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Psyched Up or Psyched Out? The Influence of Coactor Status on Individual Performance

Author

Listed:
  • Francis J. Flynn

    (Graduate School of Business, Stanford University, Stanford, California 94305)

  • Emily T. Amanatullah

    (McCombs School of Business, University of Texas at Austin, Austin, Texas 78712)

Abstract

We propose that performing an independent task alongside a coactor who is an outstanding performer will improve a focal actor's performance. In three studies that ranged from laboratory participants solving anagrams and playing video games to professional golfers competing in the Masters Tournament, performance improved more in the presence of a high-performing coactor than in the presence of a weak-performing coactor. However, when people were asked to compete directly with a strong performer, their own performance declined. In sum, when faced with the anxiety of performing alongside a high-status coactor, independent coaction led people to become “psyched up,” whereas direct competition led them to become “psyched out.”

Suggested Citation

  • Francis J. Flynn & Emily T. Amanatullah, 2012. "Psyched Up or Psyched Out? The Influence of Coactor Status on Individual Performance," Organization Science, INFORMS, vol. 23(2), pages 402-415, April.
    • Handle: RePEc:inm:ororsc:v:23:y:2012:i:2:p:402-415
    DOI: 10.1287/orsc.1100.0552
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    References listed on IDEAS

    as
    1. Jennifer A. Chatman & Francis J. Flynn, 2005. "Full-Cycle Micro-Organizational Behavior Research," Organization Science, INFORMS, vol. 16(4), pages 434-447, August.
    2. Lount Jr., Robert B. & Phillips, Katherine W., 2007. "Working harder with the out-group: The impact of social category diversity on motivation gains," Organizational Behavior and Human Decision Processes, Elsevier, vol. 103(2), pages 214-224, July.
    3. Nancy B. Kurland & Terri D. Egan, 1999. "Telecommuting: Justice and Control in the Virtual Organization," Organization Science, INFORMS, vol. 10(4), pages 500-513, August.
    4. Jonathan Guryan & Kory Kroft & Matthew J. Notowidigdo, 2009. "Peer Effects in the Workplace: Evidence from Random Groupings in Professional Golf Tournaments," American Economic Journal: Applied Economics, American Economic Association, vol. 1(4), pages 34-68, October.
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    Cited by:

    1. Ya-Ru Chen & Randall S. Peterson & Damon J. Phillips & Joel M. Podolny & Cecilia L. Ridgeway, 2012. "Introduction to the Special Issue: Bringing Status to the Table—Attaining, Maintaining, and Experiencing Status in Organizations and Markets," Organization Science, INFORMS, vol. 23(2), pages 299-307, April.
    2. Philipp Wegelin & Johannes Orlowski & Helmut M. Dietl, 2022. "The importance of high performing team members in complex team work: Results from quasi‐experiments in professional team sports," Economic Inquiry, Western Economic Association International, vol. 60(3), pages 1296-1310, July.
    3. Dai, Hengchen, 2018. "A double-edged sword: How and why resetting performance metrics affects motivation and performance," Organizational Behavior and Human Decision Processes, Elsevier, vol. 148(C), pages 12-29.
    4. Bauman, Christopher W. & Tost, Leigh Plunkett & Ong, Madeline, 2016. "Blame the shepherd not the sheep: Imitating higher-ranking transgressors mitigates punishment for unethical behavior," Organizational Behavior and Human Decision Processes, Elsevier, vol. 137(C), pages 123-141.

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