Predictor Variables Associated with Positive Fast Track Outcomes at the End of Third Grade

Progress has been made in understanding the outcome effects of preventive interventions and treatments designed to reduce children's conduct problems. However, limited research has explored the factors that may affect the degree to which an intervention is likely to benefit particular individuals. This study examines selected child, family, and community baseline characteristics that may predict proximal outcomes from the Fast Track intervention. The primary goal of this study was to examine predictors of outcomes after 3 years of intervention participation, at the end of 3rd grade. Three types of proximal outcomes were examined: parent-rated aggression, teacher-rated oppositional–aggressive behavior, and special education involvement. The relation between 11 risk factors and these 3 outcomes was examined, with separate regression analyses for the intervention and control groups. Moderate evidence of prediction of outcome effects was found, although none of the baseline variables were found to predict all 3 outcomes, and different patterns of prediction emerged for home versus school outcomes.     

积极组织学术研究--当代组织管理学中的新运动

积极组织学术研究是管理学中的一项新运动,由密歇根大学商学院倡导建立的积极组织学术研究小组发起。主张发展积极的人类优势,复苏、振兴和激发组织活力,使组织兴旺发达,使其员工迈向成功。研究者将研究重点集中于在组织环境中培养积极的要素,并在研究中构建严谨、系统的理论基础,以期实现组织、员工及研究者的共同发展。     

Positive Psychology and Attachment: Positive Affect as a Mediator of Developmental Outcomes

Fredrickson’s (1998) broaden-and-build model and Bowlby’s (1969) attachment theory provide alternate explanations for positive cognitive, social, physical, and psychological outcomes, positive affect and secure attachments, respectively. This study examined whether affect mediates the relationship between attachment and positive outcomes. The sample consisted of 99 undergraduate students from a small, public liberal arts college in the mid-Atlantic region. For people high in attachment anxiety, but not those high in attachment avoidance, affect partially mediated social and psychological outcomes and fully mediated health outcomes. People who scored high in attachment anxiety reported less positive affect and more negative affect, which results in poorer social, physical, and psychological outcomes than those with lower levels of attachment anxiety. Perhaps children with caregivers who are more responsive to their needs experience more positive affect; and, it is the experience of positive affect that yields developmental advantages.     

The Influence of Openness to Experience and Organizational Justice on Creativity

Creative performance is a desired organizational outcome that can be influenced by individual differences and contextual factors. An empirical investigation was conducted to study perceptions of organizational justice, an important situational variable, and its influence on individual creative performance. Literature suggests that organizations look to hire individuals who have individual differences that make them more inclined to produce creative outputs; thus, this investigation also sought to determine how openness to experience, a construct known to have a positive relationship with creative performance, might interact with justice perceptions. This investigation uncovered a main effect relationship between procedural justice and creativity, as well as provided evidence that openness to experience moderates the relationship between distributive justice and creativity.     

Positive Organizational Psychology in Sport: An Ethnography of Organizational Functioning in a National Sport Organization

The 9-month ethnography reported here investigated the critical factors underpinning organizational functioning in a national sport organization. The findings illustrate the pivotal importance of interpersonal relationships and highlight the emergence of emotion-related abilities as highly influential in successful person-organization dynamics. Specifically, these related to managing conflict, communicating emotion, managing and expressing emotion for the psychological contract, contagious emotion regulation, and emotion regulation for building strong relationships. Individuals better able to monitor and manage their own emotions and those of others were able to develop and maintain more successful interpersonal relationships during a period of organizational change.     

组织政治认知对员工行为的影响

组织政治是组织生活的现实反映,是一种普遍现象,员工对组织政治现象的认知对其行为、态度有诸多的不利影响。本研究运用自行研制的组织政治认知调查问卷,通过对29家企业共1647名员工的调查,探讨了在中国文化背景下员工的组织政治认知的结果变量,可望为各类组织的人力资源管理实践提供理论依据。     

Enhancing Employee Performance Through Positive Organizational Behavior

This paper explores the relationship among key issues discussed in positive organizational behavior (POB) and the implications for organizational success. One of the key outcomes of this paper is to have a better understanding of the relationship between work and a person's broader purpose of existence, and how work helps to accomplish one's purpose of life. In addition, quantitative measures are used to determine the relationship between work and happiness; a positive organizational culture and firm performance; and positive employee characteristics and employee performance. Through various statistical analyses, positive relationships were found among typical measures of positive psychology, positive organizational behavior, and employee performance. Implications for organizations and utilizations of research findings to create sustainable competitive advantages are discussed.     

Catholic Parish Organizational Structure and Parish Outcomes

Due to a number of factors, the Catholic Church has in recent years been required to be innovative in the way it organizes its parishes. Canon law addresses some options for dioceses that need to restructure their parishes. This study considers three of them: pastoring multiple parishes through a team of pastors (Code of Canon Law 517.1); entrusting pastoral care to someone other than a priest (c517.2); and appointing a single priest to pastor more than one parish (c526.1). The effect of each of these models on the change in parish Sunday Mass attendance is empirically estimated. No significant difference in Mass attendance was found between those parishes that had experienced an organizational restructuring and those that had not. When comparing the three different models of parish restructuring, parishes that were led by a team of priests were found to outperform parishes that had experienced the other two restructuring options.     

Personality and Health Outcomes: Making Positive Expectations a Reality

Trait optimism is associated with better health, but the reason for this association is unclear. The present investigation focused on specific goals and negative emotions as potential pathways through which optimism can lead to better health. College students (n = 336) in the U.S. reported their mental and physical health at the start of an academic term and during finals. Over the course of the term, they reported three daily events and rated the extent to which they were motivated to attain positive outcomes (approach goals) or avoid negative outcomes (avoidance goals). Greater optimism predicted fewer mental and physical health symptoms at the end of the term, controlling for initial symptoms. This association between optimism and symptoms was mediated by the intensity of avoidance goals and negative emotion during the term. These findings suggest that positive expectations do predict better health and this relationship is partially due to the goals people set in their daily lives.     

组织心理所有权、基于组织的自尊对积极组织行为的影响

采用自编的组织心理所有权、基于组织的自尊和积极组织行为等有效量表调查45家生产型企业共2566名员工,以检测组织心理所有权、基于组织的自尊对积极组织行为的影响。结果发现组织心理所有权、基于组织的自尊和积极组织行为之间有显著的正相关,组织心理所有权、基于组织的自尊对积极组织行为有显著正向预测作用,其中基于组织的自尊在组织心理所有权与积极组织行为之间起显著的部分中介作用。尤其是对组织及个人声誉或成就的心理所有权感对员工积极组织行为各个因素有显著正预测作用,基于组织的自尊在投入行为、主动行为和谋取人际和谐行为上影响效应更为显著。这意味着增强员工组织心理所有权感,培育员工主人翁意识和组织归属感,重视基于组织的自尊,提升员工的组织价值感和自豪感等措施有利于提升企业组织和个体绩效。     

Organizational Conspiracy Beliefs: Implications for Leadership Styles and Employee Outcomes

Purpose

Belief in conspiracy theories about societal events is widespread among citizens. The extent to which conspiracy beliefs about managers and supervisors matter in the micro-level setting of organizations has not yet been examined, however. We investigated if leadership styles predict conspiracy beliefs among employees in the context of organizations. Furthermore, we examined if such organizational conspiracy beliefs have implications for organizational commitment and turnover intentions.

Design/Methodology/Approach

We conducted a survey among a random sample of the US working population (N = 193).

Findings

Despotic, laissez-faire, and participative leadership styles predicted organizational conspiracy beliefs, and the relations of despotic and laissez-faire leadership with conspiracy beliefs were mediated by feelings of job insecurity. Furthermore, organizational conspiracy beliefs predicted, via decreased organizational commitment, increased turnover intentions.

Implications

Organizational conspiracy beliefs matter for how employees perceive their leaders, how they feel about their organization, and whether or not they plan to quit their jobs. A practical implication, therefore, is that it would be a mistake for managers to dismiss organizational conspiracy beliefs as innocent rumors that are harmless to the organization.

Originality/Value

Three novel conclusions emerge from this study. First, organizational conspiracy beliefs occur frequently among employees. Second, participative leadership predicts decreased organizational conspiracy beliefs; despotic and laissez-faire leadership predict increased organizational conspiracy beliefs due to the contribution of these destructive leadership styles to an insecure work environment. Third, organizational conspiracy beliefs harm organizations by influencing employee commitment and, indirectly, turnover intentions.

     

Perceived Organizational Support as a Moderator of Emotional Labor/Outcomes Relationships

The current study investigates the interactive effects of perceptions of organizational support on 2 emotional labor outcomes: job satisfaction and job performance. A sample of 2 retail service firms ( n  = 338) supported the moderating effect of perceived organizational support (POS) on the emotional labor/outcomes relationships. POS attenuated the negative effects of the emotional labor/job satisfaction and emotional labor/performance relationships. Implications of these results, strengths and limitations of the current study, and directions for future research are discussed.     

Perceptions of Organizational Politics: A Meta-analysis of Outcomes

Organizational researchers during the past few decades have increasingly focused on the role of subjective work issues and their impact on important worker-related outcomes. One of the most prominently studied factors, perceptions of organizational politics, has received much recent conceptual and empirical attention. In an effort to better understand the relationship between perceptions of organizational politics and key outcomes, we apply meta-analysis on 79 independent samples from 59 published and unpublished studies involving 25,059 individual participants. Results indicate strong negative relationships between POP and job satisfaction and between POP and organizational commitment, moderately positive relationships between POP and the outcomes of job stress and turnover intentions, and a non-significant relationship between POP and in-role job performance. Moderator tests show that age, work setting (i.e., public sector or private sector), and cultural differences (i.e., domestic sample or international sample), have contingent effects on certain POP relationships.     

积极组织行为学视角下的双重应激管理模式

积极组织行为学的兴起, 为偏向消极应激预防与控制的传统应激管理模式提供了新的思路。应激源对个体而言是中性的, 如果个体对之进行积极评估, 认为应激源可以维持或提升其幸福感, 则引发的反应既是积极应激反应。组织不仅应当注重应对消极应激, 还应当注重诱发和品味积极应激。应对消极应激与品味积极应激并重的双重应激管理模式, 是组织进行应激管理的较好选择。     

The Process Mechanisms Linking Recruiter Positive Moods and Organizational Attraction

The main purpose of this study is to investigate the mechanisms through which recruiters' positive moods lead to organizational attraction. Participants consisted of 161 applicant–recruiter dyads from 55 companies in Taiwan. Results show that recruiters' felt positive moods were positively related to applicant's perceptions of informativeness and competence, which, in turn, influenced organizational attraction. In addition, recruiters felt that positive moods were positively related to their display of positive moods, which were positively related to applicant's positive moods, which, in turn, affected organizational attraction.     

Honesty-Humility and Perceptions of Organizational Politics in Predicting Workplace Outcomes

Purpose

The present study sought to examine whether a personality dimension named Honesty-Humility influences the relationship between employees’ perceptions of organizational politics (POP) and workplace outcomes, both attitudinal and behavioral.

Design/Methodology/Approach

Data were collected online and cross-nationally from 268 full-time employees from various organizations and occupational backgrounds.

Findings

Results indicate that the adverse effect of POP in the workplace is exacerbated for employees who are lower (rather than higher) in Honesty-Humility. Specifically, when perceiving their workplace as political, low Honesty-Humility individuals were more likely to engage in counterproductive work behavior and impression management behavior and to experience greater job stress and decreased job satisfaction.

Implications

Examining the role of individual differences in POP helps to advance our understanding of the mechanisms that employees use to interpret and react within a perceived politically charged workplace. This study provides further evidence of the deleterious effects of POP in the workplace, especially among low Honesty-Humility individuals. Practical implications of this research focus on reducing the likelihood of hiring low Honesty-Humility individuals as well as on reducing the opportunity for undesirable behaviors among currently employed individuals.

Originality/Value

There is a paucity of research exploring the possibility that individuals may react differently from one another to POP within their workplace and, in turn, experience varying outcomes. The present study helps to fill this gap in the literature by providing novel insights as to the role of personality in predicting perceptions of, and reactions to, organizational politics.     

Health-Related Outcomes Associated with Patterns of Risk Factors in Primary Care Patients

It is important to find ways to identify prevalent co-occurring health risk factors to help facilitate treatment programming. One method is to use electronic medical record (EMR) data. Funderburk et al. (J Behav Med 31:525–535, 2008) used such data and latent class analysis to identify three classes of individuals based on standard health screens administered in Veterans Affairs primary care clinics. The present study extended these results by examining the health-related outcomes for each of these identified classes. Follow-up data were collected from a subgroup of the original sample (N = 4,132). Analyses showed that class assignment predicted number of diagnoses associated with the diseases that the health screens target and number of primary care behavioral health, and emergency room encounters. The findings illustrate one way an EMR can be used to identify clusters of individuals presenting with multiple health risk factors and where the healthcare system comes in contact with them.     

Preferences for Job Attributes Associated with Work and Family: A Longitudinal Study of Career Outcomes

We examined the relationship between family responsibilities, job attribute preferences, and career-related outcomes (salary, management level, job satisfaction) in a longitudinal study of 171 women and men students in the same MBA program. Findings indicated that preferences for high salary and good advancement opportunities assessed when students entered the MBA program predicted satisfaction with their salary and advancement outcomes 3 years later. Preferences did not predict actual salary or management level outcomes, however. Together, these findings suggested that individuals may adjust their feelings of satisfaction to reduce dissonance created by their inability to attain higher salaries or a higher management rank. Perhaps because these individuals were in the early stage of their management careers, we found no significant associations between family responsibilities and career-related outcomes. An earlier version of this paper was presented as part of the symposium, “You can't have all of it all of the time: Moderators of the relationship between family and career,” at the Academy of Management in New Orleans, LA, August 2004.     

Mood and Organizational Citizenship Behavior: The Effects of Positive Affect on Employee Organizational Citizenship Behavior Intentions

This study, involving 139 employees from a variety of industries, organizations, and positions in Singapore, measured the effects of mood on the intentions of employees to contribute actions that are organizationally desirable but are not part of their formal job requirements (organizational citizenship behavior). After effects of established patterns of historical organizational citizenship behavior, demographic characteristics, and employee positive and negative affectivity had been controlled, stepwise regression analysis revealed that the amount of positive affect currently experienced by an employee significantly influenced the employee's intention to perform specific acts of organizational citizenship.