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RESEARCH PRODUCT

Some Outcomes of Pressure, Ingratiation, and Rational Persuasion Used With Peers in the Workplace1

subject

description

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.