Search

Purpose: Based on the approach/inhibition theory of power, this study explores the relationship between sense of power and exploitative leadership. We particularly examine the role of self-interest as a mediator and the role of ambition at work as a moderator. Design/methodology/approach: The data were collected from 189 supervisors and 702 employees. We analyzed the data using path analysis to test the research model. Findings: The results show the following: (1) sense of power positively affects exploitative leadership; (2) the effects of sense of power on exploitative leadership are mediated by self-interest; (3) the effects of self-interest on exploitative leadership are moderated by ambition at work. Originality/value: The current study identifies self-interest as a key mediator that links sense of power to exploitative leadership and demonstrates that ambition at work moderates the process of self-interest to exploitative leadership. [ABSTRACT FROM AUTHOR]

Fairness constitutes a cornerstone of social norms, emphasizing equal treatment and equitable distribution in interpersonal relationships. Unfair treatment often leads to direct responses and can spread to others through a phenomenon known as pay-it-forward (PIF) reciprocity. This study examined how unfairness spreads in interactions with new partners who have higher, equal, or lower status than the participants. In the present study, participants (N = 47, all Korean) were given either fair or unfair treatment in the first round of a dictator game. They then allocated monetary resources among partners positioned at various hierarchical levels in the second round. Our main goal was to determine if the severity of inequity inflicted on new partners was influenced by their hierarchical status. The results revealed an inclination among participants to act more generously towards partners of higher ranking despite prior instances of unfair treatment, whereas a tendency for harsher treatment was directed towards those with lower ranking. The interaction between the fairness in the first round (DG1) and the hierarchical status of the partner in the second round (DG2) was significant, indicating that the effect of previous fairness on decision-making differed depending on the ranking of the new partners. This study, therefore, validates the presence of unfairness PIF reciprocity within hierarchical contexts. [ABSTRACT FROM AUTHOR]

While seeking advice can be beneficial for advisees, advisors may not always possess the necessary knowledge to provide appropriate guidance. Poor‐quality advice can mislead advisees rather than offering assistance. Despite the research interest in advisees, few studies have investigated advisors' psychological and behavioral responses, especially when they faced uncertainty regarding the optimal course of action for advisees. To fill this gap, we developed novel paradigms aiming at manipulating advisors' uncertainty, allowing for a systematic investigation of advisors' behavior, motivation, and emotion. Across four studies, we consistently found that advisors under uncertainty give less advice. Furthermore, we observed that uncertainty modulates advisors' motivation to influence, worry about harm to others, and/or sense of power. The motivation to influence and/or worry about harm to others can mediate the effect of uncertainty on advice giving. Besides, we identified nuanced distinctions in the effects of ambiguity and risk, two distinct types of uncertainty, on advisors' psychological processes. Our findings shed light on advisors' self‐monitoring of the quality of their advice, thereby contributing to a deeper understanding of advisor–advisee communication from the perspective of advisors. [ABSTRACT FROM AUTHOR]

This study utilized a sample of 2052 participants from government and enterprise sectors to explore the distinct effects of power and sense of power on cognitive flexibility. It also delves into how the three dimensions of reward sensitivity and the comprehensive measure of punishment sensitivity mediate this relationship. The key findings are as follows: (1) There is no significant direct correlation between power and sense of power. (2) Both power and sense of power are substantial positive predictors of cognitive flexibility, with middle- and upper-level employees demonstrating significantly greater cognitive flexibility than their lower-level counterparts, and sense of power having a more pronounced positive influence than objective power. (3) Drive and fun-seeking mediate the relationship between sense of power and cognitive flexibility, yet only when sense of power is the independent variable. (4) No mediating effects are observed for the dimensions of reward sensitivity or punishment sensitivity when power is the independent variable. Exploring reward and punishment sensitivity in the context of power's influence on cognitive flexibility in real organizational settings is of paramount importance. This enhances our understanding of the intricate ways in which power dynamics shape individual behaviors and cognition across diverse cultural landscapes and provides actionable insights for refining organizational management and leadership strategies. [ABSTRACT FROM AUTHOR]

This study utilized a sample of 2052 participants from government and enterprise sectors to explore the distinct effects of power and sense of power on cognitive flexibility. It also delves into how the three dimensions of reward sensitivity and the comprehensive measure of punishment sensitivity mediate this relationship. The key findings are as follows: (1) There is no significant direct correlation between power and sense of power. (2) Both power and sense of power are substantial positive predictors of cognitive flexibility, with middle- and upper-level employees demonstrating significantly greater cognitive flexibility than their lower-level counterparts, and sense of power having a more pronounced positive influence than objective power. (3) Drive and fun-seeking mediate the relationship between sense of power and cognitive flexibility, yet only when sense of power is the independent variable. (4) No mediating effects are observed for the dimensions of reward sensitivity or punishment sensitivity when power is the independent variable. Exploring reward and punishment sensitivity in the context of power’s influence on cognitive flexibility in real organizational settings is of paramount importance. This enhances our understanding of the intricate ways in which power dynamics shape individual behaviors and cognition across diverse cultural landscapes and provides actionable insights for refining organizational management and leadership strategies.

Studies of the relationship between individuals' sense of power and donation intention have inconsistent findings. Classifying donor intention into two types, this study explored the mechanism through which a sense of power affects donation intention. Using a three-wave time-lagged survey of 1200 people, this study found that situational prevention focus mediates the positive effect of a sense of power on avoidance-based donation intention, and situational promotion focus mediates the positive effect of a sense of power on improvement-based donation intention. Furthermore, a strong perceived ethical climate strengthens the effects of a sense of power. These findings have practical implications for increasing charitable giving and improving the development of charitable programs. [ABSTRACT FROM AUTHOR]

The power behavioural system is a neurobehavioral system that motivates a person to acquire and control resources that are important for survival and reproductive success. When activated, its function is to protect or restore the sense of power, influence, or dominance. Repeated experiences of failure in achieving this goal may result in hyperactivation or deactivation of power-oriented behaviours (analogous to the secondary strategies observed with respect to the attachment behavioural system). Gaining a reliable and valid measure of hyperactivation and deactivation of the power system can be important for understanding an individual’s responses to different social contexts and, in clinical settings, can help the therapist identify the client’s difficulties that may undermine the therapeutic process. In the present study, we developed the Italian version of the Power Behavioural System Scale (PBSS), a self-report measure developed by Shaver et al. (2011) to assess individual differences in hyperactivation and deactivation of the power system. Results indicated an adequate fit to the expected two-factor model, and the measure proved to be reliable and had good convergent and structural validity, allowing the quantification of individual differences in power system hyperactivation and deactivation. [ABSTRACT FROM AUTHOR]

The power behavioural system is a neurobehavioral system that motivates a person to acquire and control resources that are important for survival and reproductive success. When activated, its function is to protect or restore the sense of power, influence, or dominance. Repeated experiences of failure in achieving this goal may result in hyperactivation or deactivation of power-oriented behaviours (analogous to the secondary strategies observed with respect to the attachment behavioural system). Gaining a reliable and valid measure of hyperactivation and deactivation of the power system can be important for understanding an individual’s responses to different social contexts and, in clinical settings, can help the therapist identify the client’s difficulties that may undermine the therapeutic process. In the present study, we developed the Italian version of the Power Behavioural System Scale (PBSS), a self-report measure developed by Shaver et al. (2011) to assess individual differences in hyperactivation and deactivation of the power system. Results indicated an adequate fit to the expected two-factor model, and the measure proved to be reliable and had good convergent and structural validity, allowing the quantification of individual differences in power system hyperactivation and deactivation.

Previous studies mainly focused on the antecedents of voice, yet little research has investigated how sense of power divergently affected voice behavior with different contents. Following the recent literature on voice content and the approach/inhibition theory of power, we argue that sense of power positively influences constructive voice behavior through situational promotion focus but negatively affects defensive voice behavior through situational prevention focus. Moreover, we argue that supervisor openness moderates the relationship between situational regulatory focus and voice behavior. The results of a scenario-based study (N = 95) and a time-lagged field survey (N = 375) indicate that: (1) sense of power is positively related to constructive voice behavior and negatively related to defensive voice behavior; (2) situational promotion focus and situational prevention focus mediate the effect of sense of power on constructive voice behavior and defensive voice behavior, respectively; and (3) the indirect effects of sense of power on constructive and defensive voice behavior via situational regulatory focus are contingent on supervisor openness. The implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

A higher level of intelligence can improve adolescents’ interactions with intelligent online services, although overemphasizing intelligent online services may nullify their sense of autonomy and in turn affect their acceptance intention. Enterprises have therefore focused on the best ways through which to provide intelligent online services. Based on the technology acceptance model, this study constructs a theoretical model of the impact of perceived control and power on adolescents’ acceptance intention of intelligent services. Through a scenario experiment involving an intelligent online recommendation service, 195 participants were obtained to test the model. The results show that the adolescents’ perceived control affects their acceptance intention of intelligent online services through their perceived usefulness. The adolescents’ sense of power moderates the influence of perceived control on perceived usefulness. This study supplements the research on intelligent online services and provides a reference for online merchants seeking to design such service processes. [ABSTRACT FROM AUTHOR]

PurposeDrawing on the approach—inhibition theory of power and the containment theory of control—we propose a relationship model of leader humility, sense of power, and interpersonal deviance, by placing bureaucratic culture as a boundary condition.Design/Methodology/ApproachUsing a moderated mediation model, this study applies hierarchical regression and bootstrapping analyses to data obtained from online questionnaire responses of 428 employees from various sectors in Indonesia.FindingsThe results reveal a positive relationship between leader humility and employees perceptions of the sense of power, as well as between the sense of power to interpersonal deviance. In addition, we confirmed the mediating role of the sense of power on the relationship between leader humility and interpersonal deviant. Bureaucratic culture has been confirmed to moderate the relationship between a sense of power and interpersonal deviance.Practical ImplicationsCompanies can provide leadership training to leaders to convey to them when and where to demonstrate humility. Furthermore, the effectiveness of leaders' humility can be increased and their sense of power and interpersonal deviance reduced if the company adopts a low-level bureaucratic culture.Originality/ValueThe current study contributes to the extant literature by revealing the moderating effects of bureaucratic culture on the relationship between the sense of power and interpersonal deviance, clarifying how, and when employees' sense of power stimulates interpersonal deviance in the Asian context.

This study investigated the psychological mechanism by which parents' socioeconomic status, including income and social class, influences the international entrepreneurship intentions of young adults. Two datasets, self-reported (survey) and objective, were collected from 372 undergraduate students across 19 universities in China. Parents' income and social class had a positive effect on international entrepreneurship intentions. Sense of power and motivational cultural intelligence (CQ) played mediating roles in this relationship, and work experience moderated this relationship. The mediation tests revealed that sense of power and motivational CQ comprise a serial mediation process, in that order. The effect of motivational CQ on international entrepreneurship intentions was strengthened by young adults' work experience. We identified the underlying mechanism and moderator of the relationship between socioeconomic factors and international entrepreneurship intentions. [ABSTRACT FROM AUTHOR]

This study investigated the psychological mechanism by which parents’ socioeconomic status, including income and social class, influences the international entrepreneurship intentions of young adults. Two datasets, self-reported (survey) and objective, were collected from 372 undergraduate students across 19 universities in China. Parents’ income and social class had a positive effect on international entrepreneurship intentions. Sense of power and motivational cultural intelligence (CQ) played mediating roles in this relationship, and work experience moderated this relationship. The mediation tests revealed that sense of power and motivational CQ comprise a serial mediation process, in that order. The effect of motivational CQ on international entrepreneurship intentions was strengthened by young adults’ work experience. We identified the underlying mechanism and moderator of the relationship between socioeconomic factors and international entrepreneurship intentions.

Existing research on leader humility primarily demonstrates its positive effects. This study challenges this view by proposing the potential negative effects of leader humility on followers' behaviors. Furthermore, this paper employs the person-situation interactionist perspective to extend the research on integrating followers' personality traits and leader humility. Specifically, this study proposed that leader humility triggers their followers' sense of power; moreover, this study wagers that whether followers' sense of power encourages self-interested or prosocial behavior in followers depends on their particular Machiavellian traits. The theoretical model was tested using the time-lagged supervisor–subordinate matched data obtained. Our findings revealed that follower Machiavellianism fosters the relationship between a sense of power and self-interested behavior but it weakens the relationship between a sense of power and prosocial behavior. Thus, this study provides a better understanding regarding the effect of follower personality and leader humility on follower behavioral reactions. [ABSTRACT FROM AUTHOR]

Existing research on leader humility primarily demonstrates its positive effects. This study challenges this view by proposing the potential negative effects of leader humility on followers’ behaviors. Furthermore, this paper employs the person-situation interactionist perspective to extend the research on integrating followers’ personality traits and leader humility. Specifically, this study proposed that leader humility triggers their followers’ sense of power; moreover, this study wagers that whether followers’ sense of power encourages self-interested or prosocial behavior in followers depends on their particular Machiavellian traits. The theoretical model was tested using the time-lagged supervisor–subordinate matched data obtained. Our findings revealed that follower Machiavellianism fosters the relationship between a sense of power and self-interested behavior but it weakens the relationship between a sense of power and prosocial behavior. Thus, this study provides a better understanding regarding the effect of follower personality and leader humility on follower behavioral reactions.

Studies of the relationship between individuals’ sense of power and donation intention have inconsistent findings. Classifying donor intention into two types, this study explored the mechanism through which a sense of power affects donation intention. Using a three-wave time-lagged survey of 1200 people, this study found that situational prevention focus mediates the positive effect of a sense of power on avoidance-based donation intention, and situational promotion focus mediates the positive effect of a sense of power on improvement-based donation intention. Furthermore, a strong perceived ethical climate strengthens the effects of a sense of power. These findings have practical implications for increasing charitable giving and improving the development of charitable programs.

Fairness constitutes a cornerstone of social norms, emphasizing equal treatment and equitable distribution in interpersonal relationships. Unfair treatment often leads to direct responses and can spread to others through a phenomenon known as pay-it-forward (PIF) reciprocity. This study examined how unfairness spreads in interactions with new partners who have higher, equal, or lower status than the participants. In the present study, participants ( N = 47, all Korean) were given either fair or unfair treatment in the first round of a dictator game. They then allocated monetary resources among partners positioned at various hierarchical levels in the second round. Our main goal was to determine if the severity of inequity inflicted on new partners was influenced by their hierarchical status. The results revealed an inclination among participants to act more generously towards partners of higher ranking despite prior instances of unfair treatment, whereas a tendency for harsher treatment was directed towards those with lower ranking. The interaction between the fairness in the first round (DG1) and the hierarchical status of the partner in the second round (DG2) was significant, indicating that the effect of previous fairness on decision-making differed depending on the ranking of the new partners. This study, therefore, validates the presence of unfairness PIF reciprocity within hierarchical contexts., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 Kang, Kim, Kim and Kim.)

Previous research suggests that sense of power is associated with happiness and mental illness. However, the mechanisms underlying this relationship is relatively unexplored. This study aimed to examine whether proactive coping mediated the relationship between power and mental illness and between power and happiness. Specifically, we predicted that power—which is associated with goal-oriented tendencies, high-level construals, and positive characteristics—activates the use of proactive coping strategies, which in turn leads to greater happiness and less mental illness. By carrying out a survey (Study 1, N = 150) and an experiment (Study 2, N = 143), we found results that were consistent with our predictions. Overall, this study demonstrates the psychological mechanisms behind the influence of power on happiness and mental illness from the perspective of coping.

Previous research suggests that sense of power is associated with happiness and mental illness. However, the mechanisms underlying this relationship is relatively unexplored. This study aimed to examine whether proactive coping mediated the relationship between power and mental illness and between power and happiness. Specifically, we predicted that power—which is associated with goal-oriented tendencies, high-level construals, and positive characteristics—activates the use of proactive coping strategies, which in turn leads to greater happiness and less mental illness. By carrying out a survey (Study 1, N = 150) and an experiment (Study 2, N = 143), we found results that were consistent with our predictions. Overall, this study demonstrates the psychological mechanisms behind the influence of power on happiness and mental illness from the perspective of coping. [ABSTRACT FROM AUTHOR]

Background The purpose of the study was to examine the phenomenon of power within an organisation from the vantage point of gender, the occupied position, earnings, and the number of subordinates. Participants and procedure The sample group comprised 107 female and 98 male participants. The mean age was 42.14 years (SD = 11.73). The study covered 100 superiors and 105 subordinates. The research tools were: the Need for Power and Influence Questionnaire (Bennett, 1988), the Personal Sense of Power Scale (Anderson, John, & Keltner, 2012), and the Directiveness Scale SD (Ray, 1976). Results The superiors scored significantly higher on the need for power, need for influence, and directiveness. They also scored higher in terms of the need for power in relations with other people, with colleagues, and in superior-subordinate relations. The number of male leaders was conspicuously greater than the number of female leaders. Furthermore, women had fewer subordinates than men and earned less than men. Female participants scored lower on the sense of power and the need for power scales. Conclusions Occupying either an executive or subordinate position differentiates between women and men in terms of sense of power in interpersonal relationships. The findings on sense of power in the professional context may be applied in organisational psychology in order to increase employees’ competence and qualifications.

The aim of the paper was to analyse relations between power in professional work and in close sexual relationships. Power in professional work was analysed with respect to the managerial position, the number of subordinates and salary. Power in close sexual relationships was determined on the basis of a sense of reinforcement of power as a sexual motivation, a propensity for sexual domination, the sense of power in relations with a partner in a close relationship, sexual assertiveness, realization of one's own sexual phantasies and inclination to initiate sexual activity. The research was carried out on a group of 205 participants in which 100 of respondents occupied managerial positions at work and 105 were subordinates. The following tools were used: the Sense of Power Scale (Anderson, John, & Keltner, 2012), the Multidimensional Sexuality Questionnaire (Snell, Fisher, & Walters, 1993), the AMORE scale (Hill & Preston, 1996), the Need for Power and Influence Questionnaire (Bennett, 1988) and a data sheet. The results showed that power in the workplace was correlated a more frequent initiation of sexual activity, greater assertiveness in sexual matters, more frequent realisation of one's own phantasies and an increased propensity for sexual domination. [ABSTRACT FROM AUTHOR]

BACKGROUND The purpose of the study was to examine the phenomenon of power within an organisation from the vantage point of gender, the occupied position, earnings, and the number of subordinates. PARTICIPANTS AND PROCEDURE The sample group comprised 107 female and 98 male participants. The mean age was 42.14 years (SD = 11.73). The study covered 100 superiors and 105 subordinates. The research tools were: the Need for Power and Influence Questionnaire (Bennett, 1988), the Personal Sense of Power Scale (Anderson, John, & Keltner, 2012), and the Directiveness Scale SD (Ray, 1976). RESULTS The superiors scored significantly higher on the need for power, need for influence, and directiveness. They also scored higher in terms of the need for power in relations with other people, with colleagues, and in superior-subordinate relations. The number of male leaders was conspicuously greater than the number of female leaders. Furthermore, women had fewer subordinates than men and earned less than men. Female participants scored lower on the sense of power and the need for power scales. CONCLUSIONS Occupying either an executive or subordinate position differentiates between women and men in terms of sense of power in interpersonal relationships. The findings on sense of power in the professional context may be applied in organisational psychology in order to increase employees' competence and qualifications. [ABSTRACT FROM AUTHOR]

Building on recent psychological research showing that power increases self-focused attention, we propose that having power increases accuracy in perception of bodily signals, a phenomenon known as interoceptive accuracy. Consistent with our proposition, participants in a high-power experimental condition outperformed those in the control and low-power conditions in the Schandry heartbeat-detection task. We demonstrate that the effect of power on interoceptive accuracy is not explained by participants’ physiological arousal, affective state, or general intention for accuracy. Rather, consistent with our reasoning that experiencing power shifts attentional resources inward, we show that the effect of power on interoceptive accuracy is dependent on individuals’ chronic tendency to focus on their internal sensations. Moreover, we demonstrate that individuals’ chronic sense of power also predicts interoceptive accuracy similar to, and independent of, how their situationally induced feeling of power does. We therefore provide further support on the relation between power and enhanced perception of bodily signals. Our findings offer a novel perspective–a psychophysiological account–on how power might affect judgments and behavior. We highlight and discuss some of these intriguing possibilities for future research.

Introduction Marital life is an important dimension of life for anyone. One of the most important qualities of marital relationships is communicational cycles and patterns which are formed between couples and often are stabilized by repetition through lapse of time. That is, when any of the partners do something with regard to the other, and it is continued for some time, it may lead to the formation of some communicational patterns between them and becomes stable. If patterns which direct the couple’ interactions suffer from dysfunctional characteristics, conflicts may arise, leading couples to experience dissatisfaction in their marital relationships. The demand – withdraw marital communicational cycle is one of the most prevalent communicational patterns in which one spouse demands intimacy, criticizes the other and complains about his or her partner’s apathy while the other avoids intimacy and reacts with withdrawal and/or passivity. This pattern usually appears as wife demand/husband withdrawal. It intensifies little by little and leads to marital dissatisfaction. In this research we want to know how such variables as gender stereotype and power differences between men and women can influence this cycle. Materials & Methods The purpose of this investigation was to study the relationship between sociological variables and demand – withdraw marital communicational cycle and to determine the intensity of the relationship between gender stereotype, sense of power and demographic variables with the aforementioned cycle. The research tools included: gender beliefs questionnaire (in order to assess gender stereotypes), sense of power questionnaire (in order to assess sense of power), demographic questionnaire (in order to assess demographic variables, i.e. age, job, length of marriage, number of children) and Christensen & Sullaway’s communicational patterns questionnaire (CPQ) (in order to assess the demand–withdraw marital communicational cycle). Discussion of Results & Conclusion The regression results showed that gender stereotypes, sense of power and number of children were all significant predictors for demand/withdraw pattern. The correlation results showed that increasing in stereotypical thinking and the number of children can lead to an increase in the probability of demand/withdraw cycle. Also, more sense of power has a positive correlation with the “withdrawal pattern” and less sense of power has a positive correlation with the “demand pattern”. The results demonstrate that the variables which were considered in the analysis of the cycle in this research are important and can help relevant agents to provide opportunities for improving couple relationships.

Introduction Marital life is an important dimension of life for anyone. One of the most important qualities of marital relationships is communicational cycles and patterns which are formed between couples and often are stabilized by repetition through lapse of time. That is, when any of the partners do something with regard to the other, and it is continued for some time, it may lead to the formation of some communicational patterns between them and becomes stable. If patterns which direct the coupleâ interactions suffer from dysfunctional characteristics, conflicts may arise, leading couples to experience dissatisfaction in their marital relationships. The demand â withdraw marital communicational cycle is one of the most prevalent communicational patterns in which one spouse demands intimacy, criticizes the other and complains about his or her partnerâs apathy while the other avoids intimacy and reacts with withdrawal and/or passivity. This pattern usually appears as wife demand/husband withdrawal. It intensifies little by little and leads to marital dissatisfaction. In this research we want to know how such variables as gender stereotype and power differences between men and women can influence this cycle. Materials & Methods The purpose of this investigation was to study the relationship between sociological variables and demand â withdraw marital communicational cycle and to determine the intensity of the relationship between gender stereotype, sense of power and demographic variables with the aforementioned cycle. The research tools included: gender beliefs questionnaire (in order to assess gender stereotypes), sense of power questionnaire (in order to assess sense of power), demographic questionnaire (in order to assess demographic variables, i.e. age, job, length of marriage, number of children) and Christensen & Sullawayâs communicational patterns questionnaire (CPQ) (in order to assess the demandâwithdraw marital communicational cycle). Discussion of Results & Conclusion The regression results showed that gender stereotypes, sense of power and number of children were all significant predictors for demand/withdraw pattern. The correlation results showed that increasing in stereotypical thinking and the number of children can lead to an increase in the probability of demand/withdraw cycle. Also, more sense of power has a positive correlation with the âwithdrawal patternâ and less sense of power has a positive correlation with the âdemand patternâ. The results demonstrate that the variables which were considered in the analysis of the cycle in this research are important and can help relevant agents to provide opportunities for improving couple relationships.

Internet accessibility has changed consumers' attitudes and behaviors regarding searching and sharing information about goods and services. These interactions generate eWOM communications affecting trust, brand loyalty, and purchase intentions. Given the significance of eWOM, the study has developed a model that has examined seven relationships, including one moderating. The study recruited six enumerators who intercepted 415 respondents in the targeted malls. Of this total, 390 responded. The study used smart PLS for data analysis. EWOM affects trust, purchase intention, and brand loyalty. The study also found that brand loyalty and trust promote purchase intentions. Homophily also affects eWOM. In contrast to past literature, the study found an "insignificant linkage between information quality and trust." We also found the "moderating effect of sense of power on information quality and trust." The contribution of the study is as follows. Most studies have used trust and loyalty as antecedents to eWOM. We have used trust and loyalty as consequences of eWOM, on which a few studies are available. The literature documents inconsistent results on the "effect of eWOM on trust and loyalty" and (ii) the effect of "homophily on eWOM." [ABSTRACT FROM AUTHOR]

Background: There are few studies regarding ways to promote positive feelings among women in labor. Thus, it would be useful to study the effects of marching music and cheerful music on women in the second stage of labor. Objectives: To examine the effects of marching music and cheerful music on women’s sense of power, self-control, fear of childbirth, and second-stage duration during their second stage of labor. Materials and methods: Randomization was used to assign 145 pregnant women, both primi-parous (67) and multiparous (78), to the control and experimental groups. The women in the experimental group heard marching songs and cheerful music during their second stage of labor. The levels of their sense of power, self-control, and fear of childbirth were measured within two hours after the women gave birth. Measurement was achieved by using the 100 mm Visual Analogue Scale (100 mm VAS), which had test-retest reliabilities of 0.81-0.98. Results: Only 141 of the 145 women were involved in the analysis due to the fact that four women did not have a normal delivery. There were no differences found between the two groups for any of the attributes: sense of power, self-control, and fear of childbirth from data measuring with VAS and duration of second stage labor. However reporting by using questionnaires, most women found that listening to the music was helpful and increased their sense of power at a moderate to high level. Conclusions: Listening to marching music and cheerful music may have little effect on a woman’s sense of power, self-control, fear of childbirth, or second-stage duration. However, the women perceived that there is a benefit to music, and it may be substantial if the music is listened to for a longer period of time than it was in this study.

The article presents a study which examines the influence of gender stereotype and power differences between men and women on the cycle of demand-withdrawal marital communication. It is inferred that dysfunction in the communication patterns between couples may lead to conflict resulting to dissatisfaction in marital relationships. A brief overview of the communication cycle is provided which appears as wife demand and husband withdrawal.

Research on gender and negotiation has shown that women are often left worse off at the negotiation table and tend to negotiate less favorable outcomes than men. These findings may be, in part, due to the socialization of men and women, which has resulted in a greater negotiation advantage for men than for women. It is, however, hypothesized that power affects men's and women's negotiation behavior in such a way that it positively influences women's negotiation behavior while men remain unaffected by it. In an experimental setting using a face-to-face distributive bargaining situation, participants were primed with the experience of having power and were subsequently asked to negotiate with an opponent about the asking price of a house. The results of this study show that women who were primed with the experience of having power made better first offers and negotiated better outcomes than women who were not. Men's first offers and negotiation outcomes turned out not to be affected by power. Moreover, results also show that power significantly reduced differences in negotiation outcomes between men and women. All in all, this study shows that power influences men's and women's behavior in negotiation differently. [ABSTRACT FROM AUTHOR]

A higher level of intelligence can improve adolescents' interactions with intelligent online services, although overemphasizing intelligent online services may nullify their sense of autonomy and in turn affect their acceptance intention. Enterprises have therefore focused on the best ways through which to provide intelligent online services. Based on the technology acceptance model, this study constructs a theoretical model of the impact of perceived control and power on adolescents' acceptance intention of intelligent services. Through a scenario experiment involving an intelligent online recommendation service, 195 participants were obtained to test the model. The results show that the adolescents' perceived control affects their acceptance intention of intelligent online services through their perceived usefulness. The adolescents' sense of power moderates the influence of perceived control on perceived usefulness. This study supplements the research on intelligent online services and provides a reference for online merchants seeking to design such service processes., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. The handling editor YC declared a shared affiliation with the authors WF and BS at the time of review., (Copyright © 2022 Yan, Fan, Shao and Lei.)

Purpose: Drawing on the approach-inhibition theory of power and the containment theory of control-we propose a relationship model of leader humility, sense of power, and interpersonal deviance, by placing bureaucratic culture as a boundary condition., Design/methodology/approach: Using a moderated mediation model, this study applies hierarchical regression and bootstrapping analyses to data obtained from online questionnaire responses of 428 employees from various sectors in Indonesia., Findings: The results reveal a positive relationship between leader humility and employees perceptions of the sense of power, as well as between the sense of power to interpersonal deviance. In addition, we confirmed the mediating role of the sense of power on the relationship between leader humility and interpersonal deviant. Bureaucratic culture has been confirmed to moderate the relationship between a sense of power and interpersonal deviance., Practical Implications: Companies can provide leadership training to leaders to convey to them when and where to demonstrate humility. Furthermore, the effectiveness of leaders' humility can be increased and their sense of power and interpersonal deviance reduced if the company adopts a low-level bureaucratic culture., Originality/value: The current study contributes to the extant literature by revealing the moderating effects of bureaucratic culture on the relationship between the sense of power and interpersonal deviance, clarifying how, and when employees' sense of power stimulates interpersonal deviance in the Asian context., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Hadmar, Hendryadi, Suratna and Karyatun.)

Negative risk-taking behaviors refer to voluntary behaviors that lead to more harm than good. Low self-control is a crucial predictor of adolescents' negative risk-taking behavior, but its internal mechanisms require further exploration. To reveal the working process underlying the association between self-control and adolescents' negative risk-taking behaviors, we investigated the mediation of regulatory focus and the moderation of sense of power. A total of 2018 students (37.6% males) from two universities in Guangzhou, China, participated in a survey that investigated their self-control, negative risk-taking behavior, regulatory focus and sense of power. The results revealed that after controlling for the adolescents' sex and their parents' educational level, prevention focus partially mediated the association between self-control and negative risk-taking behavior. Moreover, sense of power moderated the association between self-control and prevention focus. Furthermore, the association between self-control and negative risk-taking behavior through prevention focus was stronger among adolescents with a high sense of power than among those with a low sense of power. Therefore, our findings suggest that regulatory focus and sense of power might be the mechanisms that explain how self-control is related to negative risk-taking behavior. These results thus provide a foundation for the prevention of and intervention in adolescents' negative risk-taking behavior.