The Mediated Influence of Hostile Attributional Style on Turnover Intentions

To better understand the influence of causal perceptions on turnover intentions, this study investigates the influence of hostile attribution styles on job satisfaction, stress, and turnover intent. A theoretical model is developed in which satisfaction and stress are predicted to mediate the relationship between hostile attributions and turnover intentions. Results of hierarchical regression and path analysis partially supported the hypothesized model, suggesting that hostile attribution styles are an important predictor of job satisfaction and turnover intentions. The predicted relationship between hostile attribution style and stress was not supported.     

From psychological need satisfaction to intentional behavior: testing a motivational sequence in two behavioral contexts

The present study tested a motivational sequence in which global-level psychological need satisfaction from self-determination theory influenced intentions and behavior directly and indirectly through contextual-level motivation and situational-level decision-making constructs from the theory of planned behavior. Two samples of university students (N = 511) completed measures of global-level psychological need satisfaction, contextual-level autonomous motivation, and situational-level attitudes, subjective norms, perceived behavioral control, intentions, and behavior in two behavioral contexts: exercise and dieting. A structural equation model supported the proposed sequence in both samples. The indirect effect was present for exercise behavior, whereas both direct and indirect effects were found for dieting behavior. Findings independently supported the component theories and provided a comprehensive integrated explanation of volitional behavior.     

Bridging the gap between intentions and behavior: Implementation intentions, action control, and procrastination

In the context of Ajzen’s (1991) theory of planned behavior, the antecedents of intentions are better understood than the antecedents of behavior. The current study aimed to improve the understanding of the transition from intentions to behavior. Based on the work of Gollwitzer (1993), Kuhl and Beckmann (1994), and Lay (1986) we proposed a model of mediators (i.e., implementation intentions) and moderators (i.e., action-state orientation and trait procrastination) in the intention-behavior relation. The model was applied to job seeking, and tested using longitudinal survey data of a sample of unemployed individuals in The Netherlands (N = 175). Support was found for the proposed mediating role of implementation intentions in the relation between job search intention and job search behavior. The proposed moderating roles of action-state orientation and trait procrastination were not supported.     

Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences.     

Engagement and Disengagement in Mutual-Help Addiction Recovery Housing: A Test of Affective Events Theory

This study tested an affective events theory (AET) model in the Oxford House network of recovery homes. Residents’ congruence with their home (P–E fit) was hypothesized to directly influence behavior that supported the house and other residents—citizenship behavior. We further hypothesized P–E fit would be related to member intentions to leave, with attitudes toward the home mediating that relationship. To assess this, we administered a cross‐sectional national survey to 296 residents of 83 randomly selected Oxford Houses. Although the AET model demonstrated good fit with the data, an alternative model fit better. This alternative model suggested an additional indirect relationship between P–E fit and citizenship mediated by attitudes. Results suggested affective experiences such as feeling like one fits with a community may influence engagement and disengagement. There appears to be a direct influence of fit on citizenship behavior and an indirect influence of fit through recovery home attitudes on both citizenship and intentions to leave the home. We conclude affective experiences could be important for community engagement and disengagement but AET may need to integrate cognitive dissonance theory.     

The Role of Negative Emotions on Adolescent Evaluation of Clinical Reproductive Healthcare Services

Despite extensive research on adults, we know relatively little about the factors and processes that influence adolescent satisfaction with clinical reproductive healthcare. In this study, survey responses from 135 adolescent clinic users in the western U.S. support a client-satisfaction model that differs from the traditional coping response framework by featuring negative emotions as a primary antecedent of service-quality evaluations, rather than a consequence. Quality evaluations directly impacted satisfaction, which, in turn, affected word of mouth and intentions to return to the clinic. This research represents an initial step toward better understanding of ways that adolescents may differ from adults on factors influencing satisfaction with clinical reproductive healthcare and, hence, holds both theoretical and managerial significance.     

Employee attitude surveys: examining the attitudes of noncompliant employees

Employees (N = 194) from a wide variety of organizations participated in this study aimed at describing the attitudes of individuals who refuse to respond to an employee survey request (noncompliants). Noncompliants, in comparison with those individuals who would comply with the survey request, possessed greater intentions to quit, less organizational commitment, and less satisfaction toward supervisors and their own jobs. Noncompliants also possessed more negative beliefs regarding how their organization handles employee survey data (e.g., does not act on survey data). No significant differences were found for work-related demographic variables, satisfaction with pay, and satisfaction with promotion opportunities. Implications for survey research are discussed along with methods to address nonresponse and noncmpliance.     

A Motivational Model of Work Turnover

The purpose of this article was to propose and test a motivational model of work turnover. The model posits that feelings of relatedness toward work colleagues and feelings of competence jointly and positively affect self-determined work motivation, which in turn facilitates work satisfaction but prevents emotional exhaustion. Moreover, work satisfaction and emotional exhaustion respectively lead to negative and positive effects on turnover intentions. Finally, over time, turnover intentions translate into turnover behavior. A total of 490 alumni from a school of administration completed a questionnaire assessing the various components of the motivational model. Results from structural equation modeling analyses (with EQS; Bentler, 1992) supported the motivational model. Results are discussed in light of the relevant literature, and future research directions are proposed.     

Intra-individual Response Variability as an Indicator of Insufficient Effort Responding: Comparison to Other Indicators and Relationships with Individual Differences

Surveys are one of the most popular ways to collect employee information. Because of their widespread use, data quality is an increasingly important concern. The purpose of this paper is to (1) introduce the intra-individual response variability (IRV) index as an easily calculated and flexible way to detect insufficient effort responding (IER); (2) examine the extent to which various IER indices detect the same or different respondents engaging in IER behavior; and (3) investigate relationships between individual differences and commonly used IER indices to better understand systematic and theoretically relevant IER behavior. In a two-part study, 199 undergraduates responded to questionnaires online, and various IER indices were calculated. The IRV index identifies different respondents than other IER indices. Values on the IRV index (as well as other IER indices) are related to scores on theoretically meaningful individual differences in conscientiousness, agreeableness, and boredom proneness. This study provides researchers with a robust, easily calculated, and flexible means for screening questionnaire data for IER behavior. Practical recommendations for finding and making decisions about IER behavior patterns are provided. This study introduces the IRV index, an extension of the long string, used to identify survey research participants who likely engaged in one type of IER behavior. It is also one of the first studies to evaluate the extent to which IER indices identify different respondents as having engaged in IER and provides additional evidence that values on these indices are related to individual differences.     

Assessing the Integration of Genomic Medicine in Genetic Counseling Training Programs

Medical genetics has entered a period of transition from genetics to genomics. Genetic counselors (GCs) may take on roles in the clinical implementation of genomics. This study explores the perspectives of program directors (PDs) on including genomic medicine in GC training programs, as well as the status of this integration. Study methods included an online survey, an optional one-on-one telephone interview, and an optional curricula content analysis. The majority of respondents (15/16) reported that it is important to include genomic medicine in program curricula. Most topics of genomic medicine are either “currently taught” or “under development” in all participating programs. Interview data from five PDs and one faculty member supported the survey data. Integrating genomics in training programs is challenging, and it is essential to develop genomics resources for curricula.     

The challenges of long‐distance relationships: the effects of psychological distance between service provider and consumer on the efforts to recover from service failure

This paper presents a model of the effects of recovery level in terms of distributive, procedural, and interactional dimensions on consumer attitudes (satisfaction and trust) and their subsequent effects on behavioral intentions. Service medium (online and offline) is considered as a moderating variable in the perspective of psychological distance. Findings reveal that the effects of recovery levels on satisfaction and trust are greater in the offline medium than in the online medium. Moreover, in both low and high recovery situations, offline customers are more satisfied and have higher levels of trust than do online customers. As expected, satisfaction with service recovery plays a pivotal role in enhancing customer's trust and behavioral intentions.     

Understanding proenvironmental intentions and behaviors: The importance of considering both the behavior setting and the type of behavior

To better understand the consistency of people’s proenvironmental intentions and behaviors, we set out to examine two sets of research questions. First, do people perform (1) different types of proenvironmental behaviors consistently, and (2) the same proenvironmental behavior consistently across settings? Second, are there consistent predictors of proenvironmental behavioral intentions across behavior and setting type? Participants reported four recycling and conservation behaviors across three settings, revealing significant variability in rates of behaviors across settings. Prior behavior, attitudes toward the behavior, and importance of the behaviour consistently predicted proenvironmental intentions. However, perceived behavioral control tended to predict intentions to perform proenvironmental behavior outside the home. Future research aimed at understanding and influencing different proenvironmental behaviors should carefully consider how settings affect intentions and behavior.     

Expectancy Accessibility and the Influence of Outcome Expectancies on Adolescent Smokeless Tobacco Use

This study investigated the moderating influence of expectancy accessibility on the relation between outcome expectancies and drug use intentions. Specifically, it was hypothesized that expectancies made temporarily more accessible would predict smokeless tobacco intentions to a greater degree than would less accessible expectancies. In addition, it was anticipated that expectancies regarding positive outcomes of smokeless tobacco use would be better predictors of intention than would expectancies about negative outcomes. Results partially supported the accessibility hypothesis, but this effect occurred for positive outcome expectancies only. In addition, the anticipated prepotency of positive over negative expectancies in predicting drug use intentions was strongly supported. These findings are consistent with theories of problem behavior which differentiate between positive and negative outcome expectancies and which postulate that accessibility of expectancies plays an important role in expectancy-behavior relations.     

Book Review

Uncertainty is a major source of psychological strain during organizational change. This study tested a model of change-related communication, uncertainty, and control and their relationship with psychological strain, job satisfaction, and turnover intentions. Self-report data were obtained from staff at a psychiatric hospital undergoing restructuring. Results indicated that uncertainty had a direct and an indirect (via feelings of lack of control) relationship with psychological strain. Partialling out common method variance led to a complete mediation of this relationship by control. Other predictions about the relationship of these variables with psychological strain, job satisfaction, and turnover intentions were supported. Implications for future research and practice of change communication are discussed.     

Explaining Unit Nonresponse in Online Panel Surveys: An Application of the Extended Theory of Planned Behavior1

Unit nonresponse is a critical issue in survey methodology. The purpose of this paper is to understand better the mechanisms that underlie unit nonresponse; i.e., the individual's decision to participate in online panel surveys. Based on the theory of planned behavior (TPB), the determinants of unit nonresponse are one's attitude toward participating in online panel surveys, the subjective norm, and perceived behavioral control. Using a student sample at the University of Berne (N = 308), our results show only a marginal effect of the intention to predict participation behavior, and no effect was found for perceived behavioral control. Instead, additional explanatory variables (e.g., moral obligation, frequency of past behavior) led to a better explanatory power of the TPB.     

Do Parents Benefit From Help When Completing a Self-Guided Parenting Program Online? A Randomized Controlled Trial Comparing Triple P Online With and Without Telephone Support

In response to recent increases in the dissemination of Web-based parenting supports, an important consideration is whether the core benefits of self-directed participation in online parenting interventions are counterbalanced by issues such as high dropout and noncompletion rates commonly reported within the Internet intervention literature. This study outlines a randomized controlled trial of Triple P Online, a Web-based variant of the Triple P—Positive Parenting Program, delivered with varied levels of support scaffolding. Participants were 183 parents of children between 1 and 8 years of age with concerns about their child’s behavior and at least one area of disadvantage or family difficulty. Participants were randomized to self-directed Triple P Online, telephone-supported Triple P Online, or a wait-list control. Primary outcomes measured at baseline, postintervention, and 5-month follow-up were negative parenting styles and child behavior problems. Secondary outcomes included parent confidence, anger, and adjustment; relationship quality; program engagement; and parent satisfaction. Self-directed participants showed short-term treatment effects, including reductions in overall negative parenting and frequency of child behavior problems, while practitioner support led to greater improvements in negative parenting and intensity of difficult child behaviors. Participants in the supported condition were also more likely to complete modules and reported greater program satisfaction. At follow-up, 50% of outcomes for the self-directed condition were significantly better than the control, while 94% of outcomes were significantly better than the control in the practitioner-supported condition. Although self-directed online approaches to parenting intervention are promising, this research highlights how minimal support can improve effective engagement and enhance outcomes for families.     

Behavior change after context disruption: Opportunities and pitfalls

Many behaviors are performed automatically in response to contextual cues rather than conscious intentions, which can make behavior change challenging. The combined discontinuity and self-activation hypotheses predict that disruption to a context that cues behaviors can provide opportunity for behavior change guided by intentions rather than contextual cues. In this study, we asked an online sample of participants (N = 452) to report on desired change in the frequency of new, unwanted, or potentially habitual behaviors following a contextual disruption due to the COVID-19 pandemic. We find a distinction between new ‘start’ behaviors and unwanted ‘stop’ behaviors where new behaviors appear more personally meaningful (i.e. higher in autonomous motivation and positive affective attitude) than unwanted or potentially habitual behaviors. Our results suggest that behavior change theory and interventions that acknowledge differential processes between starting new behaviors and stopping old unwanted behaviors would provide greater insights for behavior science.     

On "intention" in the definition of suicide

The need for a comprehensive nomenclature in suicidology is now well recognized. In this paper the focus is on the issue of intention, which is identified as an essential aspect of any definition of suicide and suicidal behavior primarily because of its distinction from accidental behavior. The distinction between the retrospective perspective of motives versus the prospective perspective of intentions is highlighted, and I argue that the latter is more closely related to suicidal behavior. Finally, while motives and intentions tend to be used together in research, there is a need for sound research to clarify the roles of intentions in order to better understand suicide and attempted suicide.     

The impact of dispositional cynicism on job‐specific affect and work intentions

Working from the Employee Work Passion Appraisal (EWPA) model, this article examines the relationship between employee dispositional cynicism, job‐specific affect (i.e. positive and negative) and work intentions including intent to use discretionary effort, intent to perform, intent to endorse, intent to stay and intent to be an organisational citizen. An online survey generated participation from 747 current and potential clients of an international consulting company. To evaluate the fit of the data in accordance with the EWPA framework, structural equation modeling was conducted to test the overall fit of the proposed model and to examine the hypothesised relationships between constructs. Analyses confirmed correlations between dispositional cynicism and job‐specific affect, supported notable relationships between positive job‐specific affect and all work intentions, provided evidence for job‐specific affect's mediation of cynicism and work intentions and uncovered a direct negative relationship between cynicism and intent to use organisational citizenship behaviour. Results suggest that state‐specific workplace emotions are important for understanding the degree to which employee dispositional cynicism will ultimately influence most performance‐related work intentions. However, independent of affect, employee cynicism may directly result in somewhat lower intentions to help others at work. Study limitations and practical implications for employee selection and training are considered.