Reward Power Research Articles

그림책으로 읽어보는 어린이의 몸과 건강: 푸코의 지식, 권력과 담론을 기초로

Objectives This study aimed to analyze how picture books discuss and represent children's bodies and health, as well as to uncover their underlying meanings, utilizing the concepts of knowledge, power, and discourse by the post-structuralist M. Foucault. Methods To achieve this, a discourse analysis was conducted using Foucault's techniques of discipline, surveillance, and normalization on 132 picture books selected through the search of the National Library for Children and Young Adults. Results The findings revealed that these picture books reflect the standards and norms set by our society regarding children's bodies and health. They utilize the authority and status of specialized knowledge in fields such as medicine, nutrition, psychology, and sports science to regulate children's bodies by presenting different arrangements of healthy or vulnerable bodies and establishing hierarchical knowledge to secure a standardized body position. The multiplicity of voices, including the voice of narrators, illustrations, and the voice of adult readers, intertwined with gazes between characters, exerted the power of reward and punishment, allowing child readers to self-regulate regarding their bodies and health. Moreover, the ideal characteristics of children's bodies and health were reinforced through powerful discourses structured around expectations, commands, conventions, norms, declarations, and linked to broader societal discourses such as risk and deficiency, differentiated by age and gender. Conclusions The meaning and discourse surrounding children's healthy bodies were discussed within the context of how societal discourses, including risk and deficiency discourses based on age and gender, also regulate children's bodies and health. Picture books by adopting a narrative form can become a mechanism of power that (re)produces and disseminates knowledge and discourse about children.

Perceived Supervisor Power and Employee Silence

Abstract: Research on the contextual antecedents of employee silence remains underdeveloped. We propose supervisors’ coercive and reward power as important antecedents of employee silence. Furthermore, guided by the person–environment interaction perspective, we suggest that two employee personality traits – conscientiousness and neuroticism – moderate the relationship between perceived supervisor power and employee silence. We conducted a two-wave survey of 177 full-time employees in China and found that employees were (a) more likely to remain silent when they perceived that their supervisor had high coercive power and (b) less likely to remain silent when they perceived that their supervisor had high reward power. These relationships were stronger for employees with a low level of conscientiousness or a high level of neuroticism. We discuss the theoretical and practical implications of our findings.

Power in coordinating supply chain projects in humanitarian settings: A case study of Rohingya refugee camps

AbstractHow and why is power used in humanitarian projects? Coordinating organizations, such as UN agencies, carry power and influence over NGOs to advance the interests of beneficiaries. However, coordination can be managed by a single authority or by multiple authorities that share or delegate responsibilities. Furthermore, coordinators may leverage different types of power, including non‐mediated forms like referent and expert power, or mediated forms such as reward, legitimate, or coercive power. This research draws upon 57 interviews regarding organizational behavior with members of international and local non‐governmental organizations (NGOs), UN agencies, and government officials involved in managing Rohingya refugee camps in Southern Bangladesh. The observations suggest that in single‐authority layered projects, referent and expert powers are commonly employed, leading to improvements in quality and delivery performance. Reward power is typically wielded informally and is linked to cost performance. In dual‐layered projects, legitimate power is used to enhance quality and delivery performance. This article's originality lies in its extension of the use of power to multi‐tiered supply chain settings; its contribution is to organizational theory regarding the resolution of principal‐agent issues; and its insights are into the nuanced effects of different types of power based on project types. It offers valuable guidance to policymakers and practitioners, highlighting effective approaches for coordinating inter‐organizational efforts in challenging and unconventional supply chain settings.

English as a foreign language lecturers’ language power bases in the high context culture of Toraja

<span lang="EN-US">This study overviews the English as a foreign language (EFL) lecturers’ language power bases in the high-context culture of Toraja. The writer applied a qualitative study method with a case study design. The writer applied purposive sampling and the subjects of this study are three EFL lecturers. The writer got the data through video observation and interviews. The data analysis technique used is using transcription and coding. It is revealed that the characteristics of lecturers’ behaviors and communication strategies associated with the five bases of power-referent power, coercive power, reward power, legitimate power, and expert power-were observed in the high context culture of Toraja, a common cultural practice among the Toraja learners. Referent power was evident when the lecturer was able to establish a connection with the learners based on shared cultural norms. Coercive power was demonstrated when the lecturer used guilt to pressure learners who were unwilling to do a class presentation. Reward power was characterized by the lecturer providing incentives to learners who complied with requests. Legitimate power was observed when the lecturer maintained strict control over the classroom. Additionally, expert power was identified when the lecturer shared their knowledge and expertise in addressing gaps in the study area.</span>

The Inventory of Resources of Power Used by Pre-school Children: A Validity and Reliability Study

This study aims to create an inventory to determine the power sources used by preschool children and to bring this inventory to the literature by conducting the necessary validity and reliability study Participants were selected through maximum variation sampling method. The teachers of 346 children attending pre-school education in different regions of Turkey in the 2021-2022 academic years were included in the study. The validity of the inventory was tested with EFA and CFA. As a result of the EFA analysis, a structure consisting of 21 items and four factors was obtained. The factors obtained were named as charismatic power, coercive power, helplessness power and reward power. The inventory we developed explains 68.26% of the total variance. The fit indices obtained in the CFA are acceptable. The result of the Cronbach's alpha analysis performed to determine the internal consistency of the inventory showed that the reliability coefficients of the inventory were acceptable as well. As a result, it has been shown that “The Inventory of Resources of Power Used by Pre-School Children” is a is a valid and reliable assessment tool.

The Impact of Teacher Power on University Students’ Satisfaction

The aim of this study was to find the impact of teacher power on students’ satisfaction. Participants were 364 university students (60 girls and 304 boys) which were selected by quota-random sampling method. All the students of the research sample voluntarily completed the questionnaires about the teacher’s power and students’ satisfaction. For analyzing the research data, SPSS.v.24 software was used. Results showed that there is a significant positive relationship between student satisfaction with both referent power and expert power. In addition, According to the difference in averages, the highest Mean is related to the type of reward power and the lowest mean was related to the type of coercive power. The findings further showed that female students are more satisfied than male students and in both groups, the least satisfaction was for evaluation method. Finally, the results indicate the importance of the optimal use of various teachers' power sources by teachers in forming a favorable climate, which can play a key role in increasing the satisfaction of students.

Mechanisms Underlying the Use of Power-Creativity Relationship in the Military: Achievement Motivation and Identification

ABSTRACT These two studies tested how supervisors’ use of coercive or reward power influences individuals’ creativity and examined whether subordinates’ need for achievement affects this process. Dyad data were collected from two studies at two time points. The studies indicated that supervisors’ use of coercive or reward power affected subordinates’ identification with supervisor and thereby enhanced subordinate creativity. Interestingly, these results suggest that the functional effects of using coercion are positive if punishments are contingent upon performance. The pattern of the results showed that fear of failure moderated the relationship between supervisors’ use of coercive power and subordinates’ identification with supervisor. Subordinates’ hope for success strengthened the positive effects of supervisors’ use of contingent rewards on subordinates’ identification with supervisor, while these positive effects would be attenuated if supervisors used noncontingent rewards. Theoretical and practical implications of the study findings are discussed.

The Impact of Audit Committee Skepticism and Reward Power on Auditor Communications with the Audit Committee

ABSTRACT Auditing standards emphasize the importance of strong auditor communications with the audit committee to enhance financial reporting quality. This study examines the effects of audit committee skepticism and reward power, two pervasive audit committee characteristics, on auditor communications with the audit committee. Drawing on accountability theory, we predict and find that greater audit committee skepticism and reward power induce the auditor to communicate more information and report on a more timely basis. Seventy-nine audit partners and managers participated in an experiment where we manipulate between-subjects high or low audit committee skepticism (quantity of probing questions) and high or low reward power (exercising full authority to hire/compensate the auditor versus relying on management). Participants responded to a realistic case regarding an inventory obsolescence issue. A follow-up experiment with 30 participants indicates significant mediation for accountability. The findings underscore the importance of audit committee skepticism and reward power in enhancing auditor communications.

POWER AND MANIPULATION DEPICTED BY MILES BRON IN GLASS ONION (2022)

<p><span>This study is aimed to uncover the types of power and investigate how far power can lead to manipulate others in a movie entitled Glass Onion (2022), written and directed by Rian Johnson. The director portrays Miles Bron's exercise of power as if he had invited his friends to play a murder mystery game on his private island in Greece, yet Blanc solves it promptly. Miles is giving his friends a genuine opportunity to kill him since he is disgruntled; in fact, Duke died of a poisoned drink in moments. Due to the disruption caused by Miles' murder mystery game, this study focuses on studying the power wielded by the main character, Miles Bron. The researchers employed qualitative approach by using content analysis method to analyze the movie. Therefore, the data will be displayed in the form of word, phrase, sentence, and utterance produced by all movie’s characters. The findings suggest that Miles has used four types of power bases to control his friends; reward power, coercive power, referent power, and legitimate power. Furthermore, Miles was able to control his friends by disrupting their psychological awareness in chaotic situations such as the disappearance of Duke's gun and cellphone to manipulate the situation as well as the reason of Duke’s death.</span></p>

قوة المكافأة المعنویة في تنمیة روح الابداع لدى الاف ا رد

This research study aims at checking the impact of reward power dimensions ( Engagingemployees, Recognition of the effort of workers, Provide work environment) oncreativity and innovation in the Mobilis Corporation Bechar /(Algeria). To achievesuchaim, we have conceived a questionnaire which was delivered to a random samplemade of 30 employees all responses to the questionnaire have been collected the softwarepackage SPSS has been used for data analysis, and after necessary statistical discussion,we came across the following results:*The existence of statistical sing (at the significance level α = 0.05) which signifies thatthere is an acceptable level of creativity and innovation of the employees of the MobilisCorporation*The existence of an impact the has a statistical significance (at the significance level ofα = 0.05) for of reward power dimensions ( Engaging employees, Recognition of theeffort of workers, Provide work environment) together and separately pertaining tocreativity and innovation inside the Mobilis Corporation.

The Power to Reward vs. the Power to Punish: The Influence of Power Framing on Individual-Level Exploration

This article adopts a relational perspective to demonstrate that characteristics of the dyadic relationship between supervisors and their employees are critical to understanding individual-level exploration—understood as the extent to which organizational members pursue new opportunities and experiment with changes to current practices. To this end, we introduce the concept of power framing—that is, whether the control over valued resources is emphasized as the ability to reward or to punish—and propose that supervisor power framing shapes employee exploration. In an experimental study, we demonstrate that reward (versus punishment) power framing increases employee exploration behavior and that this effect is mediated by perceived trustworthiness of the supervisor. In a second survey study, we replicate these findings in a field sample and show that the relationship between reward power framing and exploration depends on the degree to which the focal employee is sensitive to power characteristics (i.e., power distance orientation). This investigation advances scholarship on the microfoundations of exploration while also highlighting the ability of leaders to alter trustworthiness perceptions and induce employee exploration through power framing. Funding: This work was supported by a National Science Foundation CAREER Award from the Directorate for Social, Behavioral and Economic Sciences [Grant 1943688] granted to O. Schilke. Additional funding was provided by the Sauder School of Business, University of British Columbia. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2023.1672 .

Managers’ Power and Its Sources in Managing People in Multicultural Teams: The Results of Interviews with Czech, Portuguese, and French Managers

The aims of the article are to describe how Czech, Portuguese, and French managers define the concept of “power,” to identify the sources of power they use, and to demonstrate the impact of their power on managing their culturally diverse teams. The research problem focuses on finding the answers to the questions: How do Czech, Portuguese, and French managers understand the term “power”? What sources of power and ways of exercising it do they use in practice? What areas of people management are affected by managers’ power? The research methods consist of a literature review and individual in-depth interviews with managers conducted in 2022. The theoretical part defines the term “power,” and describes the sources of managers’ power and their ways of exercising it. The research part reports the results of the interviews with the managers. The study demonstrates the importance of managers’ power and its impact on people management in multicultural workplaces. The results of the interviews reveal that the managers accurately define the term “power” and frequently use its most common sources: legitimate and reward power. According to the managers, in workplaces with culturally diverse employees their power exerts a significant impact on people management.

Investigation of University Students’ Opinions on the Power Exercised by Teachers in EFL Classes: The Case of Türkiye

The aim of this study is to examine the students’ opinions on the power exercised by their teachers in the EFL classes in Türkiye. The participants of the study, which was designed as a survey method, consisted of 243 university students. To collect the data, the “Teacher Power Use Scale” was developed. The scale was developed in three stages. The results obtained supported a five-factor structure consisting of 36 items. The factors were named as “expert power”, “reward power”, “referent power”, “coercive power” and “legitimate power”, respectively. Descriptive statistics were computed to display the students’ overall responses to the Teacher Power Use Scale. T-test was conducted to determine whether there were any significant differences in gender variable. One-way ANOVA was conducted to investigate whether there were any differences in the opinions of students on the teacher power exercises in terms of attending office hours, and accessibility of EFL teachers variables. It was obtained that teachers exercised expert power, referent power at high level while they exercised reward power, coercive power and legitimate power at moderate level. There was a significant difference in the coercive power dimension in terms of students’ opinions on the power exercises in the classroom in favor of male students. Attending office hour was not a significant variable in terms of students’ opinions on the power exercised by their teachers. Finally, the scores obtained from the scale differed significantly in the dimensions of the scale except for the coercive power and legitimate power according to the accessibility level of EFL teachers.

How to use participatory design to develop an eHealth intervention to reduce preprocedural stress and anxiety among children visiting the hospital: The Hospital Hero app multi-study and pilot report.

Medical procedures can cause considerable stress and anxiety among children. Current interventions mainly diminish stress and anxiety during procedures, while stress and anxiety often build up at home. Moreover, interventions often focus on either distraction or preparation. eHealth can combine multiple strategies and provide a low-cost solution that can be used outside the hospital. To develop an eHealth solution to diminish preprocedural stress and anxiety, and to evaluate the app on use, usability and user experience in practice. We also aimed to gain in-depth insights in children's and caregivers' opinions and experiences to inform future improvements. This is a multi-study report on the development (Study 1) and evaluation (Study 2) of a first version of the developed app. In study 1 we adopted a participatory design approach in which children's experiences were central to the design process. We performed an experience journey session with stakeholders (n = 13) to map the child's outpatient journey, identify pains and gains, and formulate the desired experience journey. Iterative development and testing with children (n = 8) and caregivers (n = 6) resulted in a working prototype. The prototype was tested with children, resulting in a first version of the Hospital Hero app. The app was evaluated on use, user-experience and usability during an eight-week pilot study in practice (Study 2). We triangulated data from online interviews with children and caregivers (n = 21) and online questionnaires (n = 46). Multiple stress and anxiety experience touchpoints were identified. The Hospital Hero app supports children in their hospital journey by facilitating preparation at home and providing distraction at the hospital. The pilot study showed that the app was evaluated positively on usability and user-experience and is considered feasible. Qualitative data showed five themes: (1) user-friendliness, (2) coherence and power of storytelling, (3) motivation and reward, (4) fit with real hospital journey, (5) procedural comfort. Using participatory design, we developed a child-centered solution that supports children in the entire hospital journey and may diminish preprocedural stress and anxiety. Future efforts should create a more tailored journey, define an optimal engagement window and formulate implementation strategies.

Under “my way or the highway”! The weaker partner's synergy on collaborative performance in humanitarian relief when experiencing power tactics

PurposeMy way or the highway: A stronger partner in humanitarian relief collaboration often seeks control over its weaker partners by leveraging diverse power tactics that may be non-coercive or coercive in nature. In this backdrop, this research accentuates the perspective of weaker partners to understand how a weaker partner drives collaborative synergy under power tactics. Weaker partner in the collaborative dyad resembles the humanitarian organization (HO) who is less capable in terms of access to resources. This partner is further dependent on the stronger HO's directives to participate in the relief work.Design/methodology/approachBased on social exchange theory (SET), a collaborative dyad in humanitarian relief work is visualized from the perspectives of power and power disparity. In terms of power, mediated power tactics such as legal, coercive and reward powers are considered. Disparity recognizes the presence of a stronger and a weaker partner. Set also magnifies the insight on conflict and trust that can respectively hamper and improve the synergy between partners. In total, 295 executives representing self-reported weaker HOs are surveyed.FindingsLegal power, as experienced by the weaker partner, bears a positive impact over collaborative performance to improve collaborative synergy. Coercive power shows a negative impact. Reward power again bears a positive impact. Coercion can complicate collaborative synergy by establishing conflicts. Yet, the trust of weaker partner on stronger HO positively moderates the negative impact of conflict over collaborative performance.Originality/valueThis research invokes the view of power disparity to explain synergy in inter-organizational collaboration from the perspective of weaker partners.

Peer and Parent Influence on Consumer Behavior Buying Decision Making: An Empirical Study among Saudi Female Consumers

Purpose – This study examines peer and parents’ influences on buying decisions utilizing social power theory. Design/methodology/approach – The study made use of a survey of 285 participants (young female consumers) who live in Saudi Arabia. Findings – The study serves and provides insights for marketers and producers to understand the way consumers behave taking the influence of parents and peers on buying decisions into consideration. The findings of this study relatively conform to the previous studies and Saudi culture, such as greater parental referent, legitimate, and reward power. However, it shows a high peer influence of expertise, reward, and legitimate power. The theoretical and managerial implications of the results of the study are discussed. Research limitations/implications – The study extends research on social power theory bases by examining their effects on consumer decisions. It helps to gain an insight on how young female consumers make their decisions which leads to a more realistic choice of the decision in consumption. Producers and manufacturers should take the overall importance of parental and social power into consideration; it suggests that marketers have to focus on the role of peers and parents in consumers’ decision as being high on potential parental acceptance. Originality/value –The current study investigates the importance and the influencing factors that affect consumers' behavior regarding parents and peers’ relationships. Other empirical evidence contributes to the study that is applicable to the producers and manufacturers in the Saudi Arabian market.

Yöneticinin Kullandığı Güç Kaynakları İle İş Tatmini İşten Ayrılma Eğilimi ve İş Performansı Arasındaki İlişki: Müşteri İlişkileri Çalışanları Üzerinden Nitel Bir Araştırma

Bu çalışma lider ve yöneticilerin en önemli etkileme ve yönlendirme araçlarından olan güç kaynaklarının, kurumsal performans ile göstergelerinden olan iş tatmini, işten ayrılma niyeti ve iş performansı arasındaki ilişkiyi ortaya koymak amacıyla gerçekleştirilmiştir. Araştırmada nitel araştırma modeli kullanılmıştır. Araştırma kapsamında Adıyaman ilinde iletişim sektöründeki iki farklı işletmede müşteri hizmetleri biriminde yüz yüze ve çağrı merkezinde çalışan beşer katılımcı ile derinlemesine görüşmeler gerçekleştirilmiş ve içerik analizine tabi tutulmuştur. Elde edilen bulgulara göre yüz yüze hizmet veren çalışanlar tarafından en çok algılanan güç kaynağının zorlayıcı güç olduğu ve bu gücün ise iş performansı ve iş tatminini olumsuz etkilediği, işten ayrılma niyetini de arttırdığı görülmüştür. Ancak çağrı merkezinde çalışanlar tarafından en çok algılanan güç kaynağının da uzmanlık gücü ve yasal güç olduğu görülmüştür. Ödüllendirme gücü, yasal güç ve uzmanlık gücünü algılayan çalışanların ise iş tatminini ve iş performansını yüksek olarak algıladıkları görülmüştür. Elde edilen bir diğer bulgu ise yüz yüze hizmet veren çalışanların işten ayrılma eğilimlerine sahip olduğu ancak çağrı merkezi üzerinden hizmet veren hiçbir çalışanın bu eğilime sahip olmadığıdır.

The effects of experience, expertise, reward power, and decision power in groups.

The effects of experience, expertise, reward power, and decision power in groups.

The Relationship between School Principals' Sources of Power and Preschool Teachers' Occupational Sense of Belonging Levels

This study aims to examine the effect of sources of power used by school principals on preschool teachers' occupational sense of belonging level. Correlational survey model was used in this quantitative study. The participants of the research consisted of 396 volunteering preschool teachers currently working in 53 different cities in Turkey. 'Organizational Sources of Power Scale' and 'Occupational Sense of Belonging Scale' were used as data collection tools. Data were analysed in software package program. Pearson correlation analysis was performed to determine the relationships between sources of power and occupational sense of belonging levels. It was determined whether sources of power were predictors of occupational sense of belonging level through regression analysis. The results of the study show that school principals use legitimate power most frequently and preschool teachers have a high level of professional belonging. There is a significant and positive relationship between referent power, expert power, reward power and legitimate power used by school principals and preschool teachers' occupational sense of belonging levels. There is a significant and negative relationship between the coercive power used by school principals and preschool teachers' occupational sense of belonging levels. Referent power and reward power, which are sources of power used by school principals, are significant predictors of preschool teachers' occupational sense of belonging levels. The findings were discussed and recommendations were presented in relation to the relevant literature.

What Are the Main Objectives of Reward Management Systems, and How Has Best Practice Influenced the Development of Them?

As companies place greater emphasis on human resource management, reward management systems are increasingly being introduced to motivate employees and improve individual and organisational performance. The purpose of this paper is to discuss the objectives of reward management systems, best practices of reward management systems and how these practices can positively or negatively impact on the development of objectives. In addition to this, the drawbacks of reward power and transformational leadership from a gender perspective will also be explored. Using some typical examples, such as the bankruptcy of Enron, this paper concludes that managerial power and transformational leadership approaches are flawed and exaggerate the power of leaders in corporate decision-making. Companies should adopt both benchmarking and 360-degree feedback and focus more on ethical corporate culture, effective leadership and flexible compensation management systems to maximise the positive outcomes of best practice in compensation management systems.