The present paper reports an independent and better powered (N = 847 vs. N = 85) replication of Experiment 3 in Glikson et al. (2018). The authors of the original study reported support for their proposition that due to perceptions of (in)appropriateness, the use of smileys may backfire and produce less favorable perceptions of competence in a formal work-related setting, yet more favorable perceptions of warmth in an informal work-related setting. Our results, in contrast, indicated that smileys produce a negative effect on perceptions of competence and a positive effect on perceptions of warmth, regardless of the level of formality. Moreover, our results did not support the reported moderated mediation model involving perceptions of appropriateness. Potential explanations for the discrepancies in results are discussed. We provide data, code, and materials on https://osf.io/n7yc4/.
Lai, Linda (2023)
The effects of social vs. personal power on universal dimensions of social perception
The present study expands previous research on the effects of power on
stereotyping by investigating the impact of two types of power (social power
and personal power) on two universal dimensions of social perception; warmth
and competence. Results from an experiment (N = 377) in which participants
were randomly assigned to provide their impression of either (1) poor people
or (2) rich people, suggest that the two types of power produce different
effects on perceptions of warmth and competence. Personal power increased
stereotype consistent perceptions of warmth whereas social power increased
stereotype consistent perceptions of competence as well as agency, which
was identified as a separate dimension. The pattern of results is discussed
in view of previous work on power effects and stereotyping, and potential
explanations and suggestions for future research are outlined.
Lai, Linda (2023)
Stereotyping of the poor versus the wealthy
(1)
Solberg, Elizabeth; Lai, Linda & Dysvik, Anders (2021)
When Midway Won’t Do: The Curvilinear Relationship Between Intrinsic Motivation and Willingness to be Flexible
Intrinsic motivation is held as critical for employees’ willingness to be flexible (WTBF). Yet empirical research suggests that employees who find work intrinsically satisfying could resist work changes. In this study, we predict that the relationship between intrinsic motivation and employees’ WTBF will become more positive as intrinsic motivation advances beyond moderate levels. We also examine the role developmental supervisor support plays in generating the critical threshold of intrinsic motivation needed for it to be positively related with WTBF. Our study provides insight into how and when intrinsic motivation increases employees’ WTBF and into the degree of developmental support needed to facilitate a positive relationship between these variables.
Lai, Linda (2021)
Strategisk kompetanseledelse (4. utg.)
Mayiwar, Lewend & Lai, Linda (2019)
Replication of Study 1 in "Differentiating Social and Personal Power" by Lammers, Stoker, and Stapel (2009)
We performed an independent, direct, and better powered (N = 295) replication of Study 1, an experiment (N = 113) by Lammers, Stoker, and Stapel (2009). Lammers and colleagues distinguished between social power (influence over others) and personal power (freedom from the influence of others), and found support for their predictions that the two forms of power produce opposite effects on stereotyping, but parallel effects on behavioral approach. Our results did not replicate the effects on behavioral approach, but partially replicated the effects on stereotyping. Compared to personal power, social power produced less stereotyping, but neither form of power differed significantly from the control condition, and effect sizes were considerably lower than the original estimates. Potential explanations are discussed.
Lai, Linda (2014)
Mestrer du ledelse? (Gjestespalte om ledelse.)
Lai, Linda (2014)
Deltidsfellen (Gjestespalte om ledelse.)
Lai, Linda (2014)
Sarkastiske ledere. (Gjestekommentar om ledelse.)
Lai, Linda (2014)
Smilefjes er risikosport. (Gjestekommentar om ledelse.)
Lai, Linda (2014)
Kunnskap trumfer kjønn (Gjestespalte om ledelse.)
Lai, Linda (2014)
Maktbegjær gir makt. (Gjestespalte om ledelse.)
Lai, Linda (2014)
Makt og påvirkningskraft: Slik får du gjennomslag på jobben.
Lai, Linda (2014)
Feilvurderer egen innsats. (Gjestespalte om ledelse.)
Lai, Linda (2014)
Et godt argument? (Gjestespalte om påvirkning.)
Lai, Linda (2014)
Raushet som monner. (Gjestespalte om ledelse.)
Farbrot, Audun & Lai, Linda (2014)
Hva fikk deg til å lese denne artikkelen? : effekter av å bruke spørsmål i overskrifter på Internett
17(3) , s. 40- 48.
Lai, Linda & Farbrot, Audun (2014)
What makes you click? The effect of question headlines on readership in computer-mediated communication
