The Interpersonal Adaptiveness of Dispositional Guilt and Shame: A Meta‐Analytic Investigation

Despite decades of empirical research, conclusions regarding the adaptiveness of dispositional guilt and shame are mixed. We use meta‐analysis to summarize the empirical literature and clarify these ambiguities. Specifically, we evaluate how guilt and shame are uniquely related to pro‐social orientation and, in doing so, highlight the substantial yet under‐acknowledged impact of researchers’ methodological choices. A series of meta‐analyses was conducted investigating the relationship between dispositional guilt (or shame) and pro‐social orientation. Two main methodological moderators of interest were tested: test format (scenario vs. checklist) and statistical analysis (semi‐partial vs. zero‐order correlations). Among studies employing zero‐order correlations, dispositional guilt was positively correlated with pro‐social orientation (k = 63, Mr = .13, p < .001), whereas dispositional shame was negatively correlated, (k = 47, Mr = –.05, p = .07). Test format was a significant moderator for guilt studies only, with scenario measures producing significantly stronger effects. Semi‐partial correlations resulted in significantly stronger effects among guilt and shame studies. Although dispositional guilt and shame are differentially related to pro‐social orientation, such relationships depend largely on the methodological choices of the researcher, particularly in the case of guilt. Implications for the study of these traits are discussed.     

Commitment in relationships: An updated meta‐analysis of the Investment Model

This article provides a systematic review and updated meta‐analysis of the extant literature on Rusbult's Investment Model of Commitment. This meta‐analysis aimed to determine the strength of the associations between commitment and its antecedents and to investigate potential moderators of these associations. This meta‐analysis included 50,427 participants from 202 independent samples (collected between 1980 and early 2016) that had examined the intercorrelations between satisfaction, investment size, quality of alternatives, and commitment. Across all studies, satisfaction had the largest aggregate association with commitment (r = 0.65), followed by investments (r = 0.53) and quality of alternatives (r = ?0.43). Several significant moderators of the relationships between the antecedents and commitment were also identified. Implications and future research directions are discussed.     

Media Multitasking Effects on Cognitive vs. Attitudinal Outcomes: A Meta‐Analysis

Despite the recent proliferation of research on media multitasking, a comprehensive meta‐analytic review of its effects has not been available. Based on a review of 49 media multitasking studies, this meta‐analysis showed that multitasking has negative effects on cognitive outcomes, whereas it has positive effects on attitudinal (or persuasion‐related) outcomes. Moderator analyses suggested that the negative effects of multitasking on cognitive outcomes varied by (a) user control, (b) task relevance, and (c) task contiguity. Specifically, multitasking had greater effects (a) when media users had less control over the media, (b) for tasks that were unrelated, and (c) for tasks that were physically distant. Implications for future multitasking research are further discussed.     

Deep-level composition variables as predictors of team performance: a meta-analysis

This study sought to unify the team composition literature by using meta-analytic techniques to estimate the relationships between specified deep-level team composition variables (i.e., personality factors, values, abilities) and team performance. The strength of the team composition variable and team performance relationships was moderated by the study setting (lab or field) and the operationalization of the team composition variable. In lab settings, team minimum and maximum general mental ability and team mean emotional intelligence were related to team performance. Only negligible effects were observed in lab settings for the personality factor and team performance relationships, as well as the value and team performance relationships. In contrast, team minimum agreeableness and team mean conscientiousness, openness to experience, collectivism, and preference for teamwork emerged as strong predictors of team performance in field studies. Results can be used to effectively compose teams in organizations and guide future team composition research.     

Primacy of Affect Over Cognition in Determining Adult Men's Condom–Use Behavior: A Review1

Prior research suggests that failure to use condoms can be understood within the context of condom‐related attitudes. We reviewed quantitative and qualitative literature on adult men's condom‐use attitudes; condom‐related attitudinal beliefs were classified as cognitive (e.g., effectiveness) or affective (e.g., pleasure‐related), and their relationships to behavior were examined. To determine differences in the effects of cognitive and affective beliefs, we conducted a critical qualitative review, a meta‐analysis, and a “vote‐count.” In support of the primacy of affect hypothesis (Zajonc, 1984), cognitive beliefs were weaker predictors of condom use than were affective beliefs. Results suggest that HIV‐prevention interventions will have greater success by addressing negative affective reactions to condom use in addition to promoting the protective value of condoms.     

Partner's understanding of affective–cognitive meta‐bases predicts relationship quality

Knowledge that partners have about each other's attitudes are consequential for relationship quality. This article extends prior research and examines whether knowledge regarding a partner's meta‐attitudinal bases, or subjective perceptions of how one's attitudes are driven, can influence relationship quality. Given how meta‐bases are reflective of information‐processing goals, we hypothesized that partner understanding of meta‐attitudinal bases would positively predict relationship quality. Self and partner ratings of how relationally relevant attitudes were driven, as well as perceptions of relationship quality, were assessed. Results revealed that a partner's knowledge of one's meta‐bases positively predicts one's own reported relationship quality. Results remained significant when controlling for relationship duration and meta‐bases similarity. Implications of meta‐bases understanding for close relationship functioning are discussed.     

Less Adaptive or More Maladaptive? A Meta‐analytic Investigation of Procrastination and Coping

Despite the theoretical and empirical accounts of trait procrastination as reflecting avoidance of aversive tasks as a means of mood repair, research documenting its links to coping is scarce and inconsistent. There is also little if any research to date examining whether coping strategies might explain the procrastination–stress relationship. The current research aimed to address these issues by integrating current research on procrastination and coping with our own data into a first meta‐analysis of the associations of procrastination with adaptive and maladaptive coping and then testing the potential role of coping for understanding the procrastination–stress relationship. In Study 1, a literature search yielded five published papers and three theses, which were supplemented by seven unpublished data sets comprising 15 samples (N = 4357). Meta‐analyses revealed that procrastination was positively associated with maladaptive coping (average r = .31) and negatively associated with adaptive coping (average r = ?.24). In Study 2, a meta‐analysis of the indirect effects through coping across four samples revealed that the average indirect effects for maladaptive but not adaptive coping explained the link between procrastination and stress. These findings expand the nomological network of procrastination and highlight the role of maladaptive coping for understanding procrastinators' stress. Copyright © 2015 European Association of Personality Psychology     

Surveying the forest: A meta‐analysis,moderator investigation,and future‐oriented discussion of the antecedents of voluntary employee turnover

Recent narrative reviews (e.g., Hom, Mitchell, Lee, and Griffeth, 2012; Hom, Lee, Shaw, and Hausknecht, 2017) advise that it is timely to assess the progress made in research on voluntary employee turnover so as to guide future work. To provide this assessment, we employed a three‐step approach. First, we conducted a comprehensive meta‐analysis of turnover predictors, updating existing effect sizes and examining multiple new antecedents. Second, guided by theory, we developed and tested a set of substantive moderators, considering factors that might exacerbate or mitigate zero‐order meta‐analytic effects. Third, we examined the holistic pattern of results in order to highlight the most pressing needs for future turnover research. The results of Step 1 reveal multiple newer predictors and updated effect sizes of more traditional predictors, which have received substantially greater study. The results of Step 2 provide insight into the context‐dependent nature of many antecedent–turnover relationships. In Step 3, our discussion takes a bird's‐eye view of the turnover “forest” and considers the theoretical and practical implications of the results. We offer several research recommendations that break from the traditional turnover paradigm, as a means of guiding future study.     

Religious Values and the Development of Trait Hope and Self‐Esteem in Adolescents

Many studies have noted significant relationships between religious sentiment and psychological adjustment, but few have been able to comment on the direction of influence. We assessed the relationships between religious values, self‐esteem, and trait hope when participants were in grades 11 and 12. The variables showed moderate levels of rank‐order stability. Structural equation modeling revealed that religious values in grade 11 did not predict improvements in self‐esteem in grade 12, but they did predict improvements in hope. In contrast, hope did not lead to increase in religious values. These results held after controlling for personality (Big Five factors and Eysenck's psychoticism factor). Results are discussed with reference to the beneficial effects of religious values in adolescence.     

Negative Consequences of Felt Violations: The Deeper the Relationship,the Stronger the Reaction

Drawing from past research suggesting that high prior commitment leads to stronger reactions to unfairness in the workplace (Brockner, Tyler, & Cooper‐Schneider, 1992), we predicted that those forming relational as opposed to transactional psychological contracts would exhibit stronger detrimental effects of felt violation on job satisfaction, turnover intentions, and job performance. We also predicted a combined effect of personality and violation on these outcomes. Self‐ and supervisor‐reported data (N= 331 dyads) collected from a variety of organisations supported our predictions. In general, relational contract terms were associated with stronger violation–outcome relationships, and transactional contract terms were associated with weaker relationships. Similarly, four of the Big Five dimensions (extraversion, neuroticism, agreeableness, and openness to experience) moderated the violation–outcome relationships such that it was stronger for higher levels of these traits.     

A meta‐analysis of the predictors and consequences of organization‐based self‐esteem

Organization‐based self‐esteem (OBSE), which represents employees' beliefs about their own value and competence as organizational members, has attracted much recent research attention. In the current paper, we identified several theoretically based predictors and consequences of OBSE. We then conducted a meta‐analysis examining the relationships between OBSE and these variables. Results indicated that several hypothesized predictors, including the work environment and employee dispositions, were related to OBSE. Furthermore, OBSE was related to several hypothesized outcome variables including job satisfaction, organizational commitment, employee health, job performance, and organizational citizenship behaviour. As expected, OBSE generally yielded stronger relationships with work‐related variables than did general self‐esteem and we found evidence that OBSE mediated the relationships between general self‐esteem and work‐related criteria.     

Meta‐Perceptions of the Coach–Athlete Relationship,Achievement Goals,and Intrinsic Motivation Among Sport Participants

This study investigated a motivational sequence hypothesizing relationships between athletes' meta‐perceptions of the coach–athlete relationship, achievement goals, and intrinsic motivation. Participants (N = 194) completed a multi‐sectional questionnaire assessing the targeted variables. Structural equation modeling analysis revealed that athletes who viewed their coaches to be more cooperative, committed, and close in their relationships were more likely to endorse a mastery‐approach goal, and less likely to adopt a performance‐avoidance goal. Subsequent findings confirmed the hypothesized positive relationship between a mastery‐approach goal and intrinsic motivation. Finally, a mastery‐approach goal was found to partially mediate the link between athletes' meta‐perceptions of the coach–athlete relationship and intrinsic motivation. The results are discussed in terms of their theoretical and practical utility.     

Workplace discrimination: A meta‐analytic extension,critique, and future research agenda

Despite a large and growing literature on workplace discrimination, there has been a myopic focus on the direct relationships between discrimination and a common set of outcomes. The aim of this meta‐analytic review was both to challenge and advance current understanding of workplace discrimination and its associations with outcomes by identifying the pathways through which discrimination affects outcomes, examining boundary conditions to explain when discrimination is most harmful for employees, and exploring a potential third variable explanation for discrimination–outcome relationships. Mediation tests indicated that workplace discrimination is associated with employee outcomes through both job stress and justice. Moderator analyses showed that discrimination appears to be most detrimental when it is observed rather than personally experienced, interpersonal rather than formal, and measured broadly rather than specifically. We also found that discrimination–outcome relationships differ across work and nonwork contexts and as a function of the social identity targeted by discrimination. Discrimination generally explained meaningful incremental variance in outcomes after controlling for the effects of negative affectivity, but the relationships between discrimination and health were substantially decreased. We conclude by offering a constructive critique of the empirical discrimination literature and by detailing an agenda for future research.     

Can we really reduce ethnic prejudice outside the lab? A meta‐analysis of direct and indirect contact interventions

The present meta‐analysis tested the effectiveness of contact‐based interventions for the reduction of ethnic prejudice. Up to now, a meta‐analysis summarizing the results of real‐world interventions that rest on the intergroup contact theory has been missing. We included evaluations of programs realizing direct (i.e., face‐to‐face) and/or indirect (i.e., extended or virtual) contact in real‐world settings outside the lab. The interventions' effectiveness was tested shortly after their end (k = 123 comparisons, N = 11 371 participants) and with a delay of at least 1 month (k = 25, N = 1650). Our data show that contact interventions improve ethnic attitudes. Importantly, changes persist over time. Furthermore, not only direct but also indirect contact interventions are successful. In addition, contact programs are effective even in the context of a serious societal conflict (e.g., in the Middle East). Although changes are typically larger for ethnic majorities, there is an impact on minorities, too. Finally, contact interventions not only improve attitudes toward individuals involved in the program, their effects also generalize to outgroups as a whole. In sum, social psychology provides an intervention for prejudice reduction that can be successfully implemented in the practical field. Copyright © 2015 John Wiley & Sons, Ltd.     

MEASUREMENT OF FATHER–CHILD ROUGH‐AND‐TUMBLE PLAY AND ITS RELATIONS TO CHILD BEHAVIOR

Although there is increasing evidence of paternal influence on child outcomes such as language and cognition, researchers are not yet clear on the features of father–child play that are most valuable in terms of child development. Physical play such as rough and tumble play (RTP) is a favored type of father–child play in Western societies that has been linked to children's socioemotional competence. It is important, therefore, to determine the implications of this play for child development. In this review and meta‐analysis, associations between father–child physical play and child behavior were examined. The review also focused on study methods. Sixteen studies are reviewed, N = 1,521 father–child dyads, 35% boys. Study characteristics such as definitions of physical play, play settings, play measures, and coding were examined. The meta‐analysis found weak to moderate population effects for links between father–child physical play and child aggression, social competence, emotional skills, and self‐regulation. Research investigating the effect of father–child physical play on children's development will be improved when definitions clearly identify the nature of play, settings facilitate boisterous play, and measures include frequency and quality of play interactions. This play shows promise as an enhancer of positive father–child relationships and a catalyst for child development.     

Leaders and followers behaving badly: A meta-analytic examination of curvilinear relationships between destructive leadership and followers’ workplace behaviors

We draw from social psychological and resource-based theories to meta-analytically examine curvilinear relationships between destructive leadership and followers’ workplace behaviors (i.e., job performance, organizational citizenship behaviors, and workplace deviance). Overall, our meta-analytic results demonstrate that relationships between destructive leadership and followers’ workplace behaviors are essentially linear. The limited evidence of curvilinear relationships we did find supports the application of social psychological theories when examining high levels of destructive leadership. Overall, this study's meta-analytic regression, relative weight, and semipartial correlation results have important implications for how to interpret the conclusions drawn from prior destructive leadership research, how to conduct future studies that examine destructive leadership, and practitioners’ attempts to limit the effects of destructive leadership on followers’ workplace behaviors.     

Recruiting Through the Stages: A Meta‐Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process

We used meta‐analysis and semipartial correlations to examine the relative strength and incremental variance accounted for by 7 categories of recruiting predictors across multiple recruitment stages on applicant attraction. Based on 232 studies (250 samples, 3,518 coefficients, n= 108,632), we found that characteristics of the job, organization, and recruitment process, recruiter behaviors, perceived fit, and hiring expectancies (but not perceived alternatives) accounted for unique variance in applicant attraction at multiple stages. Perceived fit was the strongest relative and unique variance predictor of applicant attraction albeit a nonsignificant predictor of job choice. Although not among the largest zero‐order predictors, recruiter behaviors accounted for substantial incremental variance at the first 2 stages. Organizational characteristics are more heavily weighed by applicants when maintaining applicant status as compared to the stage of application, and recruitment process characteristics are weighed progressively more as the recruitment stages advance. Job characteristics accounted for the greatest unique variance in job choice decisions. Job characteristics are more predictive in field studies, whereas recruiter behaviors, recruitment process characteristics, hiring expectancies, and perceived alternatives produced larger effect sizes in the laboratory. Results are discussed in terms of their theoretical and practical implications with future research suggestions.     

Cultivating the Opinionated: The Need to Evaluate Moderates the Relationship Between Crime Drama Viewing and Scary World Evaluations

The literature on cultivation processes assumes that second‐order judgments (e.g., attitudes) are repeatedly updated during viewing (i.e., on‐line) and can be reported when asked. In this article, we propose this reasoning only holds for people high in their need to evaluate (NTE). Low‐NTE individuals do not update their opinions on‐line and have to construct their attitudes memory‐based, limiting the likelihood of finding second‐order relationships. Results from a cross‐sectional survey among 226 adolescents indicate that crime drama viewing and scary world beliefs are only correlated among high‐NTE individuals. NTE does not moderate cultivation through nonfiction. The theoretical implications of memory‐based attitudes for second‐order cultivation are discussed, and suggestions are made for future research on attitudinal media effects.     

Responses to positive affect,life satisfaction and self‐esteem: A cross‐lagged panel analysis during middle adolescence

During middle adolescence, elevated stress and a greater presence of psychological disorders have been documented. The research has paid little attention to the regulation of positive affective states. Fredrickson's broaden‐and‐build theory suggests that cultivating positive emotions helps to build resources that boost well‐being. The current research aimed to examine the longitudinal associations between responses to positive affect (emotion‐focused positive rumination, self‐focused positive rumination, and dampening) and psychological adjustment (self‐esteem and life satisfaction) during middle adolescence. A longitudinal study with two waves separated by one year was conducted, assessing 977 adolescents (M = 13.81, SD = 0.79; 51.5% boys) with self‐report measures. A cross‐lagged panel analysis was performed by including within the same model the relationships between all of the variables in the two assessment points. The results indicated cross‐lagged positive relationships of self‐focused positive rumination with both self‐esteem and life satisfaction, while dampening showed a negative cross‐lagged relationship with self‐esteem. Moreover, higher self‐esteem predicted more emotion‐focused positive rumination, and more dampening predicted lower life satisfaction. Thus, the use of adaptive responses to positive affect and a better psychological adjustment were found to be prospectively interrelated at the one‐year follow‐up during middle adolescence. The discussion argues for the need to implement programmes to promote more adaptive responses to positive affect to enhance psychological adjustment in the adolescent transition to adulthood.     

The Eysenckian personality factors and their correlations with academic performance

Background. The relationship between personality and academic performance has long been explored, and a recent meta‐analysis established that measures of the five‐factor model (FFM) dimension of Conscientiousness have similar validity to intelligence measures. Although currently dominant, the FFM is only one of the currently accepted models of personality, and has limited theoretical support. In contrast, the Eysenckian personality model was developed to assess a specific theoretical model and is still commonly used in educational settings and research. Aims. This meta‐analysis assessed the validity of the Eysenckian personality measures for predicting academic performance. Sample. Statistics were obtained for correlations with Psychoticism, Extraversion, and Neuroticism (20–23 samples; N from 8,013 to 9,191), with smaller aggregates for the Lie scale (7 samples; N= 3,910). Methods. The Hunter–Schmidt random effects method was used to estimate population correlations between the Eysenckian personality measures and academic performance. Moderating effects were tested using weighted least squares regression. Results. Significant but modest validities were reported for each scale. Neuroticism and Extraversion had relationships with academic performance that were consistent with previous findings, while Psychoticism appears to be linked to academic performance because of its association with FFM Conscientiousness. Age and educational level moderated correlations with Neuroticism and Extraversion, and gender had no moderating effect. Correlations varied significantly based on the measurement instrument used. Conclusions. The Eysenckian scales do not add to the prediction of academic performance beyond that provided by FFM scales. Several measurement problems afflict the Eysenckian scales, including low to poor internal reliability and complex factor structures. In particular, the measurement and validity problems of Psychoticism mean its continued use in academic settings is unjustified.