Reputation: Content, Structure, and Trajectories Hooria Jazaieri A dissertation submitted in partial satisfaction of the requirements for the degree of Doctor of Philosophy in Psychology in the Graduate Division of the University of California, Berkeley Committee in charge: Professor Dacher Keltner, Chair Professor Cameron Anderson Professor Philippe Goldin Professor Oliver John Professor Laura Kray Summer 2018 Copyright © 2018 Hooria Jazaieri All rights reserved 1 Abstract Reputation: Content, Structure, and Trajectories by Hooria Jazaieri Doctor of Philosophy in Psychology University of California, Berkeley Professor Dacher Keltner, Chair Utilizing a multi-method approach, in this dissertation I first examined how reputation forms over time and how reputation is transmitted and communicated in newly forming and existing social networks, which are primarily affiliative in nature. Next, I examined how reputation differs from related constructs such as status and trust, how one’s workplace reputation changes depending on specific behaviors (workplace transgressions, helpful behaviors, and thoughtful apologies), and how the trajectories of one’s reputation may not necessarily be consistent across people in the same context, but may differ depending on individual (and hierarchical) factors such as power and gender. Finally, I examined whether a network’s criteria or perception of “good” or “bad” reputation may differ depending on the reference context, how group consensus may differ in “good” versus “bad” reputations, and whether reputation relates to meaningful behaviors (performance) that are objectively observable. While many outstanding questions remain, taken together, the findings from the present research suggest that taking a more nuanced approach to the study of personal reputation is a crucial endeavor in order to better understand and predict important social and organizational outcomes. i TABLE OF CONTENTS CHAPTER 1: INTRODUCTION AND GENERAL OVERVIEW ............................................ 8 CHAPTER 2: CONTENT, STRUCTURE, AND DYNAMICS OF REPUTATION IN SOCIAL NETWORKS ......................................................................................................................... 9 STUDY 1: REPUTATION DEVELOPMENT IN A NATURALISTIC GROUP ........................................ 12 STUDY 2: GOSSIP AND THE DYNAMICS OF REPUTATIONAL DISCOURSE IN A NATURALISTIC GROUP .............................................................................................................................................................. 18 GENERAL DISCUSSION ................................................................................................................................. 20 CHAPTER 3: TRAJECTORIES OF REPUTATION AT WORK .......................................... 23 PILOT STUDY: WORKPLACE REPUTATION .......................................................................................... 31 STUDY 1: LOSS TRAJECTORIES ................................................................................................................. 32 STUDY 2: GAIN TRAJECTORIES ................................................................................................................ 34 STUDY 3: RECOVERY TRAJECTORIES ..................................................................................................... 37 GENERAL DISCUSSION ................................................................................................................................. 40 CHAPTER 4: REPUTATION IN MAJOR LEAGUE BASEBALL ........................................ 45 STUDY 1: EXPERT NOMINATIONS OF PLAYER REPUTATION ........................................................ 48 STUDY 2: BEHAVIORAL CODING OF 2016 MLB HOME OPENERS .................................................. 55 GENERAL DISCUSSION ................................................................................................................................. 61 CHAPTER 5: CONCLUSION .......................................................................................................... 63 REFERENCES ..................................................................................................................................... 65 Intraclass correlations for peer narrative agreement at Time 1 and Time 3 and test for the significance of the change in agreement between Time 1 and Time 3 ...................................... 80 ii LIST OF TABLES AND FIGURES CHAPTER 2 Table 2.1 Reputation Content Theme Means For Self- and Peer-Narratives at Time 1 and Time 3 Table 2.2 Intraclass correlations for peer narrative agreement at Time 1 and Time 3 and test for the significance of the change in agreement between Time 1 and Time 3 Table 2.3 Correlations Between Self and Peer Reputation Narratives (Study 1) Table 2.4 Correlations Between Being the Target of Gossip by Other Group Members and Sociometric Ratings and Self-Reported Personality Measures CHAPTER 3 Table 3.1 Baseline and Post-Loss Correlations between Trust, Social Status, and Reputation for High-power (above diagonal) and Low-power (below diagonal) employees (Study 1) Table 3.2 Analyses of Losses in Trust, Social Status, and Reputation following Transgression at Work (Study 1) Table 3.3 Baseline and Post-Gain Correlations between Trust, Social Status, and Reputation for High-power (above diagonal) and Low-power (below diagonal) employees (Study 2) Table 3.4 Analyses of Gains in Trust, Social Status, and Reputation following Additional Effort at Work (Study 2) Table 3.5 Baseline, Post-Loss, and Post-Repair Correlations between Trust, Social Status, and Reputation for High-power (above diagonal) and Low-power (below diagonal) employees (Study 3) Table 3.6 Analyses of Recovery of Trust, Social Status, and Reputation following a Post- Transgression Apology at Work (Study 3) Figure 3.1 Losses in Trust, Social Status, and Reputation following Transgression in High- power (HP) and Low-power (LP) Employees (Study 1) Figure 3.2 Gains in Trust, Social Status, and Reputation based on Gender for High-power (Panel A) and Low-power (Panel B) Employees (Study 2) iii LIST OF TABLES AND FIGURES (CONT'D) Figure 3.3 Gains in Trust, Social Status, and Reputation following Additional Effort in High- power (HP) and Low-power (LP) Employees (Study 2) Figure 3.4 Recoveries in Trust, Social Status, and Reputation based on Gender for High- power Employees (Study 3) Figure 3.5 Recoveries in Trust, Social Status, and Reputation following Repair in High- power (HP) and Low-power (LP) Employees (Study 3) CHAPTER 4 Table 4.1 Batting Statistics of Good vs. Bad Reputation Players (Study 1) Table 4.2 Batting Statistics of Good vs. Bad Reputation Teammates (Study 1) Table 4.3 Teams Represented (Study 2) Table 4.4 Positions of Players Represented (Study 2) Table 4.5 Correlations Between Player Reputation Nominations and Home Opener Game Behavior (Study 2) Figure 4.1 Conceptual Model of the Relationship Between Reputation and Behavior (Study 2) iv ACKNOWLEDGEMENTS First and foremost, I would like to thank my graduate advisor, Dacher Keltner, for inspiring me to think beyond conventions and to take risks. Without his support and encouragement, I would not be completing this degree. I would also like to thank my committee (in alphabetical order) – Cameron Anderson, Philippe Goldin, Oliver John, and Laura Kray – for their guidance, thoughtful feedback, and for saving me from getting too lost in the weeds. I am eternally grateful to my advisor and committee for allowing me the opportunity to pursue research I am passionate about. I appreciate the feedback I've received over the years from my lab, the Berkeley Social Interaction Laboratory, as well as the Institute for Personality and Social Research. These venues have allowed me the opportunity to think through and develop many of the ideas presented in this dissertation. I gratefully acknowledge the receipt of funding from the University of California, Berkeley, the Greater Good Science Center, and the National Science Foundation. Additionally, I owe immense gratitude to the heroic efforts of John Schindel and Elizabeth Peele, their extensive knowledge, patience, and advice throughout the years has been vital. I am incredibly thankful for the endless laughs and support I've received from Laura Maruskin, whom I will miss dearly. From Weston to Zürich (and soon Chicago), our friendship knows no bounds. Thank you to James Gross for his continued guidance, mentorship, and encouragement throughout the years. To my parents, family, and friends, thank you for your support and understanding throughout my graduate career (and yes, this will be my final degree!). Finally, none of this would have been possible without the love and support of my best friend, Tuan Ha, who has always believed in me. With the many late nights, early mornings, weekends, and at times, even vacations, filled with the sound of me typing away on my computer and finishing “one last thing” – thank you for always encouraging me to follow my dreams. Words cannot adequately describe what it has meant to have you by my side. 1 CHAPTER 1: INTRODUCTION AND GENERAL OVERVIEW Personal reputation, an individual's agreed-upon character that is shaped by and flows through the network (Craik, 2008), serves a number of crucial functions, from the opportunities and influence an individual enjoys to one's ability to impact important organizational outcomes (e.g., Ferris et al. 2003; Craik, 2008). While a socially constructed phenomenon, reputation touches