workplace bullying on a continuum which straddles workplace homicide, violence at work, sexual harassment and the harnessing of the aggressive instincts into effective work. Thought is given to the question of which behaviours should be considered to constitute workplace bullying. A recent example of bullying in restaurant kitchens is examined in more detail. The paper concludes by looking at issues around the responsibility of individuals and organizations to understand and manage bullying at work. © 1997 John Wiley & Sons, Ltd.     

Perception of managers’ influence depending on status,power, and company performance

This research examines others’ perception of the influence of managers working in successful or unsuccessful companies who possess or lack status (to be respected by others) and power (control of valued resources). Study 1 shows that high‐status managers were judged as more influential in the firm than their low‐status peers, regardless of the company's situation. Study 2 finds that in a context of economic uncertainty, a manager with high status and power is perceived to be more capable of affecting the firm. The effect of power seems to be secondary since when a manager has low status, having high power does not significantly benefit the influence attributed to him or her. Furthermore, dominance (assertive behavior), not warmth, mediated the relationship between status and the attributed influence. Overall, these findings confirm that status is a very potent source of social influence, status and power are distinct constructs with different effects, and dominance rather than warmth is a key personal dimension linked to successful leadership.     

团队权力分布差异对团队冲突的影响：程序公平和合法性的作用

近年来团队权力分布差异与团队冲突间关系受到了学界较大关注, 但相关研究结果仍存在分歧。通过对70个工作团队的调查, 探讨了团队权力分布差异对团队冲突(任务冲突、关系冲突)作用的边界条件。结果发现, 程序公平调节了两者间关系：当程序公平较高时, 团队权力分布差异与任务冲突、关系冲突负相关; 当程序公平较低时, 团队权力分布差异与任务冲突、关系冲突正相关。此外, 被中介的调节模型分析显示, 团队合法性感知中介了程序公平的上述调节作用。     

How Power States Influence the Persuasiveness of Top‐Dog versus Underdog Appeals

Although both top‐dog and underdog positioning appeals are widely used in marketing and advertising, little is known about which strategy is more effective in persuading consumers. By introducing a sense of power, a social variable that is inherently relevant to the nature of the top‐dog versus underdog classification, we propose that consumers' responses to these two appeals are influenced by their psychological experience of power. Specifically, low‐power consumers will respond to top‐dog appeals more favorably because associating with top dogs facilitates power restoration. In contrast, high‐power consumers will respond to underdog appeals more favorably because supporting underdogs facilitates power expression. In four experimental studies, we provide consistent support for our main predictions as well as the underlying processes. Studies 1 and 2 demonstrate the differential effect of consumers' power states on their attitudes toward top‐dog versus underdog appeals. Providing process evidence, Studies 3 and 4 identify boundary conditions under which the basic effect was eliminated. These findings contribute to the persuasion literature and power research and provide important implications for positioning strategy and advertisement development.