This study examines the varying roles of power, status, and national culture in unethical decision-making. Most research on unethical behavior in organizations is grounded in Western societies; empirical comparative studies of the antecedents of unethical behavior across nations are rare. The authors conduct this comparative study using scenario studies with four conditions in both China and Canada. The results demonstrate that power is positively related to unethical decision-making in both countries. Status has a positive effect on unethical decision-making and facilitates (...) the unethical decisions of Canadian participants who have high power but not Chinese participants who have high power. To explicate participants’ unethical decision-making rationales, the authors ask participants to justify their unethical decisions; the results reveal that Chinese participants are more likely to cite position differences, whereas Canadian participants are more likely to cite work effort and personal abilities. These findings expand theoretical research on the relationship between social hierarchy and unethical decision-making and provide practical insights on unethical behavior in organizations. (shrink)

Drawing on conservation of resources theory, this study examined how and when sense of control influence safety behavior. Linear regression analysis was performed on data collected from 481 students in 58 classes at a university. The results indicated that psychological stress mediated the negative effect of sense of control on safety compliance, as well as the positive effect of sense of control on safety participation. They further showed that perceptions of stronger safety regulations heightened the positive relationship between student psychological (...) stress and safety compliance, and buffered the negative effects of psychological stress on safety participation. These results provide a benchmark against which the effectiveness and relevance of epidemic prevention and control in higher education institutions can be assessed. (shrink)

Research investigating the underlying mechanisms and boundary conditions under which leader humility influences employee voice remains underdeveloped. Drawing from approach–inhibition theory of power and leader humility literature, we developed a moderated-mediation model in which personal sense of power was theorized as a unique mechanism underlining why employees feel motivated to speak up under the supervision of humble leaders. Additionally, the cultural value of power distance was proposed to be a relevant boundary condition to influence such relationship. We tested the model (...) using time-lagged supervisor–subordinate matched data. Results of mixed models analyses provided support for our hypotheses confirming that employees’ personal sense of power mediates the relationship between leader humility and employee voice, and such relationship was found to be stronger when employees’ power distance was lower rather than higher. (shrink)

This study examines why individuals who are deeply embedded in the organization may engage in unethical pro-organizational behavior (UPB). Drawing from social identity theory and self-affirmation theory, we propose that deeply embedded employees may engage in UPB as a way of promoting or maintaining their status in the organization. We further propose that this positive relationship between organizational embeddedness and UPB, mediated through status perceptions, is stronger for employees working under managers who display low levels of ethical leadership. Using data (...) gathered in a two-wave survey from 224 working adults, the results of the study lend support for the hypothesized relationships and remained significant even after controlling for affective commitment. The study advances our understanding of both contextual and individual factors motivating employees to engage in UPB and the boundary conditions under which UPB can be reduced. (shrink)

In the current paper we present an instrumental approach to deception. This approach incorporates the notion that bargainers (a) will use deception as a means to reach their goals in bargaining but (b) will refrain from using deception when they have alternative means to reach their goals. We demonstrate that different goals can lead to differences in the use of deception (Experiment 1). Furthermore, we demonstrate that reactions to deceit can also be understood from an instrumental perspective (Experiment 2).

In the current paper we present an instrumental approach to deception. This approach incorporates the notion that bargainers (a) will use deception as a means to reach their goals in bargaining but (b) will refrain from using deception when they have alternative means to reach their goals. We demonstrate that different goals can lead to differences in the use of deception (Experiment 1). Furthermore, we demonstrate that reactions to deceit can also be understood from an instrumental perspective (Experiment 2).

Prior studies have shown that powerful individuals are more unethical than powerless individuals. In real life, power is unstable, and multiple social interactions may cause loss of power. However, extant research has assumed the power structure to be stable and thus overlooked the potential interaction of power and stability in affecting unethicality. Using the approach-inhibition theory of power, we predicted that stability of power moderates power’s effect on unethical behavior. Results from four studies revealed that powerful individuals showed more unethical (...) behavior than powerless individuals only when power was stable, but not when it was unstable. The higher level of unethical behavior under the condition of stable power was explained by attitude toward risk. Our results highlight that the link between power and unethicality is broken when power is unstable. Powerful individuals are no more unethical than powerless individuals when they face a greater possibility of losing their power. (shrink)

Judith Shklar, David Runciman, and others argue against what they see as excessive criticism of political hypocrisy. Such arguments often assume that communicating in an authentic manner is an impossible political ideal. This article challenges the characterization of authenticity as an unrealistic ideal and makes the case that its value can be grounded in a certain political realism sensitive to the threats posed by representative democracy. First, by analyzing authenticity’s demands for political discourse, I show that authenticity has greater flexibility (...) than many assume in accommodating practices common to politics, such as deception, concealment, and persuasion through rhetoric. Second, I argue that a concern for authenticity in political discourse represents a virtue, not a distraction, for representative democracy. Authenticity takes on heightened importance when the public seeks information on how representatives will act in contexts where the public is absent and unable to influence decisions. Furthermore, given the psychological mechanisms behind hypocrisy, public criticism is a sensible response for trying to limit political hypocrisy. From the perspective of democratic theory and psychology, the public has compelling reasons to value authenticity in political discourse. (shrink)

Companies often benefit from others’ attributions of moral conviction for prosocial behavior, for example, attributions that a company has a sincere moral desire to improve the environment when behaving sustainably. Across four studies, we explored how organizations’ changing resource positions influenced people’s attributions for the motivations underlying prosocial organizational behaviors. Observers attributed less moral conviction following prosocial behavior when they believed an organization was losing economic resources. This effect was primarily a “penalty” assessed against organizations that were losing resources, as (...) opposed to a “reward” given to organizations gaining resources. Finally, we found that this effect occurred because people perceive organizations that are losing resources as more situationally constrained, leading them to attribute less dispositional moral conviction. We discuss theoretical and practical implications stemming from how changes in resource access can lead people to be more skeptical of organizations’ motivations following prosocial behavior. (shrink)

Based on the power basis theory, this study examined the relationship between high-level talents’ perceived overqualification and withdrawal behavior and the mediating role of sense of power. We also analyze the boundary effects of protected values and being trusted. The hypotheses of this study were tested through questionnaires gathered across three phases over 3 months from 371 high-level talents from 6 enterprises, 5 governments, and 13 universities in China. Hierarchical regression analyses and bootstrapping appraisals showed that: POQ has a positive (...) relationship with withdrawal behavior; sense of power mediates the relationship between overqualification and withdrawal behavior, with high POQ resulting in low perceived power, which then reinforces withdrawal behavior; the negative relationship between POQ and sense of power is stronger for high-level talents with high protected value ; the negative relationship between sense of power and withdrawal behavior is stronger for high-level talents with highly being trusted ; moderated-mediation analyses reveal that the mediating effects of sense of power are stronger for employees with high protected values or being trusted. At the end of this study, the theoretical and practical implications are discussed. (shrink)

ABSTRACTOther people’s emotional reactions to a third person’s behaviour are potentially informative about what is appropriate within a given situation. We investigated whether and how observers’ inferences of such injunctive norms are shaped by expressions of anger and disgust. Building on the moral emotions literature, we hypothesised that angry and disgusted expressions produce relative differences in the strength of autonomy-based versus purity-based norm inferences. We report three studies using different types of stimuli to investigate how emotional reactions shape norms about (...) potential norm violations, and contexts. Consistent with our theoretical argument, the results indicate that observers use others’ emotional reactions not only to infer whether a particular behaviour is inappropriate, but also why it is inappropriate: because it primarily violates auto... (shrink)

Children may be viewed as public goods whereby both parents receive equal genetic benefits yet one parent often invests more heavily than the other. We introduce a microeconomic framework for understanding household investment decisions to address questions concerning conflicts of interest over types and amount of work effort among married men and women. Although gains and costs of marriage may not be spread equally among marriage partners, marriage is still a favorable, efficient outcome under a wide range of conditions. This (...) bioeconomic framework subsumes both cooperative and conflictive views on the sexual division of labor. We test hypotheses concerning marriage markets, assortative mating, and men’s labor motivations among Tsimane forager-horticulturalists of Bolivia and find that: (1) men and women both value work effort in marital partners, (2) marital labor contributions are complementary, (3) work effort is correlated between spouses, (4) total production is correlated with total reproduction, and (5) better hunters have higher fitness gains within marital unions. (shrink)

We investigated the influence of humiliation on inter-group conflict in three studies of Palestinians living in the West Bank and Gaza. We demonstrate that experienced humiliation produces an inertia effect; a tendency towards inaction that suppresses rebellious or violent action but which paradoxically also suppresses support for acts of inter-group compromise. In Study 1, Palestinians who felt more humiliated by the Israeli occupation were less likely to support suicide attacks against Israelis. In Study 2, priming Palestinians with a humiliating experience (...) caused fewer expressions of joy when subsequently hearing about suicide attacks. In Study 3, Palestinians who felt more humiliated by peace deals were less likely to support those deals, while Israeli symbolic compromises that decreased feelings of humiliation increased support for the same deals. While the experience of humiliation does not seem to contribute to political violence, it does seem to suppress support for conflict resolution. (shrink)

.Evolutionary analysis focuses on how genes build organisms with different strategies for engaging and solving life’s challenges of survival and reproduction. One of those challenges is competing with conspecifics for limited resources including reproductive opportunities. This article will suggest that there is now good evidence for considering two dimensions of social competition. First, we will label antisocial strategies, to the extent that they tend to be self-focused, threat sensitive and aggressive, as well as using tactics of bulling, threatening, intimidating or (...) even injuring/killing competitors. Their strategic goal is to stimulate fear-inhibition, flight or submissive compliance in subordinates. Such strategies turn off and inhibit care and affiliative social interactions and motivation and they can be enacted by parents, teachers and leaders. The social signals emitted stimulate various aspects of threat processing in recipients, create stressful and highly stratified groups with a range of detrimental psychological and physiological effects. Second, in contrast, prosocial strategies seek to create relaxed and secure social interactions that enable sharing, cooperative and mutually supportive and beneficial relationships. The friendly and low/no threat social signals emitted in friendly cooperative and affiliative relationships stimulate physiological systems (e.g., oxytocin, the vagus parasympathetic system) that down regulates threat processing, enhances the immune system, facilitates frontal cortical processes and general wellbeing. This article reviews the literature pertaining to the evidence for these two dimensions of social engagement. (shrink)

For thousands of years, various spiritual traditions and social activists have appealed to humans to adopt compassionate ways of living to address the suffering of life. Yet, along with our potential for compassion and self-sacrifice, the last few thousand years of wars, slavery, tortures, and holocausts have shown humans can be extraordinarily selfish, callous, vicious, and cruel. While there has been considerable engagement with these issues, particularly in the area of moral psychology and ethics, this paper explores an evolutionary analysis (...) relating to evolved resource-regulation strategies that can be called “care and share” versus “control and hold.” Control and hold are typical of primates that operate through intimidatory social hierarchies. Care and share are less common in non-human primates, but evolved radically in humans during our hunter-gatherer stage when our ancestors lived in relatively interdependent, small, mobile groups. In these groups, individualistic, self-focus, and self-promoting control and hold strategies (trying to secure and accumulate more than others) were shunned and shamed. These caring and sharing hunter-gatherer lifestyles also created the social contexts for the evolution of new forms of childcare and complex human competencies for language, reasoning, planning, empathy, and self-awareness. As a result of our new ‘intelligence’, our ancestors developed agriculture that reduced mobility, increased group size, resource availability and storage, and resource competition. These re-introduced competing for, rather than sharing of, resources and advantaged those who now pursue (often aggressively) control and hold strategies. Many of our most typical forms of oppressive and anti-compassionate behavior are the result of these strategies. Rather than (just) thinking aboutindividualscompeting with one another, we can also consider these different resource regulation strategies ascompeting within populationsshaping psychophysiological patterns; both wealth and poverty change the brain. One of the challenges to creating a more compassionate society is to find ways to create the social and economic conditions that regulate control and hold strategies and promote care and share. No easy task. (shrink)

ABSTRACT Studies on bottom-line mentality suggest that an exclusive focus on bottom-line outcomes has detrimental consequences; however, it is not clear when this leads to negative outcomes. This study examines the role of supervisors’ BLM in fostering workaholism in subordinates. These supervisors, by creating a bottom-line driven environment, may intensify workaholism, leading to workplace cheating behavior. However, not all subordinates react in the same manner. We theorize that the positive relationship between supervisor BLM and workplace cheating behavior through workaholism is (...) strengthened when the psychological entitlement is high. The moderation-mediation model was tested with data from 193 employees working in various industries. Our findings demonstrate that under conditions of high psychological entitlement, workaholism resulting from supervisor BLM leads to workplace cheating behavior. Implications of these findings have been discussed. (shrink)

Several visual and emotional processes reflect similar underlying patterns of cortical activation. Characteristic individual perceptual style was measured by lateral attentional errors in a standard visual line-bisecting task. The direction of error indicates a predominance of activation in the contralateral prefrontal cortex. Individual differences in mood were measured by the self-endorsement of emotional adjectives. A total of 27 right-handed adults responded to the trait version of the Positive and Negative Affect Schedule (PANAS). As predicted, rightward errors in visual line bisecting (...) correlated positively and significantly with the Positive Affect subscale. The scale adjectives determined and strong had significant correlations with the visual bisecting measure. The negative affect subscale was correlated with neither the line bisecting measure nor the positive subscale. An extension from trait to state measures tested the self-description of current affect using related synonyms and antonyms in a subset of 22 of the participants. Active, dominant, mighty, powerful, and strong were significantly associated with rightward bisecting errors, whereas passive and cooperative were correlated with errors in the opposite direction. The results were incompatible with the valence model (positive-negative), direction model (approach-withdrawal), and movement model (approach-resistance) of the lateral prefrontal substrate of emotion. The action tendency model (active approach-passive yielding) was supported. (shrink)

Two experiments probed the role of strategies used in social conflicts on perception of agency and communion. In study 1, persons who revealed prosocial orientation were perceived as less agentic, but more communal than those who revealed competitive orientation. In study 2 these findings were replicated in the context of organizational conflict, those who decided to use confrontational strategies were also perceived as more agentic, although less communal than these who used cooperative strategies. In line with the theory of power (...) effects on objectification of social targets, the perceived agency and communion were differently linked to superior’s and subordinate’s evaluation. While perceived agency predicted the subordinate’s evaluation, perceived communion predicted superior’s evaluation, but not the other way round. Moreover, perception of communion mediated the negative effect of confrontational strategies on supervisor’s evaluation. On the other hand, perceived agency suppressed the effect of strategies on subordinate’s evaluation. (shrink)

Existing research on leader humility primarily demonstrates its positive effects. This study challenges this view by proposing the potential negative effects of leader humility on followers’ behaviors. Furthermore, this paper employs the person-situation interactionist perspective to extend the research on integrating followers’ personality traits and leader humility. Specifically, this study proposed that leader humility triggers their followers’ sense of power; moreover, this study wagers that whether followers’ sense of power encourages self-interested or prosocial behavior in followers depends on their particular (...) Machiavellian traits. The theoretical model was tested using the time-lagged supervisor–subordinate matched data obtained. Our findings revealed that follower Machiavellianism fosters the relationship between a sense of power and self-interested behavior but it weakens the relationship between a sense of power and prosocial behavior. Thus, this study provides a better understanding regarding the effect of follower personality and leader humility on follower behavioral reactions. (shrink)

To contribute to the organizational turn in research on participatory democracy, this paper examines the effects of organizational hierarchy on individual thinking. Power corrupts, but neither political scientists nor psychologists can really tell us how. To identify mechanisms by which it does so, the paper introduces recent advances in the field of cognitive psychology, here to suspicious political theorists. The study of cognition shows that we actively make meaning, and that we do so with a discernable neurological apparatus. The paper (...) presents hierarchy as a social construct that 'fits' this apparatus in such a way as to assist the capture of meaning by the interests of power. This process of capture takes place beneath individual awareness. For this reason, the concern here amounts to ideology critique: specifically, using cognitive psychology to reveal the ideological propagation of hierarchy. The fact that hierarchy has hidden cognitive costs has important implications for the prospects of a more participatory democracy. Any democratization of organizational life is seen to turn on the capacity of participants to selectively use and manage hierarchy and to minimize its cognitive costs. This entails, among other things, a recovery of our own thinking from the knowledge processing requirements of power saturated hierarchic organizations. In its examination of the personal effects of power, the paper seeks to reveal psychological mechanisms by which power corrupts, and by which, inadvertently, we come to serve the interests of power in the very way we think. (shrink)

Liking and respect are postulated as two dimensions of interpersonal attitudes. Liking-disliking is an idiosyncratic response which depends mostly on how target persons influence interests and well-being of the attitude holder and is accompanied by beliefs in their communal traits. Respect-disrespect is a socially shared response which depends mostly on the social status of target persons and is accompanied by beliefs in their agency. This Self-interest /status Model of differences between liking and respect was tested in two studies. It was (...) predicted and found that respect responses are socially shared to higher extent than liking responses. (shrink)

In this paper, we investigate a large-scale financial statement fraud to better understand the process by which individuals are recruited to participate in financial statement fraud schemes. The case reveals that perpetrators often use power to recruit others to participate in fraudulent acts. To illustrate how power is used, we propose a model, based upon the classical French and Raven taxonomy of power, that explains how one individual influences another individual to participate in financial statement fraud. We also provide propositions (...) for future research. (shrink)

How do people behave in interpersonal interactions? And why do they behave the way they do? In this thesis, I present a novel social-cognitive account of role-taking explaining how fixed positions affect our emotions, thoughts, and behavior in interactions. The basic notion of Role-Taking Theory is that actors represent roles in form of mental schemata, and that role-taking activates the role-specific mental schema. In its application, Role-Taking Theory was used to explain third-party reactions to conflicts. As a result, this thesis (...) entails three manuscripts currently under review for publications: one theoretical, and two empirical. In the theoretical article, we explain the core premises of RTT, discuss RTT’s contributions over and above existing theory, apply RTT to interpersonal conflicts, and outline future directions. In the two empirical articles, we report first empirical tests of hypotheses deriving from RTT’s assumptions. In sum, the manuscripts provide answers to how the number of constituting roles can be identified in any interpersonal interaction, how features of identified roles can be derived, how features of roles affect actors due to role-taking, why some actors take over certain roles in conflicts more frequently than others, why some actors benefit from taking over certain roles in conflicts more than others, why actors sometimes stick to roles even when this comes with costs, and – ultimately – how all these mechanisms tied to role-taking explain when and why interactions stabilize or destabilize. In a final chapter at the end of this thesis, the incremental contributions of these manuscripts over and above existing literature are discussed both in its novel theoretical rationale as well as in empirical insights. In sum, I argue that RTT’s universality and precision are apt for sustained empirical and theoretical work in the future. However, RTT is still in an early developmental stage, and thus, I prepare the next steps by analyzing the present state, outlining the most critical challenges in theory development, and identify the most promising directions for future research. (shrink)