RECD: May 2025H
Background
This is a pilot of a relationship expectancies manipulation.
Eligibility
There were two attention checks.
1. The first one is a traditional “select this response” check.
2. The second one is a bot detector.
## `summarise()` has grouped output by 'att_1'. You can override using the
## `.groups` argument.| att_1 | att_2 | N | Perc |
|---|---|---|---|
| failed | passed | 1 | 0.5 |
| passed | failed | 2 | 1.0 |
| passed | passed | 197 | 98.5 |
Great. That gives us a total of 197 eligible participants.
Demographics
Race
| race | N | Perc |
|---|---|---|
| asian | 15 | 7.61 |
| black | 15 | 7.61 |
| hispanic | 12 | 6.09 |
| multiracial | 8 | 4.06 |
| white | 144 | 73.10 |
| NA | 3 | 1.52 |
Gender
| gender | N | Perc |
|---|---|---|
| man | 84 | 42.64 |
| woman | 110 | 55.84 |
| NA | 3 | 1.52 |
Age
| age_mean | age_sd |
|---|---|
| 39.78061 | 10.11056 |
Education
| edu | N | Perc |
|---|---|---|
| GED | 40 | 20.30 |
| 2yearColl | 23 | 11.68 |
| 4yearColl | 96 | 48.73 |
| MA | 27 | 13.71 |
| PHD | 10 | 5.08 |
| NA | 1 | 0.51 |
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, affecting their
attitude towards the manager?
In the space below, please write 1-2 sentences about [positive/negative]
thoughts or feelings they could have about the manager and their
relationship with them.
| cond | reflection |
|---|---|
| pos | I believe that they would feel like the manager had confidence in their ability to perform the task. |
| neg | it seems harsh and like it would not establish a good relationship. You need to define what well is for them and teach them why it matters. |
| neg | An employee might find this to be threatening and therefore less inclined to help or do well. |
| pos | The message doesn’t treat the employee like they’re dumb, it is encouraging in a small way. Also it mentions them getting a bonus. |
| pos | i could see them having a positive reaction as they may be motivated to work hard for a bonus. |
| pos | They might have a positive reaction because they will know there is a bonus at stake. I don’t think they’d have a positive feeling towards the manager. |
| neg | This might get a negative reaction because it uses words that may give a negative impression. Additionally it’s saying the employee might not receive their full bonus implying they’re wage is based on their performance. |
| pos | Employee might be appreciative that the manager let them know ahead of time that there is a bonus attached to the task. |
| pos | They might think that they are serious about their job. They might think that they will help them succeed. |
| neg | This seems rude and threatening. It should remind them of the task and be positive. |
| pos | He might have a positive response based on the financial incentive of the bonus. There is a direct benefit that is somewhat defined. |
| pos | This shows the employee that the employer thinks they can do their best |
| neg | I think they may have negative thoughts beacuse the ending sounds like a threat as you are letting them know that you may take their bonus if they do not do well. It does not motivate them to do good for the benefit of all. |
| pos | Maybe a negative reaction because the message states how they could not earn the bonus. |
| pos | This can help motivate you to excel as you’re able. You can feel good to have such a challenge to compete in. |
| neg | The employee might feel the manager doesn’t trust them to do good work. |
| pos | The overall message from the manager implies that the manager is encouraging the employee to do their best and knows that the employee is capable of good work. |
| neg | There’s a lot of pressure in the post. If the employee doesn’t do the task well they will not get the bonus. That is bad. |
| neg | The tone of this message is brash and condescending. The employee would be looking for positive encouragement or a sense of camaraderie from their superior. This message is vaguely threatening and not encouraging. |
| neg | He would turn all the things down and start shouting at me. |
| pos | They may have a positive reaction to the message because they would not want to not get the full bonus. |
| pos | The positive thoughts they would have is that for completing this they would receive a monetary bonus. |
| neg | The first line feels very dismissive. It’s also very aggressive in it’s description of the task and the person’s potential capabilities. |
| pos | They know there is a bonus awaiting them, which they can earn if they do well and try their hardest for their manager. |
| neg | This message does not contain any uplifting or encouraging statements. I think its important as a manager to tell your employees why they are doing things and the impact that their work may have. It also ends on a negative note, which make invoke stress. |
| neg | The employee may feel resentful that they are being warned about the consequences of not completing a task correctly before they even got started. I would not appreciate a financial threat as a worker. |
| pos | The message isn’t inherently bad. It’s encouraging them to do their best which would be perceived as positive. |
| neg | They might feel bossed around and irritated by the demanding and authoritative tone of the message. |
| pos | The employee might have a positive reaction to this message by feeling encouraged and supported by their manager to do their best work. They might feel really motivated and inspired by their manager to do a great job on the task. |
| neg | The message is not encouraging and seems a bit negative. |
| pos | They might think the manager is trying to warn them that their compensation is dependent on how closely they pay attention to incentivize them to succeed. |
| pos | An employee would appreciate the honesty in this message. If your boss wasn’t upfront about your bonus being effected you would grow to resent them. The honesty would be appreciated because you would be aware of the stakes at hand. |
| pos | The employee would feel encouraged to do their best. It implies that the boss has confidence in the employee to do a good job. |
| pos | They may be money motivated so they are pleased the manager told them to do their best to get paid a bonus. |
| neg | Since the message sounds quite demanding and demeaning. Forgetting all about the employee and his work for greed. |
| neg | It seems very demeaning and rude. It seems to put down the employee with threats of no bonus rather than encourage and lift them up to give them confidence. |
| neg | It sounds mildly threatening. It is not really rude per se, it just could be a little kinder. |
| neg | This message feels demanding rather than encouraging. It also seems like the bonus is being held as a threat rather than a benefit of doing the task well. |
| neg | The last sentence implies a negative outcome. End the paragraph with a negative is the last thing the person will remember from the prompt which will influence their determination and confidence. |
| neg | The employee might feel pressured by the manager since this message emphasizes the possible negative consequences and stresses that they must do well. |
| pos | I am encouraging them to do their best, but also stating the incentive, might make them want to work harder so they will receive their full bonus. |
| neg | It doesn’t have the most friendliest of tones or encouragement that inspires the employee. They might feel like I’m not speaking to them with the right, more positive tone. |
| neg | The message comes across in a threatening manner. There is no implied positive reinforcement, and no room for error. |
| pos | By saying you should get in there and do your absolute best, that is showing that my manager has confidence in me with this project. It would make me feel good that my manager believes in me. I would appreciate this response. |
| neg | This message reads like an open threat and it would be hard to read. I would assume my manager didn’t think I was giving a full effort if i was not threatened. |
| pos | That the manager is trying to have them get motivated and get in there and get things done and do their best. |
| pos | If you have a good working relationship with them, like giving them credit where credit is due. I also include them in the work that they are doing, keep them engaged and challenged while supporting them |
| pos | The employee may feel positive about their manager believing they could complete this task and see this assignment as a show of their manager’s faith in their good work. |
| pos | They may feel like their hard work would be rewarded. |
| pos | The message is very straightforward and honest. The employee might appreciate knowing what they have to do. |
| pos | I think they would have a positive reaction because of the motivational portion where I tell them it’s time to get in there. It will make them think I am rooting for them to succeed. |
| pos | The message starts with a reassuring statement to the employee’s intelligence. Depending on the employee’s character, they could also be motivated by the incentive of the full bonus. |
| neg | Employees might feel like the manager is not really supportive. Employees usually look for guidance. |
| neg | The last sentence is negative as it sounds like a threat. It’s not motivating. |
| neg | It’s pretty aggressive. The employee could resent the pressure put on them by the manager. |
| pos | I think they would want the employer to get the best bonus and they would want to receive the best bonus themselves. They may think that it would affect the future relationship with the boss as well. |
| pos | The employee would feel positive feelings if they are apt to work hard on incentives. They can receive that message as motivation to earn a bonus and be delighted for the opportunity. |
| neg | The employee could feel penalized or talked down to by their manager. They could feel as though they are being threatened financially with their bonus. |
| pos | They might have a positive reaction because they are being cheered on and feel like they need to compete to be successful and earn additional income from completing the task. |
| neg | They may feel negatively because the manager can withhold their bonus. |
| neg | They could think that the manager is harsh and rude because he does not use kind or supportive language. He could think the manager only cares about the tasks and not employees. |
| pos | that my manager cares for me even though he sounds greedy |
| pos | Reminder to do your best is key to get the full bonus! |
| pos | The employee would feel positive about this because they are being given a lot of responsiblity and this means they are trusted. This also does show that they will be closer emotionally with the manager as there is a good opportunity to display hard work. |
| pos | They might like the motivation from the message. |
| neg | This seems a bit aggressive in tone so I think some employees might recoil from this and do poorly. |
| pos | They may see it as positive because it is motivating and is worded in a way that created a challenge and focus. They get to go earn that bonus. Their manager believes in them. |
| neg | The employee might perceive the message as demanding or threatening, fostering resentment towards the manager for prioritizing a bonus over their well-being or recognizing their existing efforts, damagine trust and the professional relationship. |
| neg | I don’t think that threatening a punishment on somebody makes them perform better. I would think that the employee would perform worse after reading this message. |
| neg | I think the start is a sort of crude reminder of the task and i’m sure they already know what it is. I think the speech is a bit rough and cold and the employee might feel rushed or put off by the task. I think they might be hesitant and push away from the task as there is nothing encouraging about the message. |
| pos | I don’t find this message positive. The last sentence ruined the whole vibe for me. |
| pos | I feel like they would be excited to go and achieve that bonus. And also to me feel proud they will try there best overall. |
| pos | This message better conveys fear of loss on the part of the employee. |
| pos | I think this message feels personal in a way that an employee who gets along with their manager would appreciate. It’s straight forward and honest. |
| neg | The message feels threatening, so i feel that the employee would perceive it that way and would feel unfavorable towards the manager sending it. |
| pos | This may motivate them by reminding them to focus on the extrinsic reward of payment and they may appreciate the manager being direct and to the point about it. |
| neg | The employee might feel like the manager is controlling and bossy, as well as needlessly aggressive. They may expect to get paid for their time regardless of if their answers are correct. |
| pos | I don’t think they would react positively to this message to be honest. It seems rather condescending. |
| neg | The employee might have a negative reaction to the message because instead of it being encouraging, it seems more like a threat and an attempt to make them fear not doing the task successfully so they’d be urgent about it. It also might make the employee feeler too pressured to please their supervisor. |
| neg | I think the response would be negative because the message is more empathetic of what the manager gets and not the employee. In other words, if the only benefit of completing the task was making the manager get their bonus, I wouldn’t want to do it. |
| neg | Not a very warm or caring message to relay. Makes the task feel fully operational and the manager shows zero support for the employee’s well being. |
| neg | They might feel this is harsh coming from the manager. Lots of pressure |
| neg | They might feel negatively because of the tone of the message. It’s almost threatening. If you done do and don’t do it well you won’t get the bonus. |
| neg | They may feel that I am cold and uncaring. They may not care about making me happy, and resent me. |
| neg | They might feel a disconnect from their manager as this seems more like a directive than a cooperation. |
| neg | In this message, the employee is having a bonus held over their head, which can place undue stress on them. This stress can prevent possible correct answers. |
| pos | It is possible that encouraging the employee to work hard and not fail would have a positive impact on some employees. Some employees may need stern warnings in order to perform better and not fail. Some employees like authority figures and need direction. |
| pos | My manager is letting me know how I can obtain my full bonus. |
| pos | I think mentioning the bonus on the line would make the person take a positive perspective on the message itself. |
| neg | Because the manager’s tone here is not supportive but seems threatening. He is not trying to persuade the employee to get the correct shapes by encouraging him about the bonus he could get but threatening that he will not receive any bonus if he doesn’t get them right. |
| pos | I think the first two sentences of the message are positive. I would think the employee would feel encouraged to do their best, like their manager is rooting for them to succeed. The employee should see that the manager acknowledges that they are prepared well for the task, and that they can complete it well. |
| neg | They may be annoyed or upset about the comment stating they won’t get the full bonus. This feels threatening and has a negative tone. |
| pos | I think that the employee will react positively to this message if his motivation is geared towards having a bonus and his personality is more of the competitive one. They would think that the manager is one who has great trust in their ability. |
| pos | I think this message is positive in the manner that you are encouraged to do your best and you are advised of the consequences of not doing your best. |
| neg | The employee may feel bad about not getting the full bonus. |
| neg | They might feel like there’s a lot of expectations and no ability to ask questions. |
| pos | They could have positive thoughts that their manager feels that they are capable enough to handle this task. They could have positive thoughts that their manager will give them a bonus if they do well. |
| neg | The message is quite assertive to start. The manager ends the sentence very threateningly. This message would cause me to not want to put my best effort in. |
| neg | They may feel discouraged because they don’t have much input in how to handle the task. |
| pos | I think the “gung-ho” approach would be taken positively by people who don’t care about messages that are coddling in nature. |
| pos | Saying that by now they know the task at hand may make the employee feel confident that the manager trusts them to know what to do. Also, tying their bonus to their performance may make them feel motivated to put in their best on the task. |
| pos | It gives the employee the power to begin and conveys confidence. It also spells out a performance based bonus system so they know what to expect. |
| pos |
This isn’t inappropriate if there are familiarity and comfortability between the employer giving the task and the employee. The employee could be familiar with the communication style of their manager and not take offense to it. |
| neg | I find the tone of the whole message to be somewhat hostile. And I’d say that last line could almost be perceived as a threat. People typically don’t react well to hostility/threats. |
| pos | It’s honest and candid. It tells the truth so expectations are set appropriately. |
| pos | It does encourage the employee to do their absolute best, which is a positive thing to say. It also mentions completing the task to receive the full bonus, which can be perceived as positive reinforcement. |
| neg | It could come across as threatening. For workers that are seeking positive motivation, this type of push won’t sit well. |
| pos | It’s straight forward and honest. I wouldn’t mind a message like this because I know what is expected. |
| neg | The last part of the message seems vaguely threatening. It also kind of assumes the worst of the employee. Instead of focusing on the potential positive outcome of getting the full bonus, it focuses on the potential negative outcome of losing the full bonus. |
| neg | Because it is using punishment as a lure, instead of positive reinforcement |
| neg | The message seems somewhat heavy handed. The manager is cracking the whip and using fear to motibvate productivity. |
| neg | The employee would likely feel like their manager was being condescending and demanding if they were sent that message. |
| neg | The message comes off as demeaning and discouraging. The employee may not view the manager as supportive anymore. |
| pos | The employee could have positive thoughts about the fact their manager is encouraging them to do their absolute best. The manager is also letting them know that their bonus depends on a job well done, which serves as further motivation to be thorough. |
| neg | I think it’s just not kind enough. I think it should be a more friendly tone and not focus on the negative of not getting the full bonus. |
| neg | The phrase “If you don’t complete it and do it well, you will not get the full bonus.” definitely comes across as negative. It isn’t very encouraging that you believe the employee will do a good job. It sounds like a scare tactic. |
| pos | Knowing they have some control over how well they complete the work, which in turn can affect their bonus. |
| neg | The employee might feel intimidated by not being able to receive a bonus. |
| neg | This seems a little threatening and not encouraging |
| neg | The message focuses on the negative possibility (failing and losing money) rather than on the positive (succeeding and earning money), so it puts a negative framing on the situation. It also puts the manager in the role of punishing the employee for failure rather than in the role of supportive manager. |
| pos | The employee may see this as a challenge that their manager has given to them because they are confident in their ability to complete it accurately. This could motivate them to do well. They could feel that their manager trusts them and has faith in them. |
| pos | they might have a positive attitude toward the manager because they have a chance to earn a bonus. the manager could keep it for them. |
| pos | The employee might view the message positively given that it mentions they might earn a full bonus if they perform well. This might motivate them to do well at the task to earn said bonus. |
| pos | One positive thing is that it’s direct and to the point. And it give fair warning to what will happen if the task is not done correctly. |
| pos | The above message is kind of intense and begins with “By now you know the task at hand,” which is kind of motivating in a way. That is then followed up with more motivation in the form of “It’s time to get in there and do your best,” so it’s more of a motivating and less “serious” or “corporate” message. It shows a sense of teamwork/friendliness despite the intensity of it. |
| neg | The negative thought the employee may have is that the manager is assuming they know what the task is. This puts a lot of strain on the employee and will negatively impact the relationship between their manager and them |
| pos | The message is blunt and to the point saying they won’t receive the full bonus if they don’t get all the choices correct. It isn’t saying anyone will be disappointed or anything, it is simply explaining they won’t receive full bonus unless they get all the choices correct. |
| neg | The message seems pretty passive aggressive and the last part threatening the bonus is wrong. No employee would work happily if you threaten their bonus, just show some respect. |
| neg | I think that this would push the employee away and make them resentful at being forced to do something and make sure it gets done well, or else.. |
| neg | there is no encouraging statements from the manager. it only amplifies the negative consequences of not doing a good job and isnt motivating to employees. |
| pos | The employee may have a positive reaction to the above message by believing that their manager is rooting for them and believes they can do well on the task. |
| pos | The employee may have positive thoughts. Because their manager is allowing them an incentive to gain more money as well.As feeling positive about a manager reaching out to offer a bonus of any kind. |
| pos | An employee might have a positive reaction to the message because the manager affirms that they understand the task. The employee may react positively to doing well because they are reminded about how to receive a bonus. |
| neg | The employee might take the message as condescending and rude and might feel more pressured to do well in the task. |
| neg | The manager doesn’t care about me. They’re only in it for themselves. I didn’t receive any encouragement at all, I’m just a cog in the wheel to them. I guess I better work hard, or else I’ll get no bonus. |
| pos | Based on this message, the employee may react positively because the focus is on their compensation. The manager is encouraging them to earn their full incentive and believes they are capable of doing the task. |
| neg | The wording is harsh and demanding. Instead of being encouraging, it starts off with the cold “You know what to do so just do it” approach. It then goes on to bringing the bonus into it and threatening them with losing it. I’d think the employee would not respect that attitude. |
| pos | They may feel important that they have been asked to participate in the task and view the message as a team member might receive from their team coach. They are excited to work toward the goal. |
| neg | I think my employee would have a negative reaction to this message because it seems pressuring. Working under pressure almost always leads to mistakes. This would make them think that I, their manager, is pushy. |
| neg | The message is not encouraging, rather it is demanding and belittling. It sounds cold and not said in a friendly way. |
| neg | It seems a bit demanding, and not very polite in its wording. They may be taken aback by the bluntness of it. Particularly the “if you don’t do it well” verbiage. |
| pos | The message asks one to do their best, and provides the proper encouragement. Although it’s a little dry, it shows belief. |
| pos | The employee might feel that the manager has high expectations for them and believes in their capability to succeed, which can be motivating. |
| pos | I think they will think about winning the full bonus and how good they will feel being rewarded for their hard work. I also think they will feel that the manager would want them to do their best to attain the best result. |
| pos | It seems like they are saying you know how to do this but in order to get the full bonus you need to finish |
| neg | it sounds mildly threatening. It’s unhelpful, except in that context.there is no encouragement making them want to do the task, nor is there any reason given for the importance of the task. |
| neg | If the employee has a bad attitude, they may be inclined to do horribly on this task just to be a thorn in the side of the manager. |
| pos | I feel like said employee could have a positive reaction based on the fact that they’re being given the personal onus to determine their own payout based solely on their own performance. This is highlighted further by the unambiguous language regarding the instructions. |
| pos | They could have feelings that the manager is looking out for them to get extra incentives for working harder and performing better. However, they could also feel as though their value is tied directly to their performance and this could have a negative impact/view of their manager. |
| neg | Negative thoughts or feelings that might come up include what if they tried really hard but the questions were difficult so they performed poorly, the effort might not be reflected in their score. Someone that performs well might just be lucky and it could be based on that and not effort. |
| pos | They already know the task. They want to receive the full bonus. |
| neg | it is so bossy, and stress all about the negative side by saying if you dont… It assumes the negative aspects, and the employee may feel bad about the manager being bossy |
| pos | This message sounds like a challenge as if I’m challenging the employee to be great. Something like that may inspire the employee. |
| neg | The employee might feel negatively toward the manager because this message is not encouraging. It feels more like a scolding than encouragement, and may cause nervousness. |
| pos | The relationship with the manager is rather informal but relaxed. It sounds like they both know each other well and are here to get the job done. |
| pos | It’s a motivating message that can be very helpful to most employees and make them reach their full potential when completing a task. Mentioning the bonus can also be a motivating factor too. |
| neg | They could feel that they are expected to not do well, which could lead to a much lower effort on their part. This could make them feel anxious in other interactions with the manager going forward. |
| pos | People tend to work harder with positive encouragement. Personally, I would feel more dejected or apprehensive if my manager communicated in a negative manner with me. |
| neg | If I were the employee receiving this message I honestly would be like, “well, fuck you, too, then.” and probably wouldn’t even try at all to do the task well. like yeah, they’re being honest but also this isn’t motivating at all nor is it encouraging. |
| pos | I think that after reading this sentence, the employee might choose to focus on the “bonus” part of it, rather than on the authoritative tone of the sentence. |
| pos | The manager has faith in the employee that he can do well. The manager supports the employee and encourages them to do well so that he can get he bonus. The employee will not lose his job or get punished for not doing well. There are no other consequences other than not receiving the bonus. |
| pos | I think just saying hey you should go in there and try your best really pushes the person to want to do better. |
| pos | The message is fairly neutral so it’s not adding any pressure and it’s slightly reassuring. So I believe that this message would be far more likely to give the employee the push to want to do better for both our sakes. Which is how I would prefer to be directed. |
| pos | This sounds very negative and pushy. I feel my employee would not find this encouraging |
| neg | The employee might feel anxious rather than motivated. There is a lot of pressure conveyed in this message, it seems like there is a lack of trust in the employee. |
| neg | AN EMPLOYEE MIGHT REACT NEGATIVELY TO A MESSAGE FROM THEIR MANAGER, LEADING TO A SHIFT IN THEIR ATTITUDE, IF THE MESSAGE IS PERCEIVED AS DISMISSIVE, DISRESPECTFUL, OR UNFAIR. |
| pos | This gives a positive message of belief that the employee will do well with this task coaching them towards the full bonus. |
| neg | The tone of the message is very rude and condescending. The employee may feel bitterness toward the manager and not do their best out of spite. |
| neg | There are no words of encouragement to do the task and to lift up the employees |
| pos | This feels very encouraging while still letting them know the consequences of poor performance. |
| neg | The last sentence is ominous and I don’t think that they would feel encouraged, rather than discouraged. The first two sentences are fine, but I’d feel like a manager was going to be disappointed in me with that last sentence if I were them. |
| pos | They might appreciate the directness of the message and could also interpret it as though the manager want’s them to feel determined to do the job. |
| pos | I think this message is a little terse and somewhat threatening, it doesn’t send the most positive message. It’s written very matter of fact wity no personality, so I’m not sure how to have a real positive reaction to that. |
| pos | I hope you do well and get that bonus! Remember, every little penny adds up, and before you know it, you have a dollar. |
| pos | The employee would feel positive by the encouragement from the manager. It also mentions a bonus that would further encourage them to do a good job |
| neg | It sounds vaguely threatening and coercive. It’s also very demanding that they do their best across all rounds. |
| neg | If you don’t complete it and do it well, you will not get the full bonus. Because of this statement a person could feel negative towards this statement. |
| neg | The employee might feel pressured or micromanaged by the manager tone , which could come across as demanding and unsupportive. This could lead to resentment or a lack of motivation, weakening their trust. |
| neg | They might feel pressured to perform by this message. As though they will be underpaid or be punished for performing poorly. |
| neg | I think that this person would feel manipulated and like they were being pressured into this work. They would feel negativity towards the manager for rushing them and making them feel like it was all about the bonus and not the quality of their work overall. |
| pos | The employee would think of this message as an inspirational message to do the best that they can so they can get their full bonus. They would think that the manager was giving them a pep talk. |
| neg | I need you to get this done accurately and if you do not then you will get a bad review on your next quartly report so make sure you make the right decisions. |
| neg | i think that the manager is just great i think he sounds honest |
| pos | This message is persuasive and makes the employee pursue the full bonus. I think the employee will see this message as positive and that they can earn a bonus if well performed. |
| pos | A POSITIVE OR AT LEAST NON-NEGATIVE REACTION CAN BE FOSTERED BY FOCUSING ON CONSTRUCTIVE FEEDBACK, OPEN COMMUNICATION, AND ADDRESSING CONCERNS WITH EMPATHY. |
| neg | The message has a threatening tone and may not be well received by the employee. |
| neg | It sounds like the manager would be treating the employee like a lesser person. Making threats of the employee not getting the full bonus for not doing it well is not very motivating either and would make the employee dislike the manager. |
| neg | Employee might feel pressured or undervalued by the managers message, interpreting it as a threat rather than motivation. This could lead to a resentment or decrease more as the emphasis on a performance for a bonus may come off as course rather than supportive. |
| neg | They may think that I am going to hold back some of their bonus if they do not complete the task well. It may seem a little like being blackmailed. |
| neg | I feel like the employee would have added pressure, and may not be able to perform to the best of their ability, if under stress. |
| pos | The possibility of withholding the bonus will get their attention and possibly serve as a motivator. |
| pos | They might be thinking that their manager is trying to motivate them to do an exceptional job and to try their best. They might feel motivated by their manager and have a positive relationship with them. |
| neg | It is very forceful and demanding language, it doesn’t feel like the employee has a choice. It also encourages the employee to do well, not for the sake of the task, but for fear that they will have negative consequences if they fail. Negative reinforcement does not typically work well. |
| neg | THE EMPLOYEES RESPONSE WILL ALSO DEPEND ON FACTORS LIKE THEIR INDIVIDUAL PERSONALITY, WORK EXPERIENCE, AND OVERALL RELATIONSHIP THEY HAVE WITH THEIR MANAGER. |
| neg | It’s got a negative tone about message. It’s threatening. Not many people work better after being threatened. It’s also worded in a condescending way. It says upfront that I the manager, think I’m better than you, more powerful than you. |
| pos | The employee will appreciate the clear instruction related to what needs to happen in order to get the bonus. |
| neg | some negative thoughts would be threatening to get the best possible score or they wont earn the bonus. or too demanding directions. |
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 | 143 | 72.59 |
| 1 | 54 | 27.41 |
Predictions
All predictions are for the dominant message - regardless of what they 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 | 158 | 80.2 |
| skip | 39 | 19.8 |
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).
Continuous preference
This was the message that you selected:
[SELECTED-MESSAGE]
To what extent did you prefer this message over the other one? (1 =
Slightly preferred this message to 3 = Strongly preferred
this message)
recoded into a single 6-point scale based on their selection (1 =
Strongly preferred non-dominant message to 6 = Strongly
preferred dominant message)
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 100 cents for each. 100 cents is the full $1.00.
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 = 0.81
Analysis
Predicted attitude from dominant message
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 99 | 3.292929 | 1.592409 |
| pos | 98 | 4.540816 | 1.513979 |
t(194.68) = -5.64, p = 0, Lower CI = -1.68,
Upper CI = -0.81, d = -0.81.
DV: Message selection
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 99 | 0.1818182 | 0.3876574 |
| pos | 98 | 0.3673469 | 0.4845607 |
t(185.25) = -2.97, p = 0.003, Lower CI =
-0.31, Upper CI = -0.06, d = -0.44.
Mediation Model: Condition -> manipulation check -> DV
Mediation model: Condition (1 = positive; 0 = negative) as predictor;
predicted relationship impact as mediator; dominant message selection as
outcome variable.
m1 <- psych::mediate(choicedom ~ cond_num + (pred_att),data = df_recd_elg,std = T,n.iter = 10000)
a = 0.37 (p = 0)
b = 0.3 (p = 0)
c = 0.21 (p = 0.003)
c’= 0.09 (p = 0.195)
Continuous message preference
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 99 | 2.131313 | 1.502695 |
| pos | 98 | 2.959184 | 1.704562 |
t(191.48) = -3.61, p = 0, Lower CI = -1.28,
Upper CI = -0.38, d = -0.52.
Predicted compliance
| cond | N | Mean | SD |
|---|---|---|---|
| neg | 99 | 34.49495 | 11.007765 |
| pos | 98 | 39.26531 | 8.361116 |
t(182.79) = -3.43, p = 0.001, Lower CI =
-7.52, Upper CI = -2.02, d = -0.51.
Linear Model 1
Linear model: dominant message selection as outcome variable;
condition as predictor variable; predicted compliance impact as control
variable.
| term | estimate | conf.int | statistic | df | p.value |
|---|---|---|---|---|---|
| Intercept | -0.07 | [-0.30, 0.16] | -0.60 | 194 | .550 |
| Cond num | 0.15 | [0.03, 0.28] | 2.37 | 194 | .019 |
| Pred comp | 0.01 | [0.00, 0.01] | 2.30 | 194 | .022 |
Simultaneous mediators: predicted relationship impact and predicted compliance impact
Mediation model: Condition (1 = positive; 0 = negative) as predictor;
predicted relationship impact and predicted compliance impact as
mediators; dominant message selection as outcome variable.
m1 <- psych::mediate(choicedom ~ cond_num + (pred_att) + (pred_comp),data = df_recd_elg,std = T,n.iter = 10000)
attitude a = 0.37 (p = 0)
attitude b = 0.28 (p = 0)
compliance a = 0.24 (p = 0.001)
compliance b = 0.07 (p = 0.338)
c = 0.21 (p = 0.003)
c’= 0.09 (p = 0.233)
Message selection as DV: CWV as control
Linear model: dominant message selection as outcome variable;
condition as predictor variable; competitive worldview as control
variable.
| term | estimate | conf.int | statistic | df | p.value |
|---|---|---|---|---|---|
| Intercept | -0.10 | [-0.30, 0.11] | -0.94 | 194 | .347 |
| Cond num | 0.18 | [0.06, 0.30] | 2.92 | 194 | .004 |
| CWV | 0.11 | [0.04, 0.18] | 3.00 | 194 | .003 |
Message selection as DV: CWV as moderator
Linear model: dominant message selection as outcome variable;
condition as predictor variable; competitive worldview as
moderator.
| term | estimate | conf.int | statistic | df | p.value |
|---|---|---|---|---|---|
| Intercept | -0.17 | [-0.44, 0.09] | -1.27 | 193 | .205 |
| Cond num | 0.34 | [-0.05, 0.73] | 1.72 | 193 | .087 |
| CWV | 0.14 | [0.04, 0.23] | 2.78 | 193 | .006 |
| Cond num \(\times\) CWV | -0.06 | [-0.20, 0.08] | -0.86 | 193 | .392 |
Predicted relationship impact as DV: CWV as control
Linear model: predicted relationship impact as outcome variable;
condition as predictor variable; competitive worldview as control
variable.
| term | estimate | conf.int | statistic | df | p.value |
|---|---|---|---|---|---|
| Intercept | 2.85 | [2.13, 3.58] | 7.74 | 194 | < .001 |
| Cond num | 1.24 | [0.80, 1.67] | 5.60 | 194 | < .001 |
| CWV | 0.17 | [-0.09, 0.42] | 1.31 | 194 | .192 |
Predicted relationship impact as DV: CWV as moderator
Linear model: predicted relationship impact as outcome variable;
condition as predictor variable; competitive worldview as
moderator.
| term | estimate | conf.int | statistic | df | p.value |
|---|---|---|---|---|---|
| Intercept | 2.35 | [1.40, 3.30] | 4.88 | 193 | < .001 |
| Cond num | 2.33 | [0.93, 3.73] | 3.28 | 193 | .001 |
| CWV | 0.36 | [0.02, 0.71] | 2.07 | 193 | .040 |
| Cond num \(\times\) CWV | -0.42 | [-0.92, 0.09] | -1.62 | 193 | .107 |