Family Formation and Returning to Institutional Religion in Young Adulthood

Institutional religious involvement wanes during young adulthood, but evidence suggests life‐course factors such as family formation bring people back to religion. Using the National Longitudinal Study of Adolescent to Adult Health (Waves 1, 3, and 4), we examine how often young adults who were involved in institutional religion as adolescents return—measured by religious service attendance and religious affiliation—after leaving in emerging adulthood, and how this return is patterned by family formation. The majority of young adults who leave do not return to regular religious service attendance, regardless of their family formation. But single parents, married parents, and childless married individuals are more likely, and childless cohabiting couples less likely, to return to religious communities than those who are both single and childless. Only married parents are more likely than childless singles to reaffiliate, though there is marginal evidence that childless married adults may also be more likely. Thus, the institutions of religion and family are still linked, even though overall levels of religious return are not as high as expected.     

Work-Related Impression Formation: Reviewing Parenthood Penalties and Investigating a “Fatherhood Penalty” for Single Fathers

Abstract

We review the evidence that mothers, compared to childless women or fathers, are discriminated at work (“motherhood penalty”) and that fathers may receive “caregiver penalties.” We conclude that (implicitly or explicitly) expected family roles appear to determine parenthood penalties. On this basis, we examined penalties for fathers who are only assumed to be primary caregivers. We found “fatherhood penalties” for single fathers compared to married fathers (Experiment 1, N?=?343) and compared to singles and single mothers (Experiment 2, N?=?142 professionals). We discuss the mixed evidence on work-related perceptions of parents.     

Beyond family-friendly: The construct and measurement of singles-friendly work culture

Although research has examined work-family issues and organizational support for employees’ family responsibilities, few studies have explored the work-life issues of single employees without children. The current study examines single employees’ perceptions of how their organizations support their work-life balance in comparison to employees with families. A multi-dimensional scale is developed assessing five dimensions of singles-friendly culture: social inclusion, equal work opportunities, equal access to benefits, equal respect for nonwork life, and equal work expectations. Employees with families perceived more equity in most of these facets than did singles. Managerial and professional employees with higher incomes also perceived their organizations as more singles-friendly. Finally, social inclusion predicted organizational commitment for single employees, and this effect was mediated by perceived organizational support. In contrast, more equal work opportunities were related to lower turnover intentions among childfree singles.     

Disruptive decisions to leave home: Gender and family differences in expatriation choices

I developed a theoretical model predicting how gender and family status would influence employee willingness to expatriate, international job search behavior, and expatriation decisions and tested the model in a longitudinal investigation. Australian employees comprising 230 females and 401 males with partners and/or children and 208 female and male childless singles were surveyed three times over three years. Employees who had greater personal agency and less family barriers were more willing to expatriate, to search for international jobs, and to eventually leave their home countries. Having a family restricted females’ ability to transform their willingness to expatriate into an international job search to a greater extent than it did males’. In turn, international job search predicted actual expatriation for a job. Overall, the expatriation interests of women with partners and/or children were least realized (most inhibited) in international job search and subsequent expatriation behavior. The interests of childless single employees were most realized. The study challenges current thinking on women’s willingness to expatriate by demonstrating that women are willing to expatriate, but family factors lead to women being less able to transform their willingness into an international job search than men, subsequently flowing on to women expatriating less for work than men.     

Organizational Citizenship and Mood: An Experimental Test of Perceived Job Breadth1

This study examined the impact of induced mood and fairness on the categorization of Organizational Citizenship Behaviors (OCBs). Positive mood and perceptions of fair job conditions were predicted to lead to broader categorization of job tasks. Mood, procedural, and distributive justice were manipulated. Participants in a positive mood were more likely than were participants in a negative mood to label extra‐role job tasks as in‐role. This supports the notion that employees in a positive mood may inadvertently engage in OCBs because such behaviors are perceived to be part of the job. No differences in categorization were found between positive and neutral mood conditions, indicating that participants in the negative condition were more narrow in categorization breadth than were those in the positive condition in distinguishing in‐role behaviors from extra‐role behaviors.     

The Role of Generativity in Psychological Well-Being: Does it Differ for Childless Adults and Parents?

Given that parenthood is considered a central adult status with developmental implications, and an increasing number of adults are childless, we assessed whether adult development is structured differently for parents and non-parents. This study’s main goal was to assess and compare the connection between generativity development—a key task of middle adulthood—and psychological well-being for childless adults (N = 289) and parents (N = 2,218), ages 35–74, using the 1995 MIDUS dataset. We also examined differences in these associations for women and men by parental status, because childlessness is often assumed to be more critical for females’ than males’ development. Structural equation modeling indicated a positive association between generativity and psychological well-being. Differences in this association for parents and childless adults were not evident, nor were there significant differences for childless women and mothers, and childless men and fathers. Implications of these findings are discussed.     

Parent-child conflict and psychological maladjustment: a mediational analysis with reciprocal filial belief and perceived threat

Empirical research has shown that parent–child conflict is positively related to poor adjustment in adolescents; however, the underlying processes have not been adequately examined. To explore the possible mediating pathways, reciprocal filial belief and perceived threat were chosen to represent two likely mechanisms accounting for how parent–child conflict harms adolescents' perceptions of their relationship with their parents and their self‐perceptions within their cognitive‐appraisal framework. The former operates by attenuating children's affection towards their parents and the latter by lowering their self‐perceptions. This study also distinguishes internalizing from externalizing problems in order to examine whether lower reciprocal filial belief more strongly mediates the relation between conflict with parents and adolescents' externalizing problems and whether perceived threat more strongly mediates the relation between conflict with parents and adolescents' internalizing problems. Hypotheses are as follows: (1) the more parent–child conflict adolescents report, the less reciprocal filial belief they recognize, which, in turn, leads to more maladjustments, especially externalizing ones; (2) the more parent–child conflicts adolescents report, the more threat they perceive, which, in turn, leads to more maladjustments, especially internalizing ones. Participants consisted of 603 Taiwanese adolescents (226 males and 377 females) aged 15 to 19 (average age=16.95; SD=0.78). Structural equation modelling analyses confirmed the hypotheses. However, the three direct effects of conflict on internalizing problems, aggression, and deviant behaviour were still significant. In addition, a greater effect of the paternal than the maternal role on the link between conflict and attenuated reciprocal filial belief, and between perceived threat and internalizing problems, was identified. Implications for understanding the mediation processes responsible for all indirect effects, even the subsidiary ones, and the greater impact of conflict with the father than with the mother are discussed. Limitations of the study and considerations for future research are also addressed.     

Applicant Gender and Family Structure: Effects on Perceived Relocation Commitment and Spouse Resistance

Within the context of a controlled laboratory study, the effects of applicant gender, marital type (single earner, dual earner), and parental status (child, no child) on perceptions of job applicant commitment to a move involving geographic relocation and expected family resistance to the move were investigated. The results indicated that gender and family structure variables interacted in their influence on the dependent variables. Participants also provided reasons for their ratings of perceived commitment. Content analysis revealed 4 themes underlying participant responses: family concerns, goals and motivation of applicant, experience of applicant, and individual differences.     

Perceptions of parents as a function of their marital status and sex

This study examines participants’ perceptions of four different male and female parent groups (married, divorced, step and never‐married parents) and, as a comparison group, of men and women in general. Using an independent groups design, in which participants made estimations of the percentage of a single specified group possessing particular characteristics, it is found that perceptions of married parents tend to be more positive than perceptions of other groups. The never‐married tend to be viewed least positively. Overall, perceptions of mothers are typically more favourable than those of fathers. Copyright © 1999 John Wiley & Sons, Ltd.     

Doing good,doing harm,being well and burning out: The interactions of perceived prosocial and antisocial impact in service work

Service employees often perceive their actions as harming and benefiting others, and these perceptions have significant consequences for their own well‐being. We conducted two studies to test the hypothesis that perceptions of benefiting others attenuate the detrimental effects of perceptions of harming others on the well‐being of service employees. In Study 1, a survey of 377 transportation service employees and 99 secretaries, perceived prosocial impact moderated the negative association between perceived antisocial impact and job satisfaction, such that the association decreased as perceived prosocial impact increased. In Study 2, a survey of 79 school teachers, perceived prosocial impact moderated the association between perceived antisocial impact and burnout, and this moderated relationship was mediated by moral justification; the results held after controlling for common antecedents of burnout. The results suggest that perceptions of benefiting others may protect service employees against the decreased job satisfaction and increased burnout typically associated with perceptions of harming others. Implications for research on burnout, job satisfaction, positive organizational scholarship and job design are discussed.     

Organizational Politics,Perceived Control,and Work Outcomes: Boundary Conditions on the Effects of Politics1

This investigation examined the moderating influences of perceived control (i. e., personal control and job self‐efficacy) on relationships between perceptions of organizational politics and organizational commitment, job satisfaction, intention to turnover, and job stress. Although results failed to support predictions concerning the interaction of perceptions of organizational politics and personal control, some support was found for predictions concerning the interactive influence of perceptions of organizational politics and job self‐efficacy on outcomes. Data from 189 hotel managers supported the hypothesized interactive effects of perceptions of organizational politics and job self‐efficacy for the outcomes of organizational commitment and job satisfaction. These results suggest that job self‐efficacy exacerbates the relationship between perceived politics and certain dysfunctional attitudes.     

Perceptions of Older Versus Younger Workers in Terms of Big Five Facets,Proactive Personality,Cognitive Ability,and Job Performance

We examined whether older and younger workers are perceived differently in terms of job‐related individual differences and dimensions of job performance. Findings across 2 experimental studies indicated that older workers were perceived more positively in terms of crystallized intelligence and facets of conscientiousness, while younger workers were perceived more positively in terms of fluid intelligence and proactive personality. With regard to work performance, older workers were perceived more positively in terms of organizational citizenship behavior directed toward the organization. Similar perceptions were held by older and younger respondents. Results illustrate that job performance dimensions and work‐related individual differences may provide useful frameworks for understanding stereotypes regarding older and younger workers.     

Damned if she does,damned if she doesn't: Consequences of accepting versus confronting patronizing help for the female target and male actor

Three studies examined how a woman's reaction to a man's benevolently sexist offer of help affected observers' perceptions. Results suggest a dilemma for women: A woman who accepted benevolently sexist help was perceived as warm but incompetent and less suited for a competence‐related job (management consultant), whereas a woman who declined help and asserted her independence as a woman was perceived as competent but cold and less suited for a warmth‐related job (day care worker). By contrast, observers viewed the male help‐offerer especially favorably (warmer, more competent, and more qualified as a management consultant) when the female target accepted (versus confronted) his patronizing offer. But only perceivers who endorsed benevolent sexism showed these effects. Implications for challenging benevolent sexism are discussed. Copyright © 2011 John Wiley & Sons, Ltd.     

Aligning inside and outside perspectives of the self: A cross‐cultural difference in self‐perception

Past research shows that European Americans tend to take a first‐person perspective to understand the self and are unlikely to align the inside look with the outside gaze, whereas Asians tend to take a third‐person perspective and are likely to shift their inside look in the direction of the outsize gaze. In three experiments, we compared Asians and European Americans' self‐perceptions when the presence of their parents in the background of self‐perception was primed or otherwise. Without the priming, both European Americans and Asians viewed themselves more positively from their own perspective than from their parents' perspective. With the priming, only Asians lowered the positivity of their self‐perceptions to match the perceived positivity of the self in the parents' perspective. These results suggest that Asians do not have a static, passive tendency to assimilate their self‐views into the perceived external assessments of the self. Rather, their self‐views are fluid and flexible.     

The Relevance of Self‐Evaluations for Students' Career Optimism

This study investigated how people's beliefs regarding their vocational abilities (i.e., career decision self‐efficacy) are associated with their perceived academic control, self‐liking, and self‐competence. It also assessed the relevance of these 4 types of self‐beliefs for personal job optimism among 268 Croatian college students. Results indicated that participants' career decision self‐efficacy and perceptions of their chances of finding jobs nationwide were significant predictors of personal job optimism. Furthermore, the influences of self‐competence and perceived academic control on personal job optimism were mediated by career decision self‐efficacy. These results extend previous research and may be informative for vocational guidance interventions.     

The Interactive Effects of Pro‐Political Behavior and Politics Perceptions on Job Satisfaction and Affective Commitment1

The current study examined the impact of political behavior and perceptions of politics on job satisfaction and affective commitment. It is hypothesized that political behavior and perceived politics would interact to predict these outcomes such that those who reported greater use of these tactics would be more satisfied and committed when work environments were viewed as political in nature. Data were gathered from 131 police officers, who completed surveys following developmental programs. In general, results provided support for the hypothesis. Specifically, the Political Behavior × Perceived Politics interaction term explained incremental variance beyond demographic variables, control variables, and indicators of perceived control and understanding for each work outcome. These findings indicate that some individuals may experience positive consequences when occupying an environment perceived to be highly political. Implications of these findings, strengths and weaknesses, and avenues for future research are provided.     

Risk communication of terrorist acts, natural disasters, and criminal violence: comparing the processes of understanding and responding

Risk communication is an important vehicle for the scientific understanding of the perception of and response to various kinds of threats. The present study provides apparently the first empirical attempt to compare perceptions, decision‐making, and anticipated action in response to threats of three kinds: natural disaster, violent crime, and terrorism. A total of 258 college undergraduates were surveyed using a vignette‐based, 2 × 2 × 3 between‐subjects design that systematically manipulated threat imminence (high vs. low), risk level (high vs. low), and nature of the threat (natural disaster vs. crime vs. terrorism). There were substantial differences in participants' perceptions and reported actions in response to natural disaster, relative to the other domains of risk, under conditions of high risk. The risk of natural disaster was more likely to lead participants to report that they would change their daily activities and to relocate. It was also more likely than terrorism to lead to action securing the home. It appears that the mechanisms for perception, decision‐making, and action in response to threats cannot be generalized in a straightforward way across these domains of threat. Copyright © 2010 John Wiley & Sons, Ltd.     

Parents' job insecurity affects children's academic performance through cognitive difficulties.

The authors developed and tested a model in which children who perceive their parents to be insecure about their jobs are distracted cognitively, which in turn affects their academic performance negatively. Participants were 102 female and 18 male undergraduates (mean age = 18 years), their fathers (mean age = 49 years), and their mothers (mean age = 47 years). Students completed questionnaires measuring perceived parental job insecurity, identification with parents, and cognitive difficulties; 3 months later, they also reported their midyear grades. Fathers and mothers each completed questionnaires assessing their job insecurity. Support for the model was obtained using LISREL 8, and as predicted, children's identification with their mothers and fathers moderated the relationship between their perceptions of their mothers' and fathers' job insecurity and their own cognitive difficulties.     

Applicants' and Employees' Reactions to Corporate Social Responsibility: The Moderating Effects of First‐Party Justice Perceptions and Moral Identity

This research explored individuals’ reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario‐based experiment (N = 81) showed that the effect of CSR perceptions on job applicants’ job pursuit intentions was mitigated by applicants’ first‐party justice experiences, whereas it was amplified by their moral identity (Study 1). Survey data from 245 full‐time employees (Study 2) further supported the interactive effects revealed in Study 1. Specifically, first‐party justice perceptions attenuated the positive relationship between employees’ CSR perceptions and their organizational citizenship behavior (OCB); and the relationship between CSR perceptions and OCB was more pronounced among employees high (versus low) in moral identity. Our findings bridge the CSR and organizational justice literatures, and reveal that the effects of individuals’ CSR perceptions are more complicated than previously thought. The findings shed light on micro (employee)‐level CSR phenomena and offer implications for both research and practice.