Disentangling the effects of voice: the incremental roles of opportunity, behavior, and instrumentality in predicting procedural fairness

Many voice studies have failed to distinguish among voice opportunity, perceived voice opportunity, voice behavior, and voice instrumentality. Thus, the authors sought to clarify the roles of each in determining procedural fairness perceptions. Controlling for the effect of voice opportunity, each of the 3 remaining constructs was hypothesized to predict fairness. Furthermore, voice instrumentality was hypothesized to moderate the effect of voice behavior on fairness. Undergraduates (N = 102; 81 for some analyses) participated in an orientation-week design simulation in which voice opportunity was manipulated. The results indicated significant incremental effects of perceived voice opportunity and the predicted Voice Instrumentality x Voice Behavior interaction. Fairness was lowest for individuals who were denied voice opportunity, perceived less voice opportunity, and provided high levels of noninstrumental voice behavior.     

Workplace justice, citizenship behavior, and turnover intentions in a union context: examining the mediating role of perceived union support and union instrumentality

This study examined the relationship between workplace justice afforded by the grievance system and the union outcomes of citizenship behavior and turnover intentions and the mechanisms that underpin these relationships. Respondents (N = 187) were members of a large public sector union in Singapore. Results revealed that perceived union support and union instrumentality fully mediated the relationship between the dimensions of workplace justice and citizenship behavior directed toward the union (OCBO) and citizenship behavior directed at other union members (OCBI). Union instrumentality partially mediated the procedural justice-turnover intentions relationship.     

Package size and perceived quality: The intervening role of unit price perceptions

This research examines how package size can influence quality judgments for packaged goods, and also identifies a price-based mechanism for the observed size–quality relationship. Results from several studies show that a product in a smaller package is rated more favorably than the equivalent product in a larger package. Further, this effect is due to the smaller package being associated with a higher unit price (despite having a lower overall price), which suggests that unit price information is more diagnostic than overall price information when forming judgments of product quality. We also find a theoretically-derived reversal of this effect under conditions in which the greater diagnosticity of unit price is overwhelmed by its lower ease of use. Namely, when overall price is the only explicitly-provided price cue and consumers are too distracted to estimate unit price, a larger package is now rated as being better. Finally, two concluding studies examine the downstream consequences of changes in package size, building off our basic conceptualization to document effects on product choice as well as consumption experience.     

A model of union participation: the impact of perceived union support, union instrumentality, and union loyalty

Perceived union support and union instrumentality have been shown to uniquely predict union loyalty. This study was the first to explicitly examine the relation between perceived union support and union instrumentality. Surveys were completed by 273 union members and 29 union stewards. A comparison of 2 models, 1 based on organizational support theory and 1 based on union participation theories, found that the model based on organizational support theory, in which union instrumentality was an antecedent to perceived union support and led to union loyalty and subsequently union participation, best fit the data. The model based on union participation theories, in which perceived union support was an antecedent of union instrumentality and led to union loyalty and subsequently union participation, was not supported. Union instrumentality was related to union commitment, but the relation was completely mediated by perceived union support.     

Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support

Building on the social exchange perspective and organizational support theory, this study examined the relationships among employees' justice perceptions, perceived organizational support (POS), organizational commitment and intention to leave. A hypothesized model was developed and tested using hierarchical regression analyses on a sample of 514 practising solicitors in Hong Kong. The results showed that both procedural and distributive justice contributed to the development of POS, and POS mediated their effects on organizational commitment and intention to leave. As expected, organizational commitment was negatively related to intention to leave. Additional analyses revealed that these relationships held for both partners and non‐partners in law firms.     

Workplace mobbing and bystanders' helping behaviour towards victims: The role of gender,perceived responsibility and anticipated stigma by association

We examined victims' perceived responsibility and bystanders' anticipated risk of being victimized themselves when others associate them with the victim (stigma by association, SBA) as possible antecedents of bystanders' helping behaviour towards a victim of workplace mobbing, and explored the effects of gender. Guided by the attribution model of social conduct (Weiner, 2006), a 2 × 2 vignette experiment was conducted. Participants were Dutch regional government employees (N = 161). Path analyses generally supported the hypotheses, but showed different results for women and men. In the strong (Vs. weak) responsibility condition, women reported less sympathy and more anger and men only more anger, which resulted in lower helping intention. Additionally, for men the results showed an unexpected direct positive effect of responsibility on helping intention. Furthermore, in the strong SBA condition, women and men reported more fear and men, unexpectedly, more anger. Consequently, helping intention decreased. The findings on gender are discussed in the context of social role theory, gender and emotion. Our findings suggest that to prevent and tackle mobbing, organizations and professionals should be aware of the attributional and emotional processes and gender differences in bystanders' helping behaviour.     

Career Adapt-Abilities Scale-Italian Form: Psychometric properties and relationships to breadth of interests,quality of life,and perceived barriers

The Career Adapt-Abilities Scale (CAAS)-Italian Form consists of four 6-item scales, which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. The 24-item CAAS-Italian Form is identical to the International Form 2.0. The factor structure was similar to the one computed for combined data from 13 countries. Internal consistency estimate for the four subscale and total scores was good. Concurrent validity evidence was collected on perceived internal and external barriers, breadth of interests, and quality of life. Correlations resulted as predicted and showed adaptability related negatively to perceived barriers and positively to breadth of interests and quality of life. As expected, analyses of variance showed that adolescents with higher adaptability perceive fewer barriers, express a broader range of interests, and report a higher quality of life.     

Judgments of frequency and recency: how they relate to reports of subjective awareness.

In 2 experiments, the author explored the relations of remember versus familiar ratings to judgments of frequency (JOFs) and to judgments of recency (JORs). In both cases, remembered items were associated with more accurate memory judgments. In general, familiar items were judged to have occurred less frequently and less recently than remembered items. However, JOFs and JORs associated with familiar items were more accurate than chance. Implications for theories of remember versus familiar ratings, JOFs, and JORs are considered. Some basic findings that constrain these theories are that (a) remember versus familiar ratings were less sensitive than JOF to presentation frequency and less sensitive than JOR to recency and (b) although remember versus familiar ratings are strongly related to both JOF and JOR, as measured by gamma, the relations are far from perfect.     

High cost helping scenario: The role of empathy,prosocial reasoning and moral disengagement on helping behavior

This study aimed to investigate the process that leads people to offer or omit help in response to an explicit request for assistance, taking into account both emotional and cognitive factors. Specifically, a hypothetical scenario methodology was used in a sample of 174 Italian youths (50% males) to examine whether and how factors such as empathy, prosocial moral reasoning and moral disengagement influence the propensity to help when providing assistance is not in the individual’s personal interest. While a few previous studies have included moral disengagement as an antecedent of prosocial decision making, we highlight the significance of this factor in the avoidance of moral responsibility towards others in need. The results highlight two ways in which differences in emotional tendencies and moral-cognitive processes may operate in prosocial decision making in high personal cost situations. First, high empathy levels could promote an altruistic response which in turn fosters mature prosocial moral reasoning. Second, personal distress may enhance moral disengagement mechanisms that may facilitate self-centred behaviors.     

The dynamics of success and failure: how post-behaviour evaluations relate to subsequent exercise intentions and behaviour

Objective: Exercise behaviour change involves multiple experiences with success and failure. The Model of Action Phases (MAP) offers a dynamic account of how success and failure influence both immediate evaluations and future decisions and actions. However, predictions from the MAP have not been formally tested.

Design: A longitudinal daily diary study was used to examine how post-behaviour evaluations of exercise success and failure influence subsequent exercise intentions and behaviour. Participants (N = 104) set exercise goals, and then kept a daily online exercise diary for four weeks.

Main outcome measures: Participants self-reported exercise behaviour, affective response to exercise, self-evaluations after success or failure at following through on intentions to exercise, and intentions to exercise in the next week.

Results: Multilevel modelling revealed significant within- and between-participant relationships among post-behaviour evaluations, intentions and subsequent behaviour. Findings supported MAP-derived predictions about how success and failure at exercise are associated with feelings about exercise and the self, and inform subsequent exercise intentions and behaviour.

Conclusion: Positive post-behaviour evaluations of success or failure may stabilise positive intentions and aid maintenance of exercise behaviour. Implications of these MAP-based findings for intervention design are discussed.     

Understanding the factors that promote employability orientation: The impact of employability culture,career satisfaction,and role breadth self‐efficacy

This study among 702 Dutch employees working in the health care and welfare sector examined individual and organizational factors that are related to workers' employability orientation and turnover intention. Additionally, push and pull motives were examined of employees who aimed to leave their job. Results indicated that a strong employability culture adds extra variance over and above individual factors such as career satisfaction and role breadth self‐efficacy in the explanation of employability orientation, turnover intention, and push motives of employees who aim to leave their job. That is, employability culture is positively related to employability orientation, but negatively related to turnover intention and to push motives of those who aim to leave. Pull motives of employees who want to leave are explained by individual factors only, such as career dissatisfaction and role breadth self‐efficacy, but not by employability culture. These findings suggest that organizations that need to adapt to changing environments should implement a strong employability culture, because such a culture stimulates employability orientations among their employees while simultaneously decreasing turnover intentions.     

How socialization tactics relate to role clarity,cohesion, and intentions to return in soccer teams

Socialization tactics for integrating newcomers into sport teams can be key to the evolution of relationships within the group and can lead to positive or negative consequences throughout the season. For this reason, across two studies with distinct contexts, we sought to unpack the mechanisms through which socialization tactics are related to group and individual outcomes. Study 1 examined the relation between socialization tactics and cohesion, and examined role clarity as a potential mediator of this relation with 170 national-level soccer players. We observed a strong positive association between socialization tactics and cohesion, with role clarity mediating the relation between socialization tactics and Group Integration – Task. Study 2 analyzed the relation between socialization tactics (measured at T1) and intentions to return (measured at T2), with cohesion perceptions (measured at T1) as a mediator of this relation. Results from the responses of 214 club-level soccer players indicated that that Individual Attractions to the Group–Task helped explain the socialization tactics-intentions to return relation. As the arrival of new team members is a persistent and consequential occurrence for team dynamics in sport, our results provide insight into how socialization tactics relate to a range of key individual athlete perceptions about their sport experiences.     

Thinking about others and the future: Neural correlates of perspective taking relate to preferences for delayed rewards

We infer the thoughts and feelings of others by taking their perspectives. Similar processes could be used to understand how we will be affected by future events, by allowing us to take the perspective of our future self. In this paper, we test this idea using a previously presented framework for guiding predictions. The framework proposes that a shared neural mechanism is involved in controlling egocentric bias, both while shifting our perspective away from self and towards others, and while shifting our perspective from immediate to future perspectives. To test this framework, 36 adults performed an intertemporal choice task. They were then scanned using 3T functional magnetic resonance imaging while completing a false-belief “localizer” task, which requires egocentric bias control. A positive correlation was observed between the right temporoparietal junction (rTPJ) response during the false-belief task, and preferences for delayed rewards in intertemporal choices. A subset of participants performed the intertemporal choice task again in the scanner, which revealed that the response of the same rTPJ cluster, individually localized during the false-belief task, was higher during delayed over immediate reward choices. In addition, functional connectivity between the rTPJ and ventromedial prefrontal cortex was found to differ between immediate and delayed choices. The current results indicate an overlap in processes of egocentric bias control and those that determine preferences in intertemporal choices, offering a social cognitive explanation for why rewards are devalued with delay in temporal discounting.     

Religiousness,collectivism, and helping behavior: The invigorating role of abusive supervision

IntroductionVoluntary helping behaviors are important for spurring organizational effectiveness.ObjectivesThis study investigates how employees’ religiousness and collectivism might enhance their propensity to help their peers on a voluntary basis, as well as how this relationship might be invigorated by the presence of abusive supervision.MethodsSurvey data were collected from employees and their supervisors in Pakistan-based organizations. The hypotheses were tested with hierarchical regression analysis.ResultsReligiousness relates positively to helping behavior, and this relationship is stronger when employees experience abusive supervision, possibly because their religiousness motivates them to protect their colleagues against the hardships created by such a resource-draining leadership style. Although collectivism does not have a direct significant relationship with helping behavior overall, abusive supervision invigorates this relationship.ConclusionFor organizations seeking to increase voluntary work behaviors, the results show that religiousness and collectivism are two personal resources that can enhance an organizational culture that promotes collegiality and mutual support, particularly when employees believe that their supervisors are hostile to followers and abuse their leadership positions.     

When I saw me standing there: first-person and third-person memories and future projections,and how they relate to the self

We studied visual perspective of three autobiographical memories and three projected future events (i.e. whether the events were experienced from a first-person or third-person perspective, or in between) in 117 undergraduate students. Perspective proved to be a reliable individual-differences variable. The majority of narratives trended toward the first-person perspective, with memories more likely to yield first-person perspective than future events. Perspective was predicted by detail (higher level of participant-reported visual detail was more likely to elicit first-person perspective), and temporal distance (events reported as being further away in time were more likely to elicit third-person perspective). Detail, in turn, was explained (among others) by the individual-differences variable of depression/social uncertainty (a factor-derived scale consisting of rumination scales, the inverse of the Sense Of Self Scale, the Social Phobia Scale, and, to a lesser extent, the Social Interaction Anxiety Scale). Generally, predictors for memories and future events overlapped. The results underscore the need for including individual-differences variables in research on the determinants of memory perspective.     

Metacognition, risk behavior, and risk outcomes: the role of perceived intelligence and perceived knowledge.

The present study explores 2 key variables in social metacognition: perceived intelligence and perceived levels of knowledge about a specific content domain. The former represents a judgment of one's knowledge at an abstract level, whereas the latter represents a judgment of one's knowledge in a specific content domain. Data from interviews of approximately 8,411 female adolescents from a national sample were analyzed in a 2-wave panel design with a year between assessments. Higher levels of perceived intelligence at Wave 1 were associated with a lower probability of the occurrence of a pregnancy over the ensuing year independent of actual IQ, self-esteem, and academic aspirations. Higher levels of perceived knowledge about the accurate use of birth control were associated with a higher probability of the occurrence of a pregnancy independent of actual knowledge about accurate use, perceived intelligence, self-esteem, and academic aspirations.     

A dynamic view of coach transformational leadership: How leadership perceptions relate to task cohesion and team potency

We examined whether athletes’ perceptions of coach transformational leadership across time related to task cohesion and team potency beliefs. Across multiple time points, we collected 384 observations (M = 5.41 observations per athlete) from competitive youth athletes via a mobile application designed to examine team dynamics. Multilevel structural equation modelling revealed intraindividual variation in athletes’ evaluations of coach transformational leadership across time. Further, we observed robust support for a positive relation between perceptions of coach transformational leadership and task cohesion over time at both the between- and within-person levels. The relation between coach transformational leadership and team potency was significant at the between-person level, however, we did not find support for this relation at the within-person level. These results provide insight into how the ebb and flow of coach transformational leadership over time connects to team cohesion, highlighting the need for more intensive longitudinal designs that capture the dynamic nature of leadership.     

Impression management motive and voice: Moderating effects of self‐monitoring,self‐efficacy,and voice instrumentality

The purpose of this study is to examine how employees’ impression management motive influences their voice by considering dispositional and situational variables. Drawing on the theory of self‐motive, we hypothesized that voice would be more positively related to impression management motive than prosocial motive. In addition, based on the interactional approach of motive and trait and trait activation theory, we hypothesized that the relationship between impression management motive and voice would be moderated by self‐monitoring, self‐efficacy, and voice instrumentality. Using a sample of 307 supervisor–subordinate dyads from South Korea, we found that, although prosocial motive had a positive influence on voice, impression management motive had a stronger influence on voice than prosocial motive. We also found that the positive influence of impression management motive on voice was stronger for employees with high levels of self‐monitoring, self‐efficacy, and voice instrumentality. This study helps verify the boundary conditions as to when impression management motive is strongly related to voice. In addition, this study will provide theoretical clues for resolving the inconsistent findings on the relationship between impression management motive and voice.     

Bystander response to arterial bleeding: helping skills, the decision-making process, and differentiating the helping response

Using a mock injury involving arterial bleeding, we explored the impact of variables on two different decisions in the decision-making process leading to help. Expertise (Red Cross Training), ambiguity, and number of bystanders were manipulated in a 2 X 2 X 2 design. We observed the following responses: (a) nonhelp, (b) ineffective direct help, (c) indirect help, and (d) direct help. The decision to help or not was affected by ambiguity, sex, and the presence or absence of other bystanders. Greater ambiguity led to less help; women helped less than men; and fewer people helped when other bystanders were present. Expertise affected the decision leading to the type of help used but not the decision to help. Although training did not raise the intervention rate, it did dramatically change the effectiveness of the help used and could yield as many as 28 more saved lives out of 80 such incidents. The number of bystanders affected both the decision to help and the type of help used. Ineffective direct help occurred most frequently when the bystander was alone. The presence of other bystanders also affected the type of indirect help that was used.     

Gay and bisexual male clients' perceptions of counseling: the role of perceived sexual orientation similarity and counselor universal-diverse orientation

A recurring question in multicultural counseling is whether client-counselor similarity on sociodemographic characteristics benefits counseling. A related issue is how counselor orientation to diversity relates to counseling process and outcome, both as a main effect and in interaction with counselor-client sociodemographic match. This cross-sectional study investigated these questions in relation to gay and bisexual male clients' counseling experiences by examining clients' perceived similarity to their counselor in sexual orientation, as well as counselors' self-reported orientation to diversity (assessed in terms of level of universal-diverse orientation [UDO]). Data were from 83 male-male client-counselor dyads recruited from lesbian/gay/bisexual-affirming counseling practices, where clients identified as gay or bisexual and counselors identified as gay, bisexual, or heterosexual. Counselor UDO was positively and uniquely associated with client ratings of the working alliance, session depth, and session smoothness. Perceived sexual orientation similarity was not directly related to any of the counseling-related criterion variables. Moreover, when counselors reported low levels of UDO, perceived similarity was negatively associated with the client-rated alliance and perceived improvement. Client religious commitment-a control variable in all analyses--was uniquely and negatively associated with client ratings of perceived improvement in counseling.