RECD: May 2025F
Background
In this pilot, we’re manipulating relationship expectancies and
measuring consequent dominant behavior in the spaghetti paradigm. This
was the procedure:
1. Description of the scenario, the task, and the bonus structure.
2. Show both messages: dominant and non-dominant.
3. Manipulation: participants reflected on the [positive/negative]
reaction the employee might have to the dominant message.
4. Choice: Which message to send.
5. Predictions about the dominant message (regardless of which message
they chose to send).
6. Some extra questions.
7. Punishment decision.
8. CWV
Demographics
Race
| race | N | Perc |
|---|---|---|
| asian | 15 | 7.46 |
| black | 30 | 14.93 |
| hispanic | 15 | 7.46 |
| multiracial | 7 | 3.48 |
| white | 130 | 64.68 |
| NA | 4 | 1.99 |
Gender
| gender | N | Perc |
|---|---|---|
| man | 120 | 59.7 |
| woman | 81 | 40.3 |
Age
| age_mean | age_sd |
|---|---|
| 39.61111 | 10.71008 |
Education
| edu | N | Perc |
|---|---|---|
| noHS | 1 | 0.50 |
| GED | 38 | 18.91 |
| 2yearColl | 23 | 11.44 |
| 4yearColl | 95 | 47.26 |
| MA | 35 | 17.41 |
| PHD | 8 | 3.98 |
| NA | 1 | 0.50 |
Income
Manipulation
Before you make your choice of which message you want to send, think
for a moment about how your employee might react
[positively/negatively] to this message:\
By now you know the task at hand. It’s time to get in there and do
your absolute best across all rounds. If you don’t complete it and do it
well, you will not get the full bonus.
How and why might the employee have a [positive/negative] (or at least
not [negative/positive]) reaction to that message? In the space below,
please write 1-2 sentences about [positive/negative] thoughts or
feelings they could have in response.
| cond | reflection |
|---|---|
| pos | They might have a positive outlook because it is encouraging them to do their best. However, it is pressuring them with the bonus. |
| neg | Knowing they could not get the full bonus may make them feel like they failed before they start. |
| pos | I think they could be inspired to try their hardest because they know the stakes. |
| pos | It might be motivating but without knowing me it could sound harsh. |
| pos | It talks about the stakes. It emphasizes what needs to happen or chance not getting a bonus |
| pos | they wouldnt. it is fear. fear of losing out on money desperately needed in life |
| neg | The employee might think I am being too pushy in asking them to do this. |
| neg | It sounds like more of a threat than a suggestion to do a good job. |
| pos | They may think of it as an opportunity to earn money. |
| pos | I think this is a fair message that explains they need to get things done and there is a reward for good work. |
| neg | They may see it as belittling. It comes across negative and not very helpful. |
| pos | I think they could be inspired by the first half of the message, at least. |
| neg | The opening line is negative then you are threatened if you do not do well |
| pos | At least it’s encouraging you to do your best. That helps mentally |
| neg | They might feel pressured to make sure they do it right or they feel like they might fail. It could cause them a lot of stress because there is a chance they might not get a bonus |
| neg | It makes the employee feel accountable for the whole experience, mainly if they fail. |
| pos | They may take this as a negative event and suggest it being kind of pushy. |
| pos | I think this would be a fun activity that would remind them of when they were a child playing a game much like memory |
| pos | Asking them to do their best shows that their manager knows the task is challenging, but that we’re only asking them to do what they can do (nothing beyond). |
| neg | this sounds stressful and would put employees under lots of pressure |
| neg | The reaction could be anxiety, as the employee might feel burdened with the responsibility. This could lead to stress and failure to succeed. |
| neg | They might feel added pressure to do well, which could make them actually do worse. They’d be worried about whether or not they could get the full bonus. |
| pos | The idea of getting a bonus would have a positive impact on their feelings. |
| neg | It repeats information that they already know and might be taken as redudant and patronizing and worst case even threatening as it mentions that they won’t get the full bonus if not done well |
| neg | It might be too much pressure to put on them and affect their performance |
| pos | The message clearly informs them that if they don’t do well they wont get the full bonus. |
| neg | It may be too stressful and also they may not like the tone and the attitude |
| pos | I think they would look at the challenge in a positive light. They have a chance to earn a bonus and who doesn’t love that. |
| pos | They might be motivated positively to get the bonus, but they may also feel the pressure which affects them negatively. |
| pos | Focusing only on the positives, I think it starts with a clear clarifiation of the topic. Then it provides encouragement. It goes a bit negative and then explains consequences. The positive would be the first part. |
| neg | They might react negatively because they don’t know me and it is hard to read the tone of this message. They may think I am threatening them or have unreasonable expectations. |
| neg | im not sure whats a hand, how can i do my best if im not understanding the true task |
| pos | This phrasing assumes a lot and is a bit flippant. It negatively threatens to take away the bonus, is not written in positive language, and could be detrimental to the employees performance. |
| pos | They might feel encouraged by the reminder to do their absolute best and motivated by the opportunity to complete the task well and earn the full bonus. |
| neg | This message is kind of threatening. Some people will rebel against these kinds of messages. |
| neg | The employee may feel like their efforts are taken for granted in this instance. |
| neg | I t has a negative tone to it, almost threatening in nature |
| neg | I think this puts too much emphasis on the negative aspect of not doing well. I would rephrase it to say something like “the better you do on this task, the higher the bonus will be. This focuses more on reward instead of punishment. |
| neg | It feels less collaborative and focuses on failing. |
| pos | I think the employee would have a negative reaction as the message seems like a threat and feels like the manager has no confidence in the employee. |
| neg | if they don’t complete it and well they don’t get the bonus |
| pos | They will use it as motivation to work hard. It will show them their effort has consequences |
| pos | They might feel encouraged that I want them to do their best. Mentioning the bonus might add motivation to their efforts. |
| pos | It’s encouraging but a little depressive since the last sentence almost entirely removes motivation. |
| neg | Mentioned “if I don’t complete…” that sounds negative. |
| pos | They may be motivated to do well because of the bonus. |
| neg | The employee might react negatively to this message because they may see it as me threatening their bonus pay if their performance doesn’t meet expectations. |
| neg | “By now you know” seems condescending in its tone. The second line is over the top and rubbing the ego. The threat of not completing it and doing well seems negative. |
| neg | They might feel that I am threatening them with the last sentence. |
| neg | If they would react negatively because it states you will not get the full bonus. It also uses negative words like if you don’t complete this. |
| neg | the message is a bit cold and not very encouraging |
| pos | They probably wouldn’t think all that positively about this message, but hearing about a potential bonus would elicit some positive feelings to do well, and do better at least. |
| pos | The first two sentences are encouraging - it’s showing the person that we are behind them and supporting them. It hopefully can act as a positive reinforcement to calm their nerves and get them to not be so nervous. |
| neg | The message seems to put a lot of pressure on the person. The tone is also a bit aggressive too. |
| pos | They could see it as a motivation to do well to get the full bonus. |
| neg | They might not react well to it because it sounds more like a threat than a motivation. |
| neg | It seems pushy and puts a lot of pressure on the employee. |
| neg | The employee may take this message as a threat (to withhold the bonus) and so may react in a spiteful way. |
| pos | They might feel determined to do well in the assignment. |
| neg | The mention of not getting the full bonus doesn’t inspire full effort I imagine. It also might make them think that I am threatening them. |
| pos | The employee could be very confident in themselves and their ability to complete the task. Therefore, they could very well be looking forward to receiving their bonus in full. |
| neg | I think they would feel forced by the wording of the message. Threatening to not give a full bonus based on performance may lower the workers efforts. |
| pos | This message can make the employee feel motivated by the clear experience and the potencial for a full bonus. |
| neg | It kind of comes off as a threat. Its not very supportive or encouraging. |
| pos | They might react well if they respond to the carrot stick method of reinforcement; if they do well they will be rewarded and if they do not they will me (monetarily) punished. |
| pos | The positive reaction the employee may have is to do his/her best. This way they can get the bonus. This is letting the employee they are in control of earning their bonus and you are just encouraging them. |
| pos | It has a threatening tone. It only warns the employee of consequences, instead of encouragement. |
| pos | dont even mention the bonus. i would be bummed out if i didnt get the bonus and did a good job |
| neg | They’d probably perceive that message as a threat considering that it has quite an aggressive tone in the last sentence. |
| neg | I can see how they could interpret this as a bit threatening in a way. That may upset them and they may not work as hard after feeling threatened. |
| neg | The employee might have a negative reaction as they may feel pressure and anxiety to perform well. They are also pushed to know that they should know exactly how to complete the task . |
| pos | This message may motivate them because it mentions the possibility of a bonus, so it shows how doing the task well will benefit them directly. |
| pos | Reading the last word, “bonus”, might be motivating to them. They might imagine the “full bonus” and what they would spend it on. |
| pos | They could feel more encouraged by the first couple of sentences and the third sentence gives them a clear sense of direction. They may feel more motivated to do well. |
| pos | They will know that good performance results in a bonus, so they will most likely try their best to complete the task. |
| pos | They might appreciate the nudging to do a good job to benefit themselves to get the full bonus. |
| neg | The idea of instilling fear is a negative for me, scaring with missing a bonus for poor performance. I prefer to empower and inspire. |
| pos | This message offers encouragement to get in there and do the best like a coach encouraging a player. It also gives an incentive that may make the employee work harder. |
| neg | This is phrased more as a threat, which isn’t a good way to incentivise my employee. |
| neg | I think the employee would be nervous because if he/she does not perform well they will get nothing. |
| neg | Well it’s allot for such a small bonus and the phrase seems kind of demanding.. |
| pos | The employee may have a positive reaction at the prospect of earning a bonus in addition to what they are already being paid. |
| neg | I think the message is a bit aggressive, it also seems sort of like a threat. If I were the employee getting this message I would be stressed out. |
| pos | This message is very direct and illustrates confidence in the employee’s competence to achieve the task. |
| neg | Lacks motivation and appreciation for the employee. The message acts more demanding than understanding of the employees capability. |
| pos | Because the instructions are clear and unambiguous, the employee might have a good reaction. At least they know where they stand. |
| pos | THe message seems a little aggressive, so the employee might not be in agreement with that style. |
| neg | You are getting paid for how well they do on the task. |
| neg | It might seem a bit harsh and aggressive to them. It might seem curt and rude, rather than motivating or encouraging. |
| pos | I think the employee will realize that is important to do the best to get the full bonus |
| neg | It almost sounds threatening to the employee. It also implies they wouldn’t do their best otherwise. |
| pos | I think they would feel invigorated at the task, as well as being very hopeful about the bonus they could receive. |
| neg | It sounds a little rough around the edges, not the most positive tone, a little controlling and dismissive. I would feel annoyed if I got that message so I imagine others would as well. |
| pos | The employee might find this message to be positive in that it is motivating, straight forward, and succinct. |
| neg | The last sentence sounds more like a threat than encouragement. |
| neg | The employee might feel like youre being bossy or only care about your own bonus. It could make them stressed or annoyed instead of wanting to try their best. |
| neg | Pressured to preform and the hanging the blade over the neck in the form of the bonus. |
| pos | The employee may have a positive reaction to this message because it could motivate them to work hard in order to receive the full bonus. |
| neg | The employee may feel this message lacks empathy and is not supportive in having them complete their task to their fullest ability. Instead of encouraging the to do well, this message sounds more like a warning that if they don’t complete the task they will lose. |
| neg | It sounds vaguely like a threat because it focuses on negative consequences. |
| neg | They may think you are too bossy and trying to bully them into doing the task, rather than encourage them. |
| neg | they will view the message as threatening and will not have a positive reaction to it. |
| pos | i think employee might had a mildly negative reaction to the message as the manager is sort of threatening the employees bonus |
| pos | The employee might have a positive reaction knowing that there’s a possibility to get a full bonus by completing the task well. |
| pos | They might feel motivated to do their best and see not getting the bonus as a challenge to overcome. |
| neg | The employee might feel that they will be punished if they perform poorly and it could affect their behavior. |
| pos | The message states that the employee will fare worse financially by not doing well on the task. |
| neg | The employee might feel pressured or anxious after reading this message, as it emphasizes consequences over support. The tone could come across as demanding or threatening, which might make them feel undervalued or fearful of failure rather than motivated. |
| pos | It could be seen as negative in my opinion - I see the negative aspect in that it assumes the employee may not do well and basically admonishes them by stating do it well or get no bonus. |
| pos | They may be motivated to remember what they have to do and incentivized to do a great job. |
| pos | They might have a positive reaction to the message because it mentions receiving a bonus. That might be motivating for the employee. |
| neg | It’s a rude message and pretty much tells them they need to get it all right so they can get the bonus. Why not make them feel valued and why even mention a void and put more pressure on them? |
| neg | I think they will have a negative, maybe even angry response to this message. It feels demanding and threatening. |
| pos | An employee might appreciate the message’s clarity and directness, understanding exactly what is expected and what is at stake. The emphasis on doing their best could be motivating, reinforcing that their effort and performance are recognized and tied to meaningful rewards. |
| neg | Its not professional. It feels demanding and negative. |
| pos | the employee might feel motivated by the firm ,seeing it as a push to take the task seriously and perform their best. they may also value the clear explanation of consequences which can create a sense of purpose and accountability |
| pos | I think it’ll be a slightly negative reaction, its a tad threatening like” if you dont do well, you wont get paid” very directed at the employee in a kind of intimidation way |
| neg | “Do your best” may come of negatively because it is not a firm target. My best and someone else’s may not be the same |
| neg | This message puts pressure on the employee and he might end up not performing well |
| neg | It’s not a very encouraging message and the threat of withholding a bonus can feel more manipulative than inspiring. |
| neg | They could feel unappreciated and not trusted. It sets up an us-and-them relationship between manager and employee |
| pos | The employee might feel motivated and driven to perform at their best knowing that their effort is directly tied to a tangible reward they may also appreciate the clarity of expectations and feel trusted to rise to the challenge. |
| neg | It seems more cold and it could make them feel nervous that if they do not do well they will not get the bonus. |
| pos | It’s good that it specifies the implications regarding the bonus, but it does feel kind of curt. Also, it doesn’t reinforce the instructions for the task like the other one did. |
| neg | the employee might believe that this kind of sounds like a threat telling the employee to do well or else. |
| neg | The end of the message almost seems somewhat threatening |
| pos | An employee might feel motivated by the clarity and directness of the message, appreciating that expectations are straightforward and that excellent performance will be fairly rewarded. The emphasis on doing their best could also reinforce a sense of challenge and purpose, boosting their drive to succeed. |
| neg | Any time you mention that you wont get a bonus, that is definitely going to make an employee second guess stuff. You never want to remind them of that. |
| pos | The message focuses on the negatives of not completing the task. If the employee might not feel great but they might be motivated. |
| neg | They might seem intimidated because of how direct the statement is. |
| pos | The message encourages the employee to try their best. The message doesn’t focus too much on what can go wrong, but rather it focuses on gaining the full bonus amount. |
| pos | The employee will only react positively because of the bonus being promised. |
| neg | It seems like it is busy work, not sure that why they would want to do this. |
| neg | The tone of the message is very forceful and it gives employee the feeling that they are threatened to do the task. |
| pos | The employee might react positively to the encouragement to do their absolute best. They will also be motivated to get the full bonus. |
| neg | An employee could react negatively based on how the message is worded. It comes off as not very encouraging |
| pos | I think my employee would have a positive reaction to this message because it motivates them to their absolute best. It also mentions a bonus so it incentivizes them to do well in the task. |
| neg | I think that they would get annoyed that their bonus is reflected on a specific task as opposed to their daily hard work. They will probably also be annoyed that it does not seem that I support them by threatening them with a reduction in their bonus. They will become discouraged and defensive. |
| pos | The message reiterates that their bonus is on the line, and so this could motivate them to work hard to retain the bonus. |
| pos | They might react positively because they want the bonus. It will make them put in more effort to get all the answers correct. |
| pos | I suppose the positive would be that it assumes that they understand the task that is required of them. That is the only goof thing I can say about that one. |
| neg | This message assumes the employee knows the task. Also, it feels like we are forcing the employee to do something which is make for an negative reaction. |
| pos | it sounds manipulative and a bit over controlling, it could cause undue stress on this employee negatively impacting their productivity. |
| neg | the last sentence is a little threatening and anxiety-provoking |
| neg | It sounds demeaning and threatening instead of encouraging. May trigger a defiance response. |
| pos | The employee will feel that I am supporting him/her asking him/her to do his/her best. |
| pos | The employee may see this as a good challenge to get a bonus. Having the bonus as end game will make them happy to do this task. |
| pos | He might have a positive reaction to the message, knowing that it is possible for him to receive the full bonus. He just has to complete it and do his best. |
| pos | They feel confident and inspired to put forth their best effort. |
| pos | because it sounds challenging and its telling you that it will be compensated at the end of the task ..the word bonus its positive.. |
| pos | The employee might feel motivated and focused, recognizing that their effort and high performance are directly linked to earning the full bonus, which can inspire a sense of achievement and fairness. They may also appreciate the clear expectations, helping them understand what is required to succeed. |
| pos | The employee might have a positive reaction to the message because it compounds on the earning of the full bonus being a result of their effectiveness in completing the task at hand. |
| neg | The message can seem a bit threatening since it says that the full bonus won’t be given if they don’t perform well in the task. |
| pos | Because it’s encouraging them to do their best and they understand the details of getting the bonus. |
| neg | This message looks like I am holding the bonus over their head. They might feel resentful of this message. |
| pos | If they are motivated by money, the full bonus could make them react positively. The first sentence treats the reader like an expert or someone with knowledge, this could result in a positive effect. |
| neg | They would feel like I am putting a lot of pressure on them. They could stress out and not do as well. |
| pos | This message sounds more threatening. Leading by power and fear instead of motivation. |
| neg | The employee could feel stressed by the message, thinking they’re bring criticized or that their work isn’t good enough. This might make them anxious or less motivated to do a good job. |
| neg | It is to commanding, authoritative and bossy, the employer was noy being receptive. |
| neg | They would become less motivated because of the negative tone of the message. They would feel pressured and forced to comply rather than being encouraged. |
| neg | They would think that the message is negative because it sounds like it’s their fault if the full bonus isn’t earned and the task sounds easy enough to do, so don’t mess up. |
| pos | I think that they would be encouraged and look forward to doing their best for the chance to get the bonus. |
| neg | You know it is not what you say it is how you say it. The message could have been delivered differently and more encouraging. |
| pos | Although the tone is a bit aggressive, the employee is made aware their bonus is dependent on their performance. |
| pos | By encouraging the employee to “do your absolute best” you are essentially giving them a vote of confidence. You are outwardly displaying a certain expectation of ability which, in the workplace context, is tantamount to placing trust in this person. |
| neg | The employee might not feel encouraged and feel like it is a command without any consideration. |
| neg | Assuming they know and understand the task might irritae them. Alsothe ending message is essentially a threat. Get it right or else. |
| neg | It’s a threat and they may not do the job out of spite. |
| neg | They may become nervous because their bonus is threatened by the statement |
| pos | I think the employee will feel challenged to do their best. Many employees react well to a challenge. Similarly, the mentioning of the bonus will also present a challenge and an incentive. If they do well, they will be rearded. |
| pos | They could feel inspired, appreciated, and enthusiastic about achieve success. |
| neg | In some ways, this message comes across as threatening. This might discourage some people. |
| pos | I think the way employees react positive about this message is because they will be getting a bonus based on their performance. They will feel that me - their manager is considering them for a bonus opportunity. |
| pos | Some employees would react positively to this message, because doing well would mean more money for them. But some would react negatively because it seems overbearing. |
| neg | The employee might feel pressured or anxious, interpreting the message as a threat rather than motivation. They could also feel unappreciated or mistrusted, as the emphasis on withholding the bonus might overshadow their efforts or commitment. |
| neg | There could be a feeling that the employee feels like they are being forced. There isn’t really a gentle encouragement. Some may interpret this message as feeling abrasive. |
| pos | The message encourages him/her to perform to his/her highest ability. It tells them exactly what is at stake: the amount of bonus. |
| neg | I think if I were the employee receiving this message, I wouldn’t feel supported in doing my best, I would feel pressured instead. The language of the last sentence especially puts a weight on my shoulders. |
| neg | They may read the message as lacking support or appreciation, which may reduce their morale or motivation |
| pos | They might think they have a clear message which allows them to rearn the bonus |
| pos | The employee may feel inspired and driven to perform at their highest level in order to enhance rewards. |
| pos | The employee might feel motivated and focused, recognizing that their effort and high performance are directly linked to eraning the full bonus. which can fairness, They may also appreciate the clear expectations, helping them understanding what is required to sy. |
| pos | It sounds a bit negative but has a positive ring with the bonus. Depending on the person this could motivate or demotivate. |
| neg | The employee might feel pressure or stressed, thinking that if they don’t perform perfectly, they won’t earn any bonus, which could cause anxiety or fractration |
| neg | the employee might feel pressured or threatened by the message interpreting it as overly demanding or transactional instead of feeling motivational the could feel that efforts are only being valued conditionally which might reduce their sense of autonomy |
| neg | They may feel discouraged and not do as good at the task, or they may be frustrated. |
| pos | The message says to do their very best, but doesn’t make any threats if the entire bonus is not met. |
| neg | The employee might feel pressured by set expectations. |
| pos | The employee would understand that they know the task, and that management thinks they can do as good as possible on it. |
| neg | The employee might feel pressured or discouraged, as the message comes across as more of a warning than support. They could also feel underappreciated, focusing more on the risk of losing their bonus than feeling motivated to do their best. |
| neg | The emphasis on doing their absolute best might make the employee feel overwhelmed or pressured potentially leading to anxiety or a fear of failure . If they perceive this message as suggesting that their effort or performance solely dictates their reward it could discourage them by making the task appear stressful |
| neg | The employee will react negatively by feeling a lot of pressure and stress to do the task correctly. They might not want to do it because of the pressure. |
| pos | The message encourages the employee by highlighting their efforts and potential rewards, enhancing their confidence. |
| pos | i mean its straight-foward so they’ll reasonably understand what’ll happen and more money in your pocket is always a good thing. |
| neg | The tone feels threatening which could make the person feel more nervous and may affect their performance on the task negatively. They might even feel demotivated and not try as hard because the phrasing sounds like if your already expecting them to do poorly. |
| neg | The employee might feel motivated abd focused, recognizing that their effort and high performance are directly linked to earning the full bonus, which can inspire a sense of achivement and fairness. They may be appreciate the clear expectation helping them understand what is required to succeed. |
| neg | The employee might feel discouraged or stressed by the message, perceiving it as pressure or fear of failure, which could reduce their motivation or confidence. They might also interpret the tone as harsh or overly demanding, leading to feelings of resentment or anxiety rather than enthusiasm. |
| neg | The emphasis on doing their absolute best might make the employee feel overwhelmed or pressured potentially leading to anxiety or fear of failure if they perceive this message as suggesting that their effort or performance solely dictates their reward it could discourage them by making the task appear stressful |
| neg | The employee might feel discouraged or stressed by the message, perceiving it as perceiving it as pressure or fear of failure, which could reduce their motivation or confidence. They might also interpret the tone as harsh or overly demanding, leading to feelings of resentment or anxiety rather than enthusiasm. |
| pos | The employee might feel motivated and encourage to do their best, believing their effort will lead to a full bonus and recognition for their hard work |
Measures
Choice
Which of the following messages do you wish to send to your
employee?
1 By now you know the task at hand. It’s time to
get in there and do your absolute best across all rounds. If you don’t
complete it and do it well, you will not get the full bonus.
0 Your job in this task is to select the shapes
that match the description. Please make sure you look at them carefully.
It would be great if you can get as many of them right as
possible.
| choicedom | N | Perc |
|---|---|---|
| 0 | 151 | 75.12 |
| 1 | 50 | 24.88 |
Predictions
All predictions are for the dominant message - regardless of what selected one question prior.
Attitude impact
What will be the impact of this message on your employee’s attitude towards you? (1 = Extremely Negative to 7 = Extremely Positive)
Compliance impact (do or skip task)
Do you think your employee will choose to do the task and have a chance for a bonus of up to $2? Or will they opt to skip the task and the chance for a bonus?
| pred_choice | N | Perc |
|---|---|---|
| do | 160 | 79.6 |
| skip | 41 | 20.4 |
Compliance impact (points)
If they choose to do the task after receiving this message, how well will they perform? Their performance can range from 0 points up to 50 points (for perfect performance).
Extra
We told them that we wanted to ask them some more questions about the dominant message.
Projection
If you were an employee and you received this from your manager, what would be its impact on your attitudes towards your manager? (1 = Extremely Negative to 7 = Extremely Positive)
Share who sent dominant message
In your opinion, how many people in this study decided to send this
message?
1. 0%-10%
2. 10%-20%
3. 20%-30%
4. 30%-40%
5. 40%-50%
6. 50%-60%
7. 60%-70%
8. 70%-80%
9. 80%-90%
10. 90%-100%
Ease of reflection
Before you made your choice of which message to send, you were asked to think about how your employee might react [positively/negatively] to the message above.
How hard or easy was it for you to come up with [positive/negative] employee reactions to this message? (1 = Very Hard to 7 = Very Easy)
Punish decision
For each level of their performance below, please indicate what bonus you would like them to receive. You can select between 0 and 200 cents for each. 200 cents is the full $2.00.
Competitive Worldview
- It’s a dog-eat-dog world where you have to be ruthless at
times
- Life is not governed by the “survival of the fittest.” We should let
compassion and moral laws be our guide [R]
- There is really no such thing as “right” and “wrong.” It all boils
down to what you can get away with
- One of the most useful skills a person should develop is how to look
someone straight in the eye and lie convincingly
- It is better to be loved than to be feared [R]
- 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
- Do unto others as you would have them do unto you, and never do
anything unfair to someone else [R]
- Basically people are objects to be quietly and coolly manipulated
for one’s own benefit
- Honesty is the best policy in all cases [R]
- One should give others the benefit of the doubt. Most people are trustworthy if you have faith in them [R]
Cronbach’s alpha = 0.82
Analysis
Predicted attitude from dominant message
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 104 | 3.644231 | 1.60653 |
| pos | 97 | 4.402062 | 1.58548 |
t(198.36) = -3.36, p = 0.001, Lower CI =
-1.2, Upper CI = -0.31, d = -0.48.
Great. Our manipulation is working. Let’s see if it also affects compliance predictions.
Predicted compliance from dominant message
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 104 | 35.29808 | 9.794867 |
| pos | 97 | 36.79381 | 9.661929 |
t(198.37) = -1.09, p = 0.277, Lower CI =
-4.2, Upper CI = 1.21, d = -0.15.
Perfect.
DV: Message selection
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 104 | 0.1730769 | 0.3801458 |
| pos | 97 | 0.3298969 | 0.4726179 |
t(184.27) = -2.58, p = 0.011, Lower CI =
-0.28, Upper CI = -0.04, d = -0.38.
That is VERY good to see.
Competitive Worldview
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 104 | 2.780769 | 0.9174762 |
| pos | 97 | 2.693814 | 0.8926569 |
t(198.64) = 0.68, p = 0.497, Lower CI =
-0.16, Upper CI = 0.34, d = 0.1.
Great.
Projection
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 104 | 3.048077 | 1.339322 |
| pos | 97 | 3.876289 | 1.542845 |
t(190.61) = -4.05, p = 0, Lower CI = -1.23,
Upper CI = -0.42, d = -0.59.
That’s cool. A potential mediator. We even have a discussion point on this, so this data point could be a good reference for that.
Share who sent dominant message
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 104 | 4.413462 | 2.249533 |
| pos | 97 | 5.226804 | 1.949921 |
t(197.96) = -2.74, p = 0.007, Lower CI =
-1.4, Upper CI = -0.23, d = -0.39.
Wow. So it’s also changing perceive norms. That’s pretty remarkable, actually.
Extra analysis
Moderator: Ease of writing reflection
| term | estimate | conf.int | statistic | df | p.value |
|---|---|---|---|---|---|
| Intercept | 0.57 | [0.24, 0.90] | 3.40 | 197 | < .001 |
| Cond num | -0.90 | [-1.31, -0.50] | -4.42 | 197 | < .001 |
| Easy | -0.07 | [-0.13, -0.01] | -2.43 | 197 | .016 |
| Cond num \(\times\) Easy | 0.22 | [0.14, 0.29] | 5.71 | 197 | < .001 |
Makes sense!
Moderator: CWV
| term | estimate | conf.int | statistic | df | p.value |
|---|---|---|---|---|---|
| Intercept | 0.02 | [-0.24, 0.29] | 0.18 | 197 | .858 |
| Cond num | 0.36 | [-0.02, 0.74] | 1.86 | 197 | .065 |
| CWV | 0.05 | [-0.04, 0.14] | 1.17 | 197 | .245 |
| Cond num \(\times\) CWV | -0.07 | [-0.21, 0.06] | -1.09 | 197 | .277 |
No interaction with CWV. Ok.
Mediation: Cond -> projection -> message choice
m1 <- psych::mediate(choicedom ~ cond_num + (proj),data = df_recd_elg,std = T,n.iter = 10000)
a = 0.28 (p = 0)
b = 0.44 (p = 0)
c = 0.18 (p = 0.01)
c’= 0.06 (p = 0.358)
Mediation: Cond -> perceived norm -> message choice
m1 <- psych::mediate(choicedom ~ cond_num + (percsent),data = df_recd_elg,std = T,n.iter = 10000)
a = 0.19 (p = 0.007)
b = 0.3 (p = 0)
c = 0.18 (p = 0.01)
c’= 0.12 (p = 0.068)