The present research aimed at expanding Pierro, Kruglanski, and Raven’s work examining the interweaving between the need for closure (NFC; the desire to form quick and unambiguous knowledge) and the Interpersonal Power Interaction model. In particular, this study explored the idea that the greater compliance to harsh power tactics of subordinates’ employees, that are high on NFC, can increase when their desire to achieve cognitive closure is made more salient by a high (compared to low) level of perceived job demands. A sample of 280 subordinates employees belonging to two different organizational contexts filled in a self‐report questionnaire. Through a moderation and simple slope analyses, we tested and confirmed our hypothesis. When job demands were high, it potentially impaired the subordinates’ chance to form a quick knowledge. As a result, high NFC subordinates showed a higher compliance with harsh power tactics. Such tactics, limiting the subordinates’ freedom of choice, can be conceived as a means to gain quick knowledge when the organizational context is perceived as particularly demanding. As far as practical implications, these results suggest that for high NFC subordinates the use of more directive and unambiguous guidelines (e.g., harsh power tactics) could minimize the scarcely tolerated cognitive cost associated with high job demands.

中文翻译：

---

在高要求的工作中，关闭的需求与严格的电源策略的遵守之间的关系：在消防员和社会工作者中进行的一项研究

本研究旨在扩大Pierro，Kruglanski和Raven的工作，以研究封闭需求（NFC；形成快速而明确的知识的愿望）与人际关系互动模型之间的交织。尤其是，本研究探索了这样一个想法，即当员工的认知水平较高（相对较低）时，下属员工对苛刻的权势策略（对NFC的重视程度）越高，对他们实现认知封闭的渴望就越明显。感知的工作需求。一份来自两个不同组织环境的280名下属雇员的样本填写了一份自我报告调查表。通过适度和简单的斜率分析，我们测试并证实了我们的假设。当工作需求很高时，可能会削弱下属形成快速知识的机会。结果是，NFC高下属对苛刻的强权策略表现出更高的依从性。这样的策略限制了下属的选择自由，可以被认为是一种在组织环境被认为特别需要时获得快速知识的手段。就实际意义而言，这些结果表明，对于NFC较高的下属，使用更具指导性和明确的指南（例如，严厉的权力策略）可以最大程度地降低与高工作需求相关的难以忍受的认知成本。