Rational Selective Exploitation Among Americans and Chinese: General Similarity, With One Surprise

A cross-cultural experiment tested predictions regarding reward allocation decisions among subjects in the United States and Taiwan. The experiment included five independent variables—two between-subject factors (American vs. Chinese; instrumental vs. unspecified vs. social-emotional allocator orientation) and three within-subject factors (high vs. low employee competence, social skill, and mobility). In general, Americans and Chinese distributed rewards quite similarly: In both cultures, allocators distributed greater rewards to employees who were more competent and possessed greater social skill. In both cultures, instrumental allocator orientation induced stronger tendencies to base allocations on competence; social-emotional allocator orientation induced stronger tendencies to base allocations on social skill. In both cultures, subjects engaged in competence-based "rational selective exploitation"—among highly competent employees, those with greater professional mobility received larger portions of the reward pool than did counterparts with constrained mobility. In both cultures, subjects also evidenced an unexpected social-skill-based rational selective exploitation—among employees with good social skill those with greater professional mobility received larger portions of the reward pool than did counterparts with constrained mobility. However, there were a number of interactions with culture that ran contrary to our a priori predictions: We hypothesized that Americans would exhibit greater individualism by focusing on competence in allocating outcomes, and that Chinese would exhibit greater collectivism by focusing on social skill. Although Americans did attend to employee competence more than Chinese, Americans also attended to employee social skill more than Chinese. These findings are discussed in terms of an expanded conceptualization of the nature of individualism and collectivism.     

Social Motives Underlying Rational Selective Exploitation: The Impact of Instrumental Versus Social-Emotional Allocator Orientation on the Distribution of Rewards in Groups

Prior research has demonstrated that allocators frequently distribute lesser rewards to employees with constrained mobility, and that this tendency is more pronounced among more competent employees. This phenomenon is termed "rational selective exploitation." This allocation rule is rational in that it serves to maintain membership among the most desirable group members–those who contribute most to the group's task goals–but is exploitative in that it produces an erosion of equity: Although deserving of high rewards, the outcomes of competent but entrapped employees are lower than those of their counterparts with greater mobility. Four experiments tested several predictions concerning reward allocation processes. First, allocators distributed greater rewards to more competent employees. This tendency was more pronounced under conditions of instrumental allocator orientation than under conditions of social-emotional orientation. Second, allocators distributed greater rewards to more mobile employees. This tendency was more pronounced under conditions of instrumental orientation and constrained labor pool, and was weakly promoted by the anticipation of future allocations. Third, employee competence and employee mobility interacted; the tendency to allocate greater rewards to more mobile employees was especially pronounced among highly competent employees. This interaction of competence with mobility–the rational selective exploitation effect–was stronger under conditions of instrumental allocator orientation than under conditions of greater social-emotional concern, and was weakly promoted by the anticipation of future allocations.     

Erratum to: Sensory Nature of Reward

Integrative Psychological and Behavioral Science -     

Employee recognition: A procedure to reinforce work attendance

An employee recognition program to improve work attendance was conducted for one year in 1986 as part of a 3-year study using the awarding and posting of attendance certificates as the primary method of employee recognition. Compared to sick leave usage during 1985, those employees in the recognition group decreased their use of sick leave by 28%. In 1987, the year following the end of the recognition program, the average sick leave returned to a level higher than the 1986 level. In addition, the sick leave of a nonintervention control group of employees showed a sequential increase each year from 1985 to 1987, with their use in 1986 being 16% greater than those employees in the employee recognition group.     

Employee absenteeism: A review of the literature

The purpose of this paper is to review the literature on employee absenteeism as a form of withdrawal behavior apart from turnover. Studies examining the psychometric properties of absence measures are reviewed, along with the relationship between absenteeism and personal, attitudinal, and organizational variables. Studies exploring the relationship between absenteeism and turnover are examined according to the unit of analysis studied in the research. Programmatic efforts to reduce employee absenteeism are also reviewed. Throughout the paper emphasis is placed on the indices used by investigators to measure absenteeism, and the problems that have arisen in the literature through the use of multiple indicators of absenteeism. The review concludes with suggestions for research that are of both theoretical and practical concern.     

Employee self-esteem: A review of the literature

Theories and empirical findings about self-esteem derived from the work role and its activities are reviewed. First, self-esteem is defined and problems inherent in its measurement are discussed. Theoretical perspectives relating self-esteem to the work role and activities are then outlined. Problems of a methodological nature, common to most of the evidence, are highlighted prior to reviewing the intrinsic and extrinsic job characteristics which influence self-esteem. The evidence pertaining to the moderating effects of chronic global self-esteem on such relationships is incorporated. The attitudinal and behavioral correlates of high employee self-esteem are then presented, followed by the influence of chronic self-esteem level on occupational choice. Suggestions are made for future research in line with the methodological and conceptual problems encountered.     

Exploitation as Domination: A Response to Arneson

In a recent paper in this journal, Richard Arneson criticizes the domination account of exploitation and attributes it to me and Allen Wood. In this paper, I defend the domination account against Arneson's criticisms. I begin by showing that the domination view is distinct from the vulnerability‐based view defended by Wood. I also show that Alan Wertheimer's influential account of exploitation is congenial to the domination view. I then argue that Arneson's own fairness‐based view of exploitation generates false negatives and trivializes the concept of exploitation, rendering it entirely parasitic on the notion of unfairness.     

Eve and the Serpent: A Rational Choice to Err

In dealing with inexplicable disaster, like the untimely death of a child in a hospital, we increasingly turn to the justice system for accountability and retribution. While seemingly sensible, criminalizing human error has a range of negative consequences. But it does offer “good” narratives of failure as the result of human fault—even at the cost of guilt. Such narratives allow us to pinpoint a cause: people made a rational choice to err and should be punished. This allows us to imagine ourselves in control over random, meaningless events. This paper traces Judeo–Christian roots of such regulative ideals in Western moral thinking, by examining the Genesis account of Eve and the Serpent, and St. Augustine’s interpretation of it. Sidney Dekker (Ph.D., The Ohio State University, 1996) is currently Professor of human factors and system safety at Lund University in Sweden, and specializes in human error and reactions to failure.     

Mixed Messages: Co-Worker Responses to the Pregnant Employee

American organizations have been actively implementing work and family programs to meet employees' family demands. However, few comprehensive efforts to include the specific needs of pregnant employees into work and family programs have been taken. According to women who are or have been pregnant while employed, organizations must provide greater understanding and flexibility to pregnant employees. Women report mixed messages received from both co-workers and company policies. Based on the reports of pregnant women, recommendations are given which will guide co-workers on maintaining appropriate interactions with pregnant peers and help companies to better incorporate the concerns of pregnant employees into work and family initiatives.     

The Rational Choice Approach to Human Studies: A Reexamination

This article reexamines the rational choice or economic approach to human studies. Its adherents claim that its extension beyond its original domain to all human behavior can finally lead to integration of the human studies, especially social theory, and thus their elevation from what they see as a chaotic state. Specifically, they propose grounding human studies on the premise that humans are rational egoists or self-interested utility maximizers. Although this premise has been the conceptual foundation of orthodox economic theory, it has been questioned, and even in part discredited in its heterodox versions. This reexamination casts serious doubts on such claims.     

Clarifying Amateurism: A Logical Approach to Resolving the Exploitation of College Athletes Dilemma

In this paper we investigate the logical consequences of the common understanding of amateurism in the context of big-time US college athletics, and in so doing, illustrate a method based on linguistic analysis and logic. The initial thrust of the paper centres on the term ‘amateur’ as presupposed by the late Professor Brand in his attempt to justify the ‘business’ of NCAA-sponsored Division I sports by decoupling the ‘participants from the enterprise’. Next, we examine a more rigorous definition of the term ‘amateur’ in order to show more clearly the difficulties posed by the current situation in college athletics. Additionally, our use of linguistic analysis exposes a flaw in the NCAA's recent move to amend by-law 12.02 in an attempt to avoid the charge of exploitation. Lastly, we put forth a new proposal for better dealing with the central issues swirling around the NCAA as it strives to formulate sound policy at this ‘tectonic’ juncture of players, fans, college programmes and academic integrity.     

Reward and Punishment Sensitivity in Children with ADHD: Validating the Sensitivity to Punishment and Sensitivity to Reward Questionnaire for Children (SPSRQ-C)

This study validates the Sensitivity to Punishment and Sensitivity to Reward Questionnaire for children (SPSRQ-C), using a Dutch sample of 1234 children between 6–13 years old. Factor analysis determined that a 4-factor and a 5-factor solution were best fitting, explaining 41% and 50% of the variance respectively. The 4-factor model was highly similar to the original SPSRQ factors found in adults (Punishment Sensitivity, Reward Responsivity, Impulsivity/Fun-Seeking, and Drive). The 5-factor model was similar to the 4-factor model, with the exception of a subdivision of the Punishment Sensitivity factor into a factor with ‘social-fear’ items and a factor with ‘anxiety’ items. To determine external validity, scores of three groups of children with attention deficit hyperactivity disorder (ADHD) were compared on the EFA models: ADHD-only (n = 34), ADHD and autism spectrum disorder (ADHD+ASD; n = 22), ADHD and oppositional defiant disorder (ADHD+ODD; n = 22). All ADHD groups scored higher than typical controls on Reward Responsivity and on the ‘anxiety’ factor (n = 75). The ADHD-only and ADHD+ODD group scored higher than other groups on Impulsivity/Fun-Seeking and Drive, while the ADHD+ASD group scored higher on Punishment Sensitivity. The findings emphasize the value of the SPSRQ-C to quickly and reliably assess a child’s sensitivity to reinforcement, with the aim to provide individually-tailored behavioral interventions that utilize reward and reprimands.     

BAS Reward Responsiveness: A unique predictor of positive psychological functioning

Previous research on Reinforcement Sensitivity Theory has well-characterized the Behavioral Inhibition System in terms of its behavioral and emotional manifestations, but the Behavioral Approach System (BAS) is less well-defined, particularly regarding the prominence of reward sensitivity versus impulsivity. Furthermore, few researchers evaluate both systems in one model. We evaluated the relationship between Carver and White’s (1994) BIS/BAS Scales and areas of psychological functioning including internalizing, externalizing, affect regulation, and well-being. 497 undergraduates completed a battery of self-report measures. Two structural equation models indicate that the Reward Responsiveness subscale uniquely predicts adaptive functioning across all domains. Reward Responsiveness may be a more pure measure of BAS than other BAS traits and may be important for resilience from maladaptive psychological functioning.     

Fairness from the Applicant's Perspective: Reactions to Employee Selection Procedures

Applicants' reactions to selection procedures were examined in terms of the satisfaction and/or violation of 10 procedural justice rules. Critical incidents (n= 237) of fair and unfair treatment during selection were collected from 31 individuals who had recently experienced job search and hiring processes. Incidents were categorized into 10 procedural justice rules and the distribution of these incidents was examined for different hiring outcomes and different selection procedures. Dominant procedural concerns reflected selection procedure job relatedness and interpersonal treatment applicants received. Accepted applicants were primarily concerned about consistency of treatment, while rejected applicants were more concerned with timely feedback and blatant bias. Ease of faking was the primary procedural concern of applicants taking honesty and personality tests, while job relatedness was the primary concern with ability and work sample tests. Research issues were discussed and a number of practical suggestions were offered in terms of minimizing applicants' negative reactions to the selection process.     

A Social Exchange Model of Employee Reactions to Electronic Performance Monitoring

The primary goal of this study was to develop and test a social exchange model of employee reactions to electronic performance monitoring (EPM) to help managers use EPM more effectively. This study proposed that certain EPM practices are related to perceptions of interpersonal and informational justice, which in turn build trust in the manager, along with other important attitudes and outcomes. In a sample of 257 call center representatives, the purpose for using EPM, development versus control, was associated with interpersonal justice perceptions, but EPM-based feedback characteristics, whether the feedback was timely, specific, and constructive, were not. Furthermore, the presence of an explanation for EPM was positively related to perceptions of informational justice. Moreover, interpersonal and informational justice perceptions were positively related to trust in the manager, which in turn was positively related to job performance and job satisfaction.     

A Test of Two Positive Psychology Interventions to Increase Employee Well-Being

Purpose

Despite an abundance of organizational research on how contextual and individual difference factors impact well-being, little research has examined whether individuals themselves can take an active role in enhancing their own well-being. The current study assessed the effectiveness of two simple, self-guided workplace interventions (“gratitude” and “social connectedness”) in impacting well-being.

Design/Methodology/Approach

Sixty-seven university employees participated in one of the two self-guided interventions for 2 weeks and completed self-report measures prior to the intervention, immediately following the intervention, and one-month post-intervention. Growth curve modeling was used to examine the effects of each intervention.

Findings

Partially supporting hypotheses, the gratitude intervention resulted in significant increases in positive affective well-being and self-reported gratitude but not did significantly impact negative affective well-being or self-reported social connectedness. The social connectedness exercise did not significantly impact any of those four outcomes. However, both interventions related to a reduction in workplace absence due to illness.

Implications

The study suggests that self-guided, positive psychology interventions (particularly gratitude) hold potential for enhancing employee well-being. Because the interventions are short, simple, and self-guided, there is little in the way of costs or drawbacks for organizations. Thus, these types of interventions seem like a potentially useful component of workplace wellness initiatives.

Originality/Value

This study is one of the few to examine whether self-guided, positive psychology interventions can enhance well-being. Moreover, this is the first study to examine a social connectedness workplace intervention and the first to demonstrate effects on illness-related absence.     

Long-Term Development of Employee Well-Being: A Latent Transition Approach

The long-term development of employee well-being is still poorly understood. Consequently, in this three-wave 10-year longitudinal study among Finnish managers (n = 402) the development of employee well-being was examined in in detail. Specifically, the long-term development of job-related affective well-being was investigated at the intra-individual level, simultaneously taking into account positive and negative indicators of well-being, the level of well-being, and the direction of change. Further, the issue how (changes in) job resources and employee well-being were related across time was examined. By applying a novel person-centered methodology, factor mixture modeling and latent transition analysis, the results revealed that the development of favorable job-related affective well-being was eight times more probable than that of unfavorable development across the 10-year study period. Job resources predicted a high level of job-related well-being and, also, job resources increased along with favorable changes in well-being. Overall, the findings contribute to knowledge in the area of positive occupational health psychology by offering a detailed picture of the level of job-related affective well-being and its development over time.     

Employee Assistance Programs: A Systemic Investigation of Their Use

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