Being a good or a just teacher: Which experiences of teachers’ behavior can be more predictive of school bullying?

In two cross‐sectional questionnaire studies with N = 2,931 German students, aged between 12 and 17 years (M = 14.1, SD = 0.5), we investigated the relation between students’ bullying behavior and their personal belief in a just world (BJW). We considered students’ personal experience of teacher justice as a possible mediator in this relation and investigated whether the students’ experiences of their teachers’ classroom management explained bullying behavior in addition to personal BJW and teacher justice, while statistically controlling for sex and school type. In both studies, multilevel modeling results showed that the more students endorsed personal BJW and the more they evaluated their teachers’ behavior toward them personally as being just, the less likely they were to report that they bullied others. The students’ personal experience of teacher justice mediated the association of personal BJW with bullying. Furthermore, the students’ personal experience of classroom management significantly predicted bullying in addition to personal BJW and teacher justice. The observed relations were mainly significant at the individual level. The pattern of results persisted when we controlled for school type and when we considered student sex as a moderator. We discussed the adaptive functions of BJW and implications for future school research and practice.

     

Perceived organisational support influences on job satisfaction and organisational commitment among junior academic staff members

This study investigated the relationship between perceived organisational support, employee job satisfaction and organisational commitment among junior academic staff of a South African higher education institution (N =70; female = 41 .4%; masters qualification = 85 .7%). Participants completed a self-administered questionnaire on organisational perceptions, commitment and job satisfaction. Correlations investigated whether there were any relationships between variables. T-tests and Analysis of Variance (ANOVA) were also used to examine whether participants perceived organisational support differently based on their demographics. Results showed a significant and positive relationship among employee perceptions of support from their organisation, their level of job satisfaction and level of organisational commitment. Male academic staff showed higher levels of perceived organisational support, employee job satisfaction and organisational commitment than females. Gendered work participation appears to explain aspects of work participation in the context of the South African higher education sector.     

The role of the formal employment contract in the range and fulfilment of the psychological contract: Testing a layered model

This study investigates the employment contract (temporary vs. permanent) in relation to psychological contract content and fulfilment. The psychological contract includes employees' perceptions of their obligations and their entitlements. We hypothesize that transactional elements constitute a common core that is shared both by temporary and permanent workers. Relational elements are added to this core to show employees' and employers' loyalty, and their intentions to do more than necessary. These elements are more likely to be perceived by permanent workers as compared to temporary workers. Additionally, we suggest that relational elements are difficult to fulfil. Accordingly, we expect lower levels of perceived fulfilment for permanent workers as compared to temporary workers. Based on exchange theory, we furthermore hypothesize that these perceptions follow a similar pattern in how employees report entitlements (i.e., what they receive from the company) and reports of their own obligations (i.e., what they give in return). Results based on a seven-country sample (N _permanent = 3354; N _temporary = 1980) show that permanent workers as compared to temporary workers perceive more relational entitlements and obligations but a similar level of transactional entitlements and obligations. Thus, these results supported the idea of a layered model. The relationship between contract type and fulfilment of the psychological contract was only partly in line with expectations. Temporary workers reported higher fulfilment of entitlements and transactional obligations, but no difference was found for fulfilment of relational obligations.     

Distancing or drawing together: Sexism and organisational tolerance of sexism impact women's social relationships at work

This article examines the role of organisational climate in women's social responses to sexism at work. We argue that after experiences of sexism, women “draw together” with other women when they perceive that the organisational climate is intolerant of sexism. We assess the role of organisational climate at three levels: peer-, manager-, and policy-level. We conducted a correlational study (N_study1 = 405) and two experimental studies (N_study2 = 377, N_study3 = 391), in which we examined women's experiences of sexism at work (measured in Study 1; manipulated in Studies 2 and 3). We also measured perceived tolerance of sexism at the peer-, manager- and policy-level in all studies. The main DVs were women's workplace friendships with other women in Studies 1 and 2, and closeness to female co-workers in Study 3. Results showed that perceived tolerance of sexism from peers was especially important in shaping women's social relationships following experiences of sexism; tolerance from managers or at the policy level had less consistent effects. Specifically, experiences with sexism were positively associated with female participants' reported friendship (Studies 1 and 2) and closeness (Study 3) with their female colleagues, but only when peers were perceived not to tolerate sexism. When peers were perceived to tolerate sexism, female participants did not respond to sexism by drawing together.     

A Configurational Perspective on the Theory of Planned Behaviour to Understand Employees' Change‐Supportive Intentions

This study aims to deepen the understanding of the psychological processes involved in the formation of change‐supportive intentions by adopting a configurational perspective. To investigate potential configurations in relevant psychological processes suggested by the theory of planned behaviour (Ajzen, 1991 ), classical linear analytic methods are supplemented by the application of two case‐centred methods: latent profile analysis (LPA) and fuzzy set qualitative comparative analysis (fsQCA). The study uses data from two measurement times drawing on employees of a city council (t1: N = 1,589; t2: N = 1,524) undergoing complex and continuous organisational changes. While the case‐centred results from LPA and fsQCA generally accord well with the results from regression analysis, they consistently highlight the relevance of configurational patterns. Specifically, LPA and fsQCA reveal that different combinations of change‐related attitudes, subjective norms, and perceived behavioural control relate to the presence or absence of high supportive intentions. These results provide valuable insights for fostering employees' change‐supportive intentions. Moreover, the present study demonstrates that case‐centred analytical methods can essentially enrich research and theory‐building in change management as well as in the field of behavioural intention formation in general.     

Trust and mistrust in organizations: An exploration using an organizational justice framework

This article commences with an overview of trust and mistrust, focusing on the debate about whether these are two ends of a continuum or distinct but interrelated concepts. Building on this review, the relationship between employees' perceptions of organizational justice and their self-categorized feelings of trust and mistrust is considered. It is suggested that organizational justice offers a useful means through which to explain and understand employees' feelings of trust and mistrust. Using case study data drawn from a UK public sector organization, the relationship between employees' feelings of trust and mistrust is explored within a change context. The data suggest that, whereas some employees perceive trust and mistrust as two ends of a continuum, others see them as distinct concepts. These findings are conceptualized as a trust?-?mistrust?-?absence triangle. Drawing on organizational justice as an explanatory theory, reasons for these findings are offered. The article concludes with a discussion regarding the coexistence of trust and mistrust and the explanatory value of organizational justice theory in understanding this.     

Incongruence between workload and occupational norms for time pressure predicts depressive symptoms

Workplace aggression poses a significant challenge to organizations due to its potential impact on employees' mental and physical well-being. Using two studies, this article investigates whether emotion regulation could alleviate the negative effects of exposure to workplace aggression on employees' experience of strain, among social workers (N = 77) and emergency services personnel (N = 70). As predicted from coping theories of emotion regulation, Studies 1 and 2 showed that using the emotion regulation strategy of reappraisal during interactions with individuals from inside the organization (e.g., coworkers or managers) attenuated the workplace aggression–strain link. Conversely, but consistent with emotional labour theories of emotion regulation, engaging in reappraisal and suppression during interactions with legitimate outsiders (e.g., clients or patients) strengthened the workplace aggression–strain link. The findings have implications for both theory and practical interventions regarding workplace aggression.     

The role of trust in financial customer–seller relationships before and after the financial crisis

This study examines the role of trust in customer–seller relationships before and after the 2008 financial crisis. On the basis of two surveys comprising 1155 and 757 bank customers, respectively, it is shown that trust is less likely to mediate the relationship between satisfaction and loyalty after the financial crisis compared with before the financial crisis. The results suggest that consumers rely more on satisfaction and less on trust after the financial crisis compared with before the financial crisis when determining whether they should remain loyal to a particular financial service provider. Hence, as a direct managerial implication, financial service managers should consider investing additional resources in satisfying their customers in the after crisis era. In addition, it is suggested that managers should seek to rebuild the positive relationship between trust and loyalty in order to receive the full benefit of their trust‐building efforts. Copyright © 2014 John Wiley & Sons, Ltd.     

Justice sensitivity and forgiveness in close interpersonal relationships: the mediating role of mistrustful, legitimizing, and pro-relationship cognitions

The purpose of the present investigation was to explore and better understand the relationship between justice sensitivity from a victim's perspective (JS‐victim) and interpersonal forgiveness. In particular, we aimed to identify the cognitive mechanisms mediating this relationship and test the moderating influence of post‐transgression perpetrator behavior. We used data from a questionnaire study employing a Swiss community sample (N = 450) and 2 scenario‐based studies employing German online samples, in the context of romantic (N = 242) and friendship relationships (N = 974). We consistently found JS‐victim to be negatively related to dispositional (Study 1) and situational forgiveness (Studies 2 and 3). Study 2 demonstrated the relationship between JS‐victim and reduced forgiveness to be partly mediated by mistrustful interpretations of the partner's post‐transgression behavior. In Study 3, cognitions legitimizing one's own antisocial reactions and a lack of pro‐relationship cognitions were identified as further mediators. These variables mediated the negative effect of JS‐victim on forgiveness largely independent of whether the friend perpetrator displayed reconciliatory behavior or not. Findings suggest that the cognitive mechanisms mediating victim‐sensitive individuals' unforgiveness could barely be neutralized. Future research should investigate their malleability in light of qualitatively different perpetrator behaviors as well as their broader relational implications.     

Identification During Imposed Change: The Roles of Personal Values,Type of Change,and Anxiety

Using a person‐situation perspective, we explain what happens to individuals' identification with a collective in the context of a change. We propose that given the anxiety that often emerges during change, individuals' personal values (conservation and openness to change) interact with type of change (imposed vs. voluntary) in predicting identification following change. In a pilot, longitudinal field study (N = 61, 67% female) of an imposed university campus relocation, we measured employees' values and identification with the university before and several months after the relocation. In two lab experiments (Study 1: N = 104, 91.3% female; Study 2: N = 113, 75.2% female), we manipulated a change to be either imposed or voluntary and compared the relationships between values and identification across types of change. In Study 2, we also measured anxiety from the change. When change was imposed (all three studies), but not when voluntary (Studies 1 and 2), individuals' conservation was positively, and openness negatively, related to individuals' post‐change identification. The effects emerged only for individuals who experienced change‐related anxiety (Study 2). Our findings demonstrate that individuals' identification with a changing collective depends on the amount of anxiety change elicits and on the particular combination of their values and type of change.     

How perceived interpersonal justice relates to job burnout and intention to leave: The role of leader–member exchange and cognition‐based trust in leaders

Intense competition among companies makes it particularly important for organizations to retain talented and skilled employees to maintain their competitive advantage. This study examines the linkage between employees' perceptions of the interpersonal justice demonstrated by their leaders and consequent job burnout resulting in turnover intention by focusing on the mediating role of leader–member exchange (LMX) as well as the moderating role of employees' cognition‐based trust in their leaders. Data were obtained from 158 MBA students attending a large university in South Korea. Using structural equation modelling, we examined an integrative model that combines interpersonal justice, LMX, job burnout, and turnover intention. The results reveal that (a) LMX partially mediates the relationships between interpersonal justice and job burnout and (b) employees' cognition‐based trust in their leaders moderates the relationship between LMX and job burnout. By examining the mediating role of LMX as well as the moderating role of cognition‐based trust in the relationship between perceived interpersonal justice and employee job burnout, this study (1) provides a comprehensive explanation of employee job burnout and (2) outlines the implications for job burnout research and practice.     

Looking on the Bright Side: The Positive Role of Organisational Politics in the Relationship between Employee Engagement and Performance at Work

Scholars have largely focused on the negative consequences of organisational politics for employees' performance. In contrast, we maintain that organisational politics has positive aspects and moderates the relationship between employee engagement and behaviors at work such as knowledge sharing, creativity, proactivity, and adaptivity. Using data from 253 high‐tech employees and their supervisors in Israel, our findings demonstrate that perceptions of organisational politics strengthen the relationship between employee engagement and these behaviors. When engaged employees perceive their workplace to be political, they are more proactive, creative, and adaptive, and more likely to share their knowledge with their peers. These findings confirm the challenge/opportunity stressor theory regarding perceptions of organisational politics and suggest that whether politics is viewed as positive or negative depends on the employees' point of view. For those who are engaged and more actively involved in their jobs, politics can be regarded as a challenge and even an opportunity for obtaining more resources to improve their performance. Implications for the development of theory and practice in this area are discussed.     

The relationship between organizational trust,resistance to change and adaptive and proactive employees' agility in an unplanned and planned change context

Modern organizations need to adapt quickly to on-going changes. The present study sought to examine employees' agility during periods of sudden, unplanned, and during periods of planned change. It was investigated to what extent one's trust in the organization and resistance to change could predict proactive agility and adaptive agility. Data came from employees (N = 188) in two different organizations, one undergoing an unplanned change and one undergoing a planned change. In both contexts, organizational trust had a negative relationship with resistance to change. In an unplanned change context (organization one), trust of employees in the organization had a positive effect on the adaptive component of agility through the (negative) mediation by affective resistance to change. In this context, trust did not have any (mediated) effect on the proactive component of agility. In contrast, in a planned change context (organization two), trust had a positive effect on the proactive component of agility, partially through the (negative) mediation by resistance to change. In this context, trust also had a positive effect on the adaptive component of agility, partially through the (negative) mediation by resistance to change. These results imply that trust works in different ways depending on the type of change. More trust through less resistance implies better adaptation during unplanned organizational change. More trust works directly and partially through less resistance to change to enhance employee proactivity and adaptability during planned change.     

When and how politicians' disrespect affects voters' trust in the political system: The roles of social judgments and category prototypicality

We propose that one politician's disrespectful behavior can spill over to voters' generalized judgments of politicians and thereby affect trust in the political system. We delineate the spillover effect along the basic dimensions of social judgment, communion, and agency. Moreover, we argue that any spillover effect is contingent on the focal politicians' category prototypicality, that is, their representativeness of politicians as such. Conducting an experiment (N = 392) and a field study (N = 273), we found that politicians' respect only affected trust through generalized communion ratings. This spillover only occurred if the observed politician was perceived as prototypical. Our findings provide new insights on when and how individual politicians may be able to undermine voters' trust in the political system.     

Belief in a Just World and Condom Use in a Sample of Gay and Bisexual Men1

Research has shown that, under certain conditions, people with a strong belief in a just world (BJW) perceive themselves to be less at risk for serious negative events (e.g., contracting AIDS). We extended this work by investigating the relation between BJW and high‐risk sexual behavior Gay and bisexual men (N= 102) responded to a questionnaire that measured individual differences in BJW, personality characteristics related to perceived relationship threat (e.g., interpersonal control), and frequency of condom use and anal intercourse. Results generally supported predictions. For example, among respondents low in interpersonal control, a strong BJW was associated with less frequent condom use. These results have implications for research on BJW, as well as research on the predictors of high‐risk sexual behavior.     

Preschoolers trust particular informants when learning new names and new morphological forms

Across three studies, we investigated whether 4‐year‐olds would trust a previously reliable informant when learning novel morphological forms. In Experiment 1, children (N= 16) were presented with two informants: one who correctly named familiar objects and another who named them incorrectly. Children were invited to turn to these informants when learning novel labels and morphological forms. The majority of children chose the previously correct labeller when learning novel label and morphology. In Experiment 2, children (N= 16) were presented with an informant who used familiar plurals correctly and one who used them incorrectly. Children chose the previously correct morphologist when learning novel labels and past tense forms. Thus, children track both semantic and morphological accuracy. In Experiment 3, some children (N= 16) were presented with two informants who differed in naming accuracy, whereas others (N= 16) were presented with two informants who differed in morphological accuracy. To forestall any risk of experimenter cuing, one experimenter blind to the training children had received, tested children with novel labels and morphology. The results replicated those of Experiments 1 and 2. Implications for how children's trust in an informant might play a role in their acquisition of morphological forms are discussed.     

Moral judgment toward relationship betrayals and those who commit them

In three experimental studies (total N = 1,056), we examined moral judgments toward relationship betrayals, and how these judgments depended on whether characters and their actions were perceived to be pure and loyal compared to the level of harm caused. In Studies 1 and 2, the focus was on confessing a betrayal, whereas in Study 3, the focus was on the act of sexual infidelity. Perceptions of harm/care were inconsistently and less strongly associated with moral judgment toward the behavior or the character, relative to perceptions of purity and loyalty, which emerged as key predictors of moral judgment across all studies. Our findings demonstrate that a diversity of cognitive factors play a key role in the moral perception of relationship betrayals.     

After the fall: Layoff victims' trust and cynicism in re‐employment

The relationship between an individual's psychological contract violation by a former employer and his or her attitudes toward a new employer was examined in a sample of lay off victims (N =141). Violation was negatively related to trust in the new employer, and positively related to employee cynicism. The degree that participants worried about being similarly mistreated by their new employer mediated the relationship between violation and both trust and cynicism.     

The impact of informant gender on children’s endorsement of scientific and non-scientific information

By roughly 6 years of age, children acquire the stereotype that men are more competent than women in science, technology, engineering, and mathematics (STEM), potentially leading to greater trust in scientific information provided by men. This study tested whether 3- to 8-year-old children differentially endorsed conflicting information about science and toys presented by male and female informants depicted as a ‘man’ and ‘woman’ (Exp1) or ‘scientists’ (Exp2). Children were expected to endorse toy testimony from gender-matched informants; thus, the key question concerned endorsement of science testimony. In Exp1 (N = 149), boys and girls showed a same-gender informant preference for toy testimony; however, girls endorsed the male informant's testimony more for science than for toys – but only when tested by a male experimenter. In Exp2 (N = 264), boys and girls showed a same-gender preference, irrespective of content. Findings suggest that STEM-related gender stereotypes might lead girls to trust scientific information presented by men over women in certain contexts.     

Does work–family conflict mediate the relationship between work–family culture and self‐reported distress? Evidence from five Finnish organizations

This study examined whether perceived work–family conflict would function as a mediator in the link between work–family culture perceptions and self‐reported distress. Data were obtained from employees (N=1,297) of five Finnish organizations representing both the public (local social and health care, school, and labour departments) and the private sectors (paper mill, IT company). The results showed that perceived work–family conflict functioned as a partial mediator between employees' perceptions of work–family culture and self‐reported distress in two organizations (i.e. in the social and health care department and paper mill), whereas the relationship turned out to be direct in the other three organizations (i.e. the education, labour departments and IT company). Thus, a supportive work–family culture was related directly and indirectly, through reduced work–family conflict, to the well‐being of employees.