Perceived competence and warmth influence respect, liking and trust in work relations

Abstract

Many studies confirmed the positive effect of trust on human relations and performance in organizations. As a social judgment, trust should be related to perceived competence and warmth as two basic dimensions of person perception. Surprisingly, to date no attempts have been made to examine the influence of attributed competence and warmth on social judgments in interpersonal relations at work. To this end, we examine the influence of perceived competence and warmth on trust, liking and respect in upward and downward work relations. A study involving 190 middle-stage managers revealed that the two fundamental dimensions of social cognition (competence and warmth) influence respect, liking and trust. Competence had a stronger effect on respect than warmth; the opposite was true for liking. Trust was conditioned by both competence and warmth to an equal, high extent. At the same time, warmth expressed by supervisors led to higher results in liking, respect and trust in them than warmth expressed by subordinates.

Upward influence tactics and their effects on job performance ratings and flexible working arrangements: The mediating roles of mutual recognition respect and mutual appraisal respect

“…Based upon social identity theory, a considerable body of research shows that behaviors which communicate an individual's standing or status, corresponds to an individual feeling respected (appraisal respect) (Tyler & Blader, 2003). tal study found that behaviors conveying warmth had a stronger effect than those conveying competence on perceptions of liking, whilst the opposite was the case for appraisal respect (Oleszkiewicz & Lachowicz-Tabaczek, 2016). Based on these status and competence arguments, we would expect both these influence tactics to positively affect mutual appraisal respect rather than mutual recognition respect.…”

“…Both the supervisor feeling respected and respecting their subordinate, should together contribute to mutual appraisal respect. A recent experimental study found that behaviors conveying warmth had a stronger effect than those conveying competence on perceptions of liking, whilst the opposite was the case for appraisal respect (Oleszkiewicz & Lachowicz‐Tabaczek, ). Based on these status and competence arguments, we would expect both these influence tactics to positively affect mutual appraisal respect rather than mutual recognition respect.Hypothesis Ingratiation and self‐promotion will be positively associated with mutual appraisal respect .…”

Social class and interpersonal trust: Partner's warmth, external threats and interpretations of trust betrayal

“…To estimate the required sample size, we conducted a power analysis using G*Power software (Faul, Erdfelder, Buchner, & Lang, ). We estimated the effect size at partial η 2 = 0.03 on the basis of research conducted by Oleszkiewicz and Lachowicz‐Tabaczek () who reported a significant effect of the warmth by power interaction on workplace trust, using a 2 × 2 × 2 experimental design. With the conventionally assumed power of 0.80 and α = 0.05, the required sample size to detect this effect was N = 256.…”

Nonverbal Immediacy Mediates the Relationship Between Interpersonal Motives and Belongingness

“…Agentic individuals are assessed as positively as communal individuals in strong ties, and they benefit from higher social status and respect which increases their potential for affiliation at large (Wojciszke et al, 2009 ; Carrier et al, 2014 ). Communion and agency are related to a comparable extent with higher other-rated trust for the target (Oleszkiewicz and Lachowicz-Tabaczek, 2016 ). We hypothesize that communion (Hypothesis 2a) and agency (Hypothesis 2b) are positively related with belongingness.…”