Linda Lai

Lai, Linda & Mayiwar, Lewend (2023)

The Dark Versus Bright Side of a Smiley: A Preregistered Replication of Experiment 3 in Glikson et al. (2018) “The Dark Side of a Smiley”

Collabra: Psychology, 9(1) Doi: 10.1525/collabra.90195 - Full text in research archive

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

Frontiers in Psychology, 13 Doi: 10.3389/fpsyg.2022.1050287 - Full text in research archive

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.

Solberg, Elizabeth; Lai, Linda & Dysvik, Anders (2021)

When Midway Won’t Do: The Curvilinear Relationship Between Intrinsic Motivation and Willingness to be Flexible

Journal of Managerial Psychology, 36(2), s. 156- 169. Doi: 10.1108/JMP-02-2020-0107 - Full text in research archive

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.

Mayiwar, Lewend & Lai, Linda (2019)

Replication of Study 1 in "Differentiating Social and Personal Power" by Lammers, Stoker, and Stapel (2009)

Social Psychology, 50(4), s. 261- 269. Doi: 10.1027/1864-9335/a000388 - Full text in research archive

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)

Makt og påvirkningskraft: Slik får du gjennomslag på jobben.

Cappelen Damm Akademisk.

Lai, Linda (2023)

Fattig, dum og lat?

Dagens næringsliv [Kronikk]

Lai, Linda (2023)

Narsissistenes hjemmebane

Dagens næringsliv [Kronikk]

Lai, Linda (2023)

Bør politikere ha en utløpsdato?

Dagens næringsliv [Kronikk]

Lai, Linda (2023)

Medarbeidere som «slår seg vrang»

Dagens næringsliv [Kronikk]

Lai, Linda (2023)

Bakgrunnsbildet i videomøter kan ha større betydning enn mange tror.

Dagens næringsliv [Kronikk]

Lai, Linda (2021)

Strategisk kompetanseledelse (4. utg.)

[Non-fiction book]. Fagbokforlaget.

Lai, Linda (2017)

Makt og påvirkning

Einarsen, Ståle; Martinsen, Øyvind L. & Skogstad, Anders (red.). Organisasjon og ledelse

Martinsen, Øyvind L. & Lai, Linda (2017)

Problemløsning, beslutninger og kreativitet i organisasjoner.

Einarsen, Ståle; Martinsen, Øyvind L. & Skogstad, Anders (red.). Organisasjon og ledelse

Solberg, Elizabeth & Lai, Linda (2016)

When midway won’t do: the consequences of mediocre development support on employee flexibility

[Academic lecture]. Academy of Management Annual Meeting.

Lai, Linda (2013)

Myten om kunnskapsarbeideren. (Gjestespalte om ledelse.)

[Popular scientific article]. Kapital