Subjective status and the equilibration hypothesis.

Fenchel, Gerd H.; Monderer, Jack H.; Hartley, Eugene L.

doi:10.1037/h0063466

Cited by 38 publications

(10 citation statements)

References 6 publications

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“…Similar arguments have been made by Klein et al (2006) concerning their study on medical teams and by Lyndon and colleagues (2011) in their study investigating speaking up in nurses and physicians. that such a measure is not suitable if researchers are interested in studying the positive or negative effects of status on interactions between higher-and lower-status members, because those effects are based on personal interactions rather than hierarchy diagrams (Berger, Rosenholtz, & Zelditch, 1980;Fenchel, Monderer, & Hartley, 1951;Lenski, 1954;Singh-Manoux, Adler, & Marmot, 2003). According to these scholars, each employee is most likely to have a unique profile of social standings on various organizational and personal status hierarchies.…”

Section: Sample and Proceduresmentioning

confidence: 99%

Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety, status, and leadership within and across teams

Bienefeld

Grote

2013

European Journal of Work and Organizational Psychology

109

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Speaking up in high-risk organizations plays a pivotal role in the mitigation of errors and can make the difference between life and death. To date, speaking up has been studied mostly within teams. However, many high-risk organizations rely on the effective collaboration across teams in ad hoc multiteam systems (MTS). This study widens the scope of research from teams to MTS and empirically compares the mechanisms involved in speaking up within versus across teams in ad hoc MTS-aircrews. In a sample of 1490 aircrew members of a European airline, we found that crewmembers' individual level perceptions of psychological safety mediated both the relationship between status and speaking up and between perceived leader inclusiveness and speaking up within teams. Across teams, however, psychological safety and leader inclusiveness-as perceived by pursers in their role as boundary spanners-showed no effect. Instead, it was pursers' within-team perceptions of psychological safety that mediated between status and speaking up across teams. Teams in ad hoc MTS may thus serve as safe harbours supporting their members also in interactions across team boundaries. Implications of findings for research on MTS and practical recommendations to improve speaking up within and across teams in ad hoc MTS are discussed.

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Section: Sample and Proceduresmentioning

confidence: 99%

Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety, status, and leadership within and across teams

Bienefeld

Grote

2013

European Journal of Work and Organizational Psychology

109

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“…Sociologists have suggested many behavioral symptoms a s effects of status inconsistency. Most relevant for our purposes is that status inconsistency is said to lead to mobility striving (Benoit-Smullyan, 1944;Fenchel et al, 1951;Galtung, 1966;Hartman, 1974;Lendecker. 1960).…”

Section: Review Of the Literature And Hypothesesmentioning

confidence: 99%

From White-Collar Occupations to Small Business: Korean Immigrants' Occupational Adjustment

Min

1984

The Sociological Quarterly

105

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Previous studies indicate that about one‐third of Korean immigrant families in the United States are engaged in small business. This paper attempts to explain why such a large proportion of Korean immigrants turn to small business. The data are based on personal interviews with 159 randomly selected Korean businessmen in Atlanta. The data analysis shows that neither Korean immigrants' sojourning orientation nor their perception of host discimination is an important factor in their decision to start a business. It instead indicates that Korean immigrants' perception of disadvantages in nonbusiness occupations, their sense of status inconsistency, and their anticipation of economic mobility through business are three major factors which lead them to small business. The findings are theoretically important since neither the concept of status inconsistency nor that of mobility has been applied to minority small business, while sojourning and host discrimination have been emphasized as explanatory variables for minority members' entry into small business.

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“…It has sometimes been suggested that instead of averaging several indicators of status, such as education, occupation, or income, one should consider the discrepancies or congruence among them. This status incongruence hypothesis ( Fenchel et al, 1951) implies that stress is minimal when the status indices are in balance, or subjectively congruent with each other. There are some studies which have a bearing on this hypothesis.…”

Section: Selected Findings On Status and Healthmentioning

confidence: 99%

The Effects of Occupational Status on Physical and Mental Health¹

Kasl¹,

French²

1962

Journal of Social Issues

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Subjective status and the equilibration hypothesis.

Cited by 38 publications

References 6 publications

Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety, status, and leadership within and across teams

Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety, status, and leadership within and across teams

From White-Collar Occupations to Small Business: Korean Immigrants' Occupational Adjustment

The Effects of Occupational Status on Physical and Mental Health¹

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Subjective status and the equilibration hypothesis.

Cited by 38 publications

References 6 publications

Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety, status, and leadership within and across teams

Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety, status, and leadership within and across teams

From White-Collar Occupations to Small Business: Korean Immigrants' Occupational Adjustment

The Effects of Occupational Status on Physical and Mental Health1

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The Effects of Occupational Status on Physical and Mental Health¹