Background

This is a pilot of an experimental manipulation of CWV in the workplace.

Participants were shown the following:

We have previously asked participants on Connect to describe their workplace and an episode involving their manager. Today, we will show you a response from one participant and ask for your thoughts about it.

We first asked participants to describe the general atmosphere of their workplace. In the following page is what one participant wrote:

HIGH CWV CONDITION:
Where I work is pretty cut throat and competitive. you cant trust anybody. Success is all about taking advantage of others where you can and not letting other people play you for a sucker. to get by,you need to know how to play the game better than everyone else.

LOW CWV CONDITION:
Where I work is pretty supportive. you can really trust other people and it feels like other people trust you. the people who get ahead are collaborative and honest.it’s a culture of cooperation, people go out of their way to help eachother. success is all about teamwork.

NEUTRAL CWV CONDITION:
Where I work is pretty standard. I don’t know. sometimes you can trust people,but other times you can’t–it really depends on the context. it seems like theres no clear culture of cooperation or competition, i guess people just act normal.

Then, participants completed workplace version of CWV, as a manipulation check.

Then, they reflected on how they would behave in this workplace:

Try to picture yourself as a manager in this workplace, supervising workers in this environment day after day. And imagine that this culture or environment is something you have to operate in, not something you yourself could change.

In the space below, please write 1-2 sentences about how you would act as a manager if you were in this work situation, supervising others.

[OPEN RESPONSE]

Then, they read:

We asked the same participants to describe a specific episode in which their manager wanted to get an employee to perform a task at work.

The same participant went on to describe the following episode:

One time, my manager wanted one of the other workers to get a project done faster. he said there was a big deadline and leadership is upset.i guess he was under a lot of pressure. when the manager saw th eworker taking a break, he walked over and shouted at him, he was very angry. he was like… you better pick up the pace or there will be consequences.

Then, participants completed the following measures: Open response of relationship impact, relationship impact, compliance impact, and hypothetical behavior as the manager.

Demographics

Race

race N Perc
asian 13 7.10
black 23 12.57
hispanic 15 8.20
multiracial 9 4.92
white 121 66.12
NA 2 1.09

Gender

gender N Perc
man 90 49.18
woman 92 50.27
NA 1 0.55

Age

age_mean age_sd
38.01695 10.05975

Education

edu N Perc
noHS 2 1.09
GED 35 19.13
2yearColl 17 9.29
4yearColl 92 50.27
MA 30 16.39
PHD 7 3.83

Income

Measures

Open responses

Reflection on workplace environment

PID cond reflection
1 low I would try and be as kind and supportive as possible to my employees.
2 high As a manager, I would priotitize communication in the team. I would also remain adaptable to help out any challenges.
3 neut I would act as a normal manager, treating employees fairly and doing the best I can at the job.
4 high I would prioritize teamwork, honesty and how to work together. There would be a lot of focus on what integrity looks like as a team vs. cut throat nature of the company.
5 neut I would want to promote a culture where people are able to trust one another. At least my team, I would promote collaboration and try to instill a sense of community, so that everyone helps each other succeed.
6 low I would do my best to work honestly and to value each one of my employees. I would try to make everyone happy since I believe in cultivating and nurturing talent, so I would encourage my employees, make them feel good, and make them feel proud of working here.
7 low I would do my best and try to add to the culture. I have been a supervisor and can do it again.
8 neut I would be a strict but fair manager. Employees that show respect and do their job well would be treated with respect
9 neut I would make sure the ship is running efficiently. I would make sure that there is a chain in command and everyone know their job.
10 high I would ensure that workers are doing everything they can to succeed without it causing negative effects to other coworkers.
11 high I feel that I wouldn’t last long in this environment. That I would stand for lies, deciet and disrespect.
12 high As a manager, I would be very strict with my employees as any of their mistakes would hurt my own career. At the same time, I would take as much credit as I could for their successes, even if it isn’t justified.
13 low I would try to treat my employees with respect and trust them to be able to do their jobs without me micromanaging. I think creating an environment of trust and respect helps foster a happy and productive work force.
15 low I would be a supportive manager because everyone helps each other out to get the job done.
16 low I would try to maintain a good morale within the team.
17 neut I would make sure that I am firm, but friendly. And I would also make sure that they knew they could come to me for any reason.
18 low I would only try to control what I can control in a respectful manner.
19 low I would probably ensure I understand all employees, and that I try to look at historical patterns to see which ones are decieving, and act accordingly.
20 high I would set up competitions between my employees. I would set a few ground rules, but by and large the most productive employee would win.
21 low I would be casual and friendly. I would make sure to include everyone and relay news, but I would let every one work at their own pace and not be too pushy. I think everyone would work well together in that way.
22 high I would focus on being consistent, fair, and supportiveadvocating for my team’s needs within the constraints of the environment while helping them navigate the existing workplace culture effectively.
23 high I would ensure all work productivity and performance was documented through data and data driven analysis. No follow up/consideration would be done without facts, documents and data.
24 neut I would try to treat my reports fairly and help them as that is part of my job. I would also try to show any accomplishments that I make as mine so that they are visible to leadership. I would likely throw people under the bus if needed, and I wouldn’t really be able to trust anyone I work with.
25 neut Based on the prompt I don’t really have a specific way I would act besides being a normal, moral person. It sounds like the work environment is already pretty good so I don’t need to act in any specific way - just keep things normal.
26 low This is a hard question to answer because I think I would just be myself. Be casual but get results because I would trust in my team to want to work without being cracked down on.
27 high I would be ruthless and try and manipulate people to get what I needed from them. It would be all about me and I wouldn’t care about anyone else.
28 neut I would try to be upbeat to my employees. I would figure out what they enjoy and don’t enjoy and try to create motivation for them to enjoy doing their job.
29 low I would feel confident in this work situation that I would be able to adopt a collaborative, productive approach to managing employees. This is because the environment has been described as supportive.
30 neut I would focus on balancing urgency of game releases with the need for thorough testing. I would foster clear communication, encourage accountability and problem solving
31 neut I would act as a manager in this situation like a boss who is just there to do a job. I would not do much that was unexpected of me.
32 low I would trust my employees to perform the tasks they are expected to do. I would not micro-manage; I’ll listen to their needs. It’s all about trusting the processing and the people involved as we have each other’s best interest in mind.
33 neut I would try to be very fair and communicate clearly with my workers. I would also try to be available most of the time in case they need anything.
34 low I would lead with kindness. I would trust and empower my team to do more and be decision makers where they were comfortable.
35 high I would not make team metrics widely available to everyone. Depending on the industry, I would post averages, but work to not make direct competition even worse.
36 low I would be a responsive manager and take everyone’s thoughts into consideration. I would be friendly with and supportive of my employees.
37 neut I would try to lead with honesty and respect for all workers in hopes that this approach might be seen and emmulated by others.
38 high sit back and watch things unfold. as a manager i have the upper hand and am able to decide whats best for me from this position
39 high I would document everything and make sure I have my butt covered for everything. I would do my best to try to correct the culture and build a better work environment. I would concentrate on not rewarding the dog-eat-dog behaviors and reward the effective team work.
40 high I would attempt to play people against each other in order to make sure I got the most productivity and least amount of pushback from the people who work under me.
41 high I would listen to my employees and try to lead them in the right direction regardless of if I could fully change the environment or not. I would be more stern than I normally would be in a different environment.
42 high As a manager, I would try to control the Team by keeping them hyped to keep sales up while stressing the importance of ethic and teamwork.
43 high I would always be on edge and making sure I was hyper-vigilant of how my employees were behaving and completing their work. I would always have an ear to the ground to make sure work was getting done and evaluating how they were getting it done.
44 low I would b happy as I would blnd in with the culture perfectly. I would feel happy leading a team that cooperates and works together well!
45 low I would encourage teamwork between my team members and expect them to always work cooperatively. I would reinforce that we are stronger together when we use each other as a resource.
46 low I would try to treat every employee equally. I would be firm, but fair and I would try to make everyday be fun.
47 high Every situation has a bright side. I would work to uphold integrity and be a leader by example. I would reward honest hard work and try to coach those who were underperforming. Actually, I would match under-performers with over-performers so they can both learn from each other.
48 neut I feel like this would be a very compeditive workplace. I would want to push my teamembers to perform higher.
49 neut As a manager in this workplace I would strive to support and motivate my team by recognizing their efforts ensuring fairness and providing encouragement despite any external challenges I would also foster open communication to help workers stay engaged and committed to their tasks.
50 neut I would be kind and courteous to the other workers. I would listen to them and get feedback from them on improvements.
51 high If i was a manager in this situation, I would try my best to come off as tough but still loving. I would make it clear what’s expected of my workers but I wouldn’t make them feel miserable or burnt out.
52 high I would manage in a very strict way and anyone caught treating anyone with untruthfulness or disrespect will be terminated. I am ready to terminate the entire department and get people in that are trustworthy caring and honest.
53 high If i was a manager in a cutthroat workplace that was described i would reward people who got things done, but only if they did it in a way that they didnt get caught.
54 high I would make sure to document every single thing that occurs here. I would not trust any of the employees or coworkers. I would make sure that the work load is delegated and properly explained.
55 neut Within this environment, it is important to act as a voice of authority and make sure people are assured of your leadership. It is important to understand the importance of competition in increasing performance.
56 neut I think if I was the manager here I would act normally. It seems to me that there’s not much of a problem at this company. People are just working how they’re supposed to and I would just make sure that they cooperate with each other more.
57 high I would watch employees closely. I would supervise carefully. I would lock up money and valuables. I would keep security cameras active.
58 neut As a manager in this workplace, I would be very alert and vigilant.
59 neut I would act fairly since most people are acting normal and hard to tell who to trust and not trust. I would respect the workers and earn trusts and hope that they remain productive.
60 low I would want to foster a collaborative and supportive work environment where everyone feels comfortable sharing their ideas and concerns. I would do my best to be a good motivator and problem-solver.
61 high I think I would be very cautious about how I approach the people that I work with, and be aware that people may be looking for signs of perceived weakness. I would try to be very aware of the way that I’m presenting information and try to observe if others are creating conflict. I would do my best to try to be a likeable party when necessary and stay out of taking sides during employee conflicts.
62 high The workplace described seems very hostile and unpleasant to work in, i imagine I would be stern and have high expectations for anyone I’m managing. Managing expectations from an environment like that would be important, making clear what everyones goals should be
63 high I would make sure that I hold everyone accountable with their actions, treatment of others, and the work they do.
64 neut I think I would try to be open with my employees and offer them respect. It would be nice if I was someone they felt they could be honest with or confide in, but I can’t force them to trust me, I can only model respectful behavior and expect it in return. If they do confide in me I would do my best to respect their confidence and make sure they are comfortable at work. Sometimes being a sounding board helps.
65 high I would make certain that the staff I managed made me look good. I would also take advantage of the work environment by doing things that benefit me.
66 high I would not work in this hostile environment for very long. I have worked in a place like this, and I dreaded going to work every day. I had anxiety and didn’t sleep well. I was looking for another job within a few months. As a manager there, either he/she is also a jerk without morals or is unhappy with their job and is looking elsewhere.
67 neut I would act as I nornally do. Somewhat on guard for people trying to do something immoral or sneaky, but mostly giving the benefit of the doubt. I would give people a fair amount of latitude to work when and how they wanted, so long as they were producing high quality work.
68 neut I would just try to do the best with what I can do at that moment. I would always keep a positive mindset and just try my best. I would also treat others respectfully.
69 neut I would act as a leader while still taking employees opinions and suggestions into consideration
70 low I would do my best to not riffle any feathers. I would just want to make sure work was getting done and I could stay out of the way.
71 high I would be very firm with my employees. I wouldn’t care much about them as people. I wouldn’t be very forgiving of mistakes.
72 high I would be continuously keeping an eye on who looks more friendly with who and who isn’t participating in socializing. I would try to be aware of the office dynamics to protect myself.
73 neut This should be a self reflection on the manager. I would do my best to try and change the way workers feel about themselves at work and want them to try and do what’s best for themselves and their careers. No one shoudl go into work and just feel meh.
74 neut If I were a manager in this workplace, I would try to foster a workplace relationship with the people I supervise, trying to get them to be more open about things they’re experiencing or having trouble with relating to work. I’d make sure they knew that it was okay to bring up issues they have with management or each other and that these problems could be solved without any repurcussions.
75 neut In this workplace, I would try to act in a professional manner and hope that my employees will follow my example. I would try to create an environment where workers would feel comfortable coming to me with concerns or proposed changes or ideas.
76 low Since it is such a supportive work place, I don’t imagine it would be too stressful to work there. If you did have problems, you could have workers support one another, and you can remain in an objective position.
77 high I will be nice to everybody but keep i will always keep in mind that everyone gives a poker face.
78 high In this workplace, I would emphasize team meetings, to collaborate on issues. Hopefully, this would foster an us vs the issue mindset, rather than us vs us.
79 low I would try to be a good listener and help myself understand the dynamics and the workers’ concerns. I would not make any big changes in the first few months but rather operate as a fair observer.
80 low I would generally let people do their jobs , and only address issues when necessary. I would also be hands on in the work environment to understand what is happening on a daily workday.
81 neut If I was a manager in this workplace described I would probably do something along the lines of the bare minimum. It doesn’t sound like the “above and beyond” type workplace.
82 neut As a supervisor I would want to cultivate trust and build relationships in this work group. I think the group would benefit from team building activities.
83 high If I was a manager in this workplace and my employees felt like we have a dog eat dog mentalityly. I would work on getting the team to work better with each other and not work against each other. We are all a team.
84 high I would probably have to grow a thick skin and be a little tougher than I am. I would have to not let people get away with much at all.
85 high In this situation, I would ensure that employees are meeting their quotas and that there were no HR violations. Beyond that, I would not try to encourage a less toxic environment since it sounds like it is beyond my control.
86 low In this workplace, I would do my best to ensure all my employees feel supported. I hold regular check-ins to ensure that they feel heard and unblock them from anything that may be preventing them from being their best self at work.
87 neut If I were to manage this workplace, I would make sure to let everyone know that their performances and interactions will be important and they will be held accountable.
88 neut I would act as a normal manager should. I would be professional, effective and straightforward when interacting with my subordinates.
89 low I would be very supportive of the culture as it emphasizes team work and collaboration. I feel these are important qualities that make for a strong foundation. I would try to be inclusive of everyone’s ideas and try to work together to achieve our company goals.
90 neut It seems like I would be able to be professional and maintain my personal standards with ease. It seems there is sometimes some friction but overall not a bad place to work. I don’t think I would be managing anyone doing anything I find extremely disruptive or mean.
91 high I would try to alleviate the tension and aggression by talking to subordinates and getting their feedback on how things are going. I would be stern if something was due but friendly so as to not have subordinates on high alert and defensive.
92 high I would try to change the entire culture in this place, and stop the current behavior. All my workers would be rewarded based on merit, and i would reduce the amount of competitiveness to a minimum, in order to reel back in the cut throat behavior.
93 neut I would pay attention to all the grievances and concerns of my team. Because in this sort of culture, 1 wrong day and there would be some serious conflicts. I think it would be best if all members of the teams stay busy with their own assigned tasks and i would limit and group jobs or tasks to avoid points of conflict as much as possible.
94 high I guess I’d do my best to maintain my integrity for as long as I had to be there, and definitely complain about it as much as I could get away with.
95 neut I would do my best to encourage the employees to be the best team player they can be. Also, I’d try to motivate them to possess an inner drive to increase their work productivity.
96 neut If I were a manager at this workplace, I would be alert. People might act normal for the most part but I would make sure I paid attention to any situations where someone is acting out of the ordinary. If people act normal, it won’t be hard to notice when a situations occurs that is different from the norm.
97 low I would take full advantage of a team that enjoys collaboration with each other. Finding something that a group can be excited about completing and doing a good job at it makes it much more easy to manage. I would really enjoy pointing out positives with this group and developing it further.
98 low If I were to act as a manager in this proposed company, I would want to be very team oriented and collaborative. Since this company is big on teamwork, I would want to make sure I would be a welcome part of that team and try to be an open-minded manager and not a heavy handed one.
99 neut I would try to find a way to increase trust between my employees.
100 high I would be strong and stand my ground in dealing with everyone. I would not show weaknesses and would not get too involved in inner-office conflicts. I would mostly allow my team to work as they desire so long as they are producing results.
101 neut I imagine if I were the manager in this particular work place, I’d be more laid back than anything else. I wouldn’t stress too much or go out of my way to define roles or orders.
102 low I would be able to be relaxed and help and if any employee had an issue, it would be something we would both work on together to solve. It would appear that everyone is trying to get the job done, so I wouldn’t need to be constantly looking over their shoulder.
103 high If I were a manager in the environment that was described, and I couldn’t change it, then my number one priority would be to find a different job. With that said, I would do my best to do the right thing, while not allowing anyone to take advantage of me.
104 neut i will be willing to discuss information so the team can operate right and well with each other
105 neut If i were to manage in this situation i would try to create an environment of equanimity. i would probably establish some type of bonus compensation games based off of cooperation and trust of one another.
106 low I would like working in this workplace. It seems like everyone gets along and works well together, and this is a great mindset to have as everyone will thrive and be more successful because of this.
107 neut Even if I couldn’t change the culture, I would try to be an example of behavior that I value (cooperation, trust). It seems like it is difficult to know whether other coworkers can be trusted in this workplace. I think it is still possible to create positive spaces within a difficult work environment.
108 low The way I would act as a manger if I was in this work situation would be to continue to operate as it already is. It seems that the group is a well oiled machine that is open, honest, and works extremely well as collaborative team. I would ask the members of the team if there is anything they need from me to be even more successful or happy.
109 low I would act and try to blend in as well as I could to ensure that I would keep my job by conforming to the culture.
110 neut As a manager in this environment, I would focus on maintaining clear communication and consistency to help my team navigate the challenges. I would prioritize offering support, setting expectations, and fostering a positive atmosphere, ensuring that everyone has the resources they need to succeed despite any limitation
111 low I would try to support my team members as much as possible. I would try to solve problems by encouraging cooperation instead of by wielding my authority.
112 low I would try and give my employee’s some kind of community within in the rules so it build trust with me and themselves.
113 low I would monitor the employees very closely. I do not trust people who always seem to get along as there is always some issues behind the scenes which may and usually do need to get addressed. If there is this much good will, someone, somewhere is hiding something that may need to be looked into.
114 low If I was a manager at this workspace where collaboration and trust are strong, I would do my best to strengthen that positive environment by being honest with my employees and realistic about the company’s direction. I would give clear guidelines to the team, but would avoid micromanaging and trust them to complete tasks best as they see fit.
115 high I would encourage my subordinates to get the job done however they can. I want them to make things happen, i would not tolerate excuses. I would start a private group chat with the top performers to enhance our abilities
116 low In this situation, I would make every effort possible to be a leader, not just a manager. This workplace seems like a collaborative and supportive environment that thrives off respect and mutual assistance. As a manager, I would attempt to help my workers to feel supported in any way possible, whether that be picking up slack, providing encouragement, or guiding as necessary.
117 neut If I were the manager in this type of workplace I would want to be sure that people continued to feel that they could act in a normal yet professional way. I would hope to encourage more collaboration. I would however take a ” if it isn’t broke don’t fix it” attitude. If people were happy with the current arrangement and the business was not being harmed I would not want to change too much.
118 low Honestly, this sounds like a dream situation for a manager. Being in charge of adults who understand that team work is how we succeed is sometimes rare. To be able to trust and be trusted in the work place is not the norm in work environments. As a manager, it would be important to encourage my team to continue with this frame of mind. Letting them know how much they are valued and rewarding them in a way that keeps morale up and wanting to continue on this positive track would be my goal.
119 neut As manager I strive to lead by example. I will choose daily to arrive at work in the best possible mood mentally and physically. I will encourage my workers to talk with me about concerns and what i can help fix I absolutely will
120 high I would act like a leader and lead by example. I would also make sure my employees know that their behavior is unacceptable and will not be tolerated or rewarded.
121 neut I would do surveys about climate in an attempt to understand what is the root cause for the culture. I would also bring in speakers and coaches to train employees in order to change the mindset.
122 neut I would set standards and make sure they are followed. There would be task to be completed and I would follow up what needs done. We would have a fare work place but completion of task on time is a must.
123 high If I were the manager in this situation, I would continue to maintain a cut throat approach if production was still increasing. Sometimes, competitiveness breeds success and if success produces profit, then thus I the environment I would foster.
124 high I would be very cut throat, blaming others for mistakes. Because if I don’t, someone will backstab me and take my place.
125 neut I would make sure to document everything that I do and all communication. Since there is very little trust, I would make sure that I am protected against any false accusations. I would also build friendships or alliances with people that could help me fight off any opposition.
126 low As the manager in this situation I would be a someone who leads by example by being hardworking and constructive in my criticism.
127 neut I would give a strict orders and i would offer help for everyone to achieve collaboration
128 low Based on the scenario I just read, I feel like I would be able to be myself, for one. I feel like as the manager that I would truly feel as though my employees and myself were all part of one big team, working together to help each other succeed.
129 high I would encourage employees to work for success and not give up on a project until it was finished.
130 low As a supervisor, I would treat everyone with respect and act transparently. Fairness and kindness provides a more harmonious workplace and better productivity.
131 neut I would focus on establishing communication with my employees and I would be trustworthy to avoid malaise within the workplace. I would also encourage teamwork.
132 high I would only promote people that would do my bidding. I would terminate people i cannot trust,
133 high I would act like I worked in the White House under Trump. I would suck up to my boss and undermine everyone who was at my level or below. Might I also say I woult quit rather than work in this place.
134 low I feel it would be calm and employees easy to deal with. It would be easy to get my employees a board with me without any real harsh tactics to get good outcomes.
135 neut i think that i would act normal and just be myself, i am a very open and humble person and generally a rule follower so i would just do my work and keep my head down and promote quality
136 high If I were a manager in such a work environment, I would try to keep the dishonesty to a minimum. In such a cut throat environment I would try to encourage at least a modicum of respect and decency amongst the employees.
137 low If I were a manager at a place that was described I would trust my employees to do good work and I would provide a supportive environment.
138 neut I would probably just try to fit in but might not be good for me if I couldn’t try to improve things somehow. I think I’d want to see that my team is cohesive and cooperative, at minimum.
139 neut I would practice an adaptive leadership style by getting to know all the employees. You never know what someone else is going through.
140 low In this workplace, I will always acknowledge the teamwork the employees display. I will put in more effort to strengthen them in the peaceful coexistence between them
141 low If I was a manager working in this environment, I would feel that most everyone would get along well and share good ideas and work collaboratively on projects. However, I would also feel that I would be very cautious about how to have difficult conversations with others should any problems arise.
142 high I would try to create a competitive yet hospitable environment so everyone works hard, challenges each other, but also support each other and work together to improve their position.
143 high i would hope that i can do the right thing in any situation that comes to me
144 high Being a manager would be difficult in this work situation, but I would probably have a very clear list of rules that one does not cross at any time with clear punishments as employees are bound to be tempted to do whatever it takes in some situations which could be bad for the business as a whole and open it to liability. Since employee conflict is likely high, I would have some sort of mediation process in place to deal with workplace conflicts swiftly so that people can move on and it can be addressed quickly, and I’m made aware of things that I otherwise might not be to keep tabs on.
145 low I would encourage my subordinates to work extremely hard and be more cooperative as it helps them achieve much success and it makes the working environment a good one. There is a good atmosphere at the workplace and that makes work fun and most goals are attainable.
146 neut I observe people individually and a part of a team. I can ask help from HR department to prepare a survey for employees to increase the environment s mode.
147 neut As a manager, I would be very concerned that employees don’t seem generally happy or motivated and I would also be concerned that there seems to be lying and manipulation going on and that the team is distrustful of one another.
148 low I would encourage people to be collaborative, transparent and supportive while holding up their own work that people are expecting them to perform. I would demonstrate myself doing the same thing and exhibiting vulnerability to grow trust and a sense of safety.
149 high I would be constantly on the lookout for other trying to blame someone else and or take credit for something they did not do. I think being alert of what is going on, knowing the gossip will help me out in managing the overall workplace better.
150 neut As a manager in this environment, I would focus on setting clear expectations for teamwork and accountability while maintaining open communication in order to build trust. Since the workplace culture lacks a strong cooperative or competitive dynamic, I would lead by example, fostering reliability and consistency to create a stable, optimistic, and productive work atmosphere.
151 neut I would encourage people to work together. I would like them to discuss their differences and come to a conclusion.
152 high If I were in this work situation, I would make sure people with negative behavior are not rewarded. I would observe them trying to best each other and depending on how severe their actions are, I would make sure to take proper action to correcting these behaviors
153 high I would constantly praise performance, as that is the most important aspect of this job. I would not want to give false hope to fellow employees who were underperforming and I would want to be honest.
154 low I would do my best to manage employees with a sense of understanding, but have high expectation of excellence and exeptional performance. I would make employees feel like they can come to me with work-related concerns and/or ideas that can improve their departments.
155 low If I was a manager there, I would continue supporting the working environment already set up. I would support workers as best I can.
156 low I would lead by example by providing clear expectations and support to ensure my team feels confident and motivated. I would foster open communication and reward hard work.
157 low True management is about observation and teaching those willing to learn. Since the workplace in this example is open and supportive, it means that the team is willing to help each other solve problems, repair mistakes and rely on each other in any given situation.
158 low I would do whatever I could to continue with the supportive atmosphere that we have in this office. I would encourage everyone to assist each other and to not judge one another.
159 high This would be very tough for me, as I am a people-pleaser by nature and always work to resolve conflict and minimize unnecessary drama. With that being said, if I were to be a manager in a workplace such as this hostile environment day after day, I would have to learn to have thick skin and dole out punishment and rewards based on a strict rubric of clearly defined tasks and behaviors. I would start by providing all employees with a list of acceptable “do’s” and “dont’s” and by reviewing the company hierarchal structure and points of elimination for behavior that falls into a category of infractions. Every quarter, I would review this document with each employee and have them sign a “contract” that they understand the rules.
160 low I would focus on reinforcing a teamwork by making sure there’s communication and fair collaboration among the employees. I would also support employees who contribute to the cooperative environment on the job, to make sure there is trust and productivity.
161 neut If I was a manager in this environment, I think I wouldn’t go out of my way to engage with my employees. If someone has an issue, they are welcome to bring it to me, but I feel like I wouldn’t be very involved in their day-to-day activities.
162 high If I was a supervisor in this environment I would have workshops geared towards how to work as a team. If all else failied I would starting writing up people.
163 low I would make sure everyone is treated fairly. In addition, it is my duty to provide for my employees and help them in any way I can when it comes to the organization.
164 neut I’d prioritize consistent communication to try to encourage more teamwork, less celebrations of individual successes and more celebrating team/group successes.
166 high If I can’t do anything about it, I’d probably be best served by pitting my employees against one another so that they would be too busy backstabbing each other to turn the knife on me.
167 low I would be very nice while supervising and mentor the workers that seem lacking. I would make sure there is a smooth operation and cooperation between workers
168 low I would try to facilitate the collaborative effort. Every person on the team would be able to contribute and offer ideas. My role would be to offer guidance and direction, but nothing to heavy-handed.
169 high As a manager in this cutthroat environment, I would stay strategic, ensuring my team remains competitive while protecting them from being exploited. I’d focus on fostering loyalty within my team, setting clear expectations, and helping them navigate the workplace dynamics to maximize success without unnecessary conflict.
170 low I would ensure that I was valuing all employee input and taking into consideration their needs. I would also make sure that I was fostering an environment where the employees had time to connect with one another on a personal level.
171 high I would try to make sure the environment is peaceful and conducive to work in.
172 high As a manager in this cut throat environment, I would focus on building strong relationship with my team. I would encourage open communication support their professional growth while maintaining my strategic goals, making sure to observe the dynamics carefully to navigate the competitive landscape effectively.
173 neut I would be a friendly manager, but also professional. I wouldn’t feel I was on a very personal basis with my subordinates, and make sure that I keep work and my personal life separate. However, I would make sure they felt comfortable enough with me they could come to me with work issues and want to do their job well.
174 high Since it is so competeitive, I would be really hard on people. I would only choose the best and the ones that are willing to go beyond.
175 neut I would manage in a way that promotes putting trust and the work product first. The team accomplished this project. The team developed this idea. The team all went above and beyond to meet this deadline.
176 neut I would work with my team. Instead of just bossing them around, I would ask their viewpoints and do the same things I ask of them.
177 high The principle of checks and balances will be verify much infused. room for healthy competition will be given but doesn’t need to be toxic. As a manager i will pretty much develop a healthy relationship with my workers, goive room for bonuses but at the same time create boundaries.
178 neut If I were a manager in that work environment I would follow the rules and do what I am told to do to ensure those under me are doing what they are suppose to do but while doing it I would be kind and courtesy of others. We all are working to make a living and to get by in life.
179 high I would be very strict. I would make sure that others are held accountable for their actions.
180 low I would be easy to talk to and would not give my repartees a hard time for stupid things. I would not do any micromanaging.
181 high I would make sure I kept everyone in there place and let them know if they steppped out of line I would end their career.
182 low If I were a manager at this place of work, I would feel very confident in my employees. I would encourage them to work hard and work with one another to accomplish their goals.
183 low Encourage them to keep doing what they are doing and support them as best I can in their roles.
184 neut I would try and encourage cooperation by forming relationships with my employees. I would treat them respectfully and make it clear that respect is an expectation for everyone.
185 neut I would have weekly meetings like check ins to chat about things that happened in the past week and the next week to come. That was constant communication is happening.

Impact on employee

PID cond impact_open
1 low The worker most likely has a more negative view of their boss.
2 high They may become unengaged to the situation. They could feel left out unjustly.
3 neut I think that the employee complied but they likely were demoralized by this event and may have reported it to HR.
4 high I think that he should be punished, but that he likely wasn’t.
5 neut The worker most likely just took the screaming right then and there. Later, the worker most likely had a heavy emotional reaction in private.
6 low Out of fear, I think the worker would work faster as a result. The worker would try to minimize distractions and get the project done as soon as possible, but at the same time, they’d probably be annoyed with the manager.
7 low Im sure the worker was phased and the reaction might have been fear or even anger and frustration.
8 neut Nothing happened to the manager. The worker was probably angry and exhausted but continued to do his work
9 neut I think the work might have been rushged and didnt get done as well as it could have.
10 high The worker must’ve been caught off guard by the harshness of the managers reaction.
11 high I’m guessing nothing happened to the manager. It sounds like this is a reoccurring issue in this work place where people don’t stand their ground.
12 high I think that as a consequence of that behavior, the worker either quite, or began to look for another job somewhere else.
13 low The worker was probably discouraged. Everyone needs a break every once in a while. That doesn’t mean that the employee was slacking off. Furthermore it implies to the employee that the manager does not trust him/her to get their job done.
15 low I’m sure the worker was upset by the manager’s reaction but I doubt anything happened to the manager because of his outburst.
16 low I don’t think anything would have happened to the manager in this situation.
17 neut I would think that the manager would have gotten fired because that is completely unacceptable.
18 low I think the managers behavior was to be dealt with.
19 low I think this is too harsh. It is never good to threaten someone, regardless of if they are being lazy. I think that the manager got fired. The mployee felt upset.
20 high I am sure the worker had a negative reaction, however the manager may have gotten the behavior that he wanted in the moment.
21 low I think the worker would complain. I think they would talk to their peers and get the green light to speak to someone at a higher level.
22 high some would internalize the experience, becoming increasingly stressed or depressed; others might have sought support from colleagues or HR; and some might have directly confronted the manager about the treatment they received.
23 high Based on the already provided hostile environment I assume that there would be no negative consequences. If he was able to lead a team into completing the project he was probably positively rewarded.
24 neut I assume the worker would either get fired or maybe get demoted if they missed the deadline. I think the worker would be shocked and also a little embarrassed. They would likely be upset about the ordeal as well.
25 neut While no official consequence, the manger acting in that way sets a tone for all the other workers. It may keep them more productive, but it also makes them fear the manager in way, creating a bad dynamic. I think the worker will try to avoid confrontation with the manager in the future.
26 low I bet nothing really happened to the Manager. The worker was probably frustrated and hurt to have been yelled at any probably trusted him less.
27 high The worker probably was scared and didnt want to get fired so he apologized and went and completed his task.
28 neut The worker was probably shocked. The worker probably did not talk back but probably talked to others about it. The workers motivation decreased, and they probably started looking for a new job.
29 low Well, this took an interesting turn. The worker was probably surprised by the manager’s behavior due to the initial perception of the workplace. They may have also felt intimidated.
30 neut The worker would feel threatened and feel as if their place in the work environment is compromised
31 neut I think because of the manager’s behavior the worker would feel uncomfortable and would struggle to find the motivation to do good work.
32 low I think the worker felt fearful and scared in that work environment. They probably felt super anxious and probably did as they were told, to work even harder and meet deadlines even if it means working after hours.
33 neut The worker probably felt bad even though it is important to take a break. The worker probably feels stressed about getting the project done quickly.
34 low I would imagine the employee would either quit or start looking for work somewhere else.
35 high The worker likely completed the task, but under duress
36 low If I was the worker, I would have been embarrassed but then very angry. I would likely go to upper management and report his behavior as unprofessional and demeaning.
37 neut One of two things happened, either the worker completely shut down which is bad or the worker picked up their pace and got the project done in time.
38 high he really isd unliked by the manager and this set him off to behave that way. if i was the worker i would have been imbarrased and probably have walked out
39 high The worker watched the manager walk away then he muttered something awful under his breath. I am sure he started looking for a new job and thought that he doesn’t need this.
40 high I think the worker most likely felt demotivated and appeared to work harder short-term but was less productive both short-term and long-term and began looking for another job.
41 high I think the worker was probably upset an unable to put as much effort and care into their work therefore the quality of work given diminished.
42 high I think as a consequence, the worker probably slowed down, but if they picked up the pace they probably didnt have a feeling of belonging.
43 high I’m sure the worker was very anxious and worried for the outcome of the project and their job. They probably felt a ton of pressure and were embarrassed about how the manager handled the situation.
44 low The workr probably went to work but not happily. He may have quit or if not he definetly was talked about or embarrassed. Others saw this too so obviously this was not good for the team.
45 low This is extremely out of place for our workplace environment of cooperation. I would expect the worker to be rightfully offended and report his behavior to a higher supervisor.
46 low He probably got himself back to work. You have to listen to your boss.
47 high I think the worker laughed or yawned. Many people approach these types of situations as opportunities to self-validate from the inside instead of seeking external validation. If you truly look inside for validation, it will cause the guy who yelled at you to step down and slink off. I think the manager saw the laughter and the yawning and backed down and didn’t do it anymore because he saw it did not achieve a rise out of the worker.
48 neut its unacceptable to talk to an employee like that. No one should be yelled at. There are other forms of communication that would have worked better. The manager should go through more training.
49 neut He snapped at the worker for talking telling him to pick up the pace. The worker seemed apathetic to the situation at hand.
50 neut The worker might have gotten written up. The manager also might try and micromanage the worker or keep a closer eye on them than others.
51 high The worker was probably shocked. They probably would gotten their work done quickly but they might start to hold some resentment against the manager for their behavior.
52 high I would hope that the worker was terminated shorthly after the incident.
53 high I believe that nothing happened to the manager as a result of their shouting at the worker. I believe the worker was scared and rushed to finish the work they were assigned.
54 high What should have happened is that the manager is written up and given a warning or terminated for their behavior. Also made to take some kind of management classes.
55 neut As a result of the manager’s behavior, the worker would probably feel discouraged from the work they had done.
56 neut I think the worker got upset and went and reported him to the HR. I think the manager got a reprimand for talking to employees the way he did especially on a break period.
57 high The worker was annoyed and angry. I doubt there were consequences for the manager.
58 neut The worker would probably get upset and quit his job.
59 neut I think the HR should provide further training to this manager. It is not acceptable to be acting this way even under pressure.
60 low I image the worker felt humiliated and stressed out after this unfortunate encounter. They probably wish they worked somewhere else.
61 high I think the worker was likely frustrated and upset by being yelled at in front of others. I think they would have become agitated and upset, and not been able to focus well on their work.
62 high I imagine that kind of talking is very ineffective and will make the worker only try to look like they are working hard when the manager is around. That kind of talking is never effective in making someone want to do good work for you.
63 high Either the employee quit, or the worker went back to work from break out of fear.
64 neut I’m sure the person who was shouted at didn’t feel good, and maybe complained to HR or someone else. In the immediate aftermath I doubt they did their best work on the project. I don’t know if this workplace would have done anything to protect the employee or counsel the manager to be more considerate. It seems likely that the employee who was shouted at probably started looking to leave the job.
65 high The employee rushed and completed the project without complaining or reporting the interaction.
66 high The worker either cut their break short to keep the peace, or they let the manager have it, which they deserve. Or, he went above the manager’s head and filed a complaint.
67 neut I would imagine that, if the worker was scared enough, they didn’t say anything and worked harder to get the task done. This is mostly based on the fact that, given it seems to be a relatively normal environment, such a reaction from the manager must have been seen as abnormal, serious, and potentially valid.
68 neut I think the manager was wrong for that.Sadly, I think the manager got away with it.
69 neut I believe the worker maybe picked up the pace but thought about finding a new job
70 low Probably nothing to be honest nothing usually happens.
71 high The worker went straight to work. They were afraid for their job.
72 high I feel like the worker probably got scared and didn’t want to be ostracized by fellow coworkers so he went back to work. Maybe he will either want to job search or will take it as a deep cut to his ego.
73 neut Consequences could be a range of things. They could be fired but they could have been put on a pip or something similar. I think the worker was probably pissed off and was thinking about quitting because they are probably in a toxic workplace.
74 neut I feel like the manager probably didn’t suffer any consequences from the company, but I’m sure the worker was upset and resentful about the way he handled it. The worker either picked up the pace - or spitefully continued to work slowly or caused some kind of other problem because of the way he was treated.
75 neut I believe the worker felt threatened and uncomfortable. Maybe the got the work done in time but the quality of the work probably suffered.
76 low I imagine the worker got up and went back to work, but it would be hard to gain back your respect after the manager spoke like that to him.
77 high He or she was probably shocked by the manager’s behavior. That employee probably thinks about going to HR and file a complaint.
78 high I would think the worker would have heightened fear and distrust. This would lead to decreased productivity from the worker.
79 low Probably a write up in the file and nothing more. The worker was pissed off without a doubt and will quit whenever she or he can.
80 low I think the manager probably made the worker very anxious and nervous. There may now be tension in the work environment until the deadline is over with.
81 neut I’m guessing the worker worked harder in the short term but in the longer term was looking to cut corners or just get out of that workplace all together.
82 neut It is likely that this manager might have caused the worker to either quit or want to quit and find another job.
83 high I think the worker picked up the pace, I think they worked harder to get the project done, but they did not feel good about their manager.
84 high I think that the worker probably got disgruntled. He probably did the job faster but his morale went lower.
85 high I don’t think anything happened as a consequence to the manager’s behavior. I think because the employee knows they work in a toxic environment and that it’s a cutthroat space, that they don’t think anyone will help or reprimand the manager, and therefore they just took it.
86 low I think the worker was probably shocked that they would be treated like this in the workplace. I think they would do whatever they needed to do to meet the deadline and then address the situation after.
87 neut I think the worker would have been frightened and a little confused. If you can’t take a break you probably aren’t going to be as productive and I doubt the manager faced any repercussions.
88 neut The worker harbored feelings of hatred and resentment toward the manager.
89 low I would think he did as he was told and started to work harder in order to the get job completed. I’m sure he was quite irritated and upset inside, but I doubt he showed those emotions outwardly.
90 neut It’s hard to say. It seems like this behavior might be allowed to slide since the person felt comfortable to do it in the first place. Perhaps the pressure was significant enough on the manager that he felt justified in yelling which suggests a culture in which inappropriate pressure is used to manage people.
91 high The subordinate was angry, frustrated and fearful. The worker probably began looking for alternative employment that evening.
92 high Nothing happened to the manager, because generally, managers get to treat the workers like garbage. There is nobody to complain to, so the manager got away with it. Worker was probably upset not only that day, but for many days after the incident.
93 neut i think either the employee quit, or may have went to HR or senior leadership to file a complaint about such behavior. The manager was most likely fired.
94 high I hope the worker walked out, but if not, hopefully they secretly reported the person to somebody.
95 neut I believe the worker was at first stunned. Then they may have finished the task, but they wouldn’t have cared how well they did it. That is if they didn’t walk out of the door first.
96 neut I think the manager had upset workers, which would make them work slower and less efficient. Yelling doesn’t equal motivation.
97 low This situation is incredibly embarrassing and unprofessional. Hopefully the manager was reprimanded for their behavior. As a consequence to the employee, sadly they probably rushed through their work and turned in an unfinished or unpolished assignment which could have been avoided.
98 low I imagine that the worker got back on task, but the worker (and any witness, including the writer) had a much more negative view of that manager. Of course deadlines exist and people can get stressed and under pressure, but screaming at employees is not the best way to manage, especially in a work environment that is reported to be very team based.
99 neut The worker would have rushed to complete the task, likely missing something important.
100 high The worker in question probably worked much harder and faster to complete the job.
101 neut I guess because he/she was yelled out, then probable stopped their break and got back to work. I assume it would have been easier to do that than to explain to their stressed out manager that they were on their break.
102 low I think the worker might have worked harder but I think there would have been issue further down the road involving the two. I think the employee might even file a complaint or have a talk with the manager once the project is completed about what happened. I also imagine the employee talking with other employees to figure out what was going on with the manager.
103 high I imagine the worker resentfully picked up the pace in the short term. Long term, I imagine that worker will quit.
104 neut i feel that he got up to work but the way he yelled at he might of report it
105 neut The worker was most likely resentful and while maybe completing the project, he most likely held a grudge going forward
106 low I do not think anyone got in trouble due to this interaction, but I feel the worker probably felt ashamed for being singled out and the manager probably felt upset that he lashed out in such a way.
107 neut I think the worker would have been very stressed as a result of the manager’s behavior. They would have been pressured to complete work tasks. Even if they completed the tasks in a faster manner, it probably came at a physical cost, as well as resulted in a lower quality final product.
108 low I would think that members of the team would not be happy how this manager acted. THe worker who was targeted would probably go around to their teammates complaining about what the manager had done. This would be detrimental to the team.
109 low I think the worker worked harder to ensure that they do not get yelled at again.
110 neut If the manager targeted a worker, the worker might have felt demotivated ,stressed, or even alienated. They could have experienced a decline in confidence or performance, feeling unsupported or unfairly treated. Over time, this might lead to frustration, decreased morale, and possibly a lack of trust in the manager
111 low The worker probably felt angry and a bit betrayed. This incident may have changed the worker’s perception of how supportive the workplace is.
112 low The worker would i believe be extremely frustrated by screamed at by management and would only increase his dissatisfaction working there and lowering their productivity
113 low I think that the manager was commended for his actions, as this was a important project that needed to be done quickly. The employee, since they say that everyone fakes getting along very well, swalloed him pride and realized he was not pulling his weight and jumped in to complete the task.
114 low The worker likely felt targeted and unfairly deprived of their right to a break, building resentment and eroding trust as a result. Other workers definitely took notice of the manager’s behavior and reconsidered if they wanted to work for them anymore.
115 high I dont think anything happened. I think this behavior is normal and encouraged by the higher ups. The worker is likely used to this and the employee doubled their efforts because they did not want to be the person that dragged the results down
116 low I feel like this would result in demoralization of the employee. From the sounds of the environment (i.e., supportive and collaborative), the manager’s response is far from that vibe. While in the moment, it may have made the worker go faster, that is no assurance that it would be their best work or that the increased productivity would be prolonged. This would not be a particularly successful managerial action.
117 neut My guess is there will be no consequences. Often when someone is comfortable yelling in a environment there are not a lot of consequences for this type of inappropriate behavior.
118 low First of all, this kind of behavior is completely out of line. Hopefully the manager was spoken to and given, at the very least, a warning. To humiliate a worker in front of their peers is extremely poor management skills and that worker was likely embarrassed and took his/her complaint to Human Resources.
119 neut with the criticism from management the employee directly felt insulted. There was therefore discussions about the experience amongst employees, and many shared similar experiences and felt like leaving the company due to overwhelming demands verses pay and benefits
120 high I would hope the employee would document this behavior and inform HR. Hopefully the employee would then hire a lawyer. Breaks are legal and required.
121 neut The worker probably realized right away he or she was in a toxic workplace. This caused the worker to feel demotivated to work and he or she stated to plan on finding a new place to work.
122 neut The worker either fared for his job and tried working faster or did not care if the job was done on time.
123 high Ideally, the worker will have pricked up the pace of production. The manger and staff know about the hard deadlines and need to complete the tasks.
124 high Sadly probably nothing because the culture of the company is already that rotten. The employee’s best bet would be to contact government labor agency, document the incident, and look for a lawyer.
125 neut I would imagine nothing. It sounded like the manager is allowed to be a bit abusive and this was just an outburst. Employees are probably used to this sort of thing happening.
126 low The worker was probably shocked and angry and more than likely started back working, but I’m sure they talked about the manager to other coworkers.
127 neut It reflects the low attitudes of the manager and his ability to help the team
128 low I am hopeful that the manager quickly apologized and or elaborated on the consequences and that he or she was meaning consequences in general and not directed at the employee. As for consequences, I am not sure. The employee probably reported to the person above the manager and or spoke up, in a respectful tone. Not shouting as the manager had done.
129 high The worker was probably stressed out, and cut their break short to go back to work and try to finish the project by the deadline.
130 low The worker would feel attacked and unmotivated to produce good and productive work.
131 neut The worker likely felt embarrassed and maybe a little demotivated. They might be more shy and anxious in the workplace, leading them to feel less motivated to work.
132 high The worker picked up the pace because they did not want to lose their job.
133 high I think the worker would have remained silent, took the abuse and gone back to work. If they were already unhappy in their job they might have quit. Or punched their boss in the face. P.S. I do not condone violence.
134 low I feel the employeee would get the work done but it would not be quality work.
135 neut The workers reaction was too laid back the manager was valid for being stressed its not easy being in a position with loads of pressure but staff should be uplifted and this should have being addressed privately
136 high The behavior of the manager probably did get the employee to work faster on the project but I imagine that such behavior resulted in the worker feeling bitter towards the manager
137 low I would imagine in the scenario above there would be resentment on the part of the employee toward the manager.
138 neut The worker probably begrudgingly got back to work, and hated it.
139 neut I don’t think anything happened as a result of the managers behavior. Leaders are rarely held responsible, at least in my opinion.
140 low He will continue to work tirelessly which is not good for his own health, the co-workers will not be happy with the manager and he might lose his love where the workers are
141 low The worker probably quickly got back to work. However his performance most likely suffered as a result of the reprimand from his boss. The employee probably felt angry and hurt.
142 high I would think this might lead people to not respect the manager or be afraid of them. I don’t think yelling is ever an appropriate tactic.
143 high i think that they should be punished if found to be 100% in the wrong
144 high The worker likely felt that they were indeed in trouble and stopped taking a break to work on the project. I assume they likely did not take an obvious break again until this specific project was done quickly as you are likely worried about your job in such an environment as described earlier. Yelling is likely normal and it wouldn’t be taken super personal, but definitely noted with a change in behavior.
145 low He would be furious and even though he would complete the work he would have some resentment towards the manager.
146 neut because of the deadline and work stress, manager might lose his temper in a moment.it is not ok, so worker can try to talk HR or manager himself after a while (an hour later)
147 neut I think after the managers reaction, the employee probably contemplated quitting immediately, and did worse work as a result. I think that it must have been a huge deal for the other employee to remember
148 low The worker would feel embarrassed and upset. The manager would quickly realize they chose the wrong environment to confront the employee and regret their behavior. If the manager can calm down and address the way they impulsively yelled at the worker in a way the worker can accept then eventually the manager may be able to calmly explain the stress and find out what the worker needs to complete the project. there also may be some benefit to losing it in that it would sure get everyone’s attention on the issue.
149 high I think the worker reacted favorably to the manager’s demand, otherwise their job may be on the line.
150 neut The worker most likely reacted with frustration, stress, or even resentment towards the manager. Being shouted at in front of others likely made them feel disrespected and unmotivated. This worker may have complied out of fear however they will now associate this workplace with negativity and pressure.
151 neut I think the worker became upset that he got yelled at. I think he tried to hurry up but really didn’t care about the company because of the way he was treated.
152 high I do not think the manager was penalized for their actions. The worker most likely listened to the demands and out of fear of being fired; he got back to work.
153 high The worker would feel upset and anxious and not like the manager or their workplace and possibly try to find a new job.
154 low Probably nothing because he or she is in management.
155 low I think the worker took the manager’s threat seriously and go to work quickly. I think the manager lost the respect of the worker.
156 low I believe the worker had his confidence shattered and as a result his future performance will decline.
157 low This sort of reprimanding is what causes employees to quit on the spot since they may already feel pushed to finish the deadline and don’t need to be notified of it. If I were the worker I would try to speak to the manager and ease their concerns, but that is because even as a worker, I consider managers as other human beings who need conversation. How this worker may have reacted– in a workplace that is normally supportive– may have been agitated and frustrated afterward for being targeted while being on a break.
158 low I think the worker was probably horrified at the actions of the manager. They probably did pick up the pace, but in the end they probably left their position due to the bad behavior of the manager.
159 high The worker probably felt very small and invaluable at that point but also felt the need to not retaliate, as he likely needed the job and the income. The landscape of employment has changed drastically since the “Covid” crisis, and I believe people are more scared to lose their jobs which has increased their willingness to tolerate poor behavior from management that holds leverage over their employment situation.
160 low I think the manager was probably under a lot of pressure from his boss. I imagine the worker was very embarrassed and surprised by the manager’s behavior.
161 neut I think the worker probably felt very disrespected and hurt. He worker most likely resents the manager now, as well as the company if the manager didn’t face any consequences for those actions. The worker may consider quitting after being treated that way.
162 high I think the worker hurried and got back to work, out of fear of being punished from his boss.
163 low I think that he was overload with a lot to do as a manager.
164 neut The worker was probably scared/intimidated and angry at their manager. As for the consequences the worker lost respect for their manager and the manager was completely oblivious to this and probably thought he did a good job yelling at the ‘lazy’ worker.
166 high The worker probably went back to the task but maybe didn’t do a thorough job. Maybe he felt that by doing poorly he could get the manager in hot water.
167 low The manager was feeling pressured and the worker must have felt bad. This would have caused a negative reaction between them.
168 low I imagine they understood the seriousness of the deadline and possibly got their work done. But the contrast to how everyone usually is probably affected their work a bit. Definitely changed their relationship.
169 high The worker likely felt frustrated or humiliated, leading to resentment or reduced motivation.
170 low I think the employee was probably distraught at being yelled at and not being allowed to rest. Their productivity probably decreased
171 high The worker would feel very sad and intimidated, and will probably seek another job.
172 high The manager’s outburst probably left the worker feeling demotivated and stressed, potentially causing resentment towards manager. This situation could result in a drop in productivity as the worker may focus more on avoiding harsh criticism rather than feeling supported to meet deadlines.
173 neut I think there is a chance that the employee could have went to HR for the manager’s behavior. I think it is inappropriate to yell at your subordinate and is not the way to handle issues. The worker likely did get back to work, but it isn’t the most productive or helpful way to handle the issue.
174 high Nothing happened to the manager. The worker was scared and felt upset.
175 neut The worker probably went back to work feeling badly. Getting yelled at in front of coworkers and how they are feeling about it is probably going to consume the rest of that employee’s day, not actually making progress on the deadline.
176 neut I think the employee would be upset and would not work as fast as he wanted.
177 high stepped on is ego and created discomfort. i would say the worker will be pretty much upset, discomfort, pressured. Anger is one thing , hatred is also another.
178 neut I think the consequence to the managers behavior is that the worker went over his head and told them how the manager has been treating them.
179 high I don’t think that there were any consequences for the manager’s behavior.
180 low I would hope that the manager got reported to HR and got written up for it. I assume thje worker felt caught off guard and was upset.
181 high If i was that worker I would slow my pace and start looking for another job.
182 low I think the worker became upset. I feel like the employee saw the manager in a different way and no longer tried to work as hard for them anymore.
183 low I hope the worker reported it to their supervisor and/or HR as it is not appropriate to shout at an employee. Staff is also entitled to a X amount of break depending on their work schedule.
184 neut I think the worker probably got upset. Maybe they got sad, or maybe they responded with anger. I think yelling at the employee may even make them do the task slower. They probably now have a more negative view of their manager.
185 neut Workers would be upset and not get the best work done.

Manipulation check: Competitive Worldview

  1. This is a dog-eat-dog workplace where you have to be ruthless at times
  2. In this workplace, there is really no such thing as “right and wrong.” It all boils down to what you can get away with
  3. One of the most useful skills an employee in this workplace should develop is how to look someone in the eye and lie convincingly
  4. In this workplace, it is better to be loved than to be feared [R]
  5. In this workplace, you should do you unto others as you would have them do unto you [R]

Cronbach’s alpha = 0.86

Relationship impact

In your opinion, what was the impact of this incident on the employee’s relationship with this manager? (1 = It strongly damaged their relationship to 7 = It strongly improved their relationship)

Compliance impact

In your opinion, to what extent did the employee comply with what the manager was seeking or requesting? (1 = They did not comply at all with what the manager was seeking to 7 = They completely complied with what the manager was seeking)

Own behavior

If you were the manager in this workplace, facing this 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)

Analysis

Manipulation check: CWV

cond N Mean SD
high 63 4.825397 1.2988790
low 58 2.200000 1.0602879
neut 62 3.416129 0.8671025


high vs. low: t(117.36) = 12.22, p = 0, Lower CI = 2.2, Upper CI = 3.05, d = 2.26.


high vs. neut: t(108.3) = 7.14, p = 0, Lower CI = 1.02, Upper CI = 1.8, d = 1.37.


low vs. neut: t(110.29) = -6.85, p = 0, Lower CI = -1.57, Upper CI = -0.86, d = -1.3.

Relationship impact

cond N Mean SD
high 63 1.968254 1.0467808
low 58 1.620690 0.7212948
neut 62 1.629032 0.8144971


high vs. low: t(110.48) = 2.14, p = 0.035, Lower CI = 0.03, Upper CI = 0.67, d = 0.41.


high vs. neut: t(116.81) = 2.02, p = 0.045, Lower CI = 0.01, Upper CI = 0.67, d = 0.37.


low vs. neut: t(117.66) = -0.06, p = 0.953, Lower CI = -0.29, Upper CI = 0.27, d = -0.01.

WOWOW this is looking good. finally.

Compliance impact

cond N Mean SD
high 63 4.380952 1.808836
low 58 4.482759 1.524552
neut 62 3.822581 1.552620


high vs. low: t(118.11) = -0.34, p = 0.738, Lower CI = -0.7, Upper CI = 0.5, d = -0.06.


high vs. neut: t(120.78) = 1.85, p = 0.066, Lower CI = -0.04, Upper CI = 1.15, d = 0.34.


low vs. neut: t(117.72) = 2.35, p = 0.02, Lower CI = 0.1, Upper CI = 1.22, d = 0.43.

hmm, interesting

Own behavior as the manager

cond N Mean SD
high 63 1.603175 1.0856793
low 58 1.327586 0.7347975
neut 62 1.274193 0.6051515


high vs. low: t(109.55) = 1.65, p = 0.103, Lower CI = -0.06, Upper CI = 0.61, d = 0.31.


high vs. neut: t(97.45) = 2.1, p = 0.039, Lower CI = 0.02, Upper CI = 0.64, d = 0.42.


low vs. neut: t(110.65) = 0.43, p = 0.666, Lower CI = -0.19, Upper CI = 0.3, d = 0.08.

ok!

Mediation model 1: Relationship expectancies

High vs. Low

a = 0.35 (p = 0.037)
b = 0.3 (p = 0.001)
direct = 0.28 (p = 0.108)
indirect = 0.17 (p = 0.306)

High vs. Neutral

a = 0.34 (p = 0.046)
b = 0.23 (p = 0.007)
direct = 0.33 (p = 0.039)
indirect = 0.25 (p = 0.109)

Mediation model 2: Compliance expectancies

High vs. Low

a = -0.1 (p = 0.74)
b = 0.03 (p = 0.547)
direct = 0.28 (p = 0.108)
indirect = 0.28 (p = 0.105)

High vs. Neutral

a = 0.56 (p = 0.067)
b = -0.01 (p = 0.835)
direct = 0.33 (p = 0.039)
indirect = 0.33 (p = 0.039)


That’s what i like to see!