Long-term antecedents and outcomes of perceived control

Perceived control plays an important role in shaping development throughout adulthood and old age. Using data from the adult lifespan sample of the national German Socio-Economic Panel (SOEP; N > 10,000, covering 25 years of measurement), we explored long-term antecedents, correlates, and outcomes of perceived control and examined if associations differ with age. Targeting correlates and antecedents of control, findings indicated that higher concurrent levels of social participation, life satisfaction, and self-rated health as well as more positive changes in social participation over the preceding 11 years were each predictive of between-person differences in perceived control. Targeting health outcomes of control, survival analyses revealed that perceived control predicted 14-year hazard ratio for disability (n = 996 became disabled) and mortality (n = 1,382 died). The effect for mortality, but not for disability, was independent of sociodemographic and psychosocial factors. Overall, we found very limited support for age-differential associations. Our results provide further impetus to thoroughly examine processes involved in antecedent-consequent relations among perceived control, facets of social life, well-being, and health.     

Dispositional antecedents and outcomes of political skill in organizations: A four-study investigation with convergence

We developed a four-study research plan to examine the dispositional antecedents of political skill and its job performance consequences, and also to incorporate the mediating role of reputation, drawing upon a recent theoretical model of political skill in organizations. Study 1 established the psychometric properties of the two reputation scales used in the present research, and also demonstrated the validity of the self-report reputation measure in Study 4. Study 2 tested, and demonstrated support for, the ‘Affability’ dispositional theme as a predictor of political skill, and political skill as predictor of job performance. In Study 3, the political skill-job performance linkage was replicated, but when reputation was investigated as an intermediate linkage, it was found to fully mediate the relationship between political skill and job performance. Study 4 investigated all the linkages examined in Studies 2 and 3, and found that the ‘Active Influence’ dispositional theme predicted political skill, and that the political skill-job performance relationship was fully mediated by reputation. Collectively, these studies demonstrated support for recent theoretical developments in political skill and reputation, suggesting that political skill has dispositional antecedents, and that political skill demonstrates a significant impact on job performance, through reputation. The strengths and limitations of this research are discussed, and directions for future research are provided.     

A dispositional approach to understanding individual power in organizations

This research examined an alternative way of thinking about individual sources of power in organizational settings: the impact of individuals' disposition toward seeking power (nDom) on self perceptions of power. A computer-based experimental simulation allowed structural features of the job and day-to-day events on the job to be controlled across subjects, while assessing the impact of nDom on power. High nDom individuals reported higher self perceptions of power than did low nDom individuals, and these effects were significant above and beyond the actual degree of success or failure experienced by individuals on the job. Analysis also revealed an attenuating interaction effect between nDom and success on the job which suggested that high nDom individuals may be less susceptible to fluctuations in self perceptions of power based on daily job events.The author thanks Lynn Harland for her helpful contributions in conducting this research.     

Personal reputation in organizations: Two‐study constructive replication and extension of antecedents and consequences

Personal reputation has been argued to demonstrate important influences on work outcomes. However, substantive research on personal reputation is relatively scarce. This two‐study investigation empirically supports and extends existing theory regarding the temporal development of personal reputation (i.e., antecedents and consequences), and thus contributes to a more informed understanding of both the construct and criterion‐related validity of this important construct. Study 1 is conducted longitudinally, in order to assess the development of personal reputation over time, which is undertaken to demonstrate the effects of human capital and social effectiveness as antecedents of reputation. Study 2 complements and extends the first study by conducting a field investigation examining the effects of time, human capital, and social effectiveness as antecedents of personal reputation, while also exploring the reputation consequences of autonomy, power, and career success. Our findings suggest that human capital, time, and social effectiveness play a part in the development of a reputation. Furthermore, career success, power, and autonomy were shown to be outcomes of the reputation construct. Contributions and strengths of this investigation, limitations, and directions for future research are discussed.     

Exploring antecedents of individual grieving stages during an anticipated worksite closure

A grieving stages framework based on Kubler‐Ross (1969) was successfully operationalized and applied to an anticipated worksite closure for 53 complete data employees across four times in a pharmaceutical manufacturing facility. As predicted, the means for denial, bargaining, and depression significantly decreased, while exploration increased. However, anger and acceptance remained stable over time. Grieving stages were used as individual outcomes at Times 2 (N=89), 3 (N=77), and 4 (N=53) in regression analyses to test additional study hypotheses. Perceived contract violation had the strongest influence on grieving stages. Perceived job alternatives became more important for exploration and acceptance of leaving at Time 4. Being the primary income source, having lower core self‐evaluation, and stronger community ties were generally linked to greater employee depression about leaving the company across times. Additional applications for the suggested grieving stages measure are needed in future job loss research.     

Pink triangles: antecedents and consequences of perceived workplace discrimination against gay and lesbian employees.

A model of perceived sexual orientation discrimination was tested in a national sample of 534 gay and lesbian employees. The effects of legislation, organizational policies and practices, and work group composition on perceived sexual orientation discrimination were examined, as well as the attitudinal and organizational outcomes associated with discrimination. Gay employees were more likely to report discrimination when employed in groups that were primarily heterosexual and in organizations that lacked supportive policies and were not covered by protective legislation. Disclosure of sexual orientation at work was related to discrimination and antecedent variables. Perceived discrimination was associated with negative work attitudes and fewer promotions. Organizational policies and practices had the strongest impact on perceived discrimination and were directly related to outcomes.     

Young children's social information processing: family antecedents and behavioral correlates

Little research has examined whether social information processing (SIP) measures from early childhood predict externalizing problems beyond the shared association with familial risk markers. In the present study, family antecedents and first-grade externalizing behaviors were studied in relation to preschool and 1st-grade SIP using data from the U.S. National Institute for Child Health and Human Development Study of Early Child Care (N=1,364). A subgroup of low-risk children reported only benign attributions in preschool and had few externalizing problems in 1st grade according to both teacher and mother reports. After controlling for gender and cognitive functioning, the authors found that maternal education and authoritarian attitudes were key predictors of this "Pollyanna preschooler" status and of SIP in 1st grade. However, small effect sizes for SIP variables underscore the need for new approaches to measurement and for further research on moderators of the link between SIP and children's behavior.     

Trait empathy as a predictor of individual differences in perceived loneliness

Loneliness has been shown to be inversely correlated with empathy in younger adults. The present study extends previous research by investigating the association between empathy and loneliness across the adult lifespan and examining the role of relevant demographic and personality factors. 110 community-dwelling adults (18 to 81 years old) completed the UCLA Loneliness Scale and the Empathy Quotient. Empathy scores were inversely associated with rated loneliness and predicted 8.7% of variance in loneliness scores after accounting for sex, age, relationship status, education, and neuroticism. The Social Skills factor of the Empathy Quotient was the strongest predictor of the association between perceived empathy and loneliness. Previous research is extended by the finding that rated loneliness was inversely associated with empathy scores across the adult lifespan. Underlying this relationship may be negative perceptions of personal social proclivity as a function of difficulty in understanding the mental states of others and high trait neuroticism.     

The perceived cause of work success as a mediator of sex discrimination in organizations

This investigation was designed to determine whether attributional processes mediate discriminatory reward allocation in organizations. Subjects, who were given different causal explanations for the work success of four male or female employees, rated the appropriateness of several personnel actions and indicated their preference among them for each employee. Results indicated that, as expected, the causal explanations typically used to account for a woman's work success (luck, effort, task difficulty) as contrasted with that typically used to account for a man's work success (ability) produced tendencies to award fewer and less desirable organizational rewards. This was true whether the employee being considered was male or female. Thus, the data suggest that the differential causal explanations that arise from sex differences, not the sex differences themselves, result in the unequal treatment of equally successful men and women. Implications of this finding both for future research and for organizational practices are discussed.     

A motivated information processing perspective on the antecedents of empowering leadership

Empowering leadership is an important influence on team effectiveness. This makes the question of what the antecedents of team empowering leadership are an important issue to consider. To address this question, we propose a motivated information processing perspective that holds that engaging in empowering leadership is based on social information processing, and that there are individual differences in how elaborate that information processing is. We argue that a key consideration in shifting control from the leader to the team is the extent to which empowering leadership is driven by leaders’ consideration of their trust in the team (i.e., an instance of social information processing), and that leader need for closure (a trait capturing the disposition to carefully consider decisions and actions) moderates the relationship between leader trust in team and empowering leadership. A survey of N = 156 work teams supported these hypotheses.     

Deep-level and surface-level individual differences and applicant attraction to organizations: A meta-analysis

Given the importance of individual differences in the study of applicant attraction to organizations, we conducted a meta-analysis to assess the relationship between both applicant deep-level characteristics (e.g., applicant ability, personality, and experience) and surface-level characteristics (e.g., race, gender, and age) with applicant attraction. Results of our review of over 1700 articles (of which, 85 provided relevant data for our analysis) indicated that several relevant applicant individual differences are related to applicant attraction, independent of organizational influences. Stronger effect sizes were found for applicant deep-level characteristics (versus surface level) as well as field studies (versus lab studies). Extraversion and conscientiousness had the strongest positive relationships with applicant attraction, while applicant grade point average, as an indicator of ability, had the strongest negative relationship. The significance of these findings, including implications for applicants and organizations, is discussed.     

Chimpanzees demonstrate individual differences in social information use

Studies of transmission biases in social learning have greatly informed our understanding of how behaviour patterns may diffuse through animal populations, yet within-species inter-individual variation in social information use has received little attention and remains poorly understood. We have addressed this question by examining individual performances across multiple experiments with the same population of primates. We compiled a dataset spanning 16 social learning studies (26 experimental conditions) carried out at the same study site over a 12-year period, incorporating a total of 167 chimpanzees. We applied a binary scoring system to code each participant’s performance in each study according to whether they demonstrated evidence of using social information from conspecifics to solve the experimental task or not (Social Information Score—‘SIS’). Bayesian binomial mixed effects models were then used to estimate the extent to which individual differences influenced SIS, together with any effects of sex, rearing history, age, prior involvement in research and task type on SIS. An estimate of repeatability found that approximately half of the variance in SIS was accounted for by individual identity, indicating that individual differences play a critical role in the social learning behaviour of chimpanzees. According to the model that best fit the data, females were, depending on their rearing history, 15–24% more likely to use social information to solve experimental tasks than males. However, there was no strong evidence of an effect of age or research experience, and pedigree records indicated that SIS was not a strongly heritable trait. Our study offers a novel, transferable method for the study of individual differences in social learning.     

The development of stranger fear in infancy and toddlerhood: normative development,individual differences,antecedents, and outcomes

Despite implications that stranger fear is an important aspect of developing behavioral inhibition, a known risk factor for anxiety, normative and atypical developmental trajectories of stranger fear across infancy and toddlerhood remain understudied. We used a large, longitudinal data set (N = 1285) including multi‐trait, multi‐method assessments of temperament to examine the normative course of development for stranger fear and to explore the possibility that individual differences exist in trajectories of stranger fear development between 6 and 36 months of age. A latent class growth analysis suggested four different trajectories of stranger fear during this period. Stable, high levels of stranger fear over time were associated with poorer RSA suppression at 6 months of age. Rates of concordance in trajectory‐based class membership for identical (monozygotic) and fraternal (dizygotic) twins, along with associations between atypical stranger fear development and greater anxiety‐related maternal characteristics, suggested that individual differences in developmental trajectories of stranger fear may be heritable. Importantly, trajectories of stranger fear during infancy and toddlerhood were linked to individual differences in behavioral inhibition, with chronically high levels of stranger fear and sharp increases in stranger fear over time related to greater levels of inhibition than other developmental trajectories.