Why introverts have more power at work place than extroverts

A new study has revealed that introverted employees are more likely to give low evaluations of JOB performance to extroverted co-workers, giving introverts a powerful role in workplaces that rely on peer-to-peer evaluation tools for awarding raises, bonuses or promotions.

Researchers at Oregon State University, the University of Florida and University of Notre Dame found that introverts consistently rated extroverted co-workers as worse performers, and were less likely to give them credit for work performed or endorse them for advancement opportunities.

Keith Leavitt, an assistant professor in OSU's College of Business, said that the magnitude with which introverts underrated performance of extroverts was surprising and the results were very consistent across both studies.

One study involved 178 MBA students at a large southeastern university. Each student was assigned to a four- or five-person project team for the semester and midway through the term, participants completed questionnaires about their team members, team processes and their own personalities.

The results showed that introverted team members rated the performance of other introverts higher than that of extroverts. In contrast, ratings made by extroverts were not significantly influenced by the personalities of the team members they were rating.

In the second study, 143 students in a management program participated in a brief online game, lasting about 10 minutes, with three teammates. Unbeknownst to the participants, the teammates were all electronic confederates, and one target team member's profiles and comments during the game were manipulated at random to highlight high introversion or extraversion, while their actual performance of the task was held constant.

The participants then evaluated their team members and made recommendations about promoting or awarding bonuses to their teammates. The results showed that introverts gave lower evaluations and smaller peer bonuses to the extroverted version of the targeted team member, even though all the versions of the confederate team member performed the same. Extraverted participants were largely unaffected by the interpersonal traits of their team members and awarded evaluations and bonuses based on merit.

The study will be published in Academy of Management Journal.