Power becomes you: The effects of implicit and explicit power on the self
Some power cues are explicit, obvious and salient, while others are implicit, subtle and harder to detect. Drawing from research demonstrating that people assimilate to implicit cues and contrast from explicit ones, we suggest that implicit and explicit power cues have different effects on people. Two laboratory experiments found that when power cues were implicit, people in high power conditions assimilated to stereotypes of power; they had relatively higher independent self construals, and they were more likely to see themselves as autonomous from, rather than connected to, others. The opposite effect emerged when power cues were explicit. These effects were replicated in a third study, where working adults rated their own power at work and the explicitness of power cues in their workplaces. We also found that power and cue explicitness predicted co-worker support, and that this effect was mediated by self construals. These results suggest that the way power is conveyed and expressed can influence important outcomes in organizations.
If you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
As the access to this document is restricted, you may want to look for a different version under "Related research" (further below) or search for a different version of it.
Volume (Year): 114 (2011)
Issue (Month): 1 (January)
|Contact details of provider:|| Web page: http://www.elsevier.com/locate/obhdp|
References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Brockner, Joel & De Cremer, David & van den Bos, Kees & Chen, Ya-Ru, 2005. "The influence of interdependent self-construal on procedural fairness effects," Organizational Behavior and Human Decision Processes, Elsevier, vol. 96(2), pages 155-167, March.
- Fragale, Alison R. & Rosen, Benson & Xu, Carol & Merideth, Iryna, 2009. "The higher they are, the harder they fall: The effects of wrongdoer status on observer punishment recommendations and intentionality attributions," Organizational Behavior and Human Decision Processes, Elsevier, vol. 108(1), pages 53-65, January.
- Lee, Fiona, 1997. "When the Going Gets Tough, Do the Tough Ask for Help? Help Seeking and Power Motivation in Organizations," Organizational Behavior and Human Decision Processes, Elsevier, vol. 72(3), pages 336-363, December.
When requesting a correction, please mention this item's handle: RePEc:eee:jobhdp:v:114:y:2011:i:1:p:15-24. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Dana Niculescu)
If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.
If references are entirely missing, you can add them using this form.
If the full references list an item that is present in RePEc, but the system did not link to it, you can help with this form.
If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your profile, as there may be some citations waiting for confirmation.
Please note that corrections may take a couple of weeks to filter through the various RePEc services.