The effect of status and gender on perceived warmth of an individual

These findings contribute further into the effects of status on social judgments, and provides new evidence to challenge current literature regarding the role of gender and stereotypes with given characteristics. Introduction The respect, high regard, and admiration that the general community holds for an individual are what defines their status (Tiedens, 2001). To have power over other people means that an individual has control over their outcomes. They individual in power displays their power by yielding or hindering access to valuable resources (Fragale et al. The likely victims of work alienation are the people with lower statuses among the society (Halbesleben and Clark, 2010). Also, the type of relationship the individual has with others is a determinant of their warmth (Wojciszke, Abele, & Baryla, 2008).

One of the findings of the research was that the positive effects of judged dominance are significantly affected by power and status. Furthermore, the researchers discovered that power negatively affected how a persons’ warmth is perceived and state weakened the power penalty. The judgment on low warmth is that is derived from a combination of the absence of status and high power, while high warmth resulted from equal distributions of status and power. The findings further demonstrate that the state plays a more significant role in the judgment either positively or negatively. The study aimed to demonstrate further if the status of an individual is a determinant of the of how warm the society will perceive them to have. The investigation will also look into whether gender plays a role in the determination of perceived warmth.

The hypothesis for the study includes; H1 – Status will considerably impact the perceived warmth. H2 – Gender will significantly impact on the perceived warmth H3 – The status and gender will substantially impact on perceived warmth Method Participants In this study, the participants who engaged in it were second year students at the University of X, currently doing a psychology based degree. There were 89 participants who took part (79 females, 10 males, 1 unknown). Once this was completed, the scores for adjectives 1-4 were added up and 5-8 were reversed and then added up so that a true representation of the negative scores could be revealed. The lowest possible score was 8, and the highest was 40. The survey took roughly 10 minutes to complete and after completion, the data was uploaded to an SPSS data file for analysis.

Results Before conducting the ANOVA, the Kolmogorov-Smirnov test of normality was carried out. It was found that all the status scores were normally distributed as p>0. 303 meets the assumption of homogeneity of variance as p was non-significant (p>0. The results of the two-way independent ANOVA revealed that there was a significant main effect of the status condition on perceived warmth, F (1, 83) = 126. 84, p= 0. There was a non-significant main effect of the gender condition on perceived warmth, F (2, 83) = 1. 033, p= 0. The hypothesis 3 and 2 are invalid because the data in the study does not support them. Therefore, the theory is not accepted. The validity of hypothesis 1 stems from the fact that the data supports the higher warmth is accorded to individuals of high status. The results from the research are similar to the those of previous studies such as an investigation by Fragale et al.

The results of his research indicate that within an organization, those of higher status were typically accorded a perception of warmth while those of lower status were associated with a relatively lower warmth. The current results dictate that there is no relation between the gender interactions and status. The limitation of the research relates to the methodological aspects of the study. The validity of the study is in question for various reasons such as the use of psychological students as subject samples. The second validity concern stems from gender bias because the male participation was 88% while the female participation was 11% and 1% remained unknown. The limitation on sample size, therefore, hinders the applicability of the research on a global scale. and Riva, P.

The Effects of Status on Perceived Warmth and Competence. Social Psychology, 41(2), pp. Burgess, D. and Borgida, E. R. , Overbeck, J. R. , Neale, M. A. Prentice, D. A. and Carranza, E. What women and men should be, shouldn't be, are allowed to be, and don't have to be: The contents of prescriptive gender stereotypes. Psychology of women quarterly, 26(4), pp. L. Measuring sex stereotypes: A multination study. Newbury Park, CA: Sage Wojciszke, B. and Abele, A. E. She is highly respected and admired by other members of the organisation. As a result, she has influence over others in the organisation because these individuals value her opinion. Description 3. “L” is an employee of a large organisation based in the UK. He has worked for the organisation for the last 5 years, and he currently holds a formal position within the organisation.

She is not very respected nor admired by other members of the organisation. As a result, she does not have influence over others in the organisation because these individuals do not value her opinion. Description 6. “L” is an employee of a large organisation based in the UK. He has worked for the organisation for the last 5 years, and he currently holds a formal position within the organisation. 0 Missing System 1 1. 1 Total 89 100. 0 Age of participant Frequency Percent Valid Percent Cumulative Percent Valid 19 37 41. 0 Total 89 100. 0 Status. condition Cases Valid Missing Total N Percent N Percent N Percent High Status Perceived warmth score unspecified gender 13 100. 0% female character 16 100. 0% male character 17 100. 0% Low Status Perceived warmth score unspecified gender 15 100. 0% female character 15 100. 397 Std. Deviation 4. 516 Minimum 22 Maximum 40 Range 18 Interquartile Range 4 Skewness -1.