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dc.contributor.authorGeys, Benny
dc.date.accessioned2014-07-11T09:18:11Z
dc.date.accessioned2014-10-06T11:09:16Z
dc.date.available2014-07-11T09:18:11Z
dc.date.available2014-10-06T11:09:16Z
dc.date.issued2014
dc.identifier.citationThe Leadership Quarterly, 25(2014)5: 875-884nb_NO
dc.identifier.issn1048-9843
dc.identifier.issn1873-3409
dc.identifier.urihttp://hdl.handle.net/11250/223164
dc.descriptionThis is the authors’ accepted, refereed and final manuscript to the article. Publisher’s version available at http://dx.doi.org/10.1016/j.leaqua.2014.02.001nb_NO
dc.description.abstractRecent research shows that, all else equal, most people prefer likeable colleagues. In this article, two experiments are employed to analyze preferences with respect to (un)likeable ssuperiors. We thereby focus on perceptions of likeability based on appearance rather than as a behavioral characteristic, which allows us to concentrate on the impact of quick, unconscious evaluations in zero-acquaintance situations. The results indicate that, all else equal, managers of higher perceived likeability are less preferred than managers of lower perceived likeability. Such likeability-aversion emerges among male and female respondents, affects male and female managers, and holds both for preferences expressed from the perspective of employees (Experiment 1) or a HR department (Experiment 2).nb_NO
dc.language.isoengnb_NO
dc.publisherElseviernb_NO
dc.titleBetter Not Look Too Nice? Employees’ Preferences Towards (Un)Likeable Managersnb_NO
dc.typeJournal articlenb_NO
dc.typePeer reviewednb_NO
dc.date.updated2014-07-11T09:18:12Z
dc.source.journalThe Leadership Quarterlynb_NO
dc.identifier.cristin1109466
dc.description.localcode2, Forfatterversjonnb_NO


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