Michener H A, Lawler E J
J Pers Soc Psychol. 1975 Feb;31(2):216-23. doi: 10.1037/h0076282.
This experiment develops an integrative, path-analytic model for the endorsement accorded formal leaders. The model contains four independent variables reflecting aspects of group structure (i.e., group success-failure, the payoff distribution, the degree of support by others members for the leader, and the vulnerability of the leader). Also included are two intervening variables reflecting perceptual processes (attributed competence and attributed fairness), and one dependent variable endorsement). The results indicate that endorsement is greater when the group's success is high, when the payoff distribution is flat rather than hierarchial, and when the leader is not vulnerable to removal from office. Other support had no significant impact on endorsement. Analyses further demonstrate that the effect of success-failure on endorsement is mediated by attributed competence, while the effect of the payoff distributed is mediated by attributed fairness. These results suggest that moral and task evaluations are distinct bases of endorsement.
本实验针对给予正式领导者的认可程度构建了一个综合的路径分析模型。该模型包含四个反映群体结构方面的自变量（即群体的成败、收益分配、其他成员对领导者的支持程度以及领导者被免职的可能性）。还包括两个反映认知过程的中介变量（归因能力和归因公平性）以及一个因变量（认可程度）。结果表明，当群体成功率高、收益分配公平而非等级化，且领导者不易被免职时，认可程度更高。其他支持因素对认可程度没有显著影响。分析进一步表明，成败对认可程度的影响通过归因能力来介导，而收益分配的影响则通过归因公平性来介导。这些结果表明，道德评价和任务评价是认可程度的不同依据。
