Holding your place: Reactions to the prospect of status gains and losses

By Nathan C. Pettit, Kevyn Yong, Sandra E. Spataro. 2010

204 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/fa96a4175e031427f7f9bd73c27c209b4f640c93

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Citations in the corpus

When Interteam Conflict Spirals into Intrateam Power Struggles: The Pivotal Role of Team Power Structures (2017, background): “…and we extend this literature by showing that the competiveness of the external environment is more likely to spill over to the internal environment when the latter is characterized by an inequitable power structure (Georgesen & Harris, 2006; Pettit et al., 2010; Solomon, 1960;Tjosvold, 1981).”
The dysfunctions of power in teams: A review and emergent conflict perspective (2017, background): “Indeed, an abundance of research shows that high power individuals are easily threatened in their position (Fast & Chen, 2009; Georgesen & Harris, 2006; Halevy, 2016; Maner & Mead, 2010; Mead & Maner, 2012; Pettit et al., 2010).”
THE DOWNFALL OF EXTRAVERTS AND RISE OF NEUROTICS: THE DYNAMIC PROCESS OF STATUS ALLOCATION IN TASK GROUPS (2013, result): “Our work also suggests that these dynamics are not necessarily due to individuals’ proactive status seeking and maintenance efforts, as has been suggested by other scholarship working in this nascent area (e.g., Bendersky & Shah, 2012; Huberman et al., 2004; Pettit et al., 2010).”
Falling from great (and not-so-great) heights: how initial status position influences performance after status loss (2014, background): “Status loss is likely to be a threatening experience for people to overcome (Pettit et al., 2010; Scheepers et al., 2009; Scheepers & Ellemers, 2005), and stressful or threatening experiences can negatively impact performance quality.”
Supervisory Responsiveness and Employee Self-Perceived Status and Voice Behavior (2015, methodology): “furthermore, as status determines the relative influence that members have over group interactions and functioning (e.g., Anderson et al., 2006; Chizhik et al., 2003; Pettit et al., 2010; Ridgeway & Berger, 1986), we proposed that the amount of status that employees perceive themselves to enjoy with”
Language Matters: Status Loss and Achieved Status Distinctions in Global Organizations (2013, background): “Perhaps more importantly, Pettit et al. (2010) find that when individuals were primed to think about status loss in the eyes of their work colleagues, they were willing to pay more to avoid this status loss and, when placed in a group setting, put forth greater effort when striving to prevent…”