Desiring and expecting to work among high school girls: Some determinants and consequences

The effects of mother's and father's work status and of social-psychological intervening variables on high school girls' orientation to the labor force are examined. The dependent variables are separate indicators of whether the girls want and whether they expect to have an occupation. In these data from 1965, a log linear analysis shows that whether the mother worked was the major background influence on the dependent variables; father's occupation had no significant independent effect. In addition, two “ideological” variables, the girl's identification with the mother and beliefs in individual achievement, strongly influenced the dependent variables, in a way that did not merely mediate the background effects. Finally, some consequences of wanting and/or expecting to work are examined, and it is argued that the choice of career pattern (housewife versus paid employment) was a central one in girls' attitudinal structures.     

Non‐instrumental voice and extra‐role behaviour

The instrumental power associated with voicing opinions to an authority was manipulated to observe the effects upon subsequent discretionary, extra‐role behaviours. In two experiments, the provision of non‐instrumental voice increased extra‐role behaviours above a no voice condition. Experiment 2 also showed that this relationship was mediated by procedural‐justice perceptions, but not respect from, or social identification with, the group. The implications of these data for current theory, as well as the possible moderating role of social identification, are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

Parental and school influences upon the career development of poor youth of color

Critical career development tasks for adolescents include developing vocational expectations and a connection to the world of work. Given the sociopolitical barriers to the career development of poor Youth of Color, it is vital to identify contextual resources facilitative of their career development. The present study examines the impact of relational and instrumental parental support and instrumental school support upon vocational expectations and work salience among poor Youth of Color. Participants from the National Educational Longitudinal Study (NELS) were examined longitudinally from 12th grade to two years after they had finished high school. The obtained structural models suggested that relational and instrumental parental support had a direct effect upon work salience and instrumental parental support a significant indirect effect two years later. Instrumental school support and relational parental support had direct effects upon vocational expectations and nonsignificant indirect effects two years later. These findings illuminate contextual factors facilitative of vocational expectations and work salience, provide support for school-based career development programs, and suggest that incorporating relational and instrumental parental support could augment intervention programs for poor Youth of Color.     

Self-esteem,career salience,and the choice of an ideal occupation

This study investigated the tendency to view one's chosen occupation as ideal, the meaning of an ideal occupation, and the consequences of choosing an ideal occupation. Participants were 139 students at a community college. It was found that the most likely students to consider their chosen occupation ideal were high in both self-esteem and career salience. In addition, viewing one's chosen occupation as ideal was related to its perceived capacity to satisfy intrinsic work needs. Finally, the tendency to view one's chosen occupation as ideal was associated with satisfaction with one's occupational decision regardless of level of career salience. The implications of the choice of an ideal occupation for future levels of self-esteem and career salience were discussed.     

Job security and work performance in Chinese employees: The mediating role of organisational identification

This research focuses on investigating whether organisational identification mediates the effects of job security on in‐role behaviour and extra‐role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor‐subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in‐role behaviour and fully mediated the effect of job security on extra‐role behaviour. A multi‐group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in‐role behaviour and extra‐role behaviour through organisational identification. Limitations and implications of these findings are discussed.     

The utility of a broader conceptualization of organizational identification: Which aspects really matter?

Predictions of social identity and self‐categorization theories about the relevance of social identification in organizational contexts are presented. We propose that different foci of identification (e.g. with own career, team, organization, occupation) as well as different dimensions of organizational identification (cognitive, affective, evaluative, and behavioural) can be separated. Furthermore, these different aspects of organizational identification are assumed to be differentially associated with work‐related attitudes and behaviours. Predictions are first tested in a questionnaire study of 515 German school teachers. Confirmatory factor analyses demonstrated that dimensions and foci can indeed be differentiated. In addition, results indicate that different aspects correlate differentially with different criteria. The results are cross‐validated in two samples of 233 German school teachers and 358 bank accountants, respectively.     

Relationships between leader and follower organizational identification and implications for follower attitudes and behaviour

We present a multi‐sample multi‐level approach that examines the link between leader and follower organizational identification, and follower attitudes. Study 1 comprises 367 school teachers and 60 head teachers in Germany. The results illustrate a significant relationship between head teacher and school teacher school identification. Moreover, indirect relations between head teacher school identification and school teacher job satisfaction and self‐reported citizenship behaviours, mediated by school teacher school identification, are predicted and supported by the data. The findings are replicated within Study 2, comprising 233 school teachers and 22 head teachers. Finally, a third study replicates the findings in a different sector using a sample of 314 travel agents in 127 travel agencies and their leaders. Taken together, leader's self‐construal in terms of the organization is related to follower organizational identification, and therefore leads to greater follower satisfaction and to a greater willingness to exert extra effort on behalf of the organization.     

Mortality salience,self‐esteem,and defense of the group: mediating role of in‐group identification

Numerous studies have shown that mortality salience strengthens defense of cultural institutions and that this effect is buffered by self‐esteem. The present study examines a novel prediction, based on social identity processes, that group identification mediates the impact of the interaction of mortality salience and self‐esteem on worldview defense. Self‐esteem and mortality salience were manipulated using Greenberg and colleagues' standard methods, the dependent measure was defense of America, and the mediating variable was identification with America. As predicted, mortality salience only increased identification with America and defense of America when self‐esteem was not enhanced, enhancing self‐esteem attenuated the effects of mortality salience. Also following predictions, the interactive effect of mortality salience and self‐esteem on defense of America was mediated by identification with America.     

Nationality Versus Humanity? Personality,Identity, and Norms in Relation to Attitudes Toward Asylum Seekers1

Right‐wing authoritarianism, social dominance orientation, Australian and human identity salience, and perceived Australian and human norms were related to the attitudes, feelings and behaviors toward asylum seekers of 242 Australian students and activists. Those high in right‐wing authoritarianism and social dominance orientation were less welcoming, as were participants who identified strongly as Australians and perceived hostile national norms. Independently, participants who identified strongly as humans were significantly more welcoming to asylum seekers, and an interaction was found such that those who identified strongly as Australians were more welcoming when they also identified strongly as humans. Implications for theories of identity and prejudice are examined, and interventions to reduce conflict by utilizing the human level of identification are discussed.     

Teachers' and students' verbal behaviours during cooperative and small‐group learning

Background. Teachers play a critical role in promoting interactions between students and engaging them in the learning process. This study builds on a study by Hertz‐Lazarowitz and Shachar (1990) who found that during cooperative learning teachers' verbal behaviours were more helpful to and encouraging of their students' efforts while during whole‐class instruction, their verbal behaviours tended to be more authoritarian, rigid, and impersonal. Aim. This study seeks to determine if teachers who implement cooperative learning engage in more facilitative learning interactions with their students than teachers who implement group work only. The study also seeks to determine if students in the cooperative groups model their teachers' behaviours and engage in more positive helping interactions with each other than their peers in the group work groups. Samples. The study involved 26 teachers and 303 students in Grades 8 to10 from 4 large high schools in Brisbane, Australia. Methods. All teachers agreed to establish cooperative, small‐group activities in their classrooms for a unit of work (4 to 6 weeks) once a term for 3 school terms. The teachers were audiotaped twice during these lessons and samples of the students' language, as they worked in their groups, were also collected at the same time. Results. The results show that teachers who implement cooperative learning in their classrooms engage in more mediated‐learning interactions and make fewer disciplinary comments than teachers who implement group work only. Furthermore, the students model many of these interactions in their groups. Conclusions. The study shows that when teachers implement cooperative learning, their verbal behaviour is affected by the organizational structure of the classroom.     

Dual-earner couples’ willingness to relocate abroad: the reciprocal influence of both partners’ career role salience and partner role salience

Successful international assignments are important for international organizations. Research has shown that employee willingness to relocate internationally strongly depends on spouse’s willingness to follow. However, the mechanisms driving these effects are not thoroughly investigated. This study gives more insight into the processes that explain both partners’ willingness to (co-)relocate internationally. We examine the influence of both partners’ career role and partner role salience on each other’s (co-)relocation willingness. On the basis of Identity theory, Interdependency theory, and Attachment theory, we hypothesize combined interaction effects of career and partner role salience. Data were collected from 226 couples (professional employees and their spouses) working in a multinational Anglo-Dutch company. Results show that, in particular, spouses’ willingness to follow their partners abroad is determined by both career importance and partner role salience. We conclude that, for theory and for organizational practice, it is indeed crucial to involve both the employees and their spouses in the decision-making for an international relocation.     

Mortality salience and uncertainty: Similar effects but different processes?

Three experimental studies investigated whether death‐thoughts avoidance as a consequence of mortality salience and need for certainty as a consequence of uncertainty are two different motivational states. The results suggest that although death‐thought avoidance and need for certainty are different constructs, they share a great deal of variance (anxiety plays a pivotal mediational role in both). However, whereas the impact of uncertainty on negative attitudes towards an out‐group with different worldviews (Arabs) was mediated only by anxiety (measured retrospectively), the effect of mortality salience was mediated by both retrospective anxiety and death‐thought accessibility. These findings imply that similar effects that have been obtained by these two manipulations are, at least partly, the result of different processes. Copyright © 2013 John Wiley & Sons, Ltd.     

Relevance of social categories,depersonalization and group processes: two field tests of self‐categorization theory

Two field studies investigated whether, as predicted by self‐categorization theory (Turner, 1987 ), the relationship between comparative fit of an ingroup‐outgroup categorization and group phenomena is mediated by depersonalization of self‐perception, and moderated by category accessibility. In the first study participants were football fans, and in the second they were employees in an organization. In each study, two experimental conditions were created, whereby the accessibility and salience of the ingroup‐outgroup categorization were varied. New measures of comparative fit and depersonalization were developed, based on meta‐contrast ratios. Outcome variables were ingroup bias (Studies 1 and 2), ingroup entitativity, organizational citizenship behaviours, job satisfaction and turnover intentions (Study 2). Consistent with self‐categorization theory, results showed (a) that comparative fit determined ingroup bias and other criterion variables through the mediating process of depersonalization, and (b) that this process was active only when the category was highly accessible. The moderational role of accessibility concerned the relationship between depersonalization and outcome variables, not the link between fit and depersonalization. Copyright © 2006 John Wiley & Sons, Ltd.     

A factorial investigation of career salience

A series of career salience items were factor analyzed and related to several indices of occupational choice behavior. Three factors emerged from the factor analysis: (1) the relative priority of a career; (2) general attitudes toward work; and (3) career advancement and planning. Factor 2 was significantly related to the choice of a congruent occupation for males and to the choice of an “ideal” occupation for males and females. Factor 2 was also most highly related to self-esteem for both sexes.     

The interaction between values and organizational identification in predicting suggestion‐making at work

The present study proposed and found that personal values and organizational identification interact in predicting making suggestions for organizational improvements at work. One hundred and forty‐eight employees of children's day‐care centres rated their values, their identification with the organization and their suggestion‐making behaviour. Their behaviour was also rated by their supervisors. As expected, the value dimension of openness to change vs. conservation predicted suggestion‐making more strongly amongst individuals highly identified with the organization than amongst individuals weakly identified with the organization. This was found using self‐ratings of behaviour as well as supervisor's rating of behaviour. The study points to the importance of values and identification in understanding suggestion‐making and innovative behaviour at work, and it opens new avenues for examining this interaction in predicting other kinds of organizational behaviours.     

Sex-role self-concept and attitudes related to occupational daydreams and future fantasies of college women

This study explored the relationship of sex-role self-concept and general attitudes toward women's roles to patterns of career preferences and to career salience among 50 undergraduate women. Sex-role self-concept was measured by the Bem Sex-Role Inventory, and attitudes by the Attitudes Toward Women Scale. Patterns in career preferences were determined by studying the degree of gender dominance in past occupational daydreams as well as in present college major and intended future occupation. Career salience was measured using a content analysis of written future fantasies. Sex-role self-concept was related to past occupational preferences, with masculine-typed women showing a pattern of nontraditional daydreams compared to those of feminine-typed women. Attitude variables were related to present career choices, with liberal women in more male-dominant fields than conservative women. Both self-concept and attitude variables were related to career salience, measured by the proportion of fantasies about the future devoted to work themes. Masculine women showed evidence of more career salience than androgynous or undifferentiated women, and liberal women more than conservative women.     

Explaining sex differences in managerial career satisfier preferences: the role of gender self-schema

Using survey data from 400 managers, the authors examined whether gender self-schema would explain sex differences in preferences for status-based and socioemotional career satisfiers. Female gender self-schema, represented by femininity and family role salience, completely mediated the relationship between managers' sex and preferences for socioemotional career satisfiers. However, male gender self-schema, represented by masculinity and career role salience, did not mediate the relationship between managers' sex and preferences for status-based career satisfiers. As expected, male managers regarded status-based career satisfiers as more important and socioemotional career satisfiers as less important than female managers did. The proposed conceptualization of male and female gender self-schemas, which was supported by the data, enhances understanding of adult self-schema and work-related attitudes and behavior.     

Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance

Recent research suggests that the salience of a future work self has a considerable impact on future-oriented activities such as skill development, career planning, career networking, and job searching. However, little is known as to whether, how, and under what conditions a more salient future work self may influence concomitant work outcomes such as job performance. Drawing on self-regulation theory, we argue that future work self salience (FWSS) affects job performance via its influence on engagement, with this influence amplified as a function of supervisor coaching. Using multi-source and lagged data collected from employees (N = 441), their direct supervisors (N = 98), and archival records in an insurance company, we found that engagement mediated the relationships between FWSS and both supervisor-rated and archival sales performance. Furthermore, the relationships FWSS has with employee engagement and sales performance, as well as the indirect effects of FWSS on two performance indicators, were stronger for employees exposed to higher levels of supervisor coaching.     

Future work selves: how salient hoped-for identities motivate proactive career behaviors

The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive career behavior. A follow-up longitudinal analysis, Study 2 (N = 53), demonstrated that future work self salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a future work self, and showed that elaboration motivated proactive career behavior only when future work self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior.     

Romantic love versus reproduction opportunities: Disentangling the contributions of different anxiety buffers under conditions of existential threat

Romantic relationships and offspring are discussed as anxiety buffers in terror management processes. We examined the relationship between these possible buffers and tested whether romantic relationships reduce existential threat due to reproduction opportunities or if they represent a distinct anxiety buffer. Contrary to our initial expectations, thinking about a positive romantic relationship without (vs. with) own children increased partner affect (Study 1) and commitment (Study 2) and decreased punishment intentions (Study 2) after mortality salience. These effects were mediated by participants' desire for romantic love. Furthermore, thinking about positive nonparental (vs. parental) romantic relationships lowered death‐thought accessibility (Study 3). Together, these findings suggest that romantic relationships form a distinct anxiety buffer that is only effective when the cultural (romance) instead of the biological (having children) nature of the relationship is highlighted. We discuss the role of anxiety buffer salience for determining whether offspring concerns buffer or increase existential threat.