Effects of trait dominance on powerholders' judgments of subordinates

Two studies tested the effects of trait dominance on powerholders' impressi ons and judgments of subordinates in dyadic interaction. Participants were assigned to the role of either interviewer or job applicant. Interviewers h ad either high- or low-dominant personalities, and applicants were motivate d to present themselves as either sociable or competent. Both studies revea led that individual differences in dominance are associated with unique soc ial cognitive sensitivities, reflected in impression ratings and interperso nal evaluations. High-dominant interviewers favored sociable applicants, wh ereas low-dominant interviewers favored competent applicants. Discussion re lates findings to prior research on dominance orientation, impression manag ement, and biasing effects of power.