Components of "authority" as determinants of compliance.

This study investigated factors affecting compliance, to orders from a formal authority. The design created a two-level status hierarchy in which subjects occupied identical low-status positions and responded to demands from a simulated high-status leader. Four components of authority-normativity,coervice power, collective justification, and success-failure-were manipulated as independent variables. Another component, the endorsement accorded the leader, was included in the design as a measured variable. Results indicated that compliance increased significantly when coervice power was high (rather than low), when justification was collective (rather than partisan), and when demands were normative (rather than counternormative). Contary ti the theoretical expectation, endorsement did not affect compliance by low-status members. The findings show that the normative aspect of legitimacy serves as a compliance-gaining base even when stripped of enforcing sanctions and under-lying goals and that the distinction between normativity and endorsement is valid for research on social power.

Endorsement of formal leaders: an integrative model.

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.