The relationship between need for closure and compliance to harsh power tactics in high demanding jobs: A study conducted among firefighters and social workers

The present research aimed at expanding Pierro, Kruglanski, and Raven’s work examining the interweaving between the need for closure (NFC; the desire to form quick and unambiguous knowledge) and the Interpersonal Power Interaction model. In particular, this study explored the idea that the greater compliance to harsh power tactics of subordinates’ employees, that are high on NFC, can increase when their desire to achieve cognitive closure is made more salient by a high (compared to low) level of perceived job demands. A sample of 280 subordinates employees belonging to two different organizational contexts filled in a self-report questionnaire. Through a moderation and simple slope analyses, we tested and confirmed our hypothesis. When job demands were high, it potentially impaired the subordinates’ chance to form a quick knowledge. As a result, high NFC subordinates showed a higher compliance with harsh power tactics. Such tactics, limiting the subordinates’ freedom of choice, can be conceived as a means to gain quick knowledge when the organizational context is perceived as particularly demanding. As far as practical implications, these results suggest that for high NFC subordinates the use of more directive and unambiguous guidelines (e.g., harsh power tactics) could minimize the scarcely tolerated cognitive cost associated with high job demands.     

The effect of culture and self‐construals on predispositions toward verbal communication

This study tested the effects of culture and self‐construals (i.e., independence and interdependence) on predispositions toward verbal communication. For the purpose of this study, we focused on two main areas of verbal communication predispositions: (a) communication apprehension and (b) argumentativeness. In our path model, we expected that culture‐level individualism increases one's construal of self as independent, which, in turn, leads to a higher degree of argumentativeness and a lower level of communication apprehension. We also expected that culture‐level individualism decreases one's construal of self as interdependent, which, in turn, leads to a lower degree of argumentativeness and a higher level of communication apprehension. Data to test the model were drawn from undergraduates (N=539) studying in Korea, Hawaii, and mainland U.S. The data were partially consistent with the theoretical predictions made. The implications of the results for theory and practice are discussed.     

Support from the top: supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships

The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and job satisfaction and LMX and job performance for subordinates. Hierarchical linear modeling analysis provided support for the hypotheses in a sample of 210 subordinates and 38 supervisors of a grocery store chain. The positive relationship between LMX and job satisfaction was stronger when supervisors had high POS. Moreover, LMX was related to performance only when supervisors had high POS.     

Verbal Aggression in Marriages A Comparison of Violent,Distressed but Nonviolent,and Nondistressed Couples

This study examines verbal aggression in the disputes of abusive couples. Verbal aggression is defined as both a predispositional trait and a relational pattern, so it is viewed within a system theory framework. Specifically, the study considers the relationship between verbal aggression and marital distress, the level of agreement between couples in reporting their verbally aggressive behavior, and the level and type of reciprocity in their verbal aggression. A sample of 82 couples representing violent, nonviolent distressed, and nondistressed relationships completed self-report instruments on verbal aggression and argumentativeness for themselves and their spouses and marital satisfactionfor themselves. Results show that abusive couples experience less marital satisfaction, less accurately recall each other's behavior, and have significant reciprocity in their verbal aggression compared to nonviolent distressed and nondistressed couples.     

Cognitive and emotional demands of black humour processing: the role of intelligence,aggressiveness and mood

Humour processing is a complex information-processing task that is dependent on cognitive and emotional aspects which presumably influence frame-shifting and conceptual blending, mental operations that underlie humour processing. The aim of the current study was to find distinctive groups of subjects with respect to black humour processing, intellectual capacities, mood disturbance and aggressiveness. A total of 156 adults rated black humour cartoons and conducted measurements of verbal and nonverbal intelligence, mood disturbance and aggressiveness. Cluster analysis yields three groups comprising following properties: (1) moderate black humour preference and moderate comprehension; average nonverbal and verbal intelligence; low mood disturbance and moderate aggressiveness; (2) low black humour preference and moderate comprehension; average nonverbal and verbal intelligence, high mood disturbance and high aggressiveness; and (3) high black humour preference and high comprehension; high nonverbal and verbal intelligence; no mood disturbance and low aggressiveness. Age and gender do not differ significantly, differences in education level can be found. Black humour preference and comprehension are positively associated with higher verbal and nonverbal intelligence as well as higher levels of education. Emotional instability and higher aggressiveness apparently lead to decreased levels of pleasure when dealing with black humour. These results support the hypothesis that humour processing involves cognitive as well as affective components and suggest that these variables influence the execution of frame-shifting and conceptual blending in the course of humour processing.     

The Impact of Argumentativeness on Resistance to Persuasion

This investigation examined the impact of argumentativeness on cognitive responses and attitude change. A negative relationship between argumentativeness and attitudes was predicted. In addition, argumentatives were expected to produce greater numbers of counterarguments. This research also tested a mediational model for cognitive responses and examined the role of argumentativeness in moderating the effects of cognitive responses on attitudes. These predictions were tested by exposing respondents to three mass media messages and measuring argumentativeness. A no-message control group was also included. Volunteer undergraduate college students saw one television advertisement and read two print advertisements and were asked to complete a post hoc thought listing task and a series of dependent measures. Results indicate that argumentative individuals tend to be more resistant to persuasion. Furthermore, argumentatives were found to generate greater numbers of counterarguments. Attitude change for the highly argumentative individual was found to be a function of both positive and negative responses. In addition, the results of this investigation were inconsistent with the moderation hypothesis.     

The Nature of Satisfaction With Subordinates: Its Predictors and Importance to Supervisors

Two studies examined supervisors' satisfaction with subordinates, and its predictors and importance to supervisors. Study 1 found entity relationships in the form of similarity between supervisors' and subordinates' values were uniquely related to satisfaction with subordinates. Liking of subordinates (from LMX theory) appears to link leadership and job-satisfaction domains. In Study 2, entity relationships, functional relationships, and job performance of subordinates were related to supervisors' satisfaction with subordinates. Functional relationships were the strongest and job performance the next strongest predictors. Performance was related moderately to similarity of supervisors' and subordinates' values and functional relationships. Satisfaction with subordinates was not related to supervisors' global satisfaction and turnover intention in either study, suggesting that subordinates may not be very important to supervisors.     

Extending the metatheoretical framework of social/political influence to leadership: Political skill effects on situational appraisals,responses, and evaluations by others

Building off and extending the metatheoretical framework of political skill, we examined the cognitive and behavioral mechanisms through which the intrapsychic effects of political skill inform its interpersonal effects, and how these interpersonal effects ultimately are transmitted into desirable outcomes. Specifically, we argue that politically skilled leaders demonstrate better situational appraisals (i.e., understanding), and thus, more appropriate situational responses (e.g., consideration and initiating structure behaviors); the demonstration of appropriate situational responses is argued to positively affect subordinates’ evaluations of their leaders (i.e., instrumentality) and subordinates’ concomitant attitudes (e.g., job satisfaction) and behaviors (e.g., performance). Results provided mixed support for the hypothesized relationships. Specifically, leader understanding mediated the relationship between political skill and consideration but not the relationship between political skill and structuring behaviors. Moreover, consideration was positively related to subordinates’ group-level instrumentality perceptions, whereas initiating structure was not. Finally, subordinates’ individual (within-level) perceptions of leader instrumentality were positively related to job satisfaction and performance. The implications of these findings as they relate to theory and practice are discussed along with this investigation's strengths, limitations, and directions for future research.     

Interpersonal sensitivity, status, and stereotype accuracy

A classic question in social and organizational psychology is whether low-status persons are more accurate in the perception of their high-status partners than the latter are in their perception of their subordinates. In a series of studies, Snodgrass (1985, 1992) tested this idea. She found that subordinates were more accurate at judging how their bosses viewed them than bosses were at judging how their subordinates viewed them, but that bosses were more accurate at judging how subordinates viewed themselves than subordinates were at judging how bosses viewed themselves. We believe, however, that these results were obscured by stereotype accuracy. Using previously collected data, we found that stereotype accuracy does lead to the pattern previously observed by Snodgrass. We also discovered that when we controlled for stereotype accuracy, subordinates' perceptions were generally more accurate than those of their bosses, which supports Snodgrass's original hypothesis.     

Predicting employees' satisfaction and burnout from managers' attachment and caregiving orientations

In recent years, there have been initial attempts to apply attachment theory to account for leader–follower relationships and leaders' contribution to followers' performance. Drawing on this theoretical framework, we examined the relationships between managers' attachment orientations and subordinates' job satisfaction and burnout. Data were collected from 85 work groups from 71 organizations consisting of 483 subordinates and their 85 direct managers from a variety of job roles. Hierarchical linear modelling analyses indicated that managers' attachment insecurities predicted higher job burnout and lower job satisfaction among subordinates, and that ineffective caring orientation of the managers mediated these links. Findings further showed that subordinates' attachment insecurities were associated with burnout and job dissatisfaction. Implications for leadership research and for the design of organizational intervention as well as future research directions are discussed.     

Workers With AIDS: Hypothetical Supervisors' Willingness to Make EAP Referrals

This study investigated the willingness of 86 hypothetical supervisors to refer subordinates with five types of problems (AIDS, HIV-positive, alcohol abuse, cocaine abuse, and job impairments) to an Employee Assistance Program (EAP). The overall hypothesis was supported. The more severe the worker's problem, the more likely supervisors were to engage in an EAP referral.     

Relationships Among Conflict Management Styles,Levels of Conflict,and Reactions to Work

Abstract

Relationships among (a) conflict management styles, (b) levels of conflict, (c) two general reactions to work, and (d) four types of individual outcomes experienced by employees in the United States were assessed in two studies. In Study 1, subordinates using a high-obliging style with supervisors experienced more intrapersonal conflict, supervisors using a high-integrating style with subordinates reported more intrapersonal and intragroup conflict, and low-dominating supervisors reported significantly greater intragroup conflict. In Study 2, high-integrating subordinates experienced less intrapersonal, intragroup, and intergroup conflict than low-integrating subordinates did. The results of analyses also indicated that there was a strong relationship between integrating and all six organizational outcomes. Lower job satisfaction and fewer interpersonal rewards were associated with a high-dominating style. Both integrating and compromising were positively related to interpersonal outcomes, and dominating and avoiding were negatively related to interpersonal outcomes. Finally, the more conflict individuals experienced on the job, the lower their job satisfaction and their outcomes were.     

参与型领导对员工幸福感的双重影响：感知同事支持的调节作用

本研究探究了参与型领导对员工工作幸福感的双重影响,并探究了感知同事支持的调节作用。基于191份互联网企业员工的三阶段追踪数据,采用路径分析发现：参与型领导既能增强员工的组织自尊进而提升员工工作幸福感,又会加重员工的工作负荷进而降低员工工作幸福感。感知同事支持在上述两条路径过程中发挥调节作用,当员工感知到高水平同事支持时,工作负荷的中介效应被削弱,而组织自尊的中介效应被强化。上述结果能启发管理者如何有效地为企业员工谋幸福。     

HOW LEADER–MEMBER EXCHANGE INFLUENCES EFFECTIVE WORK BEHAVIORS: SOCIAL EXCHANGE AND INTERNAL–EXTERNAL EFFICACY PERSPECTIVES

In this article, we propose and test an integrative theory of leader–member exchange (LMX) that extends our understanding of the mechanisms affecting LMX and important organizational outcomes. We argue that LMX enhances job performance and organizational citizenship behaviors (OCBs) through 2 sets of processes. As a result of a social exchange process, high LMX managers encourage reciprocal obligations. These obligations are manifested as subordinate commitment to their supervisors. This commitment, in turn, prompts more OCBs and higher job performance. Through a second process, high LMX supervisors enhance their subordinates’ self‐efficacy and means efficacy, thereby improving job performance. Results of a field study support our predictions. Theoretical and practical implications and directions for future research are discussed.     

Attachment,Mental Health,and Verbal Aggressiveness in Personal Relationships

This study examined the association between verbal aggressiveness and individual differences in attachment orientations and mental health, defined as a state of emotional well-being. One hundred and thirty-two college-aged students completed measures assessing their attachment orientations, mental health, and verbal aggressiveness. Results indicated that security in attachment was negatively associated with verbal aggressiveness, and preoccupation with relationships was positively associated with verbal aggressiveness. In addition, mental health was negatively associated with verbal aggressiveness. Results indicated support for a statistical model in which mental health mediated the association between attachment orientations and verbal aggressiveness.     

Do Subordinates Formulate an Impression of their Manager's Implicit Person Theory?

Implicit person theory (IPT) is characterised by the belief that specific attributes of people are generally either more static (i.e. entity beliefs) or more malleable (i.e. incremental beliefs). Within the organisational sciences literature, past IPT research has focused on the impact of managers' IPT beliefs on their own behaviours. The current research advances the extant literature by presenting two empirical studies that assess whether subordinates formulate an impression of their manager's IPT. The results are consistent with subordinates forming such an impression, as subordinates working under the same manager generally agreed on their manager's IPT. Moreover, our results support the convergent validity (e.g. with job satisfaction, turnover intention) and the discriminant validity (e.g. with transformational leadership, subordinates' own IPT perception) of the subordinates' impressions of their manager's IPT. The theoretical and practical implications of the current research, and future directions regarding cross‐cultural differences related to IPT impression, are discussed.     

Leader Humor Extends beyond Work: how and when Followers Have Better Family Lives

Although the consequences of leader humor on subordinates have been well documented, the important issues of how and when leader humor affects employees’ attitudes or behaviors beyond the workplace have received limited attention. We integrate the humor literature with spillover-crossover theory to address the gap regarding the implications of leader humor in the nonwork domain. By performing an experiment and two field studies involving employee-spouse dyads, we consistently find 1) a positive association between leader humor and followers’ job satisfaction, 2) a spillover effect of followers’ job satisfaction on subordinates’ work-to-family enrichment (WFE) and a crossover effect of subordinates’ WFE on their spouses’ marital satisfaction, 3) serial mediating effects of followers’ job satisfaction and WFE on the leader humor-spouses’ marital satisfaction link, and 4) a stronger positive indirect effect of leader humor on spouse’ marital satisfaction via followers’ job satisfaction and WFE when followers’ perceived organizational interpersonal harmony is low. We discuss the theoretical implications of these findings and suggest practical implications for developing leader humor to enhance employee well-being.

     

A Longitudinal Investigation of Task and Contextual Performance Influences on Promotability Judgments

Promotions in organizations traditionally have represented the principal measure of career success, and they tend to be based on evaluations or judgments of employees' promotability made by supervisors. Yet theory and research on the antecedents of promotability judgments have presented an inconsistent and ambiguous picture of just what factors are best predictive of such evaluations. In the present investigation, longitudinal data obtained from supervisors of professional employees were used to rigorously test the relative influence of task and contextual performance on judgments of promotability. Results indicate that task and contextual performance not only explain unique variance in judgments of promotability but also interact, such that subordinates who excel in task performance and in the job dedication aspect of contextual performance are judged more suitable for promotion than subordinates who excel in one but not in the other. Implications of results are discussed and future research directions are offered.     

Servant leadership and employee outcomes: the moderating role of subordinates’ motives

Drawing from implicit leadership theories we advance servant leadership theory by examining moderating mechanisms that explain under what conditions servant leader behaviours impact followers in organizations. Specifically, we focused on the moderating role of subordinates’ motivational orientations—prosocial values or impression management motives—in relationships between servant leadership behaviours and job satisfaction, as well as subordinate organizational citizenship behaviours (OCBs). Using time-lagged data collected from 192 supervisor-subordinate dyads, we found that servant leadership was positively associated with employees’ job satisfaction, but not significantly related to their performance of OCBs. We also found evidence that subordinates’ motives moderate the relationships between servant leadership and outcomes. Specifically, employees high on impression management experienced lower levels of job satisfaction than their lower scoring counterparts. Our findings suggest that servant leadership may not be equally beneficial for all followers. We discuss implications for theory and practice.     

Verbal aggressiveness and state anxiety of volleyball players and coaches

The purpose of the present study was to examine the relation of verbal aggressiveness and state anxiety (somatic, cognitive, and self-confidence) in sports settings based on the ratings by volleyball coaches and their athletes. The sample consisted of volleyball athletes (n=208; 98 men and 110 women) and their coaches (n=20; 16 men and 4 women). Analysis showed that male volleyball players rated somatic anxiety higher and were more affected by the verbal aggressiveness of their coaches than female volleyball players. No mean differences were significant for male and female coaches on somatic or cognitive anxiety, self-confidence, or verbal aggressiveness. Also, correlation between subscale scores for male and female volleyball players and coaches was found. The correlations of verbal aggressiveness with self-confidence and anxiety were positive for these athletes, leading them to better behavior. This relationship needs further examination in sport settings.