The promise and peril of self-affirmation in de-escalation of commitment

Drawing on the motivated cognition literature, we examine how self-affirmation processes influence self-justification needs and escalation decisions. Study 1 found that individuals with a larger pool of affirmational resources (high self-esteem) reduced their escalation compared to those with fewer affirmational resources (low self-esteem). Study 2 extended these findings by demonstrating that individuals also de-escalated their commitments when they were provided an opportunity to affirm on an important value. Finally, Study 3 found that affirming on traits that were of low relevance (e.g., creativity) to an initial decision reduced escalation, but affirming on decision-relevant traits (e.g., decision-making ability) ironically increased escalation. Across three studies, using three instantiations of self-affirmations and two measures of escalation, the results highlight the potential benefits and costs of using self-affirmation as a vehicle to de-escalate commitment.     

Civil commitment: An economic perspective

The rules governing the civil commitment of mentally ill persons result from complex legislative and judicial processes. In this article an economic approach to the evaluation of commitment laws is presented. A related economic model is applied to the process by which commitment rules are selected and changed. In the economic approach the benefits and costs of civil commitment are specified and analyzed to determine an optimal number of commitments. A graphical model is used to reinforce the conclusions. The distinction between private and social benefits and costs is used to derive the conclusion that some civil commitment is consistent with the economic principle of optimality. Failures in the political process are shown to generate a need for judicial intervention to correct for possible biases toward overcommitment and an inadequate quality of care. An alternative to the economic evaluation of commitment rules, based on the work of Rawls, is also presented.     

Casualties of war and sunk costs: Implications for attitude change and persuasion

The purpose of the present research was to gain greater insight into how people's support for an ongoing war might be influenced by providing information about recent casualties of war. On intuitive grounds, one might expect that such information might often decrease support for the war, especially when the war in question is relatively unpopular. However, research and theory on the “sunk cost effect” suggests, somewhat paradoxically, that highlighting such losses could actually increase, not decrease, support for the war, as driven by the goal to avoid wasting valuable resources. Across two experiments (one focusing on the war in Iraq, another focusing on the war in Afghanistan), we found that the effects of the war casualty information on attitudes were moderated by a recent use and activation of the relevant “don't waste” goal, which had been previously primed in a non-political context. The implications of our findings for theory and research on attitude change, as well as the judgment and decision making area, are discussed.     

The mental accounting of sunk time costs: why time is not like money

The sunk‐cost effect, an irrational attention to non‐recoverable past costs while making current decisions, has been documented widely in the domain of monetary costs. In this paper, I study the effect of past time investments on current decisions. In three experiments using choice situations, I demonstrate that the sunk‐cost effect is not observed for past investments of time, but the effect reappears when the investments are expressed as monetary quantities. I further propose that this ‘pseudo‐rationality’ is due to the fact that individuals lack the ability to account for time in the same way as they account for money. In two additional experiments, I facilitate the accounting of time and show that the irrational sunk‐cost effect reappears. In a final experiment, I test my propositions in a setting where subjects make real investments of time and subsequently make real choices. Copyright © 2001 John Wiley & Sons, Ltd.     

A developmental contextual perspective on identity construction in emerging adulthood: change dynamics in commitment formation and commitment evaluation

A developmental contextual test of a dual-cycle model of identity formation is presented. In addition to a commitment-formation cycle-represented by Marcia's (1966) classical dimensions of exploration in breadth and commitment making--the model comprises a commitment-evaluation cycle--constituted by 2 additional dimensions of exploration in depth and identification with commitment. In a sample of 402 college students assessed 4 times over 2 years, both dimensions of the commitment-formation cycle and exploration in depth increased across time. Identification with commitment showed a slight decrease across time. Latent growth curve (LGC) modeling analyses indicated that the 2 identity cycles are interwoven in a dynamic interplay that defines identity formation. Contextual influences on identity development were identified through a natural experiment. Commitment evaluation constituted the core identity cycle in the normative-progression group (i.e., students who moved on to the sophomore year). Both commitment formation and commitment evaluation were at work in the reorientation group (i.e., students who repeated their freshman year or changed their major). Implications and suggestions for future research are discussed.     

Belonging without commitment: the Christocentric view and the traditionist perspective on modern religion

This essentially theoretical article suggests a novel way to conceptualise the middle spaces of people whose link to religion is perceived as partial and fragmentary – the vast majority of the population in the world of the twenty-first century, who belong to a religious tradition but are quite selective in their observances. We first argue that current conceptualisation of the middle spaces suffers from a predisposition we view as ‘Christocentric’. As the key to an alternative and non-Christocentric approach, we suggest the concept of ‘traditionism’, which permits a new theoretical discussion of the meanings of religion for contemporary individuals who belong to a religious tradition but are not fully committed to its current authorities or affiliated with recognised denominations. As a case study to clarify the new, non-Christocentric conceptualisation, we suggest the religious identity of contemporary ‘Arab Jews’ – Jews whose families originated in the Muslim Middle East – to highlight the potential contribution of a certain Jewish perspective to an understanding of modern religion as tradition and of modern practitioners of religion who belong to no denomination as ‘traditionists’.     

Employee commitment in context: The nature and implication of commitment profiles

It is well established that employee commitment can take different forms (e.g., affective, normative, and continuance), yet it is only recently that theory has been advanced to explain how these different forms combine to influence behavior (Meyer & Herscovitch, 2001). We tested this theory with data from employees in three human services organizations (N = 403). Using latent profile analyses, we identified six distinct profile groups and found that they differed on measures of need satisfaction, regulation, affect, engagement, organizational citizenship behavior, and well-being. The observed differences are consistent with the notion that a commitment profile provides a context that determines how the individual components are experienced (Gellatly, Meyer, & Luchak, 2006). We discuss the theoretical and practical implications of this context effect.     

B-theory old and new: on ontological commitment

The most important argument against the B-theory of time is the paraphrase argument. The major defense against that argument is the “new” tenseless theory of time, which is built on what I will call the “indexical reply” to the paraphrase argument. The move from the “old” tenseless theory of time to the new is most centrally a change of viewpoint about the nature and determiners of ontological commitment. Ironically, though, the new tenseless theorists have generally not paid enough sustained, direct attention to that notion. I will defend a general criterion of ontological commitment and apply it to generate a version of the new tenseless theory of time. I will argue that many of the extant versions of the new tenseless theory of time (specifically, all those which seek to identify tenseless truth-conditions of tensed sentences as a way out of apparent ontological commitment to tensed features of reality) are unsatisfactory because their general criterion of ontological commitment is inadequate. Those versions of the new tenseless theory which are adequate (specifically, those which identify tenseless truthmakers for tensed sentences) actually entail the criterion of ontological commitment that I defend, despite appearances to the contrary.     

Organizational identification and commitment: correlates of sense of belonging and affective commitment

The general purpose of this work is to analyze the overlap between organizational identification and commitment. Specifically, our study focuses on the analysis of the differences and similarities between sense of belonging (a dimension of organizational identification) and affective commitment (a dimension of organizational commitment). In order to do this, we analyzed their discriminant validity and raised their relationship with variables that previous research had showed like precedent and subsequent variables of them: value congruence, perceived support, organizational citizenship behavior, and intention to continue in the organization. A total of 292 people at one organization completed surveys measuring the variables previously described. The results showed that sense of belonging and affective commitment are different concepts and they have different relationships with relation to precedent and subsequent variables. Affective commitment seems to be more useful than sense of belonging to predict organizational citizenship behavior aimed at the organization and intention to continue. Some practical implications are described.     

The logical structure of linguistic commitment II: Systems of relevant commitment entailment

In The Logical Structure of Linguistic Commitment I (The Journal of Philosophical Logic 23 (1994), 369–400), we sketch a linguistic theory (inspired by Brandom's Making it Explicit) which includes an expressivist account of the implication connective, : the role of is to make explicit the inferential proprieties among possible commitments which proprieties determine, in part, the significances of sentences. This motivates reading (A B) as commitment to A is, in part, commitment to B. Our project is to study the logic of . LSLC I approximates (A B) as anyone committed to A is committed to B, ignoring issues of whether A is relevant to B. The present paper includes considerations of relevance, motivating systems of relevant commitment entailment related to the systems of commitment entailment of LSLC I. We also consider the relevance logics that result from a commitment reading of Fine's semantics for relevance logics, a reading that Fine suggests.     

Consciousness: a neurological perspective

Consciousness is a state so essentially entwined with human experience, yet so difficult to conceptually define and measure. In this article, we explore how a bidimensional model of consciousness involving both level of arousal and subjective awareness of the contents of consciousness can be used to differentiate a range of healthy and altered conscious states. These include the different sleep stages of healthy individuals and the altered states of consciousness associated with neurological conditions such as epilepsy, vegetative state and coma. In particular, we discuss how arousal and awareness are positively correlated in normal physiological states with the exception of REM sleep, while a disturbance in this relationship is characteristic of vegetative state, minimally conscious state, complex partial seizures and sleepwalking.     

Calling and work-related outcomes: Career commitment as a mediator

The current study tested the hypothesis that experiencing a calling to a particular career would relate positively to work-related outcomes, and that these relations would be mediated by career commitment. Using a sample of 370 employees representing diverse occupations at a Western research university, results supported these hypotheses as calling moderately correlated with career commitment, job satisfaction, and organizational commitment and weakly correlated with withdrawal intentions. Career commitment was found to fully mediate the calling–job satisfaction relation, partially mediate the calling–organizational commitment relation, and act as a suppressor in the relation between calling and withdrawal intentions; calling was associated with somewhat greater withdrawal intentions once a person's level of career commitment was taken into consideration. These results suggest that career commitment may represent a critical link between calling and work-related well-being. Implications for research and practice are explored.     

Union commitment and participation: a 10-year longitudinal study

The authors longitudinally investigated the causal nature of the relationship between union commitment and participation in informal union activities. A total of 134 members of the National Association of Letter Carriers were studied over a 10-year period. Using cross-lagged regression analysis, early union commitment was found to predict the level of informal union participation 10 years later. The reverse and reciprocal relationships were not supported. These findings support and extend earlier research on the causal nature of the short-term relationship between union commitment and participation. The implications of the findings for researchers and labor unions are discussed.     

Procedural justice and layoff survivors' commitment: a quantitative review

Layoffs are common in today's organizations. Most studies that have examined the correlation between procedural justice and the organizational commitment of layoff survivors have yielded positive correlations, but the magnitude of the correlations varies widely. This study is the first to estimate the population correlation and to identify the primary sources that cause variation in the correlation across studies. The results indicated that justice and commitment correlations can always be expected to be positive. Based on a total sample size of 9080 individuals, the estimated mean population correlation was .34. Variation was primarily explained by attributes of the justice measure where multiple items scales and scales composed of both interactional and procedural justice items yielded higher correlations than single item measures. Therefore, it is important that employers recognize the substantial assuaging affect that procedural and interactional justice can have on survivors' organizational commitment.     

Escalating commitment to a relationship: The sexual harassment trap

Divergent perceptions of sexual harassment were explored in a case of a perpetrator's gradual sexual advancements and a target's escalating commitment to their relationship. Participants were 60 male and 60 female undergraduate students from a private midwestern university. Approximately 7% were minority members. Males and females interpreted the male perpetrator's actions differently, particularly when the female target made prior commitments to a friendly relationship. Specifically, males' ratings of sexual harassment decreased when the female target participated in increasingly informal, friendly interactions. Females ratings remained relatively constant despite the target's reactions. Attributions and reactions to the harassment also were influenced. Interestingly, as the target's commitment increased, both males and females reported a lower likelihood that the target would seek help.This study was part of the second author's master's thesis at Drake University. An earlier version of the study was presented at the 6th Annual Conference of the Society for Industrial and Organizational Psychology, St. Louis, Missouri, April 1991. The authors would like to thank John Binning, Michael Ford, William Klipec, Paula Radefeld, and LaVerne Rogers for their contributions to this research.