RECD: March 2024d

Background

The purpose of this study is to see if: (1) CWV is negatively associated with perceived relational benefit of dominant behavior from a manager to an employee; and (2) if that, in turn, predicts intentions of hypothetical behavior as manager, in this situation.

We collected descriptions of dominant behavior (recd_mar24c) and sifted through them to end up with a set of 23 descriptions that met three requirements: (1) it included a description of a specific (rather than general) behavior; (2) it included some sort of ask; and (3) it was dominant.

We then funneled these 23 descriptions into the current set of participants and asked them to estimate the short- and long-term impact of the behavior on the (1) relationship between the employee and the manager; (2) the compliance of the employee to the manager’s request; and (3) the employee’s intent to quit or transition.
We also asked participants to imagine that they were the manager in the situation trying to get their employee to complete that task, and that they were the employees in the situation faced with a manager that behaved this way towards them.

Attention checks

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

att_1	n
0	3
1	214

Great. 197 eligible.

Demographics

Race

race	N	Perc
asian	16	7.48
black	28	13.08
hispanic	9	4.21
multiracial	8	3.74
white	149	69.63
NA	4	1.87

Gender

gender	N	Perc
man	117	54.67
woman	95	44.39
NA	2	0.93

Age

age_mean	age_sd
37.71963	10.22452

Education

edu	N	Perc
noHS	1	0.47
GED	37	17.29
2yearColl	31	14.49
4yearColl	94	43.93
MA	35	16.36
PHD	15	7.01
NA	1	0.47

Income

Employment

employment	N	Perc
Full-time	175	81.78
Homemaker	1	0.47
Part-time	33	15.42
Part-time, Homemaker	1	0.47
Part-time, Temporarily laid off	1	0.47
Retired	2	0.93
Unemployed	1	0.47

oh, I need to exclude the retired and unemployed.

We’re down to 194.

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 = 0.83

Immediate relational impact

In your opinion, what was the near-term impact of this incident on the employee’s relationship with this manager, in the days right after it happened? (1 = It had a strong negative effect on their relationship with their manager to 7 = It had a strong positive effect on their relationship with their manager)

Immediate compliance impact

In your opinion, to what extent did the employee comply in the near-term with what the manager was seeking or requesting, in the days right after it happened? (1 = They did not comply at all with what the manager was seeking to 7 = They completely complied with what the manager was seeking)

Immediate exiting impact

In your opinion, what was the near-term impact of this incident on the employee’s intentions to leave this manager or job (such as quitting or transferring), in the days right after it happened? (1 = It greatly decreased their intentions to leave their manager to 7 = It greatly increased their intentions to leave their manager)

Long-term relational impact

Regardless of the short-term impact, in your opinion, what was the longer-term impact of this incident on the employee’s relationship with their manager, in the weeks and months that followed? (1 = It had a strong negative long-term effect on their relationship with their manager to 7 = It had a strong positive long-term effect on their relationship with their manager)

Long-term compliance impact

Regardless of the short-term compliance, in your opinion, what was the longer-term impact of this incident on the employee complying with things the manager asked or wanted them to do, in the weeks and months that followed? (1 = It had a strong negative long-term effect on their compliance to 7 = It had a strong positive long-term effect on their compliance)

Long-term exiting impact

Regardless of the short-term impact, in your opinion, what was the longer-term impact of this incident on the employee’s intentions to leave this manager or job (such as quitting or transferring), in the weeks and months that followed? (1 = It greatly decreased their intentions to leave their manager to 7 = It greatly increased their intentions to leave their manager)

Dominance

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

Own behavior: like manager

If you were a manager in this kind of situation, how likely would you be to act in the way the manager did, as described earlier? (1 = Not at All Likely to 5 = Extremely Likely)

Own behavior: dominant

If you were a manager in this kind of situation, how dominant would you be with your employee compared to the manager’s behavior described earlier? (1 = Much less dominant than the manager to 5 = Much more dominant than the manager)

Own reaction: relationship

If you were the employee, in the days after the incident, how good would be the relationship you have with your manager? (1 = The relationship would be extremely bad to 7 = The relationship would be extremely good)

Own reaction: compliance

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

Analysis

Correlations

CWV -> immediate relational expectancies

Plot

Linear model 1

CWV -> Relational expectancies

(#tab:unnamed-chunk-25)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	0.98	[0.54, 1.42]	4.43	209	< .001
CWV	0.31	[0.16, 0.46]	4.08	209	< .001

Fixed effects model 1

CWV -> Relational expectancies (original description fixed effect)

(#tab:unnamed-chunk-26)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	0.92	[0.48, 1.37]	4.06	178.98	< .001
CWV	0.33	[0.18, 0.48]	4.34	208.45	< .001

Fixed effects model 2

CWV -> Relational expectancies (original description fixed effect)
controlling for demographics

(#tab:unnamed-chunk-27)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	0.97	[-0.15, 2.09]	1.69	195.90	.092
CWV	0.29	[0.13, 0.45]	3.50	195.29	< .001
Age	0.01	[-0.01, 0.02]	0.76	190.94	.450
Raceblack	-0.01	[-0.66, 0.64]	-0.03	194.85	.976
Racehispanic	-0.68	[-1.54, 0.18]	-1.55	192.92	.122
Racemultiracial	-0.17	[-1.06, 0.73]	-0.37	193.38	.715
Racewhite	-0.03	[-0.60, 0.54]	-0.11	194.95	.916
As numericedu	0.06	[-0.07, 0.20]	0.94	189.75	.351
As numericincome	-0.05	[-0.11, 0.01]	-1.67	191.33	.096
Genderwoman	-0.17	[-0.46, 0.12]	-1.16	191.07	.246

Fixed effects model 3

CWV -> Relational expectancies (original description fixed effect)
controlling for perceived dominance, perceived immediate compliance, demographics

(#tab:unnamed-chunk-28)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	2.69	[1.53, 3.84]	4.57	189.47	< .001
CWV	0.20	[0.06, 0.35]	2.70	194.00	.007
Dominance	-0.54	[-0.69, -0.39]	-7.28	185.78	< .001
Comp immediate	0.07	[-0.01, 0.14]	1.76	128.01	.082
Age	0.01	[-0.01, 0.02]	1.02	190.30	.309
Raceblack	0.28	[-0.30, 0.87]	0.95	193.49	.343
Racehispanic	-0.39	[-1.16, 0.38]	-1.00	192.15	.319
Racemultiracial	-0.31	[-1.12, 0.50]	-0.75	193.19	.456
Racewhite	0.11	[-0.40, 0.62]	0.42	193.95	.675
As numericedu	0.08	[-0.04, 0.20]	1.27	190.53	.206
As numericincome	-0.03	[-0.08, 0.02]	-1.20	190.48	.231
Genderwoman	-0.19	[-0.45, 0.07]	-1.46	190.94	.146

CWV -> long-term relational expectancies

Plot

Linear model 1

CWV -> Relational expectancies

(#tab:unnamed-chunk-30)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	1.33	[0.83, 1.82]	5.31	209	< .001
CWV	0.29	[0.11, 0.46]	3.29	209	.001

Fixed effects model 1

CWV -> Relational expectancies (original description fixed effect)

(#tab:unnamed-chunk-31)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	1.21	[0.70, 1.71]	4.65	160.02	< .001
CWV	0.33	[0.16, 0.49]	3.91	203.16	< .001

Fixed effects model 2

CWV -> Relational expectancies (original description fixed effect)
controlling for demographics

(#tab:unnamed-chunk-32)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	1.08	[-0.14, 2.30]	1.74	195.73	.084
CWV	0.29	[0.12, 0.47]	3.29	190.94	.001
Age	-0.01	[-0.02, 0.01]	-0.66	186.18	.509
Raceblack	0.29	[-0.41, 1.00]	0.81	190.32	.418
Racehispanic	-0.55	[-1.47, 0.38]	-1.15	187.77	.251
Racemultiracial	0.52	[-0.45, 1.49]	1.05	188.36	.293
Racewhite	0.34	[-0.27, 0.96]	1.09	190.46	.279
As numericedu	0.09	[-0.05, 0.24]	1.28	185.53	.201
As numericincome	-0.03	[-0.09, 0.03]	-0.96	187.07	.340
Genderwoman	-0.11	[-0.42, 0.20]	-0.71	186.44	.476

Fixed effects model 3

CWV -> Relational expectancies (original description fixed effect)
controlling for perceived dominance, perceived long-term compliance, demographics

(#tab:unnamed-chunk-33)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	1.53	[0.37, 2.70]	2.59	193.94	.010
CWV	0.20	[0.06, 0.34]	2.85	191.99	.005
Dominance	-0.39	[-0.54, -0.24]	-5.12	194.00	< .001
Comp longterm	0.41	[0.31, 0.51]	7.93	189.81	< .001
Age	-0.01	[-0.02, 0.00]	-1.26	186.55	.208
Raceblack	0.54	[-0.01, 1.09]	1.91	190.10	.058
Racehispanic	0.19	[-0.54, 0.93]	0.51	189.42	.612
Racemultiracial	0.01	[-0.75, 0.77]	0.02	187.02	.984
Racewhite	0.46	[-0.02, 0.94]	1.89	190.21	.060
As numericedu	0.10	[-0.02, 0.21]	1.67	186.03	.097
As numericincome	-0.01	[-0.06, 0.04]	-0.51	187.63	.608
Genderwoman	-0.02	[-0.26, 0.23]	-0.13	185.74	.894

CWV -> immediate compliance expectancies

Plot

Linear model 1

CWV -> Compliance expectancies

(#tab:unnamed-chunk-35)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	4.34	[3.54, 5.14]	10.66	209	< .001
CWV	-0.11	[-0.39, 0.17]	-0.77	209	.445

Fixed effects model 1

CWV -> Compliance expectancies (original description fixed effect)

(#tab:unnamed-chunk-36)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	4.03	[3.21, 4.86]	9.58	110.84	< .001
CWV	-0.01	[-0.25, 0.22]	-0.11	196.08	.910

CWV -> long-term compliance expectancies

Plot

Linear model 1

CWV -> Compliance expectancies

(#tab:unnamed-chunk-38)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	2.61	[2.04, 3.18]	8.99	209	< .001
CWV	0.05	[-0.15, 0.25]	0.46	209	.643

Fixed effects model 1

CWV -> Compliance expectancies (original description fixed effect)

(#tab:unnamed-chunk-39)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	2.51	[1.92, 3.09]	8.40	177.47	< .001
CWV	0.08	[-0.12, 0.27]	0.79	207.76	.428

CWV -> immediate exiting intentions

Plot

Linear model 1

CWV -> Exiting expectancies

(#tab:unnamed-chunk-41)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	6.38	[5.76, 6.99]	20.44	209	< .001
CWV	-0.27	[-0.49, -0.06]	-2.52	209	.013

Fixed effects model 1

CWV -> Exiting expectancies (original description fixed effect)

(#tab:unnamed-chunk-42)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	6.42	[5.80, 7.05]	20.18	182.51	< .001
CWV	-0.29	[-0.50, -0.07]	-2.65	209.00	.009

CWV -> long-term exiting intentions

Plot

Linear model 1

CWV -> Exiting expectancies

(#tab:unnamed-chunk-44)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	5.75	[5.08, 6.41]	17.10	209	< .001
CWV	-0.11	[-0.34, 0.12]	-0.90	209	.367

Fixed effects model 1

CWV -> Exiting expectancies (original description fixed effect)

(#tab:unnamed-chunk-45)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	5.78	[5.10, 6.45]	16.82	181.12	< .001
CWV	-0.12	[-0.34, 0.11]	-0.99	208.93	.323

CWV -> Own behavior as manager

If you were a manager in this kind of situation, how likely would you be to act in the way the manager did, as described earlier?

Plot

Linear model 1

(#tab:unnamed-chunk-47)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	0.68	[0.31, 1.05]	3.60	209	< .001
CWV	0.32	[0.19, 0.44]	4.79	209	< .001

Fixed effects model 1

(#tab:unnamed-chunk-48)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	0.57	[0.18, 0.95]	2.90	163.04	.004
CWV	0.35	[0.23, 0.47]	5.58	203.63	< .001

Mediation model

CWV -> Immediate relational expectancies -> own behavior as manager

a = 0.31 (p = 0)
b = 0.44 (p = 0)
direct = 0.32 (p = 0)
indirect = 0.18 (p = 0.003)

wowow that’s very cool.

CWV -> Own behavior as dominant

If you were a manager in this kind of situation, how dominant would you be with your employee compared to the manager’s behavior described earlier?

Plot

Linear model 1

(#tab:unnamed-chunk-51)

Predictor	\(b\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	0.46	[0.15, 0.77]	2.90	209	.004
CWV	0.40	[0.29, 0.51]	7.24	209	< .001

Fixed effects model 1

(#tab:unnamed-chunk-52)

Term	\(\hat{\beta}\)	95% CI	\(t\)	\(\mathit{df}\)	\(p\)
Intercept	0.44	[0.12, 0.76]	2.68	174.82	.008
CWV	0.40	[0.29, 0.51]	7.41	206.86	< .001

Mediation model

CWV -> Immediate relational expectancies -> own behavior as dominant

a = 0.31 (p = 0)
b = 0.39 (p = 0)
direct = 0.4 (p = 0)
indirect = 0.28 (p = 0)

cool cool.

Open response: Reaction

What do you think happened as a consequence to the manager’s behavior? Please describe the employee’s reaction to it.
added below are CWV scores and gpt-classifications for mentions of relationships, compliance, and quitting

CWV	mention_rel	mention_comp	mention_quit	react
3.4	0	0	1	I think that the employee was very dissapointed in the boss’s reaction, and they probably started looking for a new job.
2.9	1	1	0	As a consequence of the manager’s request, the employee’s morale fell, and she may have felt obligated to take on the extra work despite being tired and having clocked out. This could have led to a decrease in the quality of the work, exhaustion, and distrust towards her boss and her workplace.
2.7	0	0	0	The quality of the work suffered. The employee didn’t care as much as before.
3.5	0	0	0	the employee probably refused to work and argued with the manger about this
1.6	0	0	0	I think the employee felt demeaned and lost motivation.
3.3	0	0	1	The employee quit, which is totally acceptable and just in this scenario.
3.4	0	0	0	The manager was probably brought into a conversation with HR and nothing happened, as HR is designed to protect companies, not people.
4.0	0	0	1	I think they had been fired and they more than likely lost their job
2.2	1	0	0	I believe that as a consequence of the manager’s behavior, his employees lost respect for him. I believe that they learned to fear his behavior in the future and felt intimidated and abused in the workplace.
2.2	1	0	1	I think a bunch of people quit, and more than one person probably went to HR to complain about him.
3.1	0	1	0	I believe the nurse probably ended up doing the work. The nurse was probably really irritated about it. Nursing as a profession has a huge power imbalance where nurses are walked all over by literally everyone.
2.8	0	0	0	Since the manager was rude and nasty, I think that the employee intentionally didn’t do all the work so that the lab could be accredited.
2.9	0	0	0	I don’t think anything happened. He probably just gets to act like that with workers and nothing will happen to him because he’s in a higher position
1.9	0	0	0	I think the manager was able to impose her will and get things done the way she wanted
2.9	0	0	0	I think that the employee most likely became a bit defiant and developed a bit of an attitude in response to the manager’s behavior and power trip.
2.7	0	0	0	I believe that eventually the team rebelled against this manager and ultimately she was not successful.
2.6	0	0	0	I think the manager didn’t get punished at all. It doesn’t seem like they did anything that could be seen as wrong. I think the employees were simply disgruntled at the strict work conditions. The employee’s must have felt very stressed out.
2.3	0	1	0	I think the employee had to ultimately do this accreditation if they wanted to keep their job. I do not think the manager faced any consequences and I bet the employee was upset about the way they were treated.
2.5	1	0	1	The employee probably had a lot less respect for there manager. Hopefully they quit due to not being paid.
4.3	0	0	0	i think the manager supposed to face a sever consequence for the employees reaction
1.2	0	0	0	I think that she found some resistance and it made it harder for the team to complete the work.
1.2	0	0	0	I think that she found some resistance and it made it harder for the team to complete the work.
3.8	0	0	0	I think that the employee got disheartened and worried that everything they will do will be bad and get yelled at.
3.8	0	0	0	I think that the employee got disheartened and worried that everything they will do will be bad and get yelled at.
4.2	0	0	0	I think the manager was wrong but could not admit it. The employee was nervous because what he was asked to do was wrong. He was worried about the consequences.
4.2	0	0	0	I think the manager was wrong but could not admit it. The employee was nervous because what he was asked to do was wrong. He was worried about the consequences.
3.0	0	0	0	I would hope the manager was suspended at worse and fired at best. If an employee did the same thing to anyone else, they would be fired on the spot. Managers are supposed to be held to a higher standard.
3.0	0	0	0	I would hope the manager was suspended at worse and fired at best. If an employee did the same thing to anyone else, they would be fired on the spot. Managers are supposed to be held to a higher standard.
3.1	0	0	0	Probably nothing. But hopefully, someone made her relax a little. Days off are so important and should be allowed if asked for in a timely manner.
3.1	0	0	0	Probably nothing. But hopefully, someone made her relax a little. Days off are so important and should be allowed if asked for in a timely manner.
3.3	1	0	0	The manager’s behavior could have resulted in several negative consequences. For one, it might have created a hostile work environment for the employees.
3.3	1	0	0	The manager’s behavior could have resulted in several negative consequences. For one, it might have created a hostile work environment for the employees.
2.1	0	1	0	I think that the employee tried to work faster and perhaps their cleaning became more sloppy because of it.
2.1	0	1	0	I think that the employee tried to work faster and perhaps their cleaning became more sloppy because of it.
2.3	1	0	1	The employee will likely take the remark as a threat and either respond defensively or remain silent but change the amount of effort given at work. This could also lead to the employee potentially looking for a new job due to the manager’s threat.
2.3	1	0	1	The employee will likely take the remark as a threat and either respond defensively or remain silent but change the amount of effort given at work. This could also lead to the employee potentially looking for a new job due to the manager’s threat.
2.6	0	0	0	I think that person is watched like a hawk now at their job. The employee’s reaction was more of this is life and how I live it no biggie.
2.6	0	0	0	I think that person is watched like a hawk now at their job. The employee’s reaction was more of this is life and how I live it no biggie.
1.6	0	0	0	I think the employee developed fear of the manager and their judgement of their work. I think the employee is now always racing against a clock in their head when they are working, giving them stress and agitation.
1.6	0	0	0	I think the employee developed fear of the manager and their judgement of their work. I think the employee is now always racing against a clock in their head when they are working, giving them stress and agitation.
2.1	0	0	0	He probably was not punished, and most likely felt justified in his request. He is probably making similar demands to other employees, and will not be challenged on it.
2.1	0	0	0	He probably was not punished, and most likely felt justified in his request. He is probably making similar demands to other employees, and will not be challenged on it.
5.4	0	0	0	I think that the manager definitely wasn’t happy with the employee’s decision. The manager probably told the employee that it was a requirement and if she didn’t want to do it then she wouldn’t be able to work that this job. The employee’s reaction is appropriate because everyone has boundaries but there are also consequences.
5.4	0	0	0	I think that the manager definitely wasn’t happy with the employee’s decision. The manager probably told the employee that it was a requirement and if she didn’t want to do it then she wouldn’t be able to work that this job. The employee’s reaction is appropriate because everyone has boundaries but there are also consequences.
2.0	1	1	0	I imagine that the employee felt disconnected from their boss, and by extension, their workplace. They probably felt hurt and confused, and as a result changed their behavior to be less forthcoming in matters of work. They also might be a bit sneakier and hide their actions and behavior behind their manager’s back more.
2.0	1	0	0	I imagine that the employee felt disconnected from their boss, and by extension, their workplace. They probably felt hurt and confused, and as a result changed their behavior to be less forthcoming in matters of work. They also might be a bit sneakier and hide their actions and behavior behind their manager’s back more.
2.1	1	1	0	I’m sure the manager kept his job and people wore suits while he was around and not when he wasn’t. People lost respect for him. He’s wrong about the attire, not wrong about the hotel rooms…except nobody should be in the expensive ones.
2.1	1	1	0	I’m sure the manager kept his job and people wore suits while he was around and not when he wasn’t. People lost respect for him. He’s wrong about the attire, not wrong about the hotel rooms…except nobody should be in the expensive ones.
1.6	0	1	0	I think the specialist probably had to change the way they were doing the process, since they didn’t have any choice in the manner.
1.6	0	1	0	I think the specialist probably had to change the way they were doing the process, since they didn’t have any choice in the manner.
2.6	0	0	0	The employee was shocked and angry. I think that the employee reported this to HR and the supervisor was fired. I think that the manager’s behavior was inappropriate and childish.
2.6	0	0	0	The employee was shocked and angry. I think that the employee reported this to HR and the supervisor was fired. I think that the manager’s behavior was inappropriate and childish.
2.0	0	0	0	Due to the unfamiliar behavior of the manager the employee didn’t appreciate being spoken to that way. Yelling at someone being impatient about how fast they accomplish things will only make others annoyed and feel like they’re being micromanaged.
2.0	1	0	0	I think the employee probably went to HR anyway. I suspect that the manager was reprimanded. However, I believe the manager probably found a way to punish the employee indirectly, either by passing them over for a promotion or firing them for some other reason.
2.3	1	0	0	As a consequence of manager’s behavior the trust their team had in them may have eroded and the quality of the product may have suffered.
3.1	0	0	0	I think the manager was able to get the results she desired
1.6	0	0	0	I think the employee felt bitter towards their manager. I also think that due to the fatigue there could be errors in the employee’s work and that it could negatively impact their service level and possibly be dangerous.
2.2	0	1	0	I imagine the employee still just takes his manager’s abuse, and quietly seethes about it. The manager thinks he’s in the right and won’t change his behaviors.
4.7	1	0	0	Pissed off his worker and caused resentment. Just in general not wanting to work with them at any time.
5.1	0	1	0	The manager did not do anything wrong as I feel as though if everyone is following orders, there should be no form of bias to a single individual, I believe there should be no consequences.
3.0	0	0	0	The employee did not agree with the manager’s request, but it isn’t stated whether they complied. I doubt anything happened to the manager.
4.4	1	0	0	I think the employee will be very upset. I think there needs to be a conversation and try to make it feel all better for them.
2.3	0	0	1	I would imagine that the employee felt demeaned. If I were them, I would immediately start to look for other positions in which their efficiency and smart thinking would be appreciated more.
2.6	0	1	0	I think the employee will buckle down and focus on their work, this is a pretty serious warning
2.4	0	0	0	He chose the wrong way to motivate his employee to put more effort into their work
1.5	1	1	0	I’m betting nothing happened to the manager, but the employee was bullied and intimidated. She’s probably scared to ask for a day off now because of that.
1.2	1	0	0	I think the employee likely went to HR and they were not forced to go, but it strained their relationship with their manager.
1.8	0	0	0	The employee probably ended up being less productive than before
4.0	0	0	0	I feel like the employee would become demoralized because it’s made it so terrible. I don’t know but I think that would be normal.
3.9	0	0	0	the employee was very unhappy with the manager’s behavior.
3.9	0	0	0	the employee was very unhappy with the manager’s behavior.
2.2	1	0	0	I suspect that employees’ views towards the manager declined. There was probably a lost of trust and respect. I suspect that the team’s overall effectiveness probably suffered.
3.5	0	1	0	I think that the worker will not be sitting in those chairs again when they want a short break.
1.3	0	0	0	I do not think anything happened to the manager. Unless they were reported which is unlikely and even so if the manager was right about the person then nothing would be done.
4.0	1	0	0	Firstly the manager should be categorised as a big bully, because why will someone give you a very tangible reason with evidence why the car was not washed but all these explanation went through his deaf ears. People in place of high power or high position shouldn’t act like this towards the people you’re controlling, firstly you should always put yourself in their shoe.
2.0	1	0	0	I believe the employees lost respect for their manager. If the job went poorly, employees would be inclined to pass all guilt to the manager.
2.3	1	0	1	they probably left the situation and went directly to the next person above that manager.
2.3	0	1	0	I don’t think anything happened to the manager. The employee was initially coerced by the inappropriate behavior and yielded to the supervisor’s anger, then the employee felt angry about it later on after the incident.
1.1	0	0	0	I think the employee tried their hardest to do faster work. I think the employee also became uncomfortable around the manager.
2.4	1	0	0	I feel like there was no consequence to the manager’s behavior. I feel like the employee that was pregnant and couldn’t fly was the one that suffered. It sounds like they did not care about her circumstances at all. She probable got passed up for the promotion because of this.
2.4	0	0	0	The employee likely felt pressure from his manager to complete the testing quickly. He may have taken shortcuts to rush the job and may not have done thorough testing. The employee likely felt stressed and anxiety about the issue. He may have also felt anger for rushing even though it wasn’t his fault that development got the code to him late.
2.2	0	0	0	The manager was reprimanded by the company. THis made the employee feel less stressed. He could continue his job without fear of reprisal from not working up to unreachable goals.
2.3	0	1	0	I think that the employee filed the paperwork with the court “as is” just like their boss requested. Then it was rejected by the court and possibly the boss came back to the employee frustrated and trying to blame them as a continuation of their power trip they were on.
2.1	0	1	0	I don’t think the manager faced any consequences. I think the employees did as they were told, kept their heads down, and continued working.
2.3	1	0	0	I would hope that the employee went to HR with the request and the threat, and that the manager was disciplined or preferably terminated. Someone like that does not belong in a manager position.
3.1	1	1	0	The employee likely lost some respect for the manager and their authority after being yelled at twice for something minor. His reaction was not neccessary to me. The employee also did not take the manager’s feedback seriously and may be less receptive to future instructions
2.5	1	0	0	It sounds as though the manager was very anal about how everyone worked on the project. Yes, the customer had certain instructions that needed to be followed, so it was the manager’s job to ensure those instructions were followed. However, it seems like the manager showed the employees that they had no faith in them and didn’t trust them to follow the instructions without constant supervision. The predictably led to the employees feeling insulted; like their manager didn’t think they were competent enough to follow directions.
2.1	0	0	1	Hopefully the author realized that they don’t deserve to be treated like that and found employment elsewhere. As for any consequences beyond the grand scheme of things, I highly doubt there were any. If the manager is comfortable behaving like that in front of customers, they obviously do not face consequences often. If ever.
4.0	0	0	0	I dont think anything happened to the manager because she had a right to tell her subordinate what to do. The employee would be upset with the manger but would get over it quickly.
2.7	1	0	0	I imagine the employee was quite annoyed by the manager’s behavior. They came to them for help due to not being able to finish the project on time after all. I think the employee was going to be reluctant to help this manager in the future.
1.9	1	0	1	I think the employee got really sick and had to take the next few days off. When he got back to work the manager would harass him even more until he wanted to quit. The employee would go to the main boss and report the manager but nothing came of it so the person left the job.
1.6	1	0	0	I would guess that the employee received negative comments on their next review by this manager. However, I feel like this employee is confident enough not to let his manager’s comments bring him down, and he may have sought advice from another manager in one of the other accounting sectors.
2.3	0	1	0	It depends on the employee’s action. I would assume they did their job and filed the paperwork as requested. If the documents were then rejected like the employee said they would be, I would think the manager would have been frustrated that the paperwork needed to be completed again. Perhaps he would have called the employee into his office and blamed them for his mistake. The employee would then likely do as they were asked. The employee did not seem assertive, so they would likely accept the blame and redo the work. Internally, they would have probably felt like the manager should have listened to them in first place.
3.1	0	0	0	I think the employee most likely immediately disagreed, I get the sense that they are offended by the manager and that this came out of nowhere.
2.3	0	0	0	I’m not really sure what happened. I think and hope that the person explained calmly why they couldn’t file the paperwork as requested.
3.4	0	0	0	I doubt anything happened as a consequence to managers behavior, though I assume the employee was very frustrated by what the manager said, and probably won’t want to work as hard
3.2	0	0	0	The employee was angry at the manager because the exhibit was someone else’s responsibility. The employee was being taken advantage of. I think the employee would push back against the manager and refuse to lead the project.
1.6	0	0	0	The process sounded more time-consuming, which probably affected the employee’s productivity.
2.4	1	1	0	The employee stopped taking a short break in the resident’s bathroom. The employee avoided the manager after that as much as possible but did not quit the job. The situation was embarrassing.
2.6	1	1	0	I think the employee just plowed on & finished the required testing to ensure a successful launch. I am sure the employee is highly irritated by the manager and is dreading having to work with them any more.
2.3	1	0	0	Touching people without consent and making people touch others without consent is wrong. However going against the manager I believe the employee was reprimanded for going against wishes. The employee probably felt really infuriated and let down as it went against a personal boundary. The employees own feelings probably also led to a feeling of neglect and that the manager wasn’t on their side.
2.3	1	1	0	The employee continued to ask customers to donate, and might have started to be a little more pushy while doing it. If this still didn’t help, the relationship between the manager and employee probably soured further, since the manager seemed to be very aggressive and not compassionate toward the employee. I’m sure the employee lost trust and loyalty towards the manager, and only did the bare minimum after that point.
3.0	1	0	0	Wow, what a crummy manager. I would hope that the person involved stood up for herself with someone above her manager to explain the situation.
4.2	0	0	0	I think she should go to HR about it. You have to accomodate people with disabilities and pregnancy is a disability. The manager should get in trouble for making an unreasonable request.
3.6	0	0	0	The project was probably rushed because it was being done by mostly one person. It was probably strong in one area but it probably lacks in other areas where the other teammates could have helped.
2.4	0	1	0	I would bet that the employee focused a little bit harder on their job for a bit to get the manager off of their back and then continued the same way they had been working previously.
1.4	1	0	1	The behavior of the manager would disincentivize any innovation or willingness to try new things to improve efficiency. The shaming behavior from the manager would also diminish workplace culture and faith in the manager. Additionally, I could see the behavior of the manager leading to the employee quitting their job or looking for new work where their expertise and push for innovation and efficiency would be appreciated.
3.6	0	0	1	I think the employee may have quit their job because they didn’t appreciate being talked down to.
3.2	0	0	0	This obviously made the employee uncomfortable and they didn’t want to do what the manager was insisting on. There’s lots of reasons why you wouldn’t want to massage a strangers hands with lotion and I’m sure some people didn’t want it.
3.6	1	0	0	The employee probably liked their manager a lot less going forward. This incident likely effected how the employee thought about their manager’s motivations in the future.
2.1	0	0	0	The employee was likely frustrated and distracted for the remainder of their shift. They were also probably a bit more aggressive with the donation ask, but I wouldnt assume that they were able to get more donations due to being frustrated.
1.7	1	0	0	The employee distrusts the manager. The employee does not like their manager. There is a breakdown in the relationship between the employee and the manager. The employee is angry at the manager.
1.0	0	0	0	The manager probably got away with it and had absolutely no consequences. The employee was obviously not comfortable at all and was trying to stand up for themselves. The employee was right to be honest and upfront about their boundaries. The employee was definitely not in the wrong and they were very upset about their manager acting that way and making an ordeal out of the situation.
2.6	0	0	0	Likely there were little to no consequences for the manager. Even if the differences in work were noticed by upper management, the manager was probably allowed to take credit for their work. The employee was surprisingly calm about the manager’s reaction, I personally would have sabotaged the project or stopped putting effort in after being admonished for how I opted to help.
2.9	1	1	0	I think the employee probably begrudgingly went ahead and did the work on the project to appease the manager. Most employees feel powerless over their managers wishes and don’t want to get on the bad side of their manager and face a range of possible consequences.
3.6	0	0	0	The consequence is plain as day. The court will deny the case since there are missing documents. It will come back and bite the manager back. The employee’s reaction is normal. The person pointed out the missing documents to the boss. It’s up to the boss to decide.
2.7	0	0	0	It probably made the employee more stressed and affected his ability to focus on getting the task done.
3.3	0	1	0	I think the manager was completely within his rights as a manager. He probably should have issued his requirements in writing instead of spring policies onto the staff at the last minute.
1.3	0	0	0	The leader I felt was losing control of their team because they seem to just want to control everything, and not giving their workers their freedom. That is something not liked in the workplace.
1.4	0	0	1	The employee got fired from her job. The manager hired someone else to take her place.
2.4	1	0	0	I think the employee stayed later than they wanted to, and the extra work is causing them to burn out. I think the employee was upset and exhausted. I assume the employee feels a little hostile toward the manager, and feels resentment.
2.9	1	0	0	It makes the employee less engaged and makes relationship between each not good.
4.1	0	1	0	I am pretty sure the employee decided to work faster for the time being but felt disgusted with their manager’s push for faster pace work. They probably felt stressed trying to meet their manager’s demands.
2.0	0	1	0	I think the person decided not to sit in that chair again, but I do not think anything serious came of the incident. I think the employee was embarrassed and wanted to get away from the situation as quickly as possible.
2.5	0	1	0	Nothing in relation to the manager unfortunately. The employee had to listen to the nonsense before returning to their job and continued to try to do what the manager requested. I imagine the employee was upset and fed up with the job making them not the best employee moving forward - they were checked out.
4.3	0	0	0	the manager was not considerate at all… i think the emplyee should have be given some time to rest
3.3	0	0	1	The employee quit. That employee was annoyed by the manager blaming sales on her when really its people are not coming in
2.6	0	0	0	I imagine that the threat didn’t inspire a stronger work ethic in the employee at all, probably the opposite. While I’m sure the reimbursement for rides home was nice, it’s not something most employers do. If the agreement is in the employee contract, there isn’t really anything the manager could do despite threatening taking it away. The employee was rightfully confused and frustrated by the threat.
3.8	0	1	0	I think despite the fact that the manager was rude ad doesn’t care how many extra unpaid hours the lab person was going to put in, the lab attendant was going to do them either ways. This is because he or she wouldn’t want trouble from his/her boss
3.3	0	0	0	the manager is selfish,his decision is based on selfish bahaviour
3.3	0	1	1	I think the employee left the meeting and washed the truck. He possibly thought he would have to stay late from now on to make sure the truck was washed after work. I think the employee had resentment and may look for another job.
3.5	0	0	0	I think the employee was fired because he didn’t informed his defacto line manager about the email sent before giving a feed back to the email. I think the employee would have felt bad and sad because he would be thinking this email was sent to me directly, it is not something he had to informed anyone about.
2.7	1	0	0	I think that the employees were annoyed that the manager was being so overbearing. They probably felt like children who can’t be trusted to do their own work like adults. They also probably lost trust in the manager as well
3.5	1	0	0	The employee ma have left undermined the frustrated due to the manager’s behavior, possibly leading them yo feel unappreciated and disrespected for their project contributions.
2.7	1	0	0	i think that the employee was within their right to question his behavior. I’m not sure what happened to the manager. Sounds like it was bitter because you have a superior asking an employee about something and not the manager. If i were the employee I would have reported his ass to the heirarchy. lol
3.4	1	0	0	i felt disrespectful and undermined by my acting director’s outburst when i spoke to the CFO directly. SO i recorded the situation and reported it to HR for further inquiry
1.4	0	0	0	I think the manager’s behavior caused the employee to get even sicker and more worn down. It probably caused the employee to have to call in sick the next day or suffer through another workday sick, possibly getting other employees sick as well. The employee should’ve been able to use a sick day and not treated so inhumanely.
2.1	0	0	0	Likely the employees made mistakes because they were distracted by the fact the supervisor was watching them like a hawk.
1.8	0	1	1	I assume the employee was not happy about the situation but had to go along with things anyway. They might’ve reported the situation to a superior or quit after the encounter. They might’ve also said nothing and continued work as normal. I hope the manager was reprimanded.
2.3	0	0	1	The employee stopped sharing ways to be more effective at work and stop putting forth more effort than everyone else did. I think the employee began to feel disengaged at work and looked for a new job within the next year.
1.3	0	0	0	I’d guess that the employee probably didn’t really do anything material in reaction to the manager’s behavior. He got yelled at for not making sure his truck is clean, so what? I really don’t get the employee’s complaint here because regardless of the situation, if it’s his job to make sure the vehicle is clean and he’s not doing it, then yeah, he’s probably going to be reprimanded. I’d imagine the employee just continually complains about it to anyone who will listen but beyond that, the status quo most likely remains.
3.2	1	0	0	I think the employee feels their time and feelings have been disrespected and likely has some resentment towards the manager now.
2.5	0	0	1	As a consequence to the manager’s behavior, the employee’s morale likely dropped significantly. Instead of being more productive after a quick break, the employee will be less productive, less motivated, and more tired because they’re deprived of a short break. The employee may also consider leaving the job.
3.1	0	0	0	The module was not developed properly. The employee was not comfortable about handing it over without properly testing it. His reaction was full of doubt.
2.0	0	0	0	The manager got accolades and the employee reacted badly and should have reported the manager
2.1	1	0	0	In my experience, I think the paralegal will get blamed, and the manager will use his power to block off any potential investigation into it further. I would imagine if the manager got blamed, he would instantly blame the paralegal and say that he will handle it. In a perfect world, the manager would get blamed and the paralegal would get a chance to explain their side of the story so that if this happens again the manager will be at fault.
2.2	1	0	0	I think the manager was reprimanded for his actions, but I do not think the employee got her promotion. I’m sure the employee was mad and would try to sue the company.
4.0	1	0	0	The employee would feel intimidated and angry at her supervisor for her reaction. The employee might take it personally and hold a grudge against the supervisor.
2.3	0	0	0	The employee thought the the managers behavior was unbearable so it is likely that they were distracted by that during there work and were not working as efficiently as possible.
2.5	1	0	0	The employee became very agitated at being harassed, and that added extra delays and obstacles beyond the delays that the developers caused. The employee has serious concerns about quality control, and the boss seems very obtuse about a consequence, which could be that the product fails after it is released. It’s very short sighted on the bosses part and speaks to a lack of communication in the workplace.
4.7	0	0	0	the manager needs to do better, if you can’t accept help the best way the person could support, don’t ask for it
5.6	1	0	0	The manager insisted on incorrect paperwork which means that it could be rejected and hurt the teams reputation. The employees will lose trust in the manager and probably not follow his instructions again.
2.3	0	0	0	The manager’s behavior is naughty because the employee’s right was denied.
3.4	0	1	0	The employee is quite a good one and understands that the manager is higher than him. As much as he closed the conversation to do what was asked of him, the manager shouldn’t have yelled at him.
3.2	1	0	0	The employee stops to care about his teammates progress as regards projects given by the supervisor. The employee becomes quiet and withdrawn
2.9	1	0	0	The employee was upset that she wouldn’t be able to fly and that the manager said she shouldn’t complain to HR which was basically a threat. I’m sure she felt like she would lose the chance to earn the promotion based on this event and she was put in an impossible situation. I hope she complained to HR about the manager
3.3	0	1	0	I think the manager wanted more from the employee hence reason for keeping the employee on their toes. The employee might have felt the manager is insatiable but the employee must have also tried to improve on performance to suit the manger’s needs.
1.7	1	0	0	I think the employee probably felt like their time and opinions aren’t valued. They likely didn’t have as much respect for the manager as they once did. They are less likely to go to that manager with problems now, or will not tell them things because they won’t want the disapproval.
2.4	0	1	0	The employee probably did all the work and just take the accreditation as a personal reward.
1.3	0	0	1	I think that the employee would quit, because without the Uber reimbursement, the pay for this job would not be adequate. In addition, other job opportunities involving less pressure would be more attractive.
3.3	0	0	1	I feel like the situation went two ways, which was either the employee improved their effort with the job or they left the job. I do feel like it’s unfair to blame the employee for the low sales especially when its take the whole staff to make sure sales are up.
3.7	0	0	0	The employee was upset. I don’t think anything happened to the supervisor because this person was rude.
2.7	0	0	0	The employee likely felt that their boundaries were invalidated by the managers behavior. This would leave the employee with a negative feeling and they may feel like they have nowhere to turn for advice since this is their manager.
3.0	0	1	0	I think the software test engineer had to bow to pressure and not complete the entire test he needed to carry out on the software. THe employee was definitely not happy with the pressure from the manager.
1.9	0	0	0	Hopefully the policy was ended, but the person who refused was probably fired.
1.7	1	0	0	I think the manager would have decreased the morale of the coworkers, causing undue stress and creating a negative impact on customer service at the store.
2.6	0	0	0	The employee resenting the order and possibly not putting his best because he feels it’s not coming from his free will
2.3	1	1	0	I think a few things happened. First, I think the employee went and started cleaning to appease the manager. Though I don’t imagine that they worked especially hard at it. Second, provided the manager didn’t conduct any sort of follow up (write up, talking to the employee, etc) I think it’s likely that the employee didn’t spend a lot of time cleaning and went back to front desk duties once the manager wasn’t paying close attention. However, this time they didn’t engage in talking to their friend further. Finally, I think that later (after work) the employee and their friend likely made fun of the manager and the power trip they were on. This situation likely also damaged how the employee views the manager and led to a loss of respect.
1.4	0	0	0	I think the employee felt pressure to get more sales and, in turn, became more apprehensive towards the manager.
4.6	0	1	0	Each employee will probably go with the manager’s way of doing things. There will be some that buck the system and choose to go with the employee’s way of thinking.
2.6	1	0	0	I think the employee lost confidence in their manager overall. As for consequences, it would depend on the employees actions and the manager’s subsequent reaction. If the manager did something illegal, I would hope the employee escalated the matter to the next level supervisor or HR.
2.0	1	1	0	They probably took up the extra duties. I can not imagine they were happy about it. They might have voiced their disagreement about it, but did it anyways. They gain a slightly more negative view of their manager though.
1.8	0	0	0	I think that the manager was disciplined by his supervisor, and employee was thinking it was fair.
3.7	0	0	0	I think there might have been disagreement between the two,
2.5	1	0	0	I feel that the manager was too harsh and extreme. It probably turned her employees off and had them stressed out. Also, it could’ve caused low morale.
4.3	0	0	0	The manager’s behavior may have caused the employee to feel stressed, anxious, and possibly demotivated. The employee may feel like they are constantly being watched and critiqued, which could lead to a decrease in their confidence and their job satisfaction. They may also feel pressure to perform perform perfectly in order to avoid making their boss look bad. The employee’s reaction to this behavior may include feelings of frustration, resentment, and a lack of autonomy in their work. They may also feel the need to constantly prove themselves and seek approval from their boss, which can be mentally and physically draining. Additionally, the employee may become more cautious and hesitant in their work, potentially leading to a decreased in their productivity and creativity.
2.5	0	1	0	I think the employee probably didn’t like working with the manager an job performance went to malicious compliance
2.6	0	1	0	The employee grinned and just realized the power trip going on, as the manager wanted to exact his powers and make them stop talking.
3.7	0	0	0	The employee was very stressed and pressured due to the manager’s behavior. I think that it is not a good work environment to work in.
3.8	0	0	0	Nothing happened. The guy probably just kept doing it over and over because he’s clearly a narcissist. Sounds like a real jerk. Maybe what happened was the employee got so sick he needed to go to the ER?
3.4	0	0	0	The manager probably got told to use more hand-made images and the employee got yelled at it for it, even though it wasn’t their fault. They may have been a little upset since they were forceful and rude.
2.1	1	0	0	I believe the employee reported the manager to HR or perhaps to the CFO because the behavior was unacceptable.
2.4	0	0	0	I’m sure the paperwork was filled out incorrectly as the manager wanted and subsequently rejected by the court. I’m sure the manager got mad at the employee for the rejection and blamed them. The manager probably faced no actual consequences. The poor employee was probably stressed out. I worry that the employee may have lost their job as a result.
1.3	0	0	0	The employee likely felt undervalued and demotivated due to the manager’s attitude.
4.6	1	1	0	I don’t believe anything happened to the manager as a consequence of his behavior. The employee would have to go above the manager and it seems like the employee was intimidated and afraid of their manager so they chose not to go against them.
2.3	0	0	0	I actually don’t think much happened other than the manager got some training on how to deal with people.
2.8	1	0	0	I think the manager made the employees turn on her and hate the attitude she has toward everyone.
2.4	0	1	0	I think the employees worked hard and helped the company achieve its success. I think with a dominant leader the employees admired her and were likely to perform at their best knowing they had someone who could help them take control and do their best work. I think to get things done you need a strong leader who takes control.
2.5	0	1	0	The majority of employee’s would be passive and accept the assignment in fear of sanctions if not. Employee accepted assignment and put in a obscene amount of time effort and hours to obey her manager.
4.1	0	0	0	the employee was unhappy she wasnt able to go and reported to hr. the manager got disciplined?
2.6	0	0	0	The way he reacted was very disrespectful, everything that was happening at that moment was a labor mistreatment and should be judged, with a reprimand. Internally he would feel sad and useless for not fulfilling the objectives of the company, but this was a deep labor abuse, since they were not competing to raise funds, but was trying to improve and help those most in need.
1.8	0	1	0	Employee was embarrassed and probably didn’t take breaks in that bathroom anymore.
1.8	1	0	0	The worker may get even sicker, may get others sick as well, which will impact the whole workforce. There is no consequence for the manager’s horrible management style, maybe the only way to see his bad result is that the whole workforce is sick or low morale, resulting in bad overall performance and bad reflection of the manager.
2.3	0	0	0	As a consequence of the manager’s behavior, the employee must have felt unfairly treated and stressed, which might lead to decreased morale and job satisfaction.
3.4	0	0	1	The employee would be fed up and likely consider leaving the lab to work somewhere else
3.0	1	0	0	As a consequence of the manager’s behavior, the employee may feel demotivated, frustrated, and undervalued. The constant belittling and dismissive attitude from the manager could lead to decreased morale and job satisfaction for the employee. They may feel discouraged from sharing their innovative ideas and finding more efficient ways to complete tasks, ultimately leading to a decrease in productivity and innovation within the team. The employee’s reaction to this behavior may range from feeling hurt and demoralized to becoming resentful and disengaged from their work. They may also feel hesitant to speak up or share their ideas in the future, fearing further criticism or reprimand from their manager. Overall, the manager’s behavior could have a negative impact on both the employee’s well-being and the team’s performance.
1.1	0	0	0	I think the employee was less engaged and less willing to work extra to help the manager out. The employee was upset and felt like she was being used.
4.2	1	0	0	The manager’s behavior led to a negative reaction from the employee. The employee likely felt overwhelmed, undervalued, and possibly exploited. They may have experienced resentment towards the manager and the project, as they were already working on other tasks for another manager. The employee may have felt a loss of trust in their manager due to the threat of revoking their established days off, which could have been a violation of their work-life balance and personal boundaries.
3.9	0	0	0	It’s hard to tell based on what I’ve been told but I don’t think there were any consequences to the manager unless the other person had a disability that prevented them from cleaning faster.
2.4	0	1	0	I think the manager hired someone to create handmade images for the poster to use. The manager sounded quite adamant that this was the correct way to go forward. I would assume the employee would use the images as directed, even though doing so is not cost effective or efficient. I do wonder whether upper management caught on and put a stop to this or approved the manager’s decision.
2.4	0	1	0	The employee was bullied into changing her mom’s appointment, which must have made her feel very bad and soil her mood.
1.8	0	0	0	The employee felt demotivated and undervalued due to the manager’s behaviour, potentially leading to decreased morale and productivity.
2.6	1	0	0	If the employee reported their supervisors behavior then the supervisor would most likely get talked to by HR or a union rep about how they speak to their employees. But I am unsure if the behavior by the supervisor will stop or just be reduced. Mostly, the consequences of this kind of behavior is going to be a hostile work environment
3.8	1	0	0	The employee would have lodged a complaint with HR regarding the managers inappropriate response. Additionally he would let the CFO know that he was reprimanded for directly responding to the email instead of running it through the manager first.
2.3	0	1	0	The employee stopped talking and went clean something, even though that was not her duty at the time. The manager perceived she was not working.
2.0	0	0	0	I think the employee thought the manager was insecure and overreacting. The employee probably got more focused to calm the manager down so she wouldn’t be so insecure and would get off the employee’s case.
4.3	0	0	0	the manager behavior was changed sometimes for example several years back i was working at the gym usually spend a time for three to four hours answering the front desk calls singling people up for membership it was definitely not common and primary issue this was happened things only so kind manager looking with others slight realizing the power trip going on
2.1	1	0	0	The employee will be so disappointed and undervalued with the way the manager acted. This is going to cause a lot of grudges between the manager and the employee.
3.7	0	1	0	I feel like the employee felt it was heavily unfair, which in my opinion it was, but they still went ahead and did it anyways because the manager threatened to hire someone else to do it insinuating that if they didn’t do it, they would be replaced.
3.9	0	0	0	manager was trying to me to a file paper work i knew the manager behavior is not correct but at the same situation can be change everything sometimes manager want show me the boss what he wanted many time i knew the correct information of the documents but my manager was not look that he is always looking his point of view
1.0	0	0	0	It was a great reaction, the employee should not have to worry and stress about the work environment

Mentioning relationships

This was the prompt for chat-gpt: Does the hypothetical reaction to this incident include a mention of relationships or any type of relational outcome? If yes, please respond ‘1’. If not, please respond ‘0’. Do not respond with any other characters, only ‘1’ or ‘0’. Do not explain your decision.

mention_rel	n	CWV_mean
0	144	2.763194
1	67	2.650746

Mentioning compliance

This was the prompt for chat-gpt: Does the hypothetical reaction to this incident include a mention of compliance to the request by the manager of any other form of compliance? If yes, please respond ‘1’. If not, please respond ‘0’. Do not respond with any other characters, only ‘1’ or ‘0’. Do not explain your decision.

mention_comp	n	CWV_mean
0	162	2.746914
1	49	2.663265

Mentioning quitting

This was the prompt for chat-gpt: Does the hypothetical reaction to this incident include a mention of quitting, transferring, or exiting the relationship in any way? If yes, please respond ‘1’. If not, please respond ‘0’. Do not respond with any other characters, only ‘1’ or ‘0’. Do not explain your decision.

mention_quit	n	CWV_mean
0	189	2.747619
1	22	2.554546

Hot and Cold

I went over the descriptions and coded them for hot and cold dominance.

## `summarise()` has grouped output by 'desc_hot'. You can override using the
## `.groups` argument.

desc_hot	desc_cold	n
0	1	6
1	0	15
1	1	2

I’ll just plot our main relationship, with these as moderators.

not sure there’s a lot here. But maybe… if we dig into this, we’ll find something. Not sure it’s worth going down that road right now.