Do status incentives undermine morality-based status attainment? Investigating the mediating role of perceived authenticity

Bai, Feng; Ho, Grace Ching Chi; Liu, Wu

doi:10.1016/j.obhdp.2019.04.005

Cited by 16 publications

(11 citation statements)

References 117 publications

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“…In line with previous studies ( Marr et al, 2019 ; Bai et al, 2020 ), we mainly controlled the demographic variables of gender (1 = male, 2 = female), age (1 = age under 25, 2 = 26–30 years old, 3 = 31–40 years old, 4 = 41–50 years old, and 5 = age over 50), education (1 = high school and below, 2 = Junior college, 3 = Bachelor, 4 = Master, and 5 = Doctor), and work tenure (1 = within 1 year, 2 = 1–3 years, 3 = 4–6 years, 4 = 7–10 years, and 5 = more than 11 years).…”

Section: Methodssupporting

confidence: 93%

Strengths-Based Job Crafting and Employee Creativity: The Role of Job Self-Efficacy and Workplace Status

2021

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While argued to be fostering creativity, the effect of job crafting on creativity often turned out to be less effective than expected. The reason is that most existing studies focused on the top-down job design interventions. We proposed an elaborated theoretical model to explain the influence of strengths-based job crafting (SJC) on employee creativity (EC). Specifically, we examined the mediating effect of job self-efficacy (JSE) and the moderating effect of workplace status (WP) based on self-affirmation theory. A sample of 480 employees and their supervisors completed a battery of questionnaires. The results revealed that strengths-based job crafting was positively related to employee creativity, with job self-efficacy acting as a mediator for this relationship. Workplace status moderated both the direct and the indirect effects of job self-efficacy. For employees with a higher workplace status, strengths-based job crafting may generate more forces to promote employee creativity. The results suggest that strengths-based job crafting and workplace status can inspire employee creativity through a self-affirmation process.

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Section: Methodssupporting

confidence: 93%

Strengths-Based Job Crafting and Employee Creativity: The Role of Job Self-Efficacy and Workplace Status

2021

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“…Morally unambiguous situations make it difficult to ignore virtue (Bai et al, in press; Ditto, Pizarro, & Tannenbaum, 2009), but we contend that even then, people with low moral character will still be less likely to reward virtue with superior status. Although everyone benefits when virtuous actors are given high status, people with low moral character are more concerned about maximizing their own interests over collective interests and may actually exploit or persecute virtuous actors.…”

Section: Literature Reviewmentioning

confidence: 84%

“…However, we consider respect and esteem to be antecedents to status conferral, among other antecedents such as fear (Cheng et al, 2013; Cheng, Tracy, Ho, & Henrich, 2016; Levine & Moreland, 1990; Mazur, 1985). Indeed, disrespected individuals can hold superior status in their groups or communities (e.g., Kakkar & Sivanathan, 2017; Whyte, 1943), whereas high status individuals can still be denigrated as inauthentic (e.g., Bai, Ho, & Liu, in press; Hahl & Zuckerman, 2014).…”

Section: Literature Reviewmentioning

confidence: 99%

Does virtue lead to status? Testing the moral virtue theory of status attainment.

Bai¹,

Ho²,

Yan

2020

Journal of Personality and Social Psychology

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The authors perform one of the first empirical tests of the moral virtue theory of status attainment (MVT), a conceptual framework for showing that morality leads to status. Studies 1a to 1d are devoted to developing and validating a 15-item status attainment scale (SAS) to measure how virtue leads to admiration (virtue–admiration), how dominance leads to fear (dominance–fear), and how competence leads to respect (competence–respect). Studies 2a and 2b are an exploration of the nomological network and discriminant validity to show that peer-reported virtue–admiration is positively related to moral character and perceptions such as perceived warmth and unrelated to amoral constructs such as neuroticism. In addition, virtue–admiration mediates the positive effect of several self-reported moral character traits, such as moral identity-internalization, on status conferral. Study 3 supports the external validity of the virtue route to status in a sample of fulltime managers from China. In Study 4, a preregistered experiment, virtue evokes superior status while selfishness evokes inferior status. Perceivers who are high in moral character show stronger perceptions of superior status. Finally, Study 5, another preregistered experiment, shows that virtue leads to higher status through inducing virtue–admiration rather than competence–respect, even for incompetent actors. The findings provide initial support for MVT arguing that virtue is a distinct, third route to status.

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“…That is, virtue is not conceptualized by the absence of norm violations but by the unselfish and unconditional upholding of moral ideals and values (Bai, 2017;Bai, Ho, & Liu, 2020;Bai, Ho, & Yan, 2020; see also Janoff-Bulman et al, 2009). For example, traits that are characterized by altruism (i.e., doing good unselfishly and unconditionally) should lead to status attainment in groups via the virtue path.…”

Section: Moral Virtue Theory Of Status Attainmentmentioning

confidence: 99%

A Meta-Analytic Review of the Associations of Personality, Intelligence, and Physical Size with Social Status

Grosz¹,

Aert²,

Back³

2023

Preprint

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Theories have proposed diverse reasons for why individual differences such as personality traits lead to social status attainment in face-to-face groups. We integrated these different theoretical standpoints into a model with four paths from individual differences to status: a dominance, a competence, a virtue, and a micropolitics path. To investigate these paths, we conducted a meta-analysis of over 100 years of research on bivariate associations of personality traits, cognitive abilities, and physical size with the attainment of status related outcomes in face-to-face groups (1,064 effects from 276 samples including 56,153 participants). The status related outcome variables were admiring respect, social influence, popularity, leadership emergence, and a mixture outcome variable. The meta-analytic correlations we found were largely in line with the micropolitics path, tentatively in line with the competence and virtue paths, and only partly in line with the dominance path. These findings suggest that status attainment depends on the competence and virtue of an individual but also on how individuals can enhance their apparent competence or virtue by behaving assertively, by being extraverted, or through self-monitoring. We also investigated how the relations between individual differences and status related outcomes were moderated by kind of status related outcome, nature of the group task, culture (collectivism/individualism), and length of acquaintance. The moderation analysis yielded mixed and inconclusive results. The review concludes with directions for research such as the need to separately assess and study the different status related outcomes.

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Do status incentives undermine morality-based status attainment? Investigating the mediating role of perceived authenticity

Cited by 16 publications

References 117 publications

Strengths-Based Job Crafting and Employee Creativity: The Role of Job Self-Efficacy and Workplace Status

Strengths-Based Job Crafting and Employee Creativity: The Role of Job Self-Efficacy and Workplace Status

Does virtue lead to status? Testing the moral virtue theory of status attainment.

A Meta-Analytic Review of the Associations of Personality, Intelligence, and Physical Size with Social Status

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