Effects of Goat Framing in Job Advertisements on Organizational Attractiveness1

Two experiments were conducted to investigate the effects of goal framing in job advertisements on organizational attractiveness. Job ads were created that emphasized the potential costs or losses of not applying (i.e., loss frame) or the potential gains or benefits of applying (i.e., gain frame). The first experiment (N= 70) found that participants were more attracted to the company in the gain‐framed ad than in the loss‐framed ad. The second experiment (N= 100) attempted to determine the reason for the greater attractiveness of the gain‐framed ad compared to the loss‐framed ad. Two possible explanations— valence‐based encoding and regulatory focus—were examined. Results suggest that both valence‐based encoding and regulatory focus mediated the relationship between framing and organizational attractiveness.     

医生职业倦怠及社会、组织影响因素的探讨

医生是职业倦怠研究最早关注的职业之一,通过回顾国内外相关研究,分析了医生职业倦怠的现状,并认为我国现阶段医生的职业倦怠与医疗政策、法制层面存在缺憾、经济和心理回报不够、价值观冲突、缺乏控制、角色冲突等有关.呼吁从社会、组织层面深入研究我国医生的职业倦怠.     

医生职业倦怠及社会、组织影响因素的探讨

医生是职业倦怠研究最早关注的职业之一,通过回顾国内外相关研究,分析了医生职业倦怠的现状,并认为我国现阶段医生的职业倦怠与医疗政策、法制层面存在缺憾、经济和心理回报不够、价值观冲突、缺乏控制、角色冲突等有关。呼吁从社会、组织层面深入研究我国医生的职业倦怠。     

When is a Word a Word: The Development of Word Knowledge

The present study was conducted to determine if children's increasing knowledge of wordness could be characterized as conforming to a system of successively mastered levels of understanding similar to acquisitions in a number of other cognitive domains. Stimuli differing on dimensions of word appearance and meaning were presented to first-, third-, fifth-, and seventh-grade students and to college students, who were required to identify whether or not each stimulus was a word and to indicate their certainty about these decisions. The validity of a hierarchical system of levels of understanding of wordness was confirmed. In addition, developmental predictions about accuracy and certainty were supported. It was concluded that children's word knowledge is not unidimensional but involves several underlying component processes.     

Assessing the Influence of Psychosocial and Career Mentoring on Organizational Attractiveness

Past research on mentoring in organizational settings has focused on psychosocial and career mentoring functions more senior employees provide to new hires. In this study, we examined whether the perceived quality of psychosocial and career functions of pre‐hire mentoring and realistic job previews (RJPs) provided to students through mentoring impact organizational attraction and potential applicants' intentions to pursue or accept jobs at their mentors' organization, and ultimately their acceptance of positions with their mentors' organization. We compared face‐to‐face mentoring with online mentoring. A field study was conducted (n=194 European graduate students). Findings indicate that the quality of psychosocial mentoring plays a larger role in organizational attraction and intentions to pursue jobs than the perceived level/quality of career mentoring functions, with RJPs functioning as a suppressor variable. Obtaining a job with the mentors' organization was related to career, but not to psychosocial mentoring functions or RJPs.     

Symbolic Attributes and Organizational Attractiveness: The moderating effects of applicant personality

The present study examined the moderating influence of the Big Five personality factors in the relationship between five symbolic, trait‐based inferences about organizations (Sincerity, Excitement, Competence, Prestige, and Ruggedness) and organizational attractiveness. Drawing on the similarity‐attraction paradigm, six hypotheses were formulated, stating that the relationship between trait‐based inferences and organizational attractiveness would be stronger for persons who perceive the organization as similar to them. Results of moderated regression analyses on data from a sample of 245 prospective applicants for the Belgian military revealed two significant two‐way interactions, showing that Sincerity was positively related to organizational attractiveness only for individuals high on Conscientiousness, and that the relationship between Excitement and organizational attractiveness is more positive for individuals high on Openness to Experience. Practical implications, strengths and limitations, as well as directions for further research are presented.     

Grammatical and Phonological Influences on Word Order

ABSTRACT— During the grammatical encoding of spoken multiword utterances, various kinds of information must be used to determine the order of words. For example, whereas in adjective-noun utterances like "red car," word order can be determined on the basis of the word's grammatical class information, in noun-noun utterances like "… by car, bus, or …," word order cannot be determined on the basis of a word's grammatical class information. We investigated whether a word's phonological properties play a role in grammatical encoding. In four experiments, participants produced multiword utterances in which the words' onset phonology was manipulated. Phonological-onset relatedness yielded inhibitory effects in noun-noun utterances, no effects in noun-adjective utterances, and facilitatory effects in adjective-noun, noun-verb, and adjective-adjective-noun utterances. These results cannot be explained by differences in the stimulus displays used to elicit the utterances and suggest that grammatical encoding is sensitive to the phonological properties of words.     

The “Buzz” Behind the Buzz Matters: Energetic and Tense Arousal as Separate Motivations for Word of Mouth

This research provides a novel theoretical framework to explain the missing mechanism behind one of the strongest predictors for engaging in word of mouth (WOM): the consumer's psychological arousal (i.e., greater arousal leads to greater WOM; e.g., Berger, 2011). Across six studies (N = 1,309), we provide evidence for a motivational theory of the arousal–WOM relationship, highlighting the importance of the WOM's valence (positive vs. negative) as well as the consumer's salient type of arousal (energetic vs. tense; Thayer, 1989). In doing so, we demonstrate that consumers use WOM as an arousal management strategy: They are motivated to engage in positive WOM to maintain or increase their energetic arousal and to engage in negative WOM to reduce or eliminate their tense arousal. These findings also demonstrate the importance of the WOM recipient's response for the WOM source to achieve his/her desired arousal state. Thus, this work both expands our understanding of the arousal–WOM relationship and provides a framework for interpreting past work and conducting future investigations into when and how consumers will engage in WOM.     

When Leaders Are Seen as Transformational: The Effects of Organizational Justice1

In 2 studies, we attempted to make a first step toward integrating the literature on transformational leadership and organizational justice. We examined the extent to which justice affects perceptions of transformational leadership. We predicted that especially interactional justice should have strong effects. Study 1 was a vignette study (N = 100) in which distributive, procedural, and interactional justice were manipulated orthogonally. As expected, only interactional justice affected transformational leadership perceptions. Study 2 replicated these results in an organizational field study (N = 257). Distributive and procedural justice affected perceptions of transformational leadership, but when interactional justice was entered in the regression equation, their effects disappeared. Implications for integrating the literature on transformational leadership and organizational justice are discussed.     

Relationships Between Organizational Commitment and Its Antecedents: Employee Self-Concept Matters

Employee self-concept is a critical self-regulatory variable in organizational settings. In this paper, we discuss the relevance of self-concept for organizational commitment, and propose that self-concept levels moderate relationships between commitment and its antecedents. Using an experimental design in which we primed the working self-concept of employed participants, we found support for our hypotheses. Specifically, relationships between affective commitment and its antecedents (organizational support, procedural justice, and company and supervisor satisfaction) were more pronounced for employees with salient collective self-concepts. Alternatively, relationships between continuance commitment and its antecedents (outcome and supervisor satisfaction) were stronger for employees with salient individual self-concepts. We discuss the implications of our findings and suggest directions for future research.     

The Employment Interview Context: Social and Situational Influences on Interviewer Decisions1

The employment interview context is broad and multifaceted, and it includes a number of social, situational, and affective influences which generate from the interviewee, interviewer, nature of the job in question, and interactions among these factors. The employment interview is proposed to be influenced by nonverbal and self-promotion behaviors of the applicant, interviewer training, and the requirements of the job. These variables then influence the intermediate variables of applicant similarity to the interviewer, perceived competence of the applicant, and interviewer affect toward the applicant. The intermediate variables then influence the perceived job suitability of the applicant. The present study tested and found support for modeling the employment interview context and how it affects interviewer decisions. The contributions and limitations of the present study are discussed, in addition to directions for future research.     

Influences of Organizational Culture and Climate on Individual Creativity

This paper provides a framework for conceptualizing and reviewing the literature on the influences of organizational culture and climate on individual creativity. Although often treated interchangeably, culture and climate are distinct constructs operating at different levels of meaning; yet at the same time, they are closely interrelated. Culture is the beliefs and values held by management and communicated to employees through norms, stories, socialization processes, and observations of managerial responses to critical events. The beliefs and values that typify a culture for creativity become manifested in organizational structures, practices, and policies. In turn, these structures, practices, and policies guide and shape individual creativity by creating a climate that communicates both the organization's goals regarding creativity and the means to achieve those goals. The paper concludes with a discussion of issues relating to the development of cultures and climates for creativity and potential new directions for future research.     

Organizational Attractiveness of Foreign‐Based Companies: A country of origin perspective

Attracting high‐quality applicants is a crucial activity for the success of an organization. In today's globalized world, multinational enterprises need to attract talent not only in the domestic market but also in overseas markets. This exploratory study introduces the country of origin image framework from marketing literature to the context of recruitment in order to examine why foreign companies are (not) attractive to local job seekers, exemplified by the case of Japanese and US companies in Vietnam. Survey results of more than 300 participants confirmed the robustness of our postulated framework. Symbolic images such as the technological development and images of people of a country predicted the attractiveness of foreign companies above and beyond instrumental images of job characteristics. Detailed explanations and practical implications are provided.     

Social Influences on the Goal Choices of Group Members1

The influences of anticipation of evaluation, anticipation of group interaction, and taking other group members into consideration were each explored for their impact on the selection of task performance goals by group members. Self-evaluation, esteem maintenance, and comparison with others hypotheses were described as plausible explanations for earlier findings that groups select lower task performance goals than individuals. Results provided considerable support for the self-evaluation and comparison-with-others hypotheses, but indicated that esteem maintenance could not account for some aspects of the data. Discussion focused on understanding the results within the context of social comparison theory.     

Comparing Personality Characteristics,Values, and Goals as Antecedents of Organizational Attractiveness

Person–organization (P–O) fit was examined as an antecedent of individuals’ attraction to organizations by operationalizing P–O fit as the similarity between individuals and organizations on three points of comparison: personality dimensions, values, and goals. It was hypothesized that compared to P–O fit on values and on goals, P–O fit on personality dimensions would be related more strongly to organizational attractiveness. It was also hypothesized that relative to P–O fit on goals, P–O fit on values would be related more strongly to organizational attractiveness. The results indicated that each of the points of comparison had a unique effect on organizational attractiveness and that individuals were more attracted to organizations that were similar to them than to organizations that were dissimilar to them.     

Socially Desirable Responding in Computerized Questionnaires: When Questionnaire Purpose Matters More Than the Mode1

The impact of questionnaire purpose (job screening interview vs. consumer survey) and the impact of questionnaire mode (paper-and-pencil vs. computer) on multiple measures of socially desirable responding (SDR) were examined. Students (N= 85) participated in experimental job screening (high SDR demand) and consumer survey (low SDR demand) conditions. Dependent measures included the Marlowe-Crowne Social Desirability Scale and the impression management subscale of the Balanced Inventory of Desirable Responding, Version 6. Significant questionnaire purpose effects suggest one possible, context-related explanation for mixed SDR findings between earlier experiments. Mode effects were nonsignificant, adding further evidence of paper-and-pencil and computer equivalence with respect to SDR.     

When Empathy Matters: The Role of Sex and Empathy in Close Friendships

Based on prior theory and research (Ciarrochi & Heaven, 2009; Eagly & Wood, 1999), we hypothesized that the link between empathy and friendship would be moderated by sex: Girls will nominate empathic boys as friends, whereas boys will not tend to nominate empathic girls. We collected measures of empathy, friendship social support, and close friendship nominations in grade 10 across 1,970 students in 16 schools (M_age = 15.70, SD = .44; males = 993, females = 977). Multilevel models revealed that boys high in cognitive empathy attracted an average of 1.8 more girl friendship nominations than did their low empathy counterparts, whereas empathic girls did not attract a greater number of opposite‐sex friends. In addition, the more friendship nominations a boy received from either boys or girls, the more they felt supported by their friends; the number of friendship nominations received by girls, in contrast, had no effect on their felt support by friends. Regardless of the quantity of friendship nominations, empathy was linked to more supportive friendships for both males and females. These results inform a contextual understanding of the role of empathy in selecting and maintaining friendships.     

The Effects of Electronic Word of Mouth on Product Judgment and Choice: The Moderating Role of the Sense of Virtual Community1

Electronic word‐of‐mouth (WOM) communication influences potential consumer attitudes and behavioral intentions toward a product. Since consumers frequently assess online information based on their relationships with communities, rather than with individuals, online communities themselves function as referents for assessing information quality. This study examines whether consumer perceptions toward virtual communities (i.e., sense of virtual community or SOVC) moderate the perceived influence of product comments on attitude and purchase intention. This study manipulated 2 scenarios involving positive comments and negative comments regarding a newly issued game product. Analytical results indicated that SOVC reinforced the influences of online comments on attitude and purchase intention. Thus, marketers should consider the role of virtual communities when implementing WOM strategy online.     

Influences of Upstream Social Factors on Downstream Perceptions of Social Support in Cardiac Rehabilitation1

Within Berkman et al.'s (2000) framework, we examined sociodemographic correlates of social networks (SN) and social support (SS) in 155 heart patients (33 women, 122 men), who completed measures of sociodemographics, SN, and SS. Hierarchical regression analyses examined the relationship between sociodemographic factors and SN; and between sociodemographic factors, SN, and SS. Higher social status and more income were related to larger, more diverse networks and more SS. Higher social status and being married were related to more SS. Being married was related to more belonging and tangible support. Results show the complex relationship between higher level social factors and specific SS functions offering areas for future interventions to increase SS in heart patients.