When does commitment backfire: Linking employee continuance commitment to silence behavior

IntroductionExtant studies on organizational commitment emphasize affective organizational commitment and consequently ignore the unique role of continuance organizational commitment. To determine whether high continuance commitment is beneficial, we employed conservation of resources theory to explore how continuance commitment leads to emotional exhaustion and silent behavior.ObjectiveThis study examines the mediating effect of emotional exhaustion on the relationship between continuance commitment and silence behavior, and the moderating role of age.MethodWe recruited 157 employees in China to complete a three-wave survey measuring continuance commitment, emotional exhaustion and silence behavior, respectively.ResultsOur results show that continuance commitment is positively related to emotional exhaustion and, in turn, triggers more silent behavior, especially for those old employees; the indirect effect is more significant.ConclusionAlthough employers intend to keep human resources, this study indicates that continuance commitment may bring negative consequences. Moreover, old age will magnify the effect of continuance commitment on emotional exhaustion and further strengthen silence behavior.     

Emotion work and job stressors and their effects on burnout

Abstract

This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion work variables in the prediction of burnout. Moreover, the analysis of interaction effects of emotional dissonance and organizational and social stressors showed that for service professionals, the coincidence of these stressors led to exaggerated levels of emotional exhaustion and depersonalization.     

Empathic Skills and Cyberbullying: Relationship of Different Measures of Empathy to Cyberbullying in Comparison to Offline Bullying Among Young Adults

ABSTRACT

Empathy, as the ability to understand and feel the emotions of others, is related to less bullying behavior. However, the link of bullying behavior with self-reports of empathy seems to be stronger than with behavioral measures of empathy (e.g., empathic accuracy). Few studies have analyzed the relationship of affective and cognitive empathy to cyberbullying behavior, especially among young adults. In a quasiexperimental dyadic interaction paradigm with 72 young adults, empathic accuracy was operationalized as the match of other- and self-reported emotions for the target, and emotional congruence as the match of the target's and the perceiver's self-reported emotions. Affective and cognitive empathy, offline bullying behavior, and cyberbullying behavior were measured using self-reports. Empathic accuracy and cognitive empathy were found to be negatively linked. Emotional congruence, self-reported affective and cognitive empathy did not correlate with offline bullying behavior or cyberbullying behavior. Only empathic accuracy was significantly negatively linked to offline bullying behavior. In group tests, higher empathic accuracy (but not emotional congruence) was connected to less offline bullying behavior. In a multiple regression analysis only emotional congruence was a predictor of cyberbullying behavior. Thus, while empathic accuracy might diminish offline bullying behavior, emotional congruence might diminish cyberbullying behavior.     

Moderating effects of maternal emotional availability on language and cognitive development in toddlers of mothers exposed to a natural disaster in pregnancy: The QF2011 Queensland Flood Study

BackgroundPrenatal maternal stress exposure has been linked to sub-optimal developmental outcomes in toddlers, while maternal emotional availability is associated with better cognitive and language abilities. It is less clear whether early care-giving relationships can moderate the impact of prenatal stress on child development. The current study investigates the impact of stress during pregnancy resulting from the Queensland Floods in 2011 on toddlers’ cognitive and language development, and examines how maternal emotional availability is associated with these outcomes.MethodsData were available from 131 families. Measures of prenatal stress (objective hardship, cognitive appraisal, and three measures of maternal subjective stress) were collected within one year of the 2011 Queensland floods. Maternal emotional availability was rated from video-taped mother-child play sessions at 16 months: sensitivity (e.g., affective connection, responsiveness to signals) and structuring (e.g., scaffolding, guidance, limit-setting). The toddlers’ cognitive and language development was assessed at 30 months. Interactions were tested to determine whether maternal emotional availability moderated the relationship between prenatal maternal stress and toddler cognitive and language functioning.ResultsPrenatal stress was not correlated with toddlers’ cognitive and language development at 30 months. Overall, the higher the maternal structuring and sensitivity, the better the toddlers’ cognitive outcomes. However, significant interactions showed that the effects of maternal structuring on toddler language abilities depended on the degree of prenatal maternal subjective stress: when maternal subjective stress was above fairly low levels, the greater the maternal structuring, the higher the child vocabulary level.ConclusionThe current study highlights the importance of maternal emotional availability, especially structuring, for cognitive and language development in young children. Findings suggest that toddlers exposed to higher levels of prenatal maternal stress in utero may benefit from high maternal structuring for their language development.     

Service with style and smile. How and why employees are performing emotional labour?

IntroductionThree main emotion regulation strategies (naturally felt emotions, reappraisal and emotion suppression) have been identified among customer service agents. Each has an important impact on employees’ attitudes. Yet, employees are likely to combine these strategies in what we call emotion regulation styles.ObjectivesTwo studies aimed at identifying the emotion regulation styles used by customer service employees and at linking these styles to organizational consequences and motivation to perform emotional labour.MethodTwo studies (n₁ = 147 and n₂ = 195) evaluated the use of these strategies. Measures of job attitudes (satisfaction, affective commitment and intention to quit) were taken, as well as measures of motivation to perform emotional labour.ResultsSix styles were identified; four were common to both studies. Globally, employees classified as suppressors (use of emotion suppression only) or as non-regulators (no strategy used) reported lower levels of job satisfaction and affective commitment toward their organization compared to employees who used a flexible style (use of all three strategies) or an authentic style (use of reappraisal and expression of the naturally felt emotions). Employees adopting an acting style (use of emotion suppression and reappraisal) or a reappraising style (marked by preferential use of reappraisal) obtained results located between the non-regulating and the suppressing styles on one hand, and the authentic and the flexible styles on the other hand. Employees adopting a suppressing or a non-regulating style also manifested lower levels of motivation to regulate their emotions.ConclusionResults suggest that employees use a dynamic range of styles, which differ in their associated consequences.     

Emotional intelligence and employee innovation: Sequential mediating effect of person-group fit and adaptive performance

IntroductionHow emotional intelligence interrelates with employee innovation becomes a timely and crucial topic for research, for human resource and organizational psychology practitioners and academicians alike.ObjectiveThe study examined the mediating effect of person-group fit and adaptive performance on employee innovation. A sequential mediation framework explaining the relationship between emotional intelligence and employee innovation was constructed. This study differentiates itself from other similar studies on emotional intelligence and employee innovation since it suggests a novel approach to enhance employee innovation.MethodsElectronic as well as paper-based surveys were conducted to collect the data and the analysis of 417 responses revealed that the hypotheses were strongly supported by the data.ResultsWe found that a sequential mediation effect exists between person-group fit and adaptive performance. The findings offer a significant contribution to the field of human resources, since prior research has examined neither the simple mediating effect nor the sequential mediating effect of person-group fit and adaptive performance between emotional intelligence and employee innovation.ConclusionThe theoretical and practical implications of the findings were explored which have substantial value for human resources especially, for recruitment and training teams.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Dissonance émotionnelle et bien-être dans la profession infirmière : le rôle médiateur des stratégies de régulation émotionnelle

The purpose of this study is to contribute to understanding the role of emotional regulation strategies in the relationship between emotional dissonance and well-being at work. The study was conducted on a sample of 559 nurses from two Algerian hospitals. The results indicate that emotional dissonance has a negative relationship with work engagement and job satisfaction. Attentional deployment and expressive suppression play a mediating role in this relationship. Emotional work can be understood as an important mechanism in the relationship between dissonance/well-being at work.     

What We Share Is Who We Are and What We Do: How Emotional Intimacy Shapes Organizational Identification and Collaborative Behaviors

We focus on the concept of emotional intimacy among organizational members and investigate its influence on both their (a) perceptions and (b) behaviors. With regard to employees’ perceptions, we test whether it is organizational identification (operationalized as cognitive and affective identification with the organization) that influences emotional intimacy or the reverse. At the behavioral level, we investigate the interplay between employee emotional intimacy and organizational identification and their effects on employee interpersonal helping (OCB-Is; interpersonal organizational citizenship behaviors) and interpersonal conflict (CWB-Is; interpersonal counterproductive workplace behaviors). Based on a three-wave panel study among nurses working in a public hospital, our findings show that emotional intimacy influences organizational identification, and it represents a unique antecedent of OCB-Is and CWB-Is.     

The effect of teachers’ emotional intensity and social support on burnout syndrome. A comparison between Italy and Switzerland

IntroductionSchool-related events require ability on the part of teachers to control their emotional intensity and maintain negative emotions at a low level without compromising their general well-being. Doudin and Curchod (2008) found that satisfaction with received support acted as a buffer against burnout.ObjectivesThe current research focused on risk and protective factors for burnout syndrome, while also taking into account the role of two different school systems. We hypothesized that emotional intensity and dissatisfaction with social support would affect teachers’ levels of burnout. On this basis, we investigated a range of predictive models for all measures of burnout in both Italian and Swiss teachers.MethodParticipants were 275 primary school teachers (Italian n = 140; Swiss n = 135). Teacher burnout, emotional intensity and dissatisfaction with support received were respectively assessed by means of: the Maslach Burnout Inventory (Maslach, Jackson, & Leiter, 1996), the Emotional Competence Questionnaire (Doudin & Curchod-Ruedi, 2010) and the Social Support Questionnaire (Doudin, Curchod-Ruedi, & Moreau, 2011).ResultsIn line with our hypotheses, in both Italian and Swiss samples, emotional intensity played a significant predictive role in relation to emotional exhaustion and personal accomplishment, whereas dissatisfaction with support received affected all measures of teacher burnout.ConclusionsOur results provide fresh evidence for the protective role of social support in a profession that is particularly at risk of burnout. More specifically, burnout was predicted by the same pattern of variables in Italian and Swiss teachers, with significant differences emerging between the two groups in relation to their satisfaction with support received.     

心理理论对幼儿白谎行为的影响：认知移情的部分中介作用

采用失望礼物研究范式考察心理理论与幼儿白谎行为的关系,及认知移情和情绪移情在其中的中介作用。结果发现：（1）幼儿的白谎行为发生率、心理理论、认知移情和情绪移情能力随年龄的增长而提高;（2）控制年龄与言语能力后,幼儿的心理理论与认知移情呈显著正相关、与白谎行为也呈显著正相关,且认知移情与白谎行为呈显著正相关;（3）幼儿的认知移情在心理理论和白谎行为间起部分中介的作用。结果表明：幼儿的心理理论可直接影响其白谎行为,也可通过认知移情的中介作用间接影响其白谎行为。     

The role of self-efficacy in performing emotion work

This study used a sample of 154 cabin attendants to examine the role of self-efficacy in the performance of emotion work. On the basis of the literature, we hypothesized that self-efficacy would have a moderating influence on the relationship between emotional job demands (i.e., feeling rules and emotionally charged interactions with passengers) and emotional dissonance, and on the relationship between emotional dissonance and well-being (emotional exhaustion and work engagement). In addition, we predicted that emotional dissonance mediates the relationship between emotional job demands and well-being. The results of a series of hierarchical multiple regression analyses generally supported these hypotheses. Results confirmed that emotionally charged interactions with passengers are related to emotional exhaustion and engagement through their influence on emotional dissonance. Furthermore, self-efficacy buffers the relationship between emotional job demands and emotional dissonance, and the relationship between emotional dissonance and work engagement (but not exhaustion).     

From face to face: the contribution of facial mimicry to cognitive and emotional empathy

ABSTRACT

Despite advances in the conceptualisation of facial mimicry, its role in the processing of social information is a matter of debate. In the present study, we investigated the relationship between mimicry and cognitive and emotional empathy. To assess mimicry, facial electromyography was recorded for 70 participants while they completed the Multifaceted Empathy Test, which presents complex context-embedded emotional expressions. As predicted, inter-individual differences in emotional and cognitive empathy were associated with the level of facial mimicry. For positive emotions, the intensity of the mimicry response scaled with the level of state emotional empathy. Mimicry was stronger for the emotional empathy task compared to the cognitive empathy task. The specific empathy condition could be successfully detected from facial muscle activity at the level of single individuals using machine learning techniques. These results support the view that mimicry occurs depending on the social context as a tool to affiliate and it is involved in cognitive as well as emotional empathy.     

Event justice and social entity justice: A cross-lagged analysis

IntroductionThe life of organizations is punctuated by a wide range of managerial decisions (e.g., hiring and selection procedure, performance appraisal, new working methods). Facing such events, employees evaluate the fairness of the situation experienced (event justice). They can also examine the fairness demonstrated by a specific entity, such as the organization or the supervisor (social entity justice). So far, little is known about how justice judgments about events vs. entities are related to each other, especially in a context of organizational change.ObjectiveBuilding on decision-making and organizational justice literature, we investigate the directionality of the causal relationships between event justice and social entity justice within a context of organizational change in a Belgian company (a significant reorganization at the level of the organization chart resulting in different changes for employees).MethodsWe used two samples (team leaders and executives) and realized a cross-lagged panel analysis with two measurement times.ResultsThe study shows that, in both samples, employees’ fairness perceptions about their organization (social entity justice) influence their interpretation of the fairness of subsequent events involving the organization (event justice).ConclusionBuilding and fostering a climate of justice is therefore of primary importance to organizations, since global fairness perceptions about the organization may help employees to perceive a specific event, such as an organizational change, as being fair.     

Emotional intelligence and OCB: The moderating role of work locus of control

This study sought to identify linkages between Mayer, Salovey, and Caruso’s (2008) four dimensions of emotional intelligence (EI) and organizational citizenship behavior, and the moderating influence of locus of control. Using a sample of 290 employed students, the present study examines the effects of the dimensions of EI on OCB directed at individuals (OCB-I) and OCB directed at the organization (OCB-O). Emotionally intelligent individuals were hypothesized to engage in more organizational citizenship behavior (OCB) than individuals with lower EI. Work locus of control was hypothesized to moderate the emotional intelligence—OCB linkage, with high internals having a stronger emotional intelligence to OCB linkage. Results indicate that the EI dimensions of perceiving, understanding, and managing emotions had positive effects on OCB-I and OCB-O. Using emotions was not linked to OCB. Locus of control strengthened the EI to OCB-I link, but had no effect on the OCB–O linkage.     

Psychometric properties of a French version of the Implicit Theories of Emotion Scale

IntroductionInspired by Carol Dweck's work on naive theories of intelligence, the implicit theory of emotions refers to beliefs regarding the general functioning of emotions, specifically, their controllability. Some individuals view emotions as uncontrollable (entity theory), while others think that emotions can be modulated (incremental theory). These beliefs guide the emotional regulation strategies that individuals use and influence subjective well-being.ObjectiveThe present study explores the psychometric properties of the French version of the Implicit Theories of Emotion Scale developed by Tamir et al. (2007).MethodOne hundred seventy-seven participants aged 18 to 72 years old (M = 34 years old) completed the Implicit Theories of Emotion Scale in conjunction with two other questionnaires: subjective well-being and emotional regulation strategies.ResultsFactor analyses identified a one-dimensional structure; the internal reliability (alpha = .81) and test-retest reliability indices (r = .69) were satisfactory. The study replicated the main results of contemporary international studies concerning the mediating role of cognitive reappraisal and further documents the pivotal role of positive reappraisal in the association between implicit theories and well-being.ConclusionThe discussion highlights clinical and theoretical interests and the usefulness of the Implicit Theories of Emotion Scale.     

Psychological strain and emotional labor among police-officers: A diary study

The authors examined the relationship between psychological strain, emotional dissonance and emotional job demands during a working day of 65 Dutch (military) police officers, using a 5-day diary design. We hypothesized that emotional dissonance partly mediated the relationship between psychological strain at the start and at the end of a work shift. We also tested the mediating role of emotional dissonance between emotional job demands and psychological strain at the end of a work shift. Results of structural equation modeling analyses showed that psychological strain at the start of a work shift had a positive effect on the experience of emotional dissonance and psychological strain at the end of a work shift. Emotional dissonance partly mediated the relationship between psychological strain at the start and psychological strain at the end of a work shift. Results are discussed in light of conservation of resources theory (Hobfoll, S. E. (1988). The ecology of stress. New York: Hemisphere Publishing Corporation).     

Empathy and emotion recognition in semantic dementia: A case report

Recent studies have demonstrated that patients suffering from frontotemporal lobar degeneration (FTLD) show impairments in empathy and emotional processing. In this study, we examined two different aspects of these abilities in a patient with semantic dementia (SD), a variant of FTLD. The first aspect was the assessment of the cognitive and emotional components of empathy through the Interpersonal Reactivity Index. The second was the naming and comprehension of emotions using the Ekman 60 Faces Test. The patient’s emotion word knowledge was spared and the emotional aspects of empathy preserved. Conversely, the patient performed below average for all of the basic emotions when an emotion word had to be matched with a picture. When picture-to-picture matching was tested, however, the patient was able to recognize happiness. This case is a good example of a dissociation of covert and overt emotional functioning in SD. Results are discussed in terms of the impaired empathic behavior and emotional functioning in FTLD.     

The mediating role of self-efficacy between emotional intelligence and job satisfaction of primary school teachers

IntroductionIn this study, it was analyzed whether self-efficacy has a mediating role between the emotional intelligence and job satisfaction of primary school teachers.ObjectiveIt is to test the relationships between primary school teachers job satisfaction, self-efficacy and emotional intelligence levels.MethodA path analysis was performed on a sample of 252 primary school teachers.ResultsIt was found that self-efficacy mediated the relationship between emotional intelligence and job satisfaction.ConclusionBased on the findings of the study, the relationships between emotional intelligence, job satisfaction and self-efficacy were discussed in the literature and various suggestions were made to concerned future researchers and practitioners.     

Managers’ selection preferences: The role of prejudice and multicultural personality traits in the assessment of native and immigrant job candidates

PresentationStatistics across European countries show that immigrants have a disproportionate lower employment probability than persons born in the host country (SOPEMI, 2010). Explanations to this phenomenon are complex.ObjectivesAn experiment was conducted to investigate the relationship between multicultural personality traits and managers’ selection preferences in the hiring of native vs. foreign-born job candidates. We proposed that this relationship was mediated by prejudice.MethodsNorwegian managers (n = 222) were presented with one Turkish immigrant job candidate and two Norwegian-born, less qualified job candidates. The managers completed the Multicultural Personality Questionnaire (MPQ) and the Blatant Prejudice Scale (SBPS).ResultsWe found that the threat and rejection blatant prejudice subscale and Emotional stability predicted the managers’ hiring preferences. Specifically, the higher threat and rejection subscale scores and the lower emotional stability scores, the more likely it is that the managers preferred to hire a native, less qualified candidate over the Turkish immigrant candidate. The effect of emotional stability on candidate preference was not mediated by prejudice.ConclusionsThe results suggest that managers’ feelings of threat due to foreign-born immigrants’ participation in the host society (political conservatism), and threat due to intercultural interactions, are significantly related to foreign-born immigrant job candidates’ chances of being hired.