The Upward Pygmalion Effect in the Organization

This study examined the upward Pygmalion effect from the subordinate to the supervisor. One hundred and sixty-one undergraduate participants assumed the role of a supervisor and were randomly assigned to one of nine experimental conditions representing different levels of expectations and performance feedback. Participants then completed questionnaires designed to measure self-efficacy and the performance effort level of the supervisor. The result of the study failed to support the hypotheses that positive subordinate expectations would improve supervisors' self-efficacy level and that negative subordinate expectations would have little impact on supervisors' self-efficacy level, but succeeded in supporting the hypothesis that supervisors' performance effort level is unlikely to be influenced by subordinate expectation feedback. Explanations for the result of the study were explored.

Name thesis:degree_name

Master of Arts

Discipline thesis:degree_discipline

Department of Psychology

Year

2000

Author dc:creator

• Wang, Lei

• Industrial and Organizational Psychology

Repository record dc:identifier

https://digitalcommons.wku.edu/theses/707

OAI identifier oai:identifier

oai:digitalcommons.wku.edu:theses-1710