This paper contributes to understanding regarding the outcomes and mechanisms of respect by exploring the roles of two types of respect. Appraisal respect is the respect granted for having skills and abilities and recognition respect is the interpersonal respect reflected by treating people according to human rights. First, a scenario study found that appraisal respect and recognition respect work separately and together to influence continuation with the employer. Second, a laboratory study was conducted to explore how that trait self-esteem moderates reactions to being treated with either type of respect. Implicit self-esteem interacts with recognition respect in a self-verification manner: People low in implicit self-esteem perform better and people high in implicit self-esteem perform worse when treated with low levels of recognition respect. In contrast, explicit self-esteem interacts with appraisal respect in a self-enhancement manner. People higher in explicit self-esteem perform at a higher level when they have low levels of appraisal respect as operationalized by performance feedback. The paper integrates self-esteem theory with respect theory to develop a more refined understanding respectful workplace treatment.
Steven Grover is a professor of management and head of the Department of Management at the University of Otago in Dunedin, New Zealand. His research investigates ethical components of the leader-follower relationship, such as how trust returns to the relationship after it is violated and the role played by respect between the parties. His research has appeared in top journals, including the Academy of Management Journal, Journal of Business Ethics, Journal of Organizational Behavior, and Organizational Behavior and Human Decision Processes. He originates from the United States, where he earned his doctorate at Columbia University and held academic positions at Indiana University and Georgia State University.
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