Antecedents and Outcomes of Organizational Commitment: A Study of Salespeople

The role organizational commitment plays in salesperson behavior is unresearched. To increase understanding of both causes and outcomes of organizational commitment for salespeople, this study proposed and tested a path model. The model was drawn from the framework for studying organizational commitment proposed by Chornco (1986).

The study results imply that salespeoples' performance is not determined by commitment or by effort, but that it is positively affected by the sales manager, income and education. Commitment was positively affected by anticipatory socialization, work satisfaction and manager satisfaction. Means for building commitment are discussed, as are situations where management should stress salesforce commitment.     

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.     

Mechanisms of Behavioral and Affective Treatment Outcomes in a Cognitive Behavioral Intervention for Boys

Evidence for effective treatment for behavioral problems continues to grow, yet evidence about the effective mechanisms underlying those interventions has lagged behind. The Stop Now and Plan (SNAP) program is a multicomponent intervention for boys between 6 and 11. This study tested putative treatment mechanisms using data from 252 boys in a randomized controlled trial of SNAP versus treatment as usual. SNAP includes a 3 month group treatment period followed by individualized intervention, which persisted through the 15 month study period. Measures were administered in four waves: at baseline and at 3, 9 and 15 months after baseline. A hierarchical linear modeling strategy was used. SNAP was associated with improved problem-solving skills, prosocial behavior, emotion regulation skills, and reduced parental stress. Prosocial behavior, emotion regulation skills and reduced parental stress partially mediated improvements in child aggression. Improved emotion regulation skills partially mediated treatment-related child anxious-depressed outcomes. Improvements in parenting behaviors did not differ between treatment conditions. The results suggest that independent processes may drive affective and behavioral outcomes, with some specificity regarding the mechanisms related to differing treatment outcomes.     

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.     

Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences

The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables; no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work-family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted.     

Cognitive,Behavioral, and Personality Correlates of HIV-Positive Persons' Unsafe Sexual Behavior1

This study examined sexually risky behaviors of HIV-positive men and women within the framework of social cognitive theory. Condom use was found to be associated with high self-efficacy, positive influeces from social models, and specific condom use expectancies. As risky sexual behavior may be the manifestation of a more general pattern of risk taking that emerges from personality dispositions such as impulsiveness or psychoticism, this possibility was explored with discriminant analyses. Self-reported impulsivity, substance abuse, promiscuity, and deception served as markers of the presumed disposition. While these variables did not reliably distinguish between consistent and inconsistent condom users, they did enhance significantly the classification of individuals who, during the past 6 months, had been sexually abstinent, monogamous, or nonmonogamous. Those who reported more sex partners scored higher on impulsivity, disclosed more involvement with illegal drugs, and showed greater willingness to mislead potential partners about their sexual history than monogamous or sexually abstinent persons with HIV.     

Lay Beliefs About Psychological and Social Problems Among Adolescents: Motivational and Cognitive Antecedents1

This study attempted to apply theoretical concepts from personality and social psychology to understand the nomological network informing clinical models held by laypersons. Personal values and social axioms predicted the lay beliefs of Chinese adolescents about the causes and cures of 2 psychological problems (agoraphobia and schizophrenia) and 2 social problems (child abuse and corruption). Using path analyses, we developed a model of lay beliefs for each specific problem, and found that social problems were perceived to be caused by social‐personal factors, whereas psychological problems varied in their perceived etiology, with agoraphobia perceived to be caused by the environmental/hereditary factor and schizophrenia by the social‐personal factor. Clinical methods were perceived to be the important curative factor in overcoming most problems.     

Relationships Among Job Involvement,Job Satisfaction,and Organizational Commitment for Nurses

The relationships among a cluster of attitudes toward work and job were investigated using a sample of 171 nurses. The hypothesis was that involvement in work and job, commitment to the employing organization, and satisfaction with the job (overall, and with specific facets of the job) would be significantly correlated. The results showed that involvement was not related to overall satisfaction but only to two specific facets, satisfaction with work and promotion opportunities. In contrast, the degree of relationship between overall and various facets of satisfaction and commitment and between involvement and commitment was moderately high.     

Antecedents and Outcomes of Challenging Job Experiences: A Social Cognitive Perspective

There is debate whether the social objectives met by banding can justify the loss in performance. To rationally assess this trade-off, one must know the magni- tude of performance lost. This article presents a mathematical model that allows computation of (a) the expected difference in performance between the top- ranked and bottom-ranked person in the band, and (b) the likelihood that the top-ranked person will actually outperform the bottom-ranked person, under various common testing situations. The model shows that, in most situations, a small loss in average performance may be expected, and that a person at the top of the band is only slightly more likely to actually outperform a person at the bottom of the band. The results support the use of banding and selection based on secondary criteria and generally show that the social gains of banding may be greater than the economic cost.     

Negotiation for Starting Salary: Antecedents and Outcomes Among Recent College Graduates

Recent college graduates were surveyed to explore factors associated with both negotiation propensity as well as success in raising initial salary offers through negotiation. The average payoff associated with negotiation was over $1,500, while the offers of those who did not negotiate increased negligibly. Applicants given the option to present their salary needs negotiated at higher rates than those who were not, and individuals who had prior work experience were more likely to receive this option. Women were no less likely to engage in negotiation than men, and experienced similar success as a result of their efforts.     

教师人格特征和组织认同与工作倦怠的关系

组织认同是社会认同的一种特殊形式,是与组织具有一致性或从属于组织的知觉.本研究通过对545位教师的问卷调查,对教师的组织认同状况及其与人格变量和工作倦怠的关系进行了考察,得出了以下结论:(1)教师组织认同的总体情况较为理想,组织认同不存在男女性别差异,但随着年龄的增长而提高,工龄4-5年左右是组织认同增长的拐点;(2)人格特征中的精神质和神经质能够负向地预测个体的组织认同水平;(3)个体的组织认同水平能够负向地预测其工作倦怠的人格解体和成就感降低维度.     

Workplace Bullying and Intention to Leave Among Schoolteachers in China: The Mediating Effect of Affective Commitment1

Workplace bullying includes behaviors such as harassing, offending, or socially excluding the target. This study examines whether the relationship between workplace bullying and intention to leave is mediated by affective commitment. Based on data from 142 schoolteachers in China, a partial least squares analysis revealed that affective commitment partially mediates the effect of bullying on intention to leave. Furthermore, the direct effect of bullying on intention to leave is stronger than the indirect effect. Theoretical and practical implications include that awareness needs to be raised about what constitutes bullying behavior and that more emphasis needs to be placed on preventing bullying in the workplace.     

领导-部属交换（LMX）的回顾与展望

领导-部属交换理论从领导和部属的对偶关系中考察领导行为及其对下属的绩效、组织承诺等结果变量的影响。文章回顾了领导-部属交换的文献,对于它的概念、理论基础、结构、测量工具等进行了综合介绍,对不同测量工具的各自的特点以及它们之间的关系做了分析,接着总结了影响领导-部属关系的影响因素和结果变量以及与变革型领导的关系,最后提出未来研究应该加强从领导部属交换的发展阶段以及从部属或领导的角度来分析领导-部属交换理论     

Cognitive, Affective and Behavioral Correlates of Internalization of Regulations for Religious Activities

The main goal of this study was to examine the relationship between different types of extrinsic motivation for religious behaviors as conceptualised within self-determination theory (Ryan & Deci, 2000) and Wulff's (1991) framework of literal versus symbolic approaches of religious contents. Results from a Belgian sample of active believers (N=186) show that the internalization of one's reasons for performing religious behaviors was positively associated with an open, symbolic interpretation of religious belief contents and a stronger adherence to Christian beliefs. Moreover, internalization was also positively related to general well-being and frequency of prayer but unrelated to church attendance. It is concluded that individuals who engage in religious behaviors because of its perceived personal significance will show more cognitive flexibility and open-mindedness towards Christian belief contents, a stronger adherence to this message, higher well-being and more frequent engagement in specific religious behaviors.

Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective organizational commitment predicted turnover intentions but not retirement. Occupational commitment was a significant predictor of both retirement and turnover. The implications for revising the definition of work-role attachment theory and further developing a theoretical model to explain retirement decisions are also discussed.

创造性认知风格、创造性人格与创造性思维的关系

对315名初中生施测Kirton适应–创新认知风格问卷、Williams创造性倾向量表和Torrance创造性思维测验任务,以考察创造性认知风格、创造性人格与创造性思维之间的关系。相关分析表明,在创造性认知风格中,效率性、规则性均与创造性思维呈显著负相关;在创造性人格中,冒险性、好奇心及挑战性均与创造性思维显著正相关。回归分析进一步表明,在创造性认知风格中,创新性、效率性分别正向、负向预测创造性思维,在创造性人格中,好奇心正向预测创造性思维;对回归系数的逐步检验发现,创新性维度通过创造性人格而对创造性思维具有间接的积极影响。结构方程模型结果则显示,创新性维度、规则性维度以创造性人格为中介分别对创造性思维发生间接的积极、消极影响。可见,创新认知风格有利于创造性思维,而适应认知风格不利于创造性思维;创造性人格有利于创造性思维;创造性人格在创造性认知风格与创造性思维之间具有一定的中介作用,创新性认知风格通过创造性人格而促进创造性思维,规则性认知风格通过创造性人格而抑制创造性思维。     

Supervisor Narcissism and Employee Performance: A Moderated Mediation Model of Affective Organizational Commitment and Power Distance Orientation

Abstract

Drawing upon social exchange theory, this research investigates how and when supervisor narcissism influences subordinates’ performance. Study 1 uses a two-wave survey and reveals that supervisor narcissism is negatively related to subordinates’ in-role performance. Subordinates’ affective organizational commitment mediates the relationship between supervisor narcissism and subordinates’ in-role performance. Moreover, the mediating effect is moderated by subordinates’ power distance orientation such that the mediation is weaker when power distance orientation is higher. Study 2 utilizes experimental research to replicate and extend the findings of Study 1. It shows that supervisor narcissism also negatively influences subordinates’ extra-role performance. Subordinates’ affective organizational commitment also mediates the relationship between supervisor narcissism and extra-role performance. Moreover, power distance orientation also moderates the mediating effect.     

Links Among Cognitive Empathy,Theory of Mind,and Affective Perspective Taking by Young Children

The authors investigated the development of the affective, cognitive, and behavioral components of empathy in preschoolers, specifically examining how cognitive empathy is linked to theory of mind and affective perspective taking. Participants were 158 children aged 4–6 years. They listened to narratives and then answered questions about the protagonists' emotions. The affective component was probed with the question, “How do you feel seeing the little girl/boy?”; the cognitive component with the question, “Why do you feel [emotion shared with the character]?”; and the behavioral one with the question, “What would you do if you were next to the little boy/girl [experiencing an emotional scenario]?” Results revealed a developmental sequence in the self-focused attribution of cognitive empathy, and a trend toward a developmental sequence for behavioral empathy, which underwent a slight linear increase between 4 and 6 years old. Affective empathy remained stable. More interestingly, they showed that cognitive empathy is linked to both theory of mind and affective perspective taking.