Background

In this study, we funneled first-hand descriptions of dominant behaviors at work to a different sample of working adults.

The purpose of this study is to see if: (1) CWV predicts lower perceived relational price to dominance behavior; and if it does, (2) whether that is driven by high CWV underestimating the price, or low CWV overestimating the price.

To that end, we’ll examine the relationship between CWV and raw predictions of relational price, as well as the relationship between CWV and mis-predictions of relational price.

The purpose of this study is to collect descriptions of events in which managers were behaving dominantly. These descriptions will ultimately be funneled to another set of participants, for them to assess the influence and relational impact of that behavior. So, for now, we asked full- or part-time employees to describe a time in which their current of former manager was behaving dominantly.

Attention checks

There was attention check. Just asking participants to select a certain point on the scale.

att_1 n
0 3
1 198

Great. 198 eligible.

Demographics

Race

race N Perc
asian 14 7.07
black 26 13.13
hispanic 9 4.55
multiracial 9 4.55
white 138 69.70
NA 2 1.01

Gender

gender N Perc
man 104 52.53
woman 91 45.96
NA 3 1.52

Age

age_mean age_sd
37.39286 10.46674

Education

edu N Perc
GED 34 17.17
2yearColl 17 8.59
4yearColl 98 49.49
MA 41 20.71
PHD 7 3.54
NA 1 0.51

Income

Employment

employment N Perc
Full-time 168 84.85
Part-time 25 12.63
Part-time, Student 1 0.51
Retired 2 1.01
Unemployed 2 1.01

oh, I need to exclude the unemployed and retired. Bummer.

Measures

Competitive Worldview

1 = Strongly Disagree to 7 = Strongly Agree

1. It’s a dog-eat-dog world where you have to be ruthless at times
2. Life is not governed by the “survival of the fittest.” We should let compassion and moral laws be our guide [R]
3. There is really no such thing as “right” and “wrong.” It all boils down to what you can get away with
4. One of the most useful skills a person should develop is how to look someone straight in the eye and lie convincingly
5. It is better to be loved than to be feared [R]
6. My knowledge and experience tell me that the social world we live in is basically a competitive “jungle” in which the fittest survive and succeed, in which power, wealth, and winning are everything, and might is right
7. Do unto others as you would have them do unto you, and never do anything unfair to someone else [R]
8. Basically people are objects to be quietly and coolly manipulated for one’s own benefit
9. Honesty is the best policy in all cases [R]
10. One should give others the benefit of the doubt. Most people are trustworthy if you have faith in them [R]

Cronbach’s alpha = 0.79

Dominance

We defined dominance with one of three definitions that were shown to the previous sample of participants.

How dominant was the behavior that you read about? (1 = Not at all dominant to 5 = Extremely dominant)

The red dotted line is the mean dominance reported by the current sample. The black dotted line is the mean dominance reported by the previous sample about the same descriptions.

Relationship

What was the impact of the manager’s behavior in this specific incident on their relationship with their employee? (1 = Strong negative effect on their relationship to 7 = Strong positive effect on their relationship)

The red dotted line is the mean reported by the current sample. The black dotted line is the mean reported by the previous sample about the same descriptions.

Wowow. Lower (!) estimates of relational impact than self-reported relational impact. This isn’t looking great for me in our bet.

Distribution of difference scores:

Compliance

After this behavior, to what extent did the employee comply with what the manager was seeking or requesting? (1 = They did not comply at all with how the manager wanted them to behave to 7 = They complied completely with how the manager wanted them to behave)

The red dotted line is the mean reported by the current sample. The black dotted line is the mean reported by the previous sample about the same descriptions.

Super accurate on compliance.

Distribution of difference scores:

Incredible.

Influence

What was the impact of the manager’s behavior in this specific incident on their influence over the employee? By influence, we mean their general ability to shape the employee’s behavior beyond this situation. (1 = Greatly reduced their influence to 7 = Greatly increased their influence)

The red dotted line is the mean reported by the current sample. The black dotted line is the mean reported by the previous sample about the same descriptions.

Overestimating influence.

Distribution of difference scores:

Trust

What was the impact of the manager’s behavior on the employee’s trust in them? By trust, we mean the extent to which the employee believes that the manager’s leadership is legitimate and reasonable. (1 = Strong negative effect on trust to 7 = Strong positive effect on trust)

The red dotted line is the mean reported by the current sample. The black dotted line is the mean reported by the previous sample about the same descriptions.

Distribution of difference scores:

Walking away

Following the manager’s behavior, how likely is it that the employee quit their job? (1 = Extremely unlikely to 7 = Extremely likely)

Reaction

What do you think happened as a consequence to the manager’s behavior? Please describe the employee’s reaction to it.
added CWV scores to table below

CWV react
3.0 I think as a consequence to the manager’s behavior that a toxic workplace environment was created. I think the manager is angry at the subordinate and will hold a grudge.
3.7 As a consequence I believe this person probably did not get to leave early when requested
2.0 I think the employee would resent being told to pressure customers by the manager. They might comply as much as they think they needed to to keep the job.
2.6 It is a weird policy so I am thinking it was just ignored down the line.
2.0 The person probably took the new position and then quit.
1.4 I think the employee will do as the manager says but will respect them less and stay away from them as much as possible.
2.9 The employee probably felt that they weren’t valued as a human being to the company.
3.1 I believe the employee was probably initially caught off guard a bit with the stern warning from the manager. However, I also believe he/she definitely committed more effort to his/her job, resulting in improved overall productivity and performance.
2.3 The employee may have come in to work but they started looking for a new place to work so she wouldn’t have to deal with such a terrible manager.
3.2 The employee likely became resentful and demotivated. The employee likely looked for a different job.
3.1 The manager probably got away with whatever they wanted to do.
4.2 the EE will continue to use Sick Days and seek work elsewhere
2.7 The manager lost the employees respect and motivation to want to do his very best as an employee for him or her.
4.1 Unfortunately, probably nothing. My experience in a corporate workplace is that managers and higher-ups are typically allowed to dictate the behavior of their reports even if they do not follow those standards themselves. The employee likely stuck it out for a bit longer before moving to a new role and using the experience as a stepping stone
2.1 I think that the employees ended up telling the manager that no matter how the task was performed you would get the same result. The employee probably quit.
2.9 The employee seemed confused as to the change in agreement to his schedule. It sounds as thought he must have very much needed his job however, as he was “fired” and “rehired”. Typically most people would not agree to this, but it appears the employee agreed to this option.
2.1 The employee’s reaction to this would be extremely negative given the manager’s behavior. A consequence of this behavior is I believe Human Resources would get involved and discipline the manager.
3.4 They went along with it because they needed the job but the employee lost any loyalty to the manager and company they had.
2.8 The employee would lose respect for the manager and be hesitant to fulfill future requests. The manager’s behavior is unethical and could be reported to HR, although the worker could fear retaliation or job loss. The employee may begin to look for a different job elsewhere.
2.9 It sounds like there wouldn’t be a consequence to the manager’s behavior. The employee’s reactions should be to quit, if they are able.
3.1 Manager was fired due to stealing from the register.
4.8 I believe the employee was dissatisfied and would look for new opportunities outside this company
2.5 I think the employee maybe listened and kept quiet about what they saw, in order to save themselves from losing their job.
1.1 The employees developed a very negative attitude of the manager who yelled at them. They were upset, shamed and belittled. The employees followed him outside and regretted it. They probably will not talk at work again and in my opinion, will look for work elsewhere after being singled out like this. They will be upset every time they interact with that manager.
2.1 The employee did not take the time off, but later began looking for another job.
1.8 The employee was obviously (and rightfully) upset that the manager was trying to double their workload with no extra pay, under implicit threat that they would lose their job. It seems like the employee had no choice to comply, but I’m sure that they didn’t (or weren’t able) to give it their best, given the sheer amount of tasks, leading to substandard work and the erasure of all trust in the manager.
3.7 I think it created a negative work environment in which the employee began to resent the manager.
2.6 I think they did their best to increase their percentage so they kept their job. They were happy to keep their job but didn’t like the pressure that was put on them.
1.3 Honestly, probably nothing happened to their manager. Managers are allowed to ask that certain tasks be done in a certain way. She might have gotten negative feedback from the employee, but that was probably all that happened.
4.2 I would imagine nothing happened to the manager. If the employees told someone higher up, the manager might have been fired, but that information was not given.
3.1 I would hope the employee spoke up to upper management or HR so the behavior of the manger could be confronted
2.5 Employee lost trust and respect for manager. Employee probably doesn’t work as hard or contribute as much to his/her job.
3.3 I am guessing the employee didn’t take as many sick days as he or she would have normally taken, so as to not rock the boat
2.8 As a consequence, the employee probably completed the task the manager asked even though it wasn’t their turn, and most likely would do tasks without questioning again in the future.
4.5 They have been terminated immediately and someone that actually knows what they are doing was put into the position.
2.3 Hopefully they were fired, but I doubt that is what occurred. Most likely, a large portion of the staff who worked on that project either quit or severely checked out of the job afterwards. The manager would have kept the position and seen no recourse for their actions. The employee would have gotten little to no thanks for their work or recompense from HR.
3.9 It got worse, since he wants to assert his dominance and he wants to show how the manager is in charge.
3.4 I feel like the manager would eventually coach the employee into behaving in the correct way
3.3 The employee’s opinion of the manager suffered. It made the employee’s job more difficult.
2.2 the manager had to give the employee the paycheck and then nothing probably happened after that.
4.9 I think they employee more than likely went along and worked the overtime. Although this made them question working there and had them start looking at ways to find other employment where they wont be treated like this.
3.2 The employees got better at keeping the workplace clean or resented the manager if they didn’t have the time to be able to do this.
2.8 The employee’s reaction was most likely defensive. Five minutes isn’t a large amount of time to “get in trouble” and the manager seems to have responded in an extreme manner.
1.7 I think they their employees lost faith in them. Anyone who is ok at the job will move on. It is not fair to treat employees this way. It demoralizes everyone and makes the environment toxic.
2.0 I think the manager probably lost the respect of their workers, and the workers started quietly protesting by working less hard.
4.0 The employee began looking for a new job immediately.
1.7 I think the employee likely felt disrespected and wanted to look for a new place of employment. When you are talked down too or treated with no regard it really opens your eyes to how much the company cares about you and your opinions. I would not be surprised if they immediately started looking for another employer.
3.1 The employee probably started to look for another job if the behavior started to recurring. The employee might start giving a cold shoulder to the manager.
2.8 It created a uncomfortable working environment for the both of them and she has lost their trust.
2.1 the employee likely experienced increased stress and dissatisfaction and probably felt undervalued
3.5 I think the employee tried to do better and be better at their job.
3.8 I would say the manager’s behavior likely damaged the trust and morale, further straining the relationship. The employee more than likely felt disrespected in this situation.
2.8 i would hope the person acting negatively got fired or properly trained
2.7 I imagine the employee carried out the task but harbored resentment over the request and how it was handled.
2.3 The employee felt like they were being watched all the time and reprimanded by multiple people above them. This seems to put stress on the employee, especially with how busy nurses are. I think this would tarnish the manager-employee relationship as well as the employee-charge nurse relationship overall.
1.0 I think the employee would no longer be happy with their work and give their manager a two week notice.
2.9 The employee complied but performed their job under a state of duress and the work suffered as a result.
3.2 I think the employee was upset with how he was treated and not as enthusiastic about working in the plant as he was before. He may have started looking for other jobs after the incident.
4.2 I do not think anything happened to the manager because they were instructing the employee to do a specific job
2.8 Since the manager wanted to be very mean, the employee ended up losing motivation to work and instead was spurred to do the opposite.
2.4 I think the employee was surprised and taken aback. As a consequence, I think the employee’s view and trust of the manager and their rapport was impacted negatively. In the future, the employee may avoid the manager, or avoid the manager’s requests, or, when asked, comply, but with frustration.
3.1 The manager would have to do all the work they were expected the employee to do. The employee did do it because it was past their last call time and they had already turned everything off.
4.3 They had to take a training class to correct their behavior and better act towards their coworkers.
2.2 I would initially cooperate with the manager but if the incident repeated itself regularly I would have a conversation with the manager
2.7 The employee will try to improve their overall work performance if they are given any task to accomplish
3.1 The employee got demotivated and annoyed and felt unappreciated. This likely affected the employee’s performance and I would not be surprised that they ended up looking for another job and quitting.
3.1 The relationship wasn’t good and they did not see eye to eye.
2.6 I feel the employee became a lot more stressed out whenever they entered the work place, due to the immense pressure that the manager was pushing upon them. I feel that the employee started to look for new jobs where less pressure would be pushed upon them, making the manager responsible for losing a valuable employee.
2.1 It hurt his image to his subordinates. They will likely not want to follow his lead.
1.2 I’m guessing the employees complied and didn’t talk but probably started looking for a new job in the meantime.
2.5 The employee most likely shared this incident with fellow coworkers. They probably would have began job searching for other opportunities away from this toxic workplace.
2.8 Hopefully the manager was fired for being an ineffective leader.
2.9 They employee worked harder to try and close more jobs. But that made them dislike the manager more and they ended up leaving the job
3.4 I would guess that the relationship between the employee and the manager got a bit more negative. The employee seemed to think the instructions were unnecessary, failed to do abide by them at times, and the manager got frustrated and started micromanaging the employee. The employee seemed a bit put off by these series of events.
1.3 The employees complied with the manager but did so begrudgingly. It would have a negative response to morale and the ability of the employee to do the job.
3.1 The employee would have had to obey the manager but it might have ruined any closeness they had.
3.3 I am sure the employee’s productivity and morale dropped significantly. The employee probably started looking for opportunities , rightfully so.
2.0 The employee would be very upset that they had no notice prior to being told to fill the shift. I think the employee would comply but also look for other emplyment.
1.7 At most companies, nothing happened to the manager as people believe that’s how you manage.
3.9 The manager likely had no consequences since the issue was resolved after the police officer stood up for the employee. It is unlikely the employee took things any further because it would likely get them fired.
5.1 The employee reported the new threats that were given by the manager. Then the overboss would discipline them
3.1 I believe the employee tried very hard to up their closing percentage. This led to them feeling more stress and anxiety as their job security was directly on the line. I believe their work improved but their mental health may have suffered. Their relationship with their manager is probably less good since it sounded like the manager was very blunt.
3.2 The employee went against what the manager wanted. They were disciplined for it. The manager was in the wrong, and hopefully the employee looked for another job.
4.3 I think that the employee became bitter and filled with grudge towards their manager after seeing the behavior that was exhibited.
3.4 Because of my manager’s behavior, I feel really bad and am considering moving on to a new job. While my manager’s behavior might be beneficial for the company, it’s not conducive to a positive environment for the employees
3.0 The employee’s reaction would have been to decline the offer. The position wasn’t really of interest and the boss being overly insistent on accepting the position is a big red flag. The employee would have started questioning the boss’ motives and likely started thinking about a step in a different direction.
3.2 The employee would likely feel resentful and depressed at their workplace. They might be less productive and might seek employment elsewhere.
3.6 The manager probably lost the ability to have trust with the employee after this incident but will likely regain their confidence later.
3.1 The relationship of the employee may have turned into retaliation and caused further complications in the process. It was the exertion of authority versus trying to provide understanding in the process of letting someone go. It unfortunately occurs often in the workplace due to mismatched personalities and misunderstandings.
2.2 It sounds like the employee now feels disrespected and disregarded due to the manager’s behavior. In the future, the employee will probably comply with the manager’s requests, but trust/comfort with the manager seems gone.
2.8 The employee probably viewed the manager differently and thought they were too pushy.
1.3 I don’t think anything happened to the manager as a consequence of their behavior. I think the employee is the one who grew frustrated and probably decided to quit. They probably looked for a position elsewhere.
2.2 Distance was inserted in the relationship. I also believe that the manager will be viewed as disingenuous in the future.
1.5 I think the employee became resentful of the manager and likely stopped working as hard due to motivation dropping.
3.1 I think the manager got in trouble and may have been threatened that would get in trouble by the employee’s police friend.
3.5 The manager should be talked to by their supervisor on their behavior and how they treat their employees. This behavior is unacceptable. The employee seems a little rattled and quite upset.
3.1 I think that the employee started to resent the manager, and tried to do things differently than what the manager wanted in order to stress out his manager.
1.4 I think the employee lost the confidence of their manager. Perhaps he/she received less favorable assignments or performance reviews as a result.
2.6 The employee was threatened to be fired. The said employee is frightened.
3.3 Possible shifts taken away, written up for defiance, or fired.
3.4 What i thought happened as a consequence to the manager’s behavior was bad review
3.9 I believe the employees will not talk as much; however, I believe they will go to HR or a higher up to discuss the behavior of said manager. They will still talk to one another but be cautious about doing so from this experience. I am sure they are both unhappy and embarrassed by the behavior of their manager.
2.0 I think they were given more work to do in a very specific way. Their work changed in a way to allow the manager to redirect how tasks were done accomodating his new way of how he wanted it done.
3.5 They had a miserable experience and it made their lives miserable.
2.7 The staff called their bluff and did not come on full-time
2.4 they likely felt pressured to stay silent on the situation in order to keep in good standing with their job, however, retaliation on behalf on an employee is never again
3.7 I think nothing happened due to the power imbalance and the employee’s inability to really do anything in this situation. The employee felt very negatively about this and felt extremely wronged.
3.1 The employee likely felt uncomfortable during this interaction and was made to feel like their opinion didn’t matter, only what was best for the company mattered.
2.7 I think the employee was shocked by the demand and no longer trusted the manager. The employee would think that if the manager could do that to another employee than it could also happen to them. The employee would also think the manager was manipulative and aggressive, not a person you would want to work for.
1.8 I think the employee no longer trusted the manager or the company after being asked to do something like this that is morally questionable.
3.1 The employee was comprehensive but thought the manager was overreacting a bit.
1.9 The employee’s reaction to the manager’s behavior was negative because there was not going to be any form of compensation to the additional workload that was given.
4.2 The employee was dissapointed that the manager didn’t listen their compromise and the employee probably quit
3.2 I think that the employee quit their job or got fired. What the manager did was not fair to the employee.
2.1 I would think the manager would have reprimanded the employee and suggested that even though it wasn’t their job to clean that particular day, if asked, they should help out. The employee was not very considerate and had responded in a negative way. It was a bad display of team behavior.
2.4 The Manager might lose a little bit of respect i.e the employee might not respect him that much again
2.1 I think the employee was taken aback by what the manager said but I don’t think what the manager did was wrong by any means, they were simply offering guidance and letting them know they needed to work harder which is what a manager should do.
2.8 If the employee actually reported the manager’s behavior to HR, the manager may be reprimanded. This will potentially put the employee in a vulnerable position as well, because even if the report was made, the manager may feel vindictive and retaliate.
1.9 I think that the employee now has lost some respect for the manager. Sure the work may get done but it will not be as effective as it could have been. The employee will feel they are being taken advantage of and could respond in a number of different ways. They may look for a new job or quit.
2.5 The employee started to resent the manager and feel like they were not appreciated. They probably started to wonder if this was really the right job for them.
3.2 It caused most of the employees to behave in a more cleanly matter but to dislike the manager that would continuously reprimand them.
2.4 I doubt anything happened as a consequence, employee probably did not work the overtime and nothing really happened
3.2 I expect the employee would have a dimmer view of the manager, any sense of trust or respect would decrease. Annoyance and resentment would increase. I think they would also do the job, but begrudgingly, and only do the bare minimum in order to comply with the order. I think it’s something the employee would not bother fighting about any further, but would file away as a reason to dislike their manager.
4.0 The employee became more productive and worked harder at their job so that they wouldn’t let themselves and their manager down.
1.8 I think they didn’t want to rock the boat, lose their job or lose favor with their Supervisor. I think they probably interviewed for the position, then found an acceptable reason why the position wasn’t a great fit - to save face with the boss.
1.0 He was not happy and I would deem to say he looked or applied for a different job, and I totally understand this. An employer does tell you what to do with your employment, but not your life. This should be easy to understand that the employee should leave and/or turn him into management above him to rectify. If no rectification can be found, he should resign, it is very problematic.
4.2 The employee probably had less respect for their manager. They continued to do their job as directed but may have a more negative feelings about what they are doing and not as enthusiastic as they once was at their job.
3.7 I believe the employee probably reported the manager , and asked to have his shift moved or a different time tracking method to be used so issues like this do not happen again .
3.0 I believe that the manager retained their job but saw this opportunity as a learning experience on how to better handle certain situations. I believe the employee was wrong for skipping work, but they are required to be compensated for the work that they did do.
3.9 Mean-spirited behavior can lead to low morale among employees. When staff members feel mistreated or disrespected, their motivation and job satisfaction may decline.
2.9 I feel like the employee ended up quitting not to long after that.
1.5 I think the employee walked out and left the store. I think the manager probably wanted to punish the employee or fire her. I think the manager probably learned an important lesson here and will think twice about letting customers in after closing time.
2.1 Employee is probably looking for another job, and the manager is facing even more workload because of it. The manager should be trained better on how to delegate tasks fairly.
3.8 This made the employee dislike the manager which in turn can create a toxic work environment. You can let the employee finish what they are working on and then do the task or even assist the employee with the task so they can get back to what they are working on. It’s all about how you ask to. If they would’ve nicely asked and explained it was more important work and the other task at hand could wait i’m sure the employee would’ve understood.
2.5 The employee probably did not perform to his or her best abilities on this project and he or she did not want to work with the manager again.
3.1 I think the manager would start to realize that each employee has their own duties and will make sure duties are being done correctly instead of forcing them on other employees unfairly
3.6 I don’t think anything happened in terms of the manager’s behavior. I think the manager will keep on doing what they are doing unless the employees speak up. Ultimately the manager isn’t doing anything wrong, but they are being agressive about it and it gives a negative attitude towards the manager.
1.8 I think the employees did as they were told by the manager out of fear of being demoted or fired. I think the employee felt mixed emotions about this. I do not think they expressed how they truly felt.
5.3 The employee is no longer a team player after that incident, nor cares to be with a forceful approach like that. No longer cares about the company, or it’s bottom line.(profits)
3.9 The employee lost respect for them and potentially wanted to quit
4.2 I think that morale for the employee would go down due to the demeaning actions of the manager. People don’t like to be talked down to or reprimanded multiple times for the same offense.
2.8 I would imagine that this incident wasn’t a complete deal-breaker, but it at least impacted the employee enough that they still remember the incident to this date. I feel that the employee is most likely distraught and resentful, and the employee’s other work was most likely delayed.
3.7 The manager is like new update and working smart and different type of answers. In this behavior some people very common to asking for working employees.
3.6 The employees probably did their best to accomplish the task he wanted.
2.8 The employee no longer trusted the manager, which has a very negative affect on the relationship between employee and manager.
1.9 The employee probably loathed the manager as the manager was supposed to be more careful and fair in his assessment of what went wrong while owning the fact that the project in question would not have worked out well. The fact that he decided to be threatening, rude, mean and all around a very terrible person would have had a very bad effect on the employee and the team members that also faced the same level of reproach from said manager. I feel like the team would have been stressed out and although they might have completed the project it would have not been on happy terms. I also feel like some of the team members would request to join other teams so they could get out from under the bad manager. The manager effectively broke all things good with his team by doing what he did.
3.1 The employee probably complied - if you have financial commitments, it’s hard to just walk away from a job even a bad job. But at the same time, they became disgruntled - their productivity dropped and they complained to other employees causing a drop in morale in a potentially large group of employees.
2.9 I think that multiple people may have left the job. They also, probably, did not do as good of work, as having people berating at you and constantly monitoring you kind of stifles creative processes. I think this person was probably frustrated and angry. I don’t know if they said something to the manager or higher up about it, but I doubt it.
3.0 I don’t think there was a consequence for the manager, per say. But the employee may have quit if this boss’ behavior happened enough– I know I had to after 1.5 years of dealing with a similar issue with an incredibly incompetent and disrespectful boss.
2.3 The employee was more careful in their work and tried very hard to meet the job metrics. The employee was more aware that the manager was observing their work more closely.
2.9 The employee very likely complied with the cleaning orders in the moment. But they describe them as their “former” manager which indicates that they quit this job eventually. It can certainly be indicated that this was manager was a reason for this person quitting that job.
2.3 I do not have enough information. Is the employee often late or is this just one time?
3.0 The manager was spoken to and the relationship with the employee became strained. The employee had no real reaction and continued to do their work.
3.1 I don’t think anything happened because of the managers behavior. I think that the employee was upset about it but dealt with it. The employee probably just vented to their friends about it.
4.1

As a consequence of the manager’s behavior, the employees likely felt pressured and intimidated, leading to heightened stress levels and potentially decreased morale. The constant scrutiny and stern addressing of issues by the director of nursing created a tense work environment. Employees may have experienced anxiety about meeting the strict cleanliness standards and the fear of being reprimanded by both the director and charge nurses.

In response to this environment, employees may have become more vigilant in performing tasks promptly to avoid confrontation or criticism. However, they might also feel demotivated or resentful due to the intense scrutiny and lack of autonomy in managing their tasks. This could result in decreased job satisfaction and potentially higher turnover rates as employees may seek a less stressful work environment.
1.6 The employee was shocked that her manager accused her of theft. She had to call her police friend to intervene.
3.0 Hopefully the manager would get written up for his poor and un~managerial behavior.
1.8 The employee may have complained to upper management about the manager’s behavior. They also may have quit the job after being talked to in such an unprofessional manner.
3.8 I think his or her manager probably gave them a talking to about what is appropriate and not appropriate.
3.8 Manager gives lot of work beyond the worker limit it will collapse the worker mentally that reflects in the output of the work. The employee will seek proper recognization for their work as a reward or award that boost up them to do more.
3.5 I doubt the manager would have been held accountable for this behavior from any higher ups, so I assume the team member would have eventually had enough and pursued other employment.
2.1 I think that the employee would be less inclined to do a good job due to the overwhelming negative attention received from their boss. They will most likely start looking for a new job.
4.0 The worker probably felt like they weren’t valued or shown enough respect, causing them to become less motivated and feel down.
2.6 The reaction of the employee will be negative to such events and the employee will be feeling that he or she is being forced to perform a specific task. Also, such employee will think he or she is not up to the job being given to them.
2.5 The person did end up reporting the manager because they felt threatened by the way the manager responded to them.
3.1 The manager was ordered to give the employee their paycheck. The employee called the police. Disabled
3.1 I’m not sure but hopefully they got fired for acting in such a disrespectful way
2.2 The employee’s relationship with their manager got worse. They started to dislike their manager and is less likely to do things for them.
3.8 The manager behavior may have made the employee feel unhappy and disrespected. The employee may not be happy with manager behavior.
2.0 Honestly, probably nothing. Many managers are allowed to get away with this type of behavior because employees are scared to lose their jobs if they speak out against it. This employee probably just accepted it because most employees can’t afford to risk losing their jobs if they call the manager out for their negative behavior. There is also a risk that HR won’t have their back, so you now risk making your manager an enemy, and most employees won’t be comfortable doing that. This employee was upset by the disrespect shown to them, but sometimes there isn’t much you can do to change how someone with power behaves.
4.0 She became very angry and might even feel like attacking the manager but won’t be able because she’s just a worker there and he is the manager.
1.3 Probably nothing to the manager. Obviously the employee was mistreated, but the org seems to have terrible culture and the manager was projecting that onto their team.
3.0 I think the employee was upset and did not want to go along with the manager’s order to work the shift. However, the employee did not want to lose their job, so they probably did work the shift. The employee also probably started thinking about applying for other jobs.
1.8 The employee stayed and worked, but could have begun looking for another job soon thereafter.
2.2 I would hope that they were appalled at their behavior and refused to comply.
4.1 I assume that the worker would feel very displeased and possibly lose the work love and respect for the manager. The worker would also tend to act quite resentful towards the manager.
3.9 The employee will see him as a bad person because he refused to see there problem.
1.4 I think that the employee was very upset. I think because of the level of anger they argued about it further and caused a scene in restaurant. Ultimately I think the employee just went home.
2.5 I think over time, people became less engaged in their work and eventually quit.
4.0 some employees may seek support from hr, higher management or external resources such as counselors or labor unions to address the manager’s behavior.
2.8 what I think happened to the manager as the consequence of his action is that he firstly apologized to the employee for being rude to him concerning the instruction he gave him to do and he didn’t do it and how sorry he felt after.
2.5 The employee’s reaction was negative about the manager’s behavior. The employee likely quit after the interaction with the manager.
4.2 I don’t think anything happened as a result of the managers behavior. If anything, I think the employee who wrote about the interaction was in the wrong.
4.0 The employee will not agree with the manager and do what they want because the have the right to do so. They will report the manager to appropriate authority and the manager will be sanctioned.
2.5 The employee will probably comply due to fear of losing the job but will hold a grudge against the manager and wish for the manager’s downfall.
1.8 The employee will respect them less. It may lead to the employee being less productive or to start searching for another job.
2.1 The employee would really dislike the manager and always try to avoid him.
3.2 She will lose her trust among her employees. As I think this behavior is kind of “childish” – she does not specify why she decided to ban her employee’s holiday nor even give a threat for that.
3.4 I would assume the employees sought employment elsewhere
3.0 The employee may not have liked to be mico-managed. They have tried to rebel by continuing to do this the way they had previously done them.
3.8 The employee likely felt undervalued and resentful due to the unfair workload increase and threats of termination. They might have experienced decreased morale, potentially leading to disengagement or seeking alternative employment.
2.2 The employee most likely started feeling not happy at work and started looking for other employment.
1.0 the employees probably lost respect for the manager and did not preform tasks to the best of their ability
2.2 The employee probably didn’t give into the manager’s demand. The manager’s current behavior was a preview of worst behavior towards the employee. The employee probably looked for a different position.

Own reaction: Relationship

What would be the impact of the manager’s behavior on their relationship with you if you were the employee? (1 = Strong negative effect on our relationship to 7 = Strong positive effect on our relationship)

Own reaction: Compliance

If you were the employee, to what extent would you comply with what the manager was seeking or requesting? (1 = I would not comply at all with how the manager wants me to behave to 7 = I would comply completely with how the manager wants me to behave)

Analysis

Correlations

hmm. ok. we’re not seeing an effect for the misperception of relational expectancies, but we do see an effect (albeit pretty weak) for relational expectancies. Interestingly (?), there’s a strong effect on trust, both absolute and difference score. Ok. Maybe there is something more global about these expectancies.

Some models and visaulzations

CWV -> Relational expectancies

(#tab:unnamed-chunk-26)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 1.11 [0.63, 1.60] 4.52 192 < .001
CWV 0.20 [0.03, 0.36] 2.39 192 .018

CWV -> Difference scores of Relational expectancies

(#tab:unnamed-chunk-27)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept -1.02 [-1.87, -0.17] -2.37 192 .019
CWV 0.07 [-0.21, 0.36] 0.51 192 .607

CWV -> Trust

(#tab:unnamed-chunk-29)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 0.86 [0.25, 1.48] 2.76 192 .006
CWV 0.37 [0.16, 0.57] 3.55 192 < .001

CWV -> Difference scores of trust

(#tab:unnamed-chunk-30)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept -1.59 [-2.42, -0.77] -3.80 192 < .001
CWV 0.46 [0.18, 0.74] 3.29 192 .001

CWV -> Influence

(#tab:unnamed-chunk-32)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 2.25 [1.31, 3.19] 4.74 192 < .001
CWV 0.39 [0.07, 0.70] 2.43 192 .016

CWV -> Difference scores of trust

(#tab:unnamed-chunk-33)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept -0.51 [-1.68, 0.66] -0.86 192 .390
CWV 0.36 [-0.03, 0.75] 1.83 192 .068

CWV -> Compliance

(#tab:unnamed-chunk-35)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 3.43 [2.45, 4.41] 6.88 192 < .001
CWV 0.05 [-0.28, 0.38] 0.30 192 .764

CWV -> Difference scores of compliance

(#tab:unnamed-chunk-36)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 0.20 [-1.12, 1.52] 0.30 192 .765
CWV -0.08 [-0.52, 0.37] -0.34 192 .736

CWV -> Beliefs about walking away

(#tab:unnamed-chunk-38)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 5.85 [5.05, 6.65] 14.37 192 < .001
CWV -0.22 [-0.49, 0.04] -1.65 192 .100

CWV -> Own relational price

(#tab:unnamed-chunk-40)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 0.83 [0.27, 1.39] 2.93 192 .004
CWV 0.30 [0.11, 0.49] 3.19 192 .002

CWV -> Own compliance

(#tab:unnamed-chunk-42)
Predictor \(b\) 95% CI \(t\) \(\mathit{df}\) \(p\)
Intercept 3.33 [2.36, 4.30] 6.79 192 < .001
CWV -0.05 [-0.37, 0.28] -0.28 192 .777