Deviations from pre-registration in Study 1
| Pre-registered plan | Deviation and justification |
|---|---|
| Excluding participants who supervise zero subordinates | We specified on Prolific that we wanted to recruit managers who currently supervise at least one subordinate. We were thus surprised that several participants reported supervising zero subordinates, suggesting there was an issue with the Prolific screener. We excluded these participants |
| The labels of managerial goals | We refer to agentic and communal goals as self-benefit and developmental goals, respectively, in the pre-registration. We label them agentic and communal goals here because these terms are clearer and better reflect the relevant literature |
| The label for candidates low in dark personality traits | In the pre-registration, we call these candidates “light personality” candidates. However, we later determined that this label might be misleading because there is research on the “light triad” (e.g., Kaufman et al., 2019). We changed this label to “conventionally moral candidates” to avoid confusion with research on the light triad |
| Excluding the item “Helping my organization become a market leader in the industry” from scale of agentic goals | We removed this item from the measure of agentic goals because its dominant factor loading varied between agentic and communal goals between studies |
| Additional hypotheses that were not pre-registered for Study 1 | The pre-registration specifies hypotheses regarding the relationships between dominance-orientation, agentic goals, and evaluations of employees with dark personality traits. We did not pre-register hypotheses about prestige-orientation, although we stated that we expected to observe a different pattern of associations compared to dominance-orientation. We pre-registered hypotheses about the relationship between communal goals and evaluations of employees with antisocial personality traits for Study S1, which we reference in the Introduction. Our hypothesis regarding prestige-orientation and goal pursuit was not pre-registered |
| Pre-registered plan | Deviation and justification |
|---|---|
| Excluding participants who supervise zero subordinates | We specified on Prolific that we wanted to recruit managers who currently supervise at least one subordinate. We were thus surprised that several participants reported supervising zero subordinates, suggesting there was an issue with the Prolific screener. We excluded these participants |
| The labels of managerial goals | We refer to agentic and communal goals as self-benefit and developmental goals, respectively, in the pre-registration. We label them agentic and communal goals here because these terms are clearer and better reflect the relevant literature |
| The label for candidates low in dark personality traits | In the pre-registration, we call these candidates “light personality” candidates. However, we later determined that this label might be misleading because there is research on the “light triad” (e.g., |
| Excluding the item “Helping my organization become a market leader in the industry” from scale of agentic goals | We removed this item from the measure of agentic goals because its dominant factor loading varied between agentic and communal goals between studies |
| Additional hypotheses that were not pre-registered for Study 1 | The pre-registration specifies hypotheses regarding the relationships between dominance-orientation, agentic goals, and evaluations of employees with dark personality traits. We did not pre-register hypotheses about prestige-orientation, although we stated that we expected to observe a different pattern of associations compared to dominance-orientation. We pre-registered hypotheses about the relationship between communal goals and evaluations of employees with antisocial personality traits for Study S1, which we reference in the Introduction. Our hypothesis regarding prestige-orientation and goal pursuit was not pre-registered |
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