Some questions that occurred while reading papers by
Earley (1999),
Aquino and Douglas (2003), and
Tyler and Blader (2002).
- Earley (1999) suggests that high status members in certain cultures influence group efficacy beliefs. Are there other group mechanisms that high status members differentially influence? For example, do high status team members differentially influence the group norm formation or group performance?
- Can group performance variation be explained by the status dimension used for hierarchy formation? For example, say one group basing a status hierarchy on educational background, and the other on work experience
- Extending the suggestion by Aquino & Douglas (2003), could high/low status members differentially engage in OCBs and CWBs?
- How does high/low status of an individual influence conflict and conflict resolution? For example, in lines of the study by Aquino & Douglas (2003), if engaging in frequent relationship conflicts is perceived to diminish status, then high status members may engage less in such conflicts.
- How do those high on diffuse status characteristics react to low status conferral in a group? Similarly, how do individuals who have high status outside the group react to low status conferral in the group? In particular, does diffuse-specific status characteristic inconsistency within a group predict status conflicts?
