Communally constrained decisions in workplace contexts

• Highly communal people experienced low communion work environments as aversive. • They were also unlikely to accept a high status promotion in such an environment. • In contrast, low communal people were unconstrained by work environment communion. • On average, women scored higher in communion than men. • This may contribute to the underrepresentation of women in high status positions. a b s t r a c t a r t i c l e i n f o We propose that people who value communion strongly experience low communion work contexts as aversive and avoid them, and consequently forego even those work opportunities that promise career advancement. In Experiment 1, participants varying in their own communal goals described a prior work experience with a coworker who was either low or high in communion. Participants with strong communal goals had greater aver-sive and avoidant reactions to low communion work environments, relative to high communion work environments. This difference was much less pronounced for participants with weaker communal goals. In Experiments 2a (undergraduate sample) and 2b (MTurk sample), participants took the perspective of a protagonist considering a high status promotion in which subordinates were described as low or high in communion. Again, participants who strongly valued communion had especially aversive and avoidant reactions to the low communion work environment. Furthermore, high communion participants reported they were less likely to accept the promotion in the low communion environment condition, whereas the communal nature of the environment did not influence low communal participants' decisions. Thus, work decisions are constrained by the communal nature of the environment, but only among people who strongly value communion. Importantly, women scored higher on communion than men in all experiments, suggesting that women are more likely to experience communally constrained decisions. Introduction " I've worked with plenty of truly collaborative men, but I've also encountered those who weren't, and in those instances, they tended to take on an alpha-male dynamic. That's where you see the jockeying. I find that if men feel they can't be the alpha, that's when the fist-pounding and the chest-thumping and all sorts of stuff happens. You can watch it escalate so that people get their way…. A lot of that goes on in the workplace today. " This passage from Doreen Lorenzo, President of Quirky, appeared in a discussion of gender and leadership in the New York Time's " Corner Office " …