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In this monograph, we expand and alter our psychoanalytic theory of motivation. Our original contribution of five motivational systems was extended to seven motivational systems which are referred to frequently. They are physiological regulation, attachment, affiliation, caregiving, exploration and preferences, sensuality and sexuality, and aversiveness/withdrawal/antagonism. These seven systems are meant to provide an experiential view of human intentions, feelings, and goals. Seeking, rather than instinctual drive, is the spark that triggers motivational activity; and a person's interest is what directs and sustains seeking. In this monograph, we add to these proposals a still more radical revision of psychoanalytic theory. This revision, if followed, offers a different perspective on what is sought in an analytic therapy. We propose that a common theme that animates all motivational activity is the sense of power. Power refers to the experience of can-do, of being a doer doing. Maintaining a sense of power, when conceptualized as the primary motivational goal of daily life, moves psychoanalytic theory from the abstract to the personal. The main focus in therapy, thus, is moved from past experiences to the greater significance of the present moment. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Physical Education / Tiyu Xuekan is the property of Journal of Physical Education Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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]

The benefits of self-authenticity have been well-documented, although courage is needed to be true to oneself. The present work aims to test whether courage is associated with and promotes self-authenticity. This hypothesis was confirmed across six studies (N = 3868). Study 1 showed that courage was positively related to self-authenticity. Having participants recall courageous (vs. cowardly or neutral) acts, Study 2 showed that temporarily heightened courage could enhance self-authenticity. Studies 3–5 further showed that sense of power could mediate the effect of courage on self-authenticity both at the trait and the state levels. Study 6 demonstrated the causal effect of sense of power on state self-authenticity by manipulating the sense of power. Overall, the current findings provide empirical evidence for the classic wisdom that courage enables one to be authentic and reveal the mediating role of sense of power in this process. Implications and limitations are also discussed. [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]

Speaking up directly promotes voice endorsement because it enhances communication clarity. Yet, voicers may hesitate to engage in direct voice because it is a dominant communication tactic that may upset, impose on, embarrass, or undermine their leader, potentially resulting in a backlash, greater workload, or a tainted image. These concerns present a puzzle regarding whether alternative communication tactics exist whereby voicers can secure endorsement for improvement‐oriented initiatives without directly challenging their leader. To address this puzzle, we introduce voice inquiry—expressing improvement‐oriented suggestions or concerns in the form of a question—as a submissive communication tactic to secure endorsement. Drawing upon dominance complementarity theory, we argue that voice inquiry prompts endorsement because it enhances leader's sense of power. Given the complementary effect of submissiveness and dominance, we further predict that this effect will be stronger when leader dominance is high. We conducted three Pilot Studies to unpack the content, motivation, prevalence, and submissive nature of voice inquiry. Building on this foundation, we conducted a multi‐wave field study with 373 employees and 178 leaders in a transportation company (Study 1) and a vignette experiment with 243 full‐time workers (Study 2). Across studies, our research demonstrates voice inquiry as a theoretically driven communication tactic that increases endorsement by activating leader sense of power, particularly among dominant leaders. [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]

A demonstration of the enormous sense of power in Richard Wagner's operatic creativity that enhances a love of life and his virulent antisemitism that promoted self-destruction. In this paper, a discussion of the creativity and life of Richard Wagner, one can follow Lichtenberg's sense of power, his concepts of a doer doing and of model scenes. [ABSTRACT FROM AUTHOR]

Although the change-oriented organizational citizenship behavior (OCB) exhibited by civil servants is crucial for public organizations to swiftly adapt to environmental changes, the formation process of this behavior from a power perspective has been largely ignored. Drawing upon the Situated Focus Theory of Power, this study examines whether, how, and when civil servants' sense of power impacts their change-oriented OCB. Through a combination of two experiments (Study 1 and 2) and a survey (Study 3), we found a positive correlation between civil servants' sense of power and their change-oriented OCB (Study 1). Furthermore, psychological safety plays a mediating role in the above relationship. A fault-tolerant organizational climate moderates the relationship between a sense of power and psychological safety, as well as the mediating role of psychological safety. Specifically, the impact of a sense of power on change-oriented OCB through psychological safety becomes weakened when the organizational climate's fault tolerance is high (Study 2 and 3). These findings provide theoretical and practical insights into how to stimulate the change-oriented OCB of civil servants. [ABSTRACT FROM AUTHOR]

Although negative gossip is ubiquitous in the workplace, we know little about how negatively gossiping about the supervisor--who occupies a higher hierarchical position in the organization--influences gossipers themselves. To address this question, we draw on the conservation of resources theory to account for the resource-consuming and resource-generating impact of negative gossip about the supervisor on gossipers' work engagement. Findings from three experience sampling studies show that negative gossip about the supervisor is a double-edged sword for gossipers that seems to do more harm than good to their work engagement. On the one hand, spreading negative gossip about the supervisor evokes the resource-consuming mechanism of image maintenance concerns, which impairs gossipers' work engagement, especially when perceived organizational politics is higher. On the other hand, engaging in such gossip elicits the resource-generating mechanism of sense of power, which only improves work engagement in Study 3 but not in Studies 1 and 2; contrary to our expectation, this effect is unaffected by perceived organizational politics. We conclude by discussing the theoretical and practical contributions of our research. [ABSTRACT FROM AUTHOR]

When sense of power helps or hinders creativity remains an unresolved question. Drawing upon the approach-inhibition theory of power and its extensions, we integrate two different predictions into a dual-pathway model, showing the paradoxical role that sense of power--one's perceived ability to influence others--plays in predicting creativity. Specifically, sense of power helps creativity through increased risk-taking and simultaneously hinders it through reduced perspective taking. We further propose openness to experience as a moderator of the countervailing mechanisms, such that the positive path through risk-taking is stronger and the negative path through perspective taking is weaker for individuals with higher (vs. lower) levels of openness. We test our hypotheses with three multisource and multiwave field studies (Study 1: n = 181 part-time MBAs paired with peers; Study 2: n = 128 sales employees paired with store managers; Study 3: n = 153 sales employees paired with store managers). The results support our theoretical model, showing that sense of power and creativity are simultaneously connected positively through risk-taking and negatively through perspective taking, and that the overall indirect effect of sense of power on creativity is more positive for individuals with higher (vs. lower) levels of openness to experience. [ABSTRACT FROM AUTHOR]

This study examined the power-cognition relationships in Japan, considering the differences related to interpersonal influence from Western cultures. Participants were instructed to recall episodes of influencing others (high-power condition) or being influenced by others (low-power condition), think about managing a group as a leader, or recall the summary of a drama or movie as a control condition. In Study 1, participants in the high-power condition reported a higher sense of power than those in the low-power condition. Participants in the control condition of Study 2 rated their sense of power the least among the four experimental conditions. However, there were no differences in innovativeness, positive affection, and the Behavioral Approach System between the high-power and control conditions. Many of the results of Bayesian factors supported the null hypotheses. These results did not support the power-cognition relationships. Considering that the Japanese are globally considered to be less assertive, these results suggest a low susceptibility to the activation of a sense of power and the possibility of a weakness in the frame of power in Japanese interpersonal relationships. [ABSTRACT FROM AUTHOR]

Copyright of Nankai Business Review is the property of Nankai Business Review Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Previous studies have found that sense of power is an important predictor of employee voice; however, the mechanism underlying the relationship between these factors remains unclear. To explore this mechanism, 642 valid questionnaires from 45 enterprises were used to conduct an empirical test based on the approach–inhibition theory of power. The results showed that sense of power can affect error risk taking positively, error risk taking mediates the relationship between sense of power and employee voice; and power congruence moderates both the direct relationship between sense of power and employee voice and their indirect relationship via error risk taking. This study thus provides a useful reference for improving employees' enthusiasm for voice behavior and can help enhance the competitiveness of enterprises. [ABSTRACT FROM AUTHOR]

Although scholars have identified a few antecedents of inaction inertia, scant attention has been given to the sense of power. Therefore, the present study connects consumers' sense of power with inaction inertia, and investigates the mechanism underlying the effects of consumers' sense of power and psychological ownership on inaction inertia from the perspective of endowment effect. Three experiments and one survey were conducted to test our predictions. Studies 1a and 1b found that consumers with low (vs. high) sense of power showed higher inaction inertia, whether state or trait sense of power. Study 2 found that psychological ownership moderated the relationship between sense of power and inaction inertia, and the valuation was an underlying driver of this effect. Furthermore, study 3 revealed the chain mediating role of both valuation and anticipated regret in the impact of sense of power and psychological ownership on inaction inertia. Theoretical and practical implications, and future research directions are discussed. [ABSTRACT FROM AUTHOR]

Power, the capacity to influence others while resisting their attempts at influence, has implications for a wide variety of individual‐ and relationship‐level outcomes. One potential mechanism through which power may be associated with various outcomes is motivation orientation. High power has been linked to greater approach‐oriented motivation, whereas low power has been linked to greater avoidance‐oriented motivation. However, current research has mostly relied on artificially created relationships (and the power dynamics therein) in the lab to assess the associations between power and motivation orientations. Utilizing the Biopsychosocial Model of Challenge and Threat framework, the current study examined how power is related to physiological responses indicative of psychological challenge (i.e., approach) and threat (i.e., avoidance) during discussions of problems outside of the relationship between romantic partners. The primary hypothesis that higher power would be associated with more approach‐oriented challenge and less avoidance‐oriented threat was supported via self‐reports, but not via physiological assessments. Instead, physiological assessments revealed that for those disclosing problems to high‐power partners, greater power was associated with reactivity consistent with more avoidance‐oriented threat and less approach‐oriented challenge. This is the first research to examine associations between power and in vivo indices of challenge and threat during interactions between romantic partners. It advances our understanding of how power elicits motivation orientations and influences the stress response system by highlighting the importance of situational attributes (e.g., role during a conversation) that may undermine power during disclosures with a high‐power partner. This study incorporates the Biopsychosocial Model of Challenge and Threat with the Approach‐Inhibition Theory of Power using a dimensional, dyadic approach to assess power in pre‐existing relationships. We highlight the importance of co‐examining self‐report and physiological markers of stress. Despite self‐reports suggesting people high in power appraised a conversation as challenging, physiological findings revealed a specific context during which greater power was unexpectedly associated with physiological markers of threat. [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.

Copyright of Psychological Science is the property of Psychological Science Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study investigated the relationship between the sense of power and online trolling among college students and the role of self-esteem and moral disengagement in that relationship. Participants were 1 268 college students (females = 61.6%, mean age = 19.94, SD = 2.07 years). The students completed the Sense of Power Scale, the Self-esteem Scale, the Chinese Version of the Moral Disengagement Scale and the Global Assessment of Internet Trolling. The results from the regression analysis and the mediation effect showed that students with a higher sense of power were less likely to engage in online trolling. Moral disengagement mediated the relationship between a sense of power and online trolling to be higher in trolling. The chain mediating effect of self-esteem and moral disengagement between the sense of power and online trolling was significant, so students with a low sense of power also had lower self-esteem and higher moral disengagement. These findings are consistent with structural power theory, which contends that people with a low sense of power do not regard moral standards and are more likely to engage in online trolling. [ABSTRACT FROM AUTHOR]

The prevalence of loneliness has dramatically increased in recent decades, rendering it a significant worldwide risk factor for both physical and mental health. This study examined the relationship between sense of power and loneliness in two cultures. It was hypothesized that high sense of power is associated with reduced loneliness, and that this relationship is mediated by perceived social support and the individual's self-construal (relative independent self-construal for the West and relative interdependent self-construal for the East). Two studies and 476 participants (200 from the U.K. and 276 from the Chinese mainland) completed the Sense of Power Scale, UCLA Loneliness Scale, Multidimensional Scale of Perceived Social Support, and Self-Construal Scale. Results from the multiple mediation analyses supported the hypotheses. It showed that power is negatively related to loneliness across cultures. Also, a high sense of power was related to greater perceived social support and individual's dominant self-construal which decreased loneliness. These findings contribute to the understanding of social power and loneliness from a cross-cultural perspective, shed light on practices in social and personal relationships, provide explanations for loneliness in interpersonal relationships, and provide potential buffers against loneliness that can increase positive emotions and wellbeing in social life. [ABSTRACT FROM AUTHOR]

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]

The motivated attributions model of trust development suggests that trustors ameliorate the anxiety associated with dependence by perceiving others as trustworthy and then engage in seemingly irrational acts of trust, despite these acts being extremely risky. Accordingly, I predicted that individuals with lower social status would demonstrate more trusting behavior than would higher status individuals, and that this tendency would be explained by the lower sense of power of people with a lower social status. I tested the hypotheses using both correlational and experimental designs, with samples representing people from a diverse range of social class backgrounds and controlling for plausible alternative explanations. The results have theoretical and practical implications for understanding how inequality and hierarchy mold actions. [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.

Drawing on approach–inhibition theory and proactivity research, this study examines the potential dark side of peer proactive personality for employee innovative behavior by exploring the mechanism through which peer proactive personality hinders employee innovative behavior and the underlying boundary condition. To test the hypotheses, we conducted a three-wave field study using a nested dataset (i.e., 861 employees and their 122 leaders) in China and an experimental vignette study with a U.S. sample. The results supported our hypotheses that peer proactive personality has a negative effect on employee innovative behavior via reduced employee sense of power, depending on the level of team cooperative climate. This study shifts research attention from the focal employees' proactive personality to peer proactive personality and advances the proactive personality literature by highlighting the potential dark side of peer proactive personality. • Proactive peers may inhibit employee innovative behavior. • Peer proactive personality is negatively related to sense of power. • Sense of power is positively related to innovative behavior. • The negative effect of peer proactive personality on sense of power is reduced if team cooperative climate was higher. [ABSTRACT FROM AUTHOR]

Busyness is prevalent for modern consumers, but there is limited understanding of how it affects consumers' food-related responses. The current research addresses this knowledge gap by proposing that subjective busyness has a varying impact on consumers' responses to indulgent food, depending on their sense of power. Through two studies, we find that powerless (vs. powerful) consumers respond more favorably to indulgent food when busy. Study 1 explores the proposed effect by measuring participants' busyness and power. Study 2 uses a priming task to induce incidental busyness and shows that powerless (vs. powerful) consumers tend to engage in affective (vs. cognitive) information processing to make indulgent food choices. Our study offers valuable practical implications for public policymakers, food marketers, and consumers to respond to the prevailing busyness. • The effect of busyness on consumers' food responses depends on consumers' sense of power. • A higher level of busyness among powerless consumers will lead to more favorable responses to indulgent food. • A higher level of busyness among powerful consumers will lead to less favorable responses to indulgent food. • Busyness will activate an affective (vs. cognitive) processing style among powerless (vs. powerful) consumers. [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. [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]

While managers generally seem to enjoy better mental health than regular employees, there are also plenty of reports about them suffering from burnout. The present study explores this relationship between hierarchy level and burnout in more detail. In doing so, we not only investigate what impact managerial rank may have on burnout, but we also contrast two different theoretically meaningful mediators for the relationship: sense of power (feeling in control over people) and work-related self-efficacy (feeling in control over tasks). The results of two surveys—the first with 580 managers (single-source) and the second with 154 managers matched with ratings from close others (multi-source)—show a negative relationship between managers' hierarchy level and burnout that is explained by both mediators independently. Additional analyses reveal that high sense of power and high self-efficacy are both necessary conditions for low levels of burnout. Such fine-grained analyses allow us to understand why managers at the top are less threatened by burnout, in contrast to what some media reports suggest. [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.)

Objectives: To test whether normative and non-normative forms of obligation to obey the police are empirically distinct and to assess whether they exhibit different dynamics in terms of the downstream effects of police-citizen contact. Methods: Analysing data from the Scottish Community Engagement Trial of procedurally just policing, we use natural effect modelling for causally ordered mediators to assess causal pathways that include—but also extend beyond—the experimental treatment to procedural justice. Results: Normative and non-normative forms of obligation are empirically distinct. Normative obligation to obey the police is sensitive to procedurally just or unjust police behaviour, and influences cooperation with the police and traffic law compliance in a way that is consistent with procedural justice theory. Non-normative obligation to obey the police is 'sticky' and unresponsive. Conclusions: Legitimacy can resonably be defined partly as normative obligation with its expected beneficial downstream effects, so long as it is measured properly. [ABSTRACT FROM AUTHOR]

Studies have shown that sense of power is positively associated with subjective well-being, but this relationship has proved inconsistent in collectivist contexts. The present study aimed to investigate the relationship between sense of power, well-being outcomes, and psychological maladjustment in Chinese early adults, and further investigated the potential mediating role of hope. Sense of power, dispositional hope, life satisfaction, and positive and negative affect were measured in Study 1 (n = 522). Sense of power was found to be positively related to hope and to emotional and cognitive well-being. Furthermore, mediating analysis indicated that hope-agency (but not hope-pathway) was a significant mediator of the relationship between perceived power and subjective well-being. Study 2 (n = 391) additionally measured loneliness and perceived stress as components of psychological maladjustment. The results showed that sense of power was negatively associated with stress and loneliness, and that hope-agency partially mediated the link of perceived power to psychological maladjustment. Overall, our findings contribute to a deeper understanding of the relationship between sense of power and well-being outcomes, and suggest that a sense of power might foster people's well-being and mental health by activating their motivation to achieve desired goals. [ABSTRACT FROM AUTHOR]

Incidences of noncompliance with COVID-19 prevention and control policies have occurred worldwide, increasing the risk to public safety and making epidemic control more difficult. We applied the approach–inhibition theory of power perception to investigate the underlying mechanisms and boundary conditions of the relationship between individuals' power perception and their prevention and control policy compliance. This study collected data from 303 participants in 45 counties (districts) spanning one province in China. Results show that individuals' sense of power was negatively related to their prevention and control policy compliance, with risk perception mediating and group policy control moderating this relationship. The findings provide a reference for assessing the effectiveness and relevance of government epidemic prevention and control. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]