Premium
Some Outcomes of Pressure, Ingratiation, and Rational Persuasion Used With Peers in the Workplace 1
Author(s) -
Buckle Gerhard
Publication year - 2003
Publication title -
journal of applied social psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.822
H-Index - 111
eISSN - 1559-1816
pISSN - 0021-9029
DOI - 10.1111/j.1559-1816.2003.tb01917.x
Subject(s) - persuasion , reactance , psychology , social psychology , compliance (psychology) , german , task (project management) , field (mathematics) , management , physics , mathematics , archaeology , quantum mechanics , voltage , pure mathematics , economics , history
In a cross‐sectional organizational field study, the effects of ingratiation, pressure, and rational persuasion on performance appraisal, compliance gaining, and reactance were investigated. Actors were asked to describe their lateral‐influence strategies, and peers were asked to assess actors’ impact. Actors and assessors from 140 German lateral‐influence dyads who were public officeholders and employees participated in the study. The data support the hypothesis that the more an actor uses rational persuasion and the longer the assessor has known the actor, the more positively the assessor will evaluate the actor's task performance. In addition, the results support the hypothesis that the more an actor uses ingratiation and the longer the assessor has known the actor, the more positively the assessor will evaluate actor's compliance‐gaining success.