Sexual Self‐Control and Male Condom‐Use Outcome Beliefs: Predicting Heterosexual Men's Condom‐Use Intentions and Behavior1

A model of condom‐use intentions and behavior that we previously developed for women was replicated and extended with heterosexual men (n= 203; M age = 20.1 years). The general determinants of intentions to use condoms were consistent for men and women. The predictors of general condom attitudes and condom‐use self‐efficacy differed across gender. Male condom‐use outcome beliefs and sexual self‐control emerged as predictors of sexually experienced men's condom attitudes and self‐efficacy, respectively. In a 3‐month follow‐up, intentions and sexual self‐control predicted condom‐use behavior. These findings have implications for specificity vs. generality in the correlates of common behaviors across groups, the study of gender differences in condom use, and the development of intervention content targeted to specific populations.     

Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

Ambidextrous Leadership and Employees' Self‐Reported Innovative Performance: The Role of Exploration and Exploitation Behaviors

The ambidexterity theory of leadership for innovation proposes that leaders' opening and closing behaviors positively predict employees' exploration and exploitation behaviors, respectively. The interaction of exploration and exploitation behaviors, in turn, is assumed to influence employee innovative performance, such that innovative performance is highest when both exploration and exploitation behaviors are high. The goal of this study was to provide the first empirical test of these hypotheses at the individual employee level. Results based on self‐report data provided by 388 employees were consistent with ambidexterity theory, even after controlling for employee reports of their leaders' transformational and transactional leadership behaviors as well as employees' openness to experience, conscientiousness, and positive affect. The findings extend previous research on ambidexterity at the team and organizational levels and suggest a possible way for leaders to enhance employee self‐reported innovative performance.     

The Theory of Reasoned Action and the Role of External Factors on Heterosexual Men's Monogamy and Condom Use1

Although the majority of prevention efforts have focused on women, reduction of heterosexual transmission of STDs also requires interventions for men, necessitating understanding of men's safer sex decision making. In a random sample of 486 heterosexually active men, the theory of reasoned action (TRA) was used to predict intentions to use condoms with casual partners, as well as 2 steady‐partner safer sex behaviors: mutual monogamy and condom use. The basic TRA model fit the data well. Expanded models identified the mediated (via attitudes, social norms, and self‐efficacy) and, for some, direct effects on intentions and behavior of selected intrapersonal, interpersonal, and sociocultural variables. Results suggest that the role of external variables might vary depending on the behaviors in question.     

Personal Values,Autonomy, and Self‐efficacy: Evidence from frontline service employees

Employee's self‐efficacy has been related with important outcomes for organizations, such as service quality and job performance. Thus, understanding the antecedents of self‐efficacy can have important payoffs. Accordingly, this paper investigates how personal values interact with autonomy to affect employee's self‐efficacy. The hypotheses are tested with a sample of bank employees. The results reveal that conservation is negatively related to self‐efficacy and that both openness to change and self‐enhancement values have a positive impact on self‐efficacy. Autonomy is also positively associated with self‐efficacy. Finally, autonomy mitigates the negative effects of conservation on self‐efficacy, and strengthens the positive effects of self‐enhancement on self‐efficacy.     

Retaliating against Customer Interpersonal Injustice in a Singaporean Context: Moderating Roles of Self‐Efficacy and Social Support

Few studies have examined the relationship between customer injustice and employees' retaliatory counterproductive behaviors toward customers, and those that have done so have been conducted in a Western setting. We extend these studies by examining the relationship in a Singaporean context where retaliatory behaviors by employees might be culturally constrained. While the previously established positive relationship between customer injustice and counterproductive behaviors was not replicated using peer‐reported data from employees across two hotels in Singapore, we found that individuals' self‐efficacy and perceived social support moderated it. Specifically, the injustice‐to‐counterproductive behaviors relationship was positive for individuals with high self‐efficacy, and for those who perceived high levels of supervisor social support. The findings offer insights into when Singaporean employees and, potentially, employees from other Confucian Asian societies will retaliate against customer injustice, and provide practical implications of how managers can help employees cope with customer injustice.     

What's in it for Me? Motivational Differences between Farmers' Subsidised and Non‐Subsidised Conservation Practices

Through nature conservation practices, farmers can strongly enhance nature quality and biodiversity in rural areas. In this paper, the social psychological underpinnings of farmers' nature conservation practices are investigated using the Theory of Planned Behavior, to which the concepts of self‐identity and personal norms were added. A distinction is made between nature conservation practices done on a non‐subsidised basis and nature conservation practices for which farmers receive some form of remuneration from the Dutch government. Eighty‐five arable farmers participated in our survey. Results show that our model explains more variance in the intention to perform non‐subsidised than subsidised nature conservation practices. Also, the concepts of self‐identity and personal norms appear to be related to the intention to perform non‐subsidised, not subsidised conservation.     

Self‐Supervisor Agreement: The Influence of Feedback Seeking on the Relationship Between Self and Supervisor Ratings of Performance1

Self‐assessment research has continued to search for those factors that increase self‐other rating agreement. The current field study investigated the feedback‐seeking strategies (i. e., monitoring and inquiry) used by 125 employees to obtain performance information, as well as the relationship between feedback‐seeking strategy use and self‐supervisor performance‐rating agreement. Results indicate that the frequency of monitoring reported by employees significantly moderated the relationship between self and supervisor ratings of performance. Individuals who reported higher levels of feedback seeking through monitoring were more likely to have self‐assessments that were congruent with their supervisors' ratings of performance.     

The role of personal and key resources in the family‐to‐work enrichment process

Based on the work‐home resources model, the aim of the present research was to test a process model of family‐to‐work enrichment by examining whether self‐efficacy (i.e., personal resource) mediates the relationship between support from one's family and work engagement. Further, it was assumed that positive affectivity (i.e., key resource) moderates the relation between family support and self‐efficacy. Using an occupationally heterogeneous sample of Slovenian employees (n = 738), we found support for a mediating effect of self‐efficacy as well as for the moderating role of positive affectivity. In general, our results broaden the understanding of work‐family enrichment processes and provide support for the work‐home resources model. In addition, they point to the relevant role of personal and key resources in work‐family interactions.     

A Configurational Perspective on the Theory of Planned Behaviour to Understand Employees' Change‐Supportive Intentions

This study aims to deepen the understanding of the psychological processes involved in the formation of change‐supportive intentions by adopting a configurational perspective. To investigate potential configurations in relevant psychological processes suggested by the theory of planned behaviour (Ajzen, 1991 ), classical linear analytic methods are supplemented by the application of two case‐centred methods: latent profile analysis (LPA) and fuzzy set qualitative comparative analysis (fsQCA). The study uses data from two measurement times drawing on employees of a city council (t1: N = 1,589; t2: N = 1,524) undergoing complex and continuous organisational changes. While the case‐centred results from LPA and fsQCA generally accord well with the results from regression analysis, they consistently highlight the relevance of configurational patterns. Specifically, LPA and fsQCA reveal that different combinations of change‐related attitudes, subjective norms, and perceived behavioural control relate to the presence or absence of high supportive intentions. These results provide valuable insights for fostering employees' change‐supportive intentions. Moreover, the present study demonstrates that case‐centred analytical methods can essentially enrich research and theory‐building in change management as well as in the field of behavioural intention formation in general.     

Effects of a School‐Based Life Skills and HIV‐Prevention Program for Adolescents in Mexican High Schools1

A school‐based life skills and sexuality education HIV/AIDS program for adolescents was evaluated in Toluca, Mexico, through a quasi‐experimental pre–post design with 1,566 cases, divided over a control group and an experimental group. Based on a previously tested path model, 3 levels of variables were included as a guide for the contents of the program: personal variables (self‐knowledge, self‐efficacy regarding condom use, and decision making), intervening variables (subjective norms about, knowledge about HIV/AIDS, and attitudes toward condoms), and outcome variables (communication on sexuality and intentions to use condoms). Evaluation was conducted following these categories. Significant increases in all of these variables recognized as precursors of safer sex were found in the experimental group.     

Different selves,different values: Effects of self‐construals on value activation and use

Three experiments demonstrated structural properties and dynamic effects of self‐construal on the processing and use of values. In Study 1, it was found that self‐focus during encoding caused spontaneous cognitive clustering of individualistic versus relational values. Study 2 demonstrated that self‐construal affected the implicit weight of a value‐related attribute in a multi‐attribute choice task. In Study 3, behavioral intentions were better predicted by personal values than social norms when the personal self was primed, whereas social norms predicted better when the collective self was primed. The effects of manipulated self‐construal were mimicked when comparing participants with an individualistic versus collectivistic cultural background. No interaction was found between priming and cultural background. Taken together, the studies demonstrated that different domains of the self are associated with different values, which may instigate different cognitive and behavioral processes when activated. Copyright © 2008 John Wiley & Sons, Ltd.     

The interaction between values and organizational identification in predicting suggestion‐making at work

The present study proposed and found that personal values and organizational identification interact in predicting making suggestions for organizational improvements at work. One hundred and forty‐eight employees of children's day‐care centres rated their values, their identification with the organization and their suggestion‐making behaviour. Their behaviour was also rated by their supervisors. As expected, the value dimension of openness to change vs. conservation predicted suggestion‐making more strongly amongst individuals highly identified with the organization than amongst individuals weakly identified with the organization. This was found using self‐ratings of behaviour as well as supervisor's rating of behaviour. The study points to the importance of values and identification in understanding suggestion‐making and innovative behaviour at work, and it opens new avenues for examining this interaction in predicting other kinds of organizational behaviours.     

An Examination of the Individual‐Difference Approach to the Role of Norms in the Theory of Reasoned Action1

The relationship between subjective norm and behavioral intentions is the weakest link of the theory of reasoned action. Numerous approaches have addressed this issue, including the assertion that the weak contribution is a result of a small number of individuals who are under normative control. The present research examines this individual‐difference approach in the domain of health behaviors. Respondents were 287 students who rated their intentions, attitudes, and subjective norms in relation to 32 health behaviors and 5 substance‐use behaviors. Regression analyses, between subjects and within subjects, demonstrated that both behaviors and people can be under attitudinal or normative control. Support for an individual‐difference approach was less conclusive when findings were examined separately for specific health behaviors.     

Contrasting the Theory of Planned Behavior With the Value‐Belief‐Norm Model in Explaining Conservation Behavior1

In this paper, we contrast the value‐belief‐norm (VBN) model and the theory of planned behavior (TPB) for the first time regarding their ability to explain conservation behavior. The participants represent a convenience sample of 468 university students. Using survey data and adopting previously established compound measures, structural equation analyses revealed a remarkable explanatory power for both theories: TPB's intention accounted for 95% of people's conservation behavior and VBN's personal norms accounted for 64%. Compared to the VBN model, the TPB covered its concepts more fully in terms of proportions of explained variance. More importantly, the fit statistics revealed that only the TPB depicts the relations among its concepts appropriately, whereas the VBN model does not.     

Positive Self‐regard and Claim to Leadership: Two Fundamental Forms of Self‐evaluation

The present article examines the common factor structure of various self‐evaluative personality constructs. Consistent with previous research, we found considerable redundancy between constructs. Two basic forms of self‐evaluation could be distinguished: Positive Self‐regard (PSR) reflects people's contentedness with themselves in comparison with their own standards. Constructs such as depression, self‐esteem and neuroticism have very high loadings on this factor. In contrast, Claim to Leadership (CTL) reflects the subjective conviction that one is called to take charge and lead others. This conviction is often called ‘narcissism’. PSR mainly reflects an intra‐personal kind of self‐evaluation, whereas CTL reflects an inter‐personal kind. Both forms of self‐evaluation independently predict intellectual self‐enhancement, but only one of them (PSR) also predicts self‐reported mental health. Moreover, the two forms of self‐evaluation are differentially associated with self‐reported and peer‐reported inter‐personal traits (Dominance and Affiliation). Finally, the concepts of ‘Grandiosity’ and ‘Vulnerability’ from narcissism research may easily be reframed in terms of CTL and PSR. The two‐dimensional framework may help overcome the conceptual confusion that exists around different forms of self‐evaluation and streamline the field for future research. Copyright © 2013 European Association of Personality Psychology     

The effect of self‐identity alongside perceived importance within the theory of planned behaviour

Self‐identity often predicts behavioural intentions after standard theory of planned behaviour (TPB) components are accounted for. However, it has been claimed this is due to conceptual similarity between self‐identity and perceived importance of the behaviour. We examined this claim within the context of recycling food waste. Participants (N = 113) completed questionnaires assessing intentions, attitude, perceived behavioural control, perceived norms, perceived importance, self‐identity, and past behaviour. Confirmatory factor analysis indicated that self‐identity and perceived importance were distinct constructs. Further, after accounting for TPB components and perceived importance, self‐identity explained a significant amount of additional variance in intentions. The present findings therefore do not support this particular argument against the predictive utility of self‐identity.