{"id":{"repo_id":"vt","oai_identifier":"oai:vtechworks.lib.vt.edu:10919/136481"},"canonical_url":"https://search.dev.ndltd.org/etd/vt/oai:vtechworks.lib.vt.edu:10919/136481","repository":{"repo_id":"vt","name":"Virginia Tech","base_url":"https://vtechworks.lib.vt.edu/oai/request"},"display":{"title":"Exploring overt and covert interpersonal exploitation from the perspective of power","abstract":"Interpersonal exploitation—defined as depriving others of resources while enhancing one's own (Buss and Duntley, 2008)—is a topic that is prevalent in the workplace but less addressed in research. This dissertation takes a strategic and instrumental view to examine who, why, and in which way the exploiter exploits. Study 1 conceptualized two types of interpersonal exploitation: overt exploitation and covert exploitation, and developed a situational judgment test (SJT) to empirically examine the phenomenon. Study 2 used the newly developed measure to test the long-lasting theoretical tension in the research of power. Specifically, Study 2 compared the propositions between two prominent theories of power: power approach and inhibition theory (PAI theory, Keltner et al., 2003) and social distance theory of power (SDT-P, Magee and Smith, 2013). PAI theory posits that powerful people are more likely to exploit others overtly than covertly because powerful people focus on gains and disregard the possibility of retaliation (threats). On the other hand, SDT-P claims that powerful people are more likely to exploit others covertly than overtly because powerful people prioritize superordinate goals and are willing to forego immediate gains for long-term benefits. Although the two theories are pitted against each other, empirical findings did not support either theory. Theoretical implications, practical implications, limitations and future directions are discussed in the dissertation.","abstract_html":"Interpersonal exploitation—defined as depriving others of resources while enhancing one's own (Buss and Duntley, 2008)—is a topic that is prevalent in the workplace but less addressed in research. This dissertation takes a strategic and instrumental view to examine who, why, and in which way the exploiter exploits. Study 1 conceptualized two types of interpersonal exploitation: overt exploitation and covert exploitation, and developed a situational judgment test (SJT) to empirically examine the phenomenon. Study 2 used the newly developed measure to test the long-lasting theoretical tension in the research of power. Specifically, Study 2 compared the propositions between two prominent theories of power: power approach and inhibition theory (PAI theory, Keltner et al., 2003) and social distance theory of power (SDT-P, Magee and Smith, 2013). PAI theory posits that powerful people are more likely to exploit others overtly than covertly because powerful people focus on gains and disregard the possibility of retaliation (threats). On the other hand, SDT-P claims that powerful people are more likely to exploit others covertly than overtly because powerful people prioritize superordinate goals and are willing to forego immediate gains for long-term benefits. Although the two theories are pitted against each other, empirical findings did not support either theory. Theoretical implications, practical implications, limitations and future directions are discussed in the dissertation.","abstract_has_math":false,"creators":["Kuo, Shu-Tsen"],"institution":"Virginia Tech","degree_name":"Doctor of Philosophy","degree_level":"doctoral","degree_discipline":"Business, Management","degree_department":"Management","school":null,"contributors":[],"advisors":[],"committee_chairs":["Beal, Daniel J."],"committee_members":["Ward Bartlett, Anna Katherine","Devers, Cynthia Elizabeth","Thompson, Phillip Steven","Becker, William J."],"year":2025,"date_issued":"2025-07-15","date_published":"2025-07-15","updated_at":"2026-07-22T22:20:41Z","subjects":["Approach and inhibition","construal theory","covert exploitation","interpersonal exploitation","power"],"languages":["en"],"rights":["In Copyright"],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[{"key":"dc:identifier.other","label":"Dc Identifier Other","values":["vt_gsexam:44393"],"render_values":[{"text":"vt_gsexam:44393","href":null,"code":true}]}]},"links":{"outbound_url":"https://hdl.handle.net/10919/136481","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.committeechair","label":"Committee Chair","values":["Beal, Daniel J."]},{"key":"dc:contributor.committeemember","label":"Committee Member","values":["Ward Bartlett, Anna Katherine","Devers, Cynthia Elizabeth","Thompson, Phillip Steven","Becker, William J."]},{"key":"dc:contributor.department","label":"Department","values":["Management"]},{"key":"dc:creator","label":"Author","values":["Kuo, Shu-Tsen"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2025-07-16T08:00:18Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2025-07-16T08:00:18Z"]},{"key":"dc:date.issued","label":"Date","values":["2025-07-15"]},{"key":"dc:publisher","label":"Institution","values":["Virginia Tech"]},{"key":"dc:type","label":"Dc Type","values":["Dissertation"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Business, Management"]},{"key":"thesis:degree_level","label":"Degree Level","values":["doctoral"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Philosophy"]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["Virginia Polytechnic Institute and State University"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Approach and inhibition","construal theory","covert exploitation","interpersonal exploitation","power"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["In Copyright"]},{"key":"dc:rights.uri","label":"Rights URI","values":["http://rightsstatements.org/vocab/InC/1.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.other","label":"Dc Identifier Other","values":["vt_gsexam:44393"]},{"key":"dc:identifier.uri","label":"Identifier URI","values":["https://hdl.handle.net/10919/136481"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Interpersonal exploitation—defined as depriving others of resources while enhancing one's own (Buss and Duntley, 2008)—is a topic that is prevalent in the workplace but less addressed in research. This dissertation takes a strategic and instrumental view to examine who, why, and in which way the exploiter exploits. Study 1 conceptualized two types of interpersonal exploitation: overt exploitation and covert exploitation, and developed a situational judgment test (SJT) to empirically examine the phenomenon. Study 2 used the newly developed measure to test the long-lasting theoretical tension in the research of power. Specifically, Study 2 compared the propositions between two prominent theories of power: power approach and inhibition theory (PAI theory, Keltner et al., 2003) and social distance theory of power (SDT-P, Magee and Smith, 2013). PAI theory posits that powerful people are more likely to exploit others overtly than covertly because powerful people focus on gains and disregard the possibility of retaliation (threats). On the other hand, SDT-P claims that powerful people are more likely to exploit others covertly than overtly because powerful people prioritize superordinate goals and are willing to forego immediate gains for long-term benefits. Although the two theories are pitted against each other, empirical findings did not support either theory. Theoretical implications, practical implications, limitations and future directions are discussed in the dissertation."]},{"key":"dc:description.abstractgeneral","label":"General Abstract","values":["This dissertation investigated who, why, and in which way people take advantage of others in the workplace. Through two studies, this dissertation conducted two studies to a) explore different types of taking advantage of others in the workplace – both openly (named overt exploitation) and secretly (named covert exploitation) – and develop a psychological measure – situational judgment test (SJT) – to assess these two behaviors, and b) examine whether powerful people are more likely to openly or secretly take advantage of others. The data found that a) people didn't distinguish overt exploitation and covert exploitation, and thus b) powerful people were more likely to take advantage of others both openly and secretly. This dissertation concluded with implications for academia and management practices."]},{"key":"dc:description.degree","label":"Dc Description Degree","values":["Doctor of Philosophy"]},{"key":"dc:format.medium","label":"Dc Format Medium","values":["ETD"]},{"key":"dc:title","label":"Title","values":["Exploring overt and covert interpersonal exploitation from the perspective of power"]}]}],"canonical_facts":{"dc:contributor.committeechair":["Beal, Daniel J."],"dc:contributor.committeemember":["Ward Bartlett, Anna Katherine","Devers, Cynthia Elizabeth","Thompson, Phillip Steven","Becker, William J."],"dc:contributor.department":["Management"],"dc:creator":["Kuo, Shu-Tsen"],"dc:date.accessioned":["2025-07-16T08:00:18Z"],"dc:date.available":["2025-07-16T08:00:18Z"],"dc:date.issued":["2025-07-15"],"dc:description.abstract":["Interpersonal exploitation—defined as depriving others of resources while enhancing one's own (Buss and Duntley, 2008)—is a topic that is prevalent in the workplace but less addressed in research. This dissertation takes a strategic and instrumental view to examine who, why, and in which way the exploiter exploits. Study 1 conceptualized two types of interpersonal exploitation: overt exploitation and covert exploitation, and developed a situational judgment test (SJT) to empirically examine the phenomenon. Study 2 used the newly developed measure to test the long-lasting theoretical tension in the research of power. Specifically, Study 2 compared the propositions between two prominent theories of power: power approach and inhibition theory (PAI theory, Keltner et al., 2003) and social distance theory of power (SDT-P, Magee and Smith, 2013). PAI theory posits that powerful people are more likely to exploit others overtly than covertly because powerful people focus on gains and disregard the possibility of retaliation (threats). On the other hand, SDT-P claims that powerful people are more likely to exploit others covertly than overtly because powerful people prioritize superordinate goals and are willing to forego immediate gains for long-term benefits. Although the two theories are pitted against each other, empirical findings did not support either theory. Theoretical implications, practical implications, limitations and future directions are discussed in the dissertation."],"dc:description.abstractgeneral":["This dissertation investigated who, why, and in which way people take advantage of others in the workplace. Through two studies, this dissertation conducted two studies to a) explore different types of taking advantage of others in the workplace – both openly (named overt exploitation) and secretly (named covert exploitation) – and develop a psychological measure – situational judgment test (SJT) – to assess these two behaviors, and b) examine whether powerful people are more likely to openly or secretly take advantage of others. The data found that a) people didn't distinguish overt exploitation and covert exploitation, and thus b) powerful people were more likely to take advantage of others both openly and secretly. This dissertation concluded with implications for academia and management practices."],"dc:description.degree":["Doctor of Philosophy"],"dc:format.medium":["ETD"],"dc:identifier.other":["vt_gsexam:44393"],"dc:identifier.uri":["https://hdl.handle.net/10919/136481"],"dc:language.iso":["en"],"dc:publisher":["Virginia Tech"],"dc:rights":["In Copyright"],"dc:rights.uri":["http://rightsstatements.org/vocab/InC/1.0/"],"dc:subject":["Approach and inhibition","construal theory","covert exploitation","interpersonal exploitation","power"],"dc:title":["Exploring overt and covert interpersonal exploitation from the perspective of power"],"dc:type":["Dissertation"],"thesis:degree_discipline":["Business, Management"],"thesis:degree_level":["doctoral"],"thesis:degree_name":["Doctor of Philosophy"],"thesis:institution_name":["Virginia Polytechnic Institute and State University"]},"updated_at":"2026-07-22T22:20:41Z"}