When overconfidence is revealed to others: Testing the status-enhancement theory of overconfidence

Kennedy, Jessica A.; Anderson, Cameron; Moore, Don A.

doi:10.1016/j.obhdp.2013.08.005

Cited by 133 publications

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“…As a result, women could be accorded lower status than men at work, despite identical competence. Status is driven by perceptions of relative competence (Anderson & Kilduff, 2009;Anderson, Brion, Moore, & Kennedy, 2012;Kennedy, Anderson, & Moore, 2013). Because resources and rewards accrue to those with higher status (Berger, Cohen, & Zelditch, 1972;Blau, 1964;Griskevicius, Tybur, & Van den Bergh, 2010;Savin-Williams, 1979), these tactics could ultimately affect women's employment negotiations.…”

Section: Evidence Of Negative Treatment Of Women Negotiatorsmentioning

confidence: 99%

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

Kennedy

Kray

2015

Research in Organizational Behavior

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Within a framework of inequality the existence of conflict is denied and the means to engage openly in conflict are excluded. -Jean Baker Miller, M. D. The New Psychology of WomenWomen in organizations are succeeding to a lesser degree than men. Women still hold only 5% of CEO positions (Catalyst, 2015), 19% of Board Directorships (Catalyst, 2015 and are estimated to earn only $0.82 for every dollar paid to men (Hegewisch, Ellis, & Hartmann, 2015). When women are under-represented in high status positions, it becomes more difficult for other women to succeed in the organization (Ibarra, 1992(Ibarra, , 1993Kanter, 1977). The female gender group is seen more negatively in firms with fewer senior women (Ely, 1994) and women's skills go unrecognized (Joshi, 2014) 1 .Despite similar career aspirations, the trajectories of high-achieving men and women in MBA programs vary in important ways. A recent survey of Harvard Business School alumni showed that women were less likely than men to hold senior management positions, less likely to Women's relatively worse performance in negotiation is often cited as an explanation for gender differences in advancement and pay within organizations. We review key findings from the past twenty years of research on gender differences in negotiation. Women do underperform relative to men in negotiation, but only under limited circumstances, which means the performance gap is unlikely due to lesser skills on their part. The barriers between women and negotiation excellence are of three types: cognitive, motivational, and paradigmatic. Cognitive barriers stem from negative stereotypes about women's negotiating abilities. Motivational barriers stem from desire to prevent women negotiators from excelling in a masculine domain. Paradigmatic barriers stem from how negotiation is currently studied. We call for greater attention to motivational barriers and for changes to the negotiation paradigm. Women negotiators are not incompetent, and training them to negotiate more like men is not obviously the solution. In fact, women have greater concern for others than men do, and their cooperativeness elevates collective intelligence and enables ethical behavior. Under a new paradigm of negotiation, the value of these strengths could become more readily apparent. In particular, we advocate for greater attention to long-term relationships, subjective value, and relational capital, all of which may have important economic implications in real world negotiations. ß

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Section: Evidence Of Negative Treatment Of Women Negotiatorsmentioning

confidence: 99%

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

Kennedy

Kray

2015

Research in Organizational Behavior

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“…6 In studies on behavior and overconfidence, Anderson and colleagues found evidence that overconfidence makes individuals appear to be more competent to their peers, and it enhances social status even when confidence is unsubstantiated. 7,8 In groups, overconfident people also tend to achieve a higher social status compared to those with an accurate self-assessment of ability. 9 In the clinical area, achieving a higher status compared with one's peers could mean more clinical opportunities, such as procedures and increased clinical responsibility, and more professional opportunities in the form of research and leadership positions.…”

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On Bullsh*t and Medical Education

Rice¹

2017

Journal of Graduate Medical Education

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“…Researchers found that peers perceived students who were overconfident in their ability to achieve high grades as more capable of achieving these grades, independent of true ability (Lamba & Nityananda, 2014). Studies have also shown that in dyadic tasks, task partners perceived individuals who were overconfident in their geographic knowledge as more competent, and consequently accorded them more status in the dyad (Anderson, Brion, Moore, & Kennedy, 2012;Kennedy, Anderson, & Moore, 2013). Further, when led to be overconfident using false feedback, overconfident participants were still perceived as being more competent and received more status, indicating a causal relationship (Anderson et al, 2012).…”

Section: Cross-sectional Studiesmentioning

confidence: 99%

“…The established benefits of overconfidence on status (Anderson et al, 2012;Kennedy et al, 2013;Ronay at al., n.d.) indicate that overconfidence may indeed be particularly beneficial in climbing competitive social ladders. Indeed, although overconfidence did not increase overall perceptions of desirability in the studies reported in Chapter 3, it did increase overall perceptions of status (see Appendix B).…”

Section: Overconfidence Competition and Statusmentioning

confidence: 99%

“…However, the literature has consistently shown that overconfidence is beneficial in status-driven contexts (Anderson et al, 2012;Kennedy et al, 2013;Ronay at al., n.d.), in sharp contrast to the mixed pattern of findings in other social domains. The literature would benefit from more work testing the effects of overconfidence on perceptions of status and other outcomes simultaneously, to identify whether and why overconfidence truly is particularly beneficial in competitive contexts.…”

Section: Overconfidence Competition and Statusmentioning

confidence: 99%

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An investigation of the adaptive functions of overconfidence

Murphy¹

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The research presented in this thesis explores the question of whether overconfidence provides adaptive benefits. Chapter 1 presents the arguments for three adaptive accounts of overconfidence; that it leads to mental health benefits, increased motivation, and positive social outcomes. It then outlines the forms of measurement needed to properly test these adaptive accounts, and reviews the extant literature. Chapter 2 reports a longitudinal study that tested the effects of two forms of overconfidence (athletic and intellectual) on each of the three adaptive outcomes. Results from this study were mixed, with both forms of overconfidence showing positive cross-sectional associations with mental health outcomes, but largely null effects over time. Overconfidence in sporting ability was strongly associated with increased effort and improvement in sport over time, as well as increased popularity. In contrast, intellectual overconfidence had largely null effects on effort, improvement, or social success over time. Together, the results from Chapter 2 provide evidence that at least one form of overconfidence conferred adaptive benefits to motivation and social success, while results on mental health were more ambiguous. Importantly, this study found no evidence for the oft-cited possibility that overconfidence leads to deleterious outcomes over time.Chapter 3 extends the investigation of the adaptive functions of overconfidence on social success, testing whether overconfidence helps to win potential romantic partners rather than just friends. In Study 1, overconfident people were perceived as more confident in their dating profiles, and this perceived confidence predicted increased romantic desirability.Study 2 revealed that overconfident people also tend to be perceived as arrogant, however, which counteracted the positive effects of perceived confidence. Study 3 supported the idea that overconfidence might confer an advantage in intrasexual competition, as people were less likely to compete with overconfident individuals due to their perceived confidence and arrogance. Study 4 showed that overconfident raters were themselves more likely to choose 3 to compete for romantic partners. In Study 5, agent-based modeling incorporating the coefficients from these prior studies suggested that overconfidence facilitates mate acquisition in the presence of intrasexual competition. Together, the results of Chapters 2 and 3 suggests that overconfidence has social benefits in at least some settings, and that these are likely due to the increased perceptions of confidence that it creates.Chapter 4 provides a discussion of the findings, and in particular explores potential reasons for the different effects of intellectual and athletic overconfidence in Chapter 2, and the different pattern of findings with athletic overconfidence in Chapter 2 and the primarily intellectual measure of overconfidence used in Chapter 3. Future directions of research that could disambiguate the possible explanations are suggested, and further wo...

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When overconfidence is revealed to others: Testing the status-enhancement theory of overconfidence

Cited by 133 publications

References 141 publications

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation

On Bullsh*t and Medical Education

An investigation of the adaptive functions of overconfidence

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