Not so lonely at the top: The relationship between power and loneliness

Loneliness is associated with more trust but worse trustworthiness expectations

Subjective feelings of loneliness emerge due to unsatisfactory social relationships, representing a major risk for mental and physical well-being. Despite its social nature, evidence on how loneliness affects social behaviours and expectations is lacking. Using Bayesian analyses and economic games, we show in three different studies that lonelier individuals trusted their partners to a greater extent despite less favourable trustworthiness expectations, showing a greater discrepancy between their trusting behaviours and their expectations of others' trustworthiness. Such discrepancy was reversed in extravert individuals who also reported to be less lonely. These results provide evidence on two opposing effects of loneliness as a motivator for social connections and promoter of social withdrawal, and demonstrate the moderating role of personality traits. This work contributes to a better understanding of how loneliness impacts social behaviour and social expectations, with important downstream clinical implications for varying health conditions associated with heightened feelings of loneliness.

Are many sex/gender differences really power differences?

This research addresses the long-standing debate about the determinants of sex/gender differences. Evolutionary theorists trace many sex/gender differences back to natural selection and sex-specific adaptations. Sociocultural and biosocial theorists, in contrast, emphasize how societal roles and social power contribute to sex/gender differences beyond any biological distinctions. By connecting two empirical advances over the past two decades-6-fold increases in sex/gender difference meta-analyses and in experiments conducted on the psychological effects of power-the current research offers a novel empirical examination of whether power differences play an explanatory role in sex/gender differences. Our analyses assessed whether experimental manipulations of power and sex/gender differences produce similar psychological and behavioral effects. We first identified 59 findings from published experiments on power. We then conducted a P-curve of the experimental power literature and established that it contained evidential value. We next subsumed these effects of power into 11 broad categories and compared them to 102 similar meta-analytic sex/gender differences. We found that high-power individuals and men generally display higher agency, lower communion, more positive self-evaluations, and similar cognitive processes. Overall, 71% (72/102) of the sex/gender differences were consistent with the effects of experimental power differences, whereas only 8% (8/102) were opposite, representing a 9:1 ratio of consistent-to-inconsistent effects. We also tested for discriminant validity by analyzing whether power corresponds more strongly to sex/gender differences than extraversion: although extraversion correlates with power, it has different relationships with sex/gender differences. These results offer novel evidence that many sex/gender differences may be explained, in part, by power differences.

Loneliness in nursing homes: A qualitative meta-synthesis of older people's experiences

BACKGROUND

Older people in the nursing home environment are much less mobile and capable of taking care of themselves as they age, and most of them face the plight of loneliness, which seriously affects the quality of life of older people in their later years.

AIMS

A systematic review and synthesis of older people's experiences of loneliness in nursing homes.

DESIGN

Following ENTREQ, do a systematic evaluation and synthesis of qualitative investigations.

METHODS

A search of PubMed, Cochrane Library, Web of Science, Embase, the Chinese biomedical literature service system, the China National Knowledge Infrastructure, the Wanfang Database and the Wipu Database for qualitative studies of older people's experiences of loneliness in nursing homes was conducted with a search time frame of March 2023. Evaluation of the quality of the literature using the Joanna Briggs Institute's Australian Centre for Evidence-Based Health Care Quality Assessment Criteria for Qualitative Research, And the data were synthesised using Thomas and Harden's method of thematic and content analysis.

RESULTS

A total of 13 papers were included, and 36 research findings were distilled and integrated into three themes: causes of loneliness; feelings of loneliness; coping with loneliness; and seven sub-themes: aging and loss; environmental transformation; loneliness is a pain; loneliness is a choice; participation; strengthening social ties; and diverting attention.

CONCLUSIONS

Older people in nursing homes face varying degrees of loneliness, which is a subjective feeling influenced by the interplay between personal awareness and the external environment, so future care interventions should be developed in a comprehensive manner, taking into account the characteristics of the older people themselves and their external environment.

NO PATIENT OR PUBLIC CONTRIBUTION

This study is a meta-synthesis and does not require relevant contributions from patients or the public.

Social anxiety inhibits needs repair following exclusion in both relational and non-relational reward contexts: The mediating role of positive affect

The pain of social exclusion can motivate people to capitalize on opportunities to reconnect with others and repair their self-esteem and feelings of belongingness. This effect is often diminished for those with high social anxiety (HSA). Prior research suggests this may be due to their diminished capacity for recognizing and emotionally responding to relational reward cues. We investigated whether non-relational success experiences in the aftermath of exclusion may be an alternative means of repairing threatened self-esteem and belongingness in HSA individuals. In a preregistered, online study, we threatened belongingness and self-esteem in 422 participants by excluding them in a Cyberball game and then assigned them to one of three conditions: Relational Repair, Non-Relational Repair, or a No-Repair control condition. Results showed that both repair contexts facilitated needs repair relative to the no-repair control condition, and mediation analyses suggested this effect was driven by increased positive affect (PA). HSA individuals were less likely to restore needs regardless of condition and this effect appeared to be driven by low PA. Findings emphasize the critical role of PA for restoring threatened needs in the aftermath of exclusion and suggest that HSA inhibits needs repair processes across both relational and non-relational reward contexts.

Flexible Work Arrangements and Employees' Knowledge Sharing in Post-Pandemic Era: The Roles of Workplace Loneliness and Task Interdependence

Flexible work arrangements (FWAs) have become prevalent working norms in the post-pandemic era, but are they beneficial to employees' work? From the theoretical perspective of social exchange, previous studies have viewed FWAs as supportive practices that facilitate employees' functional intrapersonal outcomes. However, little is known about the interpersonal effects of FWAs. Based on the affective events theory, this study aims to elucidate why and when FWAs are associated with employees' knowledge sharing. A web-based survey of 314 respondents (Study 1) and a three-wave field research study of 343 employees (Study 2) provided valid questionnaires to examine the hypothesized theoretical relationships. Our findings reveal that employees who frequently adopt FWAs would produce a persistently negative affective experience-workplace loneliness-further discouraging their intentions to share knowledge with coworkers. The specific work-characteristic conditions in this relationship-task interdependence would mitigate the dysfunctional effect of FWAs on employees' knowledge sharing via workplace loneliness. Our study advances the understanding of FWAs' dysfunctional impacts on employees' knowledge sharing from the theoretical perspective of affective reactions. Our findings remind managers to avoid the interpersonal pitfalls of FWAs by increasing task interdependence among employees.

Loneliness in Leadership: A Study Applied to the Portuguese Banking Sector

In this study, we analyzed the feeling of loneliness in leadership in the Portuguese banking sector, seeking to identify variables that may instigate this feeling, such as gender, age, academic qualifications, function/position, number of working hours per week, and years of work/seniority, and the consequences that it may have, namely in terms of the decision-making process and the motivation of leaders. For this study, a quantitative research tool was used in the form of a questionnaire, which was applied to a group of collaborators, with leadership responsibilities, of the financial institutions authorized to operate in Portugal. We concluded that while some variables influence the feeling of loneliness in leadership (years of work, position, and academic qualifications), others do not (gender, age, and hours of work per week). We also found a relationship between loneliness and demotivation and proved that the feeling of loneliness affects leadership but does not affect decision making. The results are relevant, especially for the banking sector, which has undergone major restructuring in the Portuguese economy and needs guidance to face the country’s financial challenges.

Achieving Status and Reducing Loneliness during the Transition to College: The Role of Entitlement, Intrasexual Competitiveness, and Dominance

Although many emerging adults struggle to gain status and develop social relationships, particularly during the college transition, it remains unclear whether certain personality traits facilitate this transition. Using a longitudinal design, we investigated whether status-related traits-namely, entitlement, intrasexual competitiveness, and dominance-related to the development of status in 91 first-year college students (M age=18.15, SD=0.44) transitioning to a novel college environment. We also examined whether personality traits moderated the degree to which status related to loneliness. As hypothesized, only students high in intrasexual competitiveness experienced increases in subjective dorm status across the year. In addition, students exhibiting average or low entitlement experienced decreases in loneliness over time, whereas high entitlement was related to consistently low loneliness. Finally, higher subjective dorm status was related to lower loneliness only for less dominant students, as assessed by both self-ratings of trait dominance and raters' judgments of facial dominance from photographs. Using a real-world context of status development, these results suggest that personality traits may influence students' ability to experience higher status and modulate the relation between subjective status and loneliness.

Distinctly lonely: how loneliness at work varies by status in organizations

Purpose

This paper aims to study the differing pathways to loneliness in managers and their employees. Literature on emotions in organizational life, organizational management and leadership and loneliness are explored to develop and test hypotheses regarding the differential prototypical scripts that can be generative of loneliness in managers and employees.

Design/methodology/approach

A total of 28 managers and 235 employees from a horticultural company based in Mexico were surveyed, using measures of perceived connection quality, loneliness and meaningful work to test three hypotheses.

Findings

Data from 28 managers and 235 staff indicate that while loneliness scores do not significantly differ between managers and their subordinates, the predictors of loneliness differ between managers and employees, with emotional connection and mutuality predicting loneliness in employees but not in managers.

Originality/value

This paper adds specification to the literatures on workplace loneliness, the loneliness associated with management roles, emotions in organizational life and emotions and leadership. The findings are discussed in relation to the literature on manager-subordinate relationships.

Thanks, but No Thanks: Unpacking the Relationship Between Relative Power and Gratitude

Power and gratitude are universal features of social life and impact a wide range of intra- and interpersonal outcomes. Drawing on the social distance theory of power, we report four studies that examine how relative power influences feelings and expressions of gratitude. An archival analysis of author acknowledgements in published academic articles (N = 1,272) revealed that low-power authors expressed more gratitude than high-power authors. A pre-registered experiment (N = 283) involving live conversations online found that having relatively low power caused increased feelings and expressions of gratitude after benefiting from a favor. Another pre-registered experiment (N = 356) demonstrated that increased interpersonal orientation among lower power individuals and increased psychological entitlement among higher power individuals drove these effects. Finally, an archival analysis of conversational exchanges (N = 136,215) among Wikipedia editors revealed that relational history moderated the effect of relative power on gratitude expression. Overall, our findings highlight when and why relative power influences feelings and expressions of gratitude.

The Association of Sense of Power with Well-Being Outcomes: The Mediating Role of Hope-Agency

Studies have shown that sense of power is positively associated with subjective well-being, but this relationship has proved inconsistent in collectivist contexts. The present study aimed to investigate the relationship between sense of power, well-being outcomes, and psychological maladjustment in Chinese early adults, and further investigated the potential mediating role of hope. Sense of power, dispositional hope, life satisfaction, and positive and negative affect were measured in Study 1 (n = 522). Sense of power was found to be positively related to hope and to emotional and cognitive well-being. Furthermore, mediating analysis indicated that hope-agency (but not hope-pathway) was a significant mediator of the relationship between perceived power and subjective well-being. Study 2 (n = 391) additionally measured loneliness and perceived stress as components of psychological maladjustment. The results showed that sense of power was negatively associated with stress and loneliness, and that hope-agency partially mediated the link of perceived power to psychological maladjustment. Overall, our findings contribute to a deeper understanding of the relationship between sense of power and well-being outcomes, and suggest that a sense of power might foster people's well-being and mental health by activating their motivation to achieve desired goals.

The Cost of Impression Management to Life Satisfaction: Sense of Control and Loneliness as Mediators

Purpose

Impression management, or self-presentation, prevails in our daily lives. However, whether it enhances or reduces individuals’ well-being remains underexplored. To fill this gap, the research proposed and tested the following hypotheses. Impression management is negatively related to life satisfaction. Impression management is negatively related to sense of control. Impression management is positively related to loneliness. Sense of control and loneliness mediate the relationship between impression management and life satisfaction.

Methods

Data were collected from an online survey of 243 Chinese adults drawn from a national sampling frame. We used LISREL8.8 to perform a series of CFAs to verify the distinctiveness of variables and conducted SEM modeling to test hypotheses. To further test the mediation hypotheses, we used bootstrapping procedures that generated a sample size of 5000.

Results

We found a negative association between impression management and life satisfaction. In addition, the association was fully mediated by sense of control and loneliness.

Conclusion

These results reveal that impression management is a negative indicator of life satisfaction because impression management impedes personal sense of control and elevates loneliness.

Power and decision making: new directions for research in the age of artificial intelligence

Throughout history, the experience of power has occurred within the context of human-human interactions. Such power can influence decision making through at least two primary mechanisms: (1) increased goal-orientation, and (2) increased activation of social role expectations. Importantly, new advances in artificial intelligence (AI) are creating the potential to experience power in human-AI interactions. To the extent that some forms of AI can be made to seem like low-power humans (e.g. autonomous digital assistants), people may feel powerful when interacting with such entities. However, it is unclear whether feeling power over AI will lead to the same psychological consequences as feeling power over humans. In this article, we review findings on power and decision making and then consider how they may be meaningfully extended by considering interactions with artificially intelligent digital assistants. We conclude with a call for new theorizing and research on power in the age of artificial intelligence.

Power and social distance

Magee and Smith (2013) theorized that asymmetric dependence creates asymmetric social distance in power relations, and that high-power individuals feel more distant than their low-power counterparts. I review research consistent with, and in some cases possibly inspired by, the social distance theory of power. Four findings emerge from the review. First, in dyadic relationships, the goals of the high-power partner are privileged over those of the low-power partner. Second, higher power reduces attunement and attention to others and also increases the tendency to objectify and dehumanize others. Third, power increases expressions of interpersonal dominance and aggression, particularly when the level of situational power diverges from expectations or norms. Fourth, greater power reduces the harmful psychological effects of social rejection. I conclude that social distance continues to be a useful factor to consider in making predictions and explaining the psychological effects of power.

Why Does Social Class Affect Subjective Well-Being? The Role of Status and Power

The link between social class and subjective well-being (SWB) has been an important topic of inquiry, with broad implications for understanding the psychology of social class and the determinants of SWB. Prior research on this topic has focused primarily on the extent to which social class affects SWB and the factors that moderate that impact. We extend prior work by examining the concerns that account for why social class shapes SWB. In particular, we examine the role of status and power in mediating the impact of one’s social class on one’s SWB. Across five studies, we theorize and find that status mediates the impact of social class on SWB and, moreover, that status is a stronger mediator of this link than is power. Overall, these studies advance scholarly research on the psychology of social hierarchy by clarifying the interplay between social class, status, and power in relation to SWB.

Determinants of sense of community in congregations

This study examined the contribution of personal aspects (i.e., self-esteem and motivation to lead), social aspects (i.e., number of congregational friends and positive and negative societal conditional regard), and psychological aspects (feelings of loneliness) to the sense of community among congregational members. The study was conducted in Israel among 260 active synagogue members between the ages of 18 and 88 years old (mean = 32.91). Structural equation modeling indicated that social aspects made the most significant contribution to sense of community. A significant direct positive contribution of a number of congregational friends and societal conditional positive regard to sense of community was found. However, societal conditional negative regard made the highest negative direct contribution to sense of community, and motivation to lead made no contribution to sense of community. Self-esteem made only an indirect positive contribution to sense of community via loneliness, and loneliness made a direct negative contribution to sense of community. Findings highlight the importance of the social aspect as a whole, and of societal conditional regard specifically, in understanding sense of community among congregational members.

The effect of loneliness on depression: A meta-analysis

BACKGROUND

Negative emotions, which have a common, chronic and recurrent structure, play a vital role in the development and maintenance of psychopathology. In this study, loneliness as a negative emotion was considered to be a predisposing factor in depression.

AIM

The aim of this meta-analysis is to determine the effect of loneliness on depression.

METHOD

Initially, a literature scan was performed and all related literature was pooled together ( n = 531). Based on scales determined by the researchers, it was decided to include 88 studies in the analysis. This study obtained a sampling group of 40,068 individuals.

RESULTS

The results of using a random effects model for analysis showed that loneliness had a moderately significant effect on depression. None of the variables of study sampling group, type of publication and publication year were found to be moderator variables.

CONCLUSION

According to the results of the research, loneliness may be said to be a significant variable affecting depression. The findings obtained are discussed in light of the literature.

Lonely at the Top: How Do Senior Leaders Navigate the Need to Belong?

Despite the considerable literature on leadership, very little research explores how leaders experience their role, especially in senior-level positions. This study examines the socioemotional costs of being a high-ranking leader in a corporate context. In-depth interviews with C-suite executives were conducted revealing that loneliness is a professional hazard. Top executives are more prone to be lonely due to the pressures of the role: increased social distance, lack of social support, and exhaustion related to the role. Two ongoing conflicts in the position (Role vs. Person and Distance vs. Closeness) and four coping strategies were identified (mental and physical disconnection, healthy lifestyle, support from one’s network, and affecting and influencing others). Finally, the research revealed that some organizational conditions could also increase the risk of loneliness at the top (e.g., high–power distance culture). This study provides an empirical foundation to manage top executives’ behavior and well-being. Leaders and HR practitioners should raise awareness and take action to contribute to senior managers’ welfare, and ultimately, to organizational success.

Power and Autistic Traits

Autistic traits can help people gain and sustain power, and has probably done so throughout history, says the present paper. A number of testable claims follow from this assumption. First, the powerful should have more autistic traits than others - which they do appear to have. Among other things, powerful people, and those with many autistic traits, tend to prefer solitary activities and are often aloof. Moreover, they are often rigid and socially insensitive, low on empathy and with low scores on the trait of agreeableness - and as a rule they do not have many friends. Both groups are also more self-centered than others, more honest, less submissive, more sensitive to slights, and with a stronger tendency to engage in abstract thinking. They tend to behave in bossy or dominant ways, and their moral judgment is more based on rules than on feelings. In addition to experimental evidence, I cite biographies showing that a surprising number of presidents, prime ministers and other powerful people seem to have had traits like those in question - and interestingly, in animals, leaders are often rigid and insensitive to group members' needs and feelings, mostly acting the way they are themselves inclined to, not responding much to others. Problem solving is important in leadership, and people with many autistic traits appear often to be better thinkers than typical subjects with similar IQs. However, these and other congruities could be coincidences. Hence the question of whether traits the two groups have in common also have a common cause constitutes a strong test of the paper's thesis - and a common cause does appear to exist, in the form of testosterone's effects on the central nervous system. Finally, there is evidence that, other things equal, powerful men have more reproductive success than others. If men wielding power do indeed have more autistic traits than those less powerful, this will lead to, other things equal, such traits becoming more common - which can help explain the prevalence of autistic traits.