Extrinsic Motives as Moderators in the Relationship Between Fairness and Work-Related Outcomes Among Temporary Workers

Purpose

This study assessed how motives for having a temporary job influence the effects of experienced fairness on work-related attitudes.

Design/methodology/approach

We examined the moderating effect of three motives for being in temporary employment (the autonomous or voluntary motive, the stepping-stone motive, and the controlled or involuntary motive) on the relationship between experienced fairness and outcomes. Hierarchical multiple regressions were performed on questionnaire data of a sample of 299 Dutch temporary workers.

Findings

For temporary employees who accepted temporary employment voluntarily, low fairness is related to lower self-reported performance. For employees who use their temporary job as a way to obtain permanent employment, fairness is not related to work-related attitudes and behavioral intentions. Those who are involuntarily in a temporary job react stronger on fairness and have a higher intention to quit.

Implications

Fairness is weakly related to work-related attitudes and behavioral intentions under two conditions: when perceived goal attainment is high, and when the worker is dependent on the temporary job to reach that goal. This study provides support for the assumption that motives may override automatic responses to fairness.

Originality/value

This article is one of the first studies that provide evidence for the influence of motives on reactions to fairness. Additionally, this study considers reactions to fairness in a growing contingent of the workforce, that is temporary workers. It provides evidence that the dynamics in fairness perceptions may be different for temporary workers in comparison to their counterparts with permanent contracts.     

Facial reactions to emotional stimuli: Automatically controlled emotional responses

Based on a model in which the facial muscles can be both automatically/involuntarily controlled and voluntarily controlled by conscious processes, we explore whether spontaneously evoked facial reactions can be evaluated in terms of criteria for what characterises an automatic process. In three experiments subjects were instructed to not react with their facial muscles, or to react as quickly as possible by wrinkling the eyebrows (frowning) or elevating the cheeks (smiling) when exposed to pictures of negative or positive emotional stimuli, while EMG activity was measured from the corrugator supercilii and zygomatic major muscle regions. Consistent with the proposition that facial reactions are automatically controlled, the results showed that the corrugator muscle reaction was facilitated to negative stimuli and the zygomatic muscle reaction was facilitated to positive stimuli. The results further showed that, despite the fact that subjects were required to not react with their facial muscles at all, they could not avoid producing a facial reaction that corresponded to the negative and positive stimuli.     

Distinguishing Source of Autonomy Support in Relation to Workers' Motivation and Self-Efficacy

ABSTRACt

The purpose was to investigate the relationship between autonomy support by managers and co-workers and employees' work motivation and self-efficacy in two studies. In Study 1, a sample of 343 Swedish workers completed surveys, and in Study 2, we followed up with a subsample of 98 workers one year later. As in previous studies, managers' support of autonomy was significantly positively related to workers' outcomes. However, the results of Study 1 also showed that co-worker autonomy support was related to these outcomes over and above the effects of manager support. Study 2 showed that changes in autonomy support from co-workers during one year significantly predicted motivation and self-efficacy one year later, while change in support from managers was unrelated to outcomes later. These findings provide evidence for the importance of both vertical and horizontal sources of support.     

Perceptions of informal sanctioning and the stigma of involuntary childlessness

This study systematically examines the role of informal social response in the emergence of involuntary childlessness or infertility as a stigmatizing attribute. Seventy‐one involuntarily childless women provide detailed instances of perceived informal social sanctions related to their infertility. Subjects perceive that normals consider infertility to be caused by psychological or sexual malfunctioning, or by the woman in the dyad. Infertility is also seen by some to act as a master status. Subjects categorize other infertile individuals in terms of stigma and consider male infertility to be more stigmatizing than female infertility. Social sanctions and social control are shown to be relevant to an understanding of the experience of involuntary childlessness.     

Work Motivation in “Post-Socialist” Industrial Organizations

Abstract

This article describes a study into the needs and behavioural reaction patterns in a sample of 715 workers in Bulgarian industrial firms during the “post-Socialist” period. The findings from this study cast doubt on some popular views of the typical motivation and reactions to work in the former “Socialist society”. Our data suggest that higher order needs are dominant in the motivational hierarchy and are significant in determining work outcomes, such as satisfaction, tendency to leave, and stress. We found no evidence for a motivational stereotype characterized by a low level of work involvement, lack of initiative, obedience, etc. hypothesized by other authors. In order to gain a better understanding of work motivation, it is useful to differentiate needs from the opportunities to satisfy those same needs, as well as work motivation from behavioural reaction patterns that actualize the opportunities and relate them to personal outcomes. A specific behavioural reaction pattern seems to exist among Bulgarian workers as an adaptation reaction to the specific environment of the “(post-) Socialist” industrial organization. This pattern, identified as “egocentrism in work”, combines a high involvement in work with partial alienation, i.e. detachment from the organization and income.     

The role of workaholism in the job demands-resources model

Background and Objectives: The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. Design: We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. Methods: The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. Results: The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work–family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. Conclusions: These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.     

Suppression and justification processes to reduce in-group bias in a multiculturalism diversity context

IntroductionThis study investigates the impact of an organisational multiculturalism perspective of diversity on in-group bias towards people of foreign origin.ObjectiveWe hypothesise that organisational multiculturalism constitutes a norm which creates a positive context for intergroup relations. We expect that when workers perceive that their organisation recognises group differences, their own values are influenced, namely egalitarian values and perceived value violation. The value-related mediators are conceptualised in the frame of justification-suppression model (Crandall & Eshleman, 2003) respectively as suppression and justification.MethodData were collected from a sample of 402 workers who completed an anonymous questionnaire.ResultsBased on structural equation modelling, results show that the perception of organisational multiculturalism is negatively and indirectly related to in-group bias through both suppression and justification processes.ConclusionThis study highlights that the perception of the normative context of an organisation is related to workers’ attitudes. The results are discussed consistent with the literature on diversity.     

Production workers' reactions to a plant closing: The role of transfer,stress, and support

Abstract

This study investigated the reactions of Canadian unionized production workers following a plant closing announcement. Workers who had been transferred reported significantly greater job security, more trust in the company, greater commitment to the company, and higher job performance than workers who remained at the plant. They also reported less trust in their union than the remaining workers. Perceived supervisor support was positively related to company trust and company commitment and perceived union support was positively associated with union trust and union commitment. High stress appraisal (perceived injustice and job insecurity) was associated with increased strain, lower job performance, reduced trust in the company, and reduced company commitment, but had no significant effect on the union-related outcomes. The implications of these findings for companies and unions are discussed.     

Impact of Marketing Work-Place Diversity on Employee Job Involvement and Organizational Commitment

Abstract

Much of the debate about managing work-force diversity concerns the rationale for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in diversity initiatives; they examined which of 6 diversity arguments (T. H. Cox & S. Blake, 1991) were most often used by U.S. firms and accepted by employees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job involvement and organizational commitment, even though the respondents ranked the resource-acquisition argument as the most acceptable. The authors also found that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs.     

Visual load and variability of muscle activation: Effects on reactive driving of older adults

BackgroundThe functional significance of the increase in motor output variability with increased visual information processing in older adults remains unclear. Here, we test the hypothesis that increased visual information processing increases muscle activation variability in older adults and impairs their ability to react as fast and as precisely as young adults during a simulated reactive driving task.MethodsFourteen young and sixteen older adults performed a reactive driving simulation task that required responding to unexpected brake lights of the car ahead during a simple reaction time task (low visual information processing condition) and a choice reaction time task with “no go” trials condition (high visual information processing condition). We quantified the following: 1) reactive driving performance – combination of premotor response time, motor response time, and brake force error; 2) motor output variability – brake impulse variability; 3) muscle activation variability – variability in the tibialis anterior (TA) muscle activity.ResultsThe increase in information processing exacerbated the impaired reactive driving performance in older adults. The best predictor of this impairment was the increase in brake force error. The impaired reactive driving performance was related to brake impulse variability and variability in the TA activity.ConclusionsThis study provides novel evidence that increased information processing increases muscle activation variability in older adults with detrimental consequences to their ability to perform a simulated reactive driving task.     

An Investigation of Abusive Supervision,Vicarious Abusive Supervision,and Their Joint Impacts

ABSTRACT

Recent work has begun to look at the impact of abusive supervision, a dysfunctional workplace behavior, on employee outcomes. This study extends this line of research by examining vicarious abusive supervision (abuse not directly experienced, but rumors about it or hearing about it, that is “experienced vicariously”). In particular, this research effort investigates whether vicarious abuse has effects above and beyond those accounted for by personally experienced abusive supervision on the outcomes of job frustration, coworker abuse, and perceived organizational support. Our sample is composed of 233 workers from a large variety of organizations. Results reveal that both personally experienced and vicarious abuse have negative impacts and these effects are heightened when both forms of abusive supervision are present. Practical and theoretical implications, as well as directions for future research, are offered.     

Truth,rightness, and permanent acceptability

Goodman and Elgin want truth to be demoted and rightness to be promoted. In the first part of this paper the main reasons they offer for this reorientation are discussed. Goodman once suggestedthat one construe truth as acceptability that is not subsequently lost, but later he quietly dropped this proposal. In the second part of this paper it is argued that ultimate acceptability is indeed neither a necessary nor a sufficient condition for truth.This paper was read at the ZiF authors' colloquium with Nelson Goodman and Catherine Elgin, Bielefeld, 1991.     

Diversity climate promises in ideological psychological contracts: racial differences in responses to breach and fulfilment

ABSTRACT

Diversity, a major societal force that exerts an important influence on contemporary workplaces, may play a role in shaping present-day workers’ psychological contracts. In two studies, we explored diversity as an ideological commitment in psychological contracts and its impacts on workers and organizations. In Study 1, a three-wave longitudinal study following workers from pre- to post-hire, organizations’ use of diversity recruitment was positively associated with job-seekers’ perceptions that ideological diversity climate promises were made pre-employment. In addition, we found that subsequent perceptions of breaching these promises have negative effects on worker attitudes and behaviours above and beyond the consequences of traditional (i.e., transactional and relational) psychological contract breach. Unexpectedly, fulfilment and breach of ideological diversity climate promises were more weakly related to racial minority than majority group workers’ attitudes and behaviours. In Study 2, using both between- and within-person experimental designs, we largely replicate this counter-intuitive moderating effect and uncover that racial minority versus majority workers’ differential reactions can be explained by their prior experiences with racial discrimination. Our work substantiates that diversity is an important ideological commitment and provides novel insights as to the mechanisms and consequences of ideology for workers’ psychological contracts.     

Health and well-being at work: The hospital context

IntroductionStudies have shown the importance of psychosocial risks for physical and mental health particularly in the medical sector and among hospital workers.ObjectiveThe main goal of our study is to measure the magnitude of the six dimensions of the psychosocial work environment in a French hospital. The second goal is to highlight from the six dimensions, which are the most important ones for the hospital workers in order to propose specific actions of improvement of the well-being at work and prevention of social risks.MethodOur sample is composed of 1139 hospital workers. (1) A 24-item scale was created, based on the six dimensions identified by the DARES study. This scale allows measuring the degree of psychosocial risk and of well-being at work. (2) Social representations are measured by a free association task based on the target expression: well-being at work in the hospital. (3) Participants also answered an open-ended question, on how to improve well-being at work in the hospital; answers were analyzed by a hierarchical classification.ResultsFour of the six dimensions extracted from the factorial analysis are equal to those identified by the DARES’ report: Work demand, Emotional demands, Relationships at work and Job insecurity. Quantitative analyses show that, for hospital workers, the level of risk is the highest on the first two. The social representation of well-being at work in the hospital, and the discourse analysis indicate that the dimension which is the most important for the hospital workers is Relationships at work.ConclusionIn this study, the use of both quantitative and qualitative assessments allows having some elements to analyze the quality of working conditions in the hospital. Moreover, reducing the level of psychosocial risk has a positive effect on workers’ satisfaction, well-being and health.     

The relation of illness perceptions to stress,depression, and fatigue in patients with chronic lymphocytic leukaemia

Objective: Chronic lymphocytic leukaemia (CLL) is the most prevalent adult leukaemia and is incurable. The course and treatment of CLL is unique and characterised by repeated cycles of treatment, stable disease and relapse. Utilising a Self-Regulatory Model framework, we examined the relationship between patients’ illness perceptions and cancer-specific stress, depressive symptoms and fatigue. Our aim was to test illness perceptions as predictors of these outcomes when variance due to disease and treatment variables was controlled.

Design: Data were collected on 147 patients with relapsed/refractory CLL as they entered a phase II clinical trial of an investigational medication at a university affiliated, National Cancer Institute designated comprehensive cancer center.

Main outcome measures: Cancer-specific stress, depressive symptoms and fatigue interference.

Result:. Hierarchical multiple regression was used. Consequences and emotional representation were related to all outcomes (ps?p?p?Conclusion: Illness perceptions are related to cancer-specific stress, depressive symptoms and fatigue interference in relapsed/refractory CLL. Interventions targeted at restructuring maladaptive illness perceptions may have clinical benefit in this population.     

Promoting positive development among youth from refugee and migrant backgrounds: The case of Kicking Goals Together

ObjectivesThe purpose of this study was to explore the case of Kicking Goals Together (KGT), a programme that combines a football competition with a life skills education intervention to elicit Positive Youth Development (PYD) outcomes for youth from refugee and migrant backgrounds. The Holt et al. (2017) model of PYD through sport provided the framework for the analysis of the case.MethodsSemi-structured interviews were conducted with ten participants comprising six of the programme’s participants and four stakeholders. A deductive-inductive content analysis was used to explore the individuals’ perceptions and experiences, the PYD outcomes, and the climate and implicit and explicit processes that related to these outcomes.FindingsThe KGT climate supported the making of new friends and meeting new people; provided supportive relationships with adults; while participants described parents as being proud, supportive, but distanced. Personal outcomes related to PYD included increased confidence, improved networking skills, and enhanced employment opportunities. The social outcomes included improved communication, development of intercultural understanding and acceptance, improved teamwork and leadership, and a greater sense of belonging to a wider and more inclusive community.ConclusionAnalysis of the findings provided support for the analytical generalisation (Smith, 2018) and value of the Holt et al. (2017) model. Specifically, in highlighting how the structure and climate of the KGT initiative supported PYD outcomes. An environment that celebrated cultural diversity, and where youth had access to adults who were “functional advocates” (Whitley, Massey, & Wilkinson, 2018, p. 121) was identified as key to the achievement of these outcomes.     

Psychometrics properties of the French version of the van Dam's Employability Questionnaire

IntroductionThe importance of employability is related to the fact that various studies show that this resource allows people to enter and maintain their employment or to progress in their career.ObjectiveThe aim of this study is to analyse the psychometric characteristics of the French version of van Dam's Employability Scale.MethodOne hundred and ninety French workers and job seekers completed the questionnaire. Confirmatory factor analysis was carried out, and reliability and discriminant validity between employability orientation and employability activities were tested.ResultsThe results confirm two related but independent factors.ConclusionVan Dam's scale offers the professional community an excellent short instrument to measure the two dimensions of employability: employability orientation and employability activities.     

Determinants of sanitary measures and lockdown compliance among health professionals during the COVID-19 pandemic

IntroductionCOVID-19 pandemic forced several countries to establish sanitary and lockdown measures to prevent the spreading of the virus. Only necessary workers were allowed to work, including health workers in hospitals.ObjectivesThis study explores the association between some variables and sanitary measures compliance among health workers during a pandemic.MethodA total of 299 Health workers were recruited online using social networks. Participants completed questionnaires evaluating personality, coping, Anxiety and depression, psychological flexibility and sanitary measures compliance.ResultsCorrelations indicated most observant participants were more likely to present efficient coping and more based on problem solving. Also, Honesty-Humility as a personality trait was positively correlated to a better compliance. Regressions indicated the perceived utility of sanitary measures was the strongest predictor for compliance among health workers. Honesty-Humility and sanitary risks perception were predictors for compliance.ConclusionsThis study conducted among health workers points indicates variables associated with higher compliance. Our results suggest compliance and non-compliance as health behaviours or risk behaviours are linked to perceived threats. This perception is linked to health workers’ knowledges, their coping strategies, and personality.     

Work Values Among Lebanese Workers

Abstract

On the basis of a review of the existing literature, the authors tested 4 hypotheses to determine the applicability of work values in Arab societies to employees in Lebanese organizations. Only 1 hypothesis was supported: Organizational policies that ran counter to the worker's religious values had an adverse effect on job satisfaction. There was no support for the hypotheses (a) that workers' religiosity is inversely related to positive attitudes toward women's involvement at work, (b) that employee satisfaction is related to a mechanistic organizational design, or (c) that workers with an internal locus of control experience higher job satisfaction. The Lebanese workers, thus, did not appear to share some of the attributes claimed to exist in Arab societies.