The influence of T-shirt graphics on perceptions and behavioral intentions

Do graphics on clothing drive perceptions? We used a between group design to test if athletic, academic, or suggestive graphics on clothing differentially influence perceptions and behavioral intentions. In study 1, participants (N = 199) rated five female t-shirt models, and in study 2 and 3, participants rated five male t-shirt models (N = 120) or university students (N = 50). Analyses of variance controlling for sex (ANCOVA) showed participants were least likely to want to interact with models/students wearing sexually suggestive graphics: Study 1, F(3,165) = 30.263, p < .001, η_p ²  = .30, power = 1.00; Study 2, F (3,119) = 11.630, p < .000, η_p ² = .234, and Study 3, F(1, 42) = 12.578, p < .000. Participants did not rate models in the academic and athletic graphic shirts differently from models with plain white shirts. Results support the concept that people form different perceptions based upon the clothing a person wears, changing behavioral intentions. Neither sex role ideation (Study 1) or sexism (Study 2) were significant covariates of perceptions and intentions.     

Anticipated emotions and personal experience for predicting behavioral intentions and behavioral expectations

We tested how anticipated emotions interact with personal experience in risk behavior to improve predictions from TPB on behavioral intention (BI) and behavioral expectation (BE) for sex without condom (Study 1) and excessive drinking (Study 2). In the moderate-high experience group, anticipated emotional profiles (AEPs) improve TPB prediction from 28% to 45% in the case of BI and from 19% to 40% in that of BE in relation to sexual risk behavior (Study 1), and from 23% to 36% in the case of BI and from 17% to 31% in that of BE in relation to binge drinking (Study 2). However, in the low-experience group (Study 2) AEPs improve TPB predictions for BI (12% to 34%) but not for BE, showing that in less experienced people BI and BE are not equivalent: anticipated emotions have different relevance in their prediction. These results were replicated using a general negative anticipated emotion index (averaging emotional categories).     

The role of career adaptability in predicting entrepreneurial intentions: A moderated mediation model

Guided by the Career Construction Theory (Savickas, 2013), we view entrepreneurship as an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in a complex entrepreneurial career context. Our research model posited that individuals rely on their adaptive resources and entrepreneurial self-efficacy as they form entrepreneurial intentions. Career adaptability, as self-regulatory competencies, is further strengthened by prior exposure to family business. We collected data over three measurement periods from Serbian business students (n = 380) and validated the Career Adapt-Abilities Scale (CAAS). The moderated mediation model was supported and as predicted: (a) career adaptability was positively associated with entrepreneurial intentions and (b) the mediated relationship between career adaptability and entrepreneurial intentions via entrepreneurial self-efficacy was stronger for individuals with prior exposure to family business. In addition, we provide evidence for the psychometric properties of CAAS by examining its internal consistency, test–retest reliability, and factor structure. Taken together, our study offers the groundwork for understanding successful adaptation in the entrepreneurial career context and supports the cross-national measurement equivalence and utility of CAAS in a developing economy.     

The role of fairness perceptions and accountability attributions in predicting reactions to organizational events

Researchers have found that fairness perceptions relate to many different outcomes (e.g., J. A. Colquitt, D. E. Conlon, M. J. Wesson, C. Porter, & K. Y. Ng, 2001). However, they cannot predict when an employee will react against a specific individual or against the organization itself. To address this question, the authors integrated the fairness and blame-attributions literatures. They predicted that blame attributions would strengthen the relationship between fairness perceptions and reactions to specific organizational agents. They surveyed 48 employees who believed there were inaccuracies in their most recent performance appraisals. Employees reported perceptions of fairness and attributions of blame to both their supervisor and the organization and rated their commitment to both targets. Supervisors simultaneously rated each employee's citizenship behavior toward each target. For supervisor reactions and organizational citizenship behavior directed at the organization, blame and fairness perceptions interacted; unique positive reactions were elicited only when the supervisor was perceived as blameless and fair.     

The relation of career adaptability to satisfaction and turnover intentions

The objective of this study is to investigate the linkage between career adaptability (CA), turnover intentions (TI), and career satisfaction (CS). It also examines the factor structure and psychometric properties of the Career Adapt-Abilities Scale (CAAS) for low-ranking employees. The findings provide further support for the incremental validity of the CAAS. CA positively predicted CS and negatively predicted TI of low-ranking employees. CS is negatively related to TI, and it mediated the association between CA and TI. CA does not mediate the relation between CS and TI. Overall, a deeper understanding of the linkage between CA and TI can help us to find ways to assist employees to navigate the increasingly complex career path, thereby preventing TI.     

The curvilinear effect of work engagement on employees' turnover intentions

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work‐engaged employees have lower levels of turnover intentions than non‐engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non‐linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed.     

How socialization tactics relate to role clarity,cohesion, and intentions to return in soccer teams

Socialization tactics for integrating newcomers into sport teams can be key to the evolution of relationships within the group and can lead to positive or negative consequences throughout the season. For this reason, across two studies with distinct contexts, we sought to unpack the mechanisms through which socialization tactics are related to group and individual outcomes. Study 1 examined the relation between socialization tactics and cohesion, and examined role clarity as a potential mediator of this relation with 170 national-level soccer players. We observed a strong positive association between socialization tactics and cohesion, with role clarity mediating the relation between socialization tactics and Group Integration – Task. Study 2 analyzed the relation between socialization tactics (measured at T1) and intentions to return (measured at T2), with cohesion perceptions (measured at T1) as a mediator of this relation. Results from the responses of 214 club-level soccer players indicated that that Individual Attractions to the Group–Task helped explain the socialization tactics-intentions to return relation. As the arrival of new team members is a persistent and consequential occurrence for team dynamics in sport, our results provide insight into how socialization tactics relate to a range of key individual athlete perceptions about their sport experiences.     

The role of delight in driving repurchase intentions

A channel differentiator for brick-and-mortar retail stores is the availability of salespeople to assist customers directly in their purchase decision. This research considers two aspects of customer interactions with retail salespeople that lead to perceptions of extraordinary service and enhance repurchase intentions: customer comfort and salesperson expertise. Retail customers desire value-added informational assistance from the salesperson to minimize ambiguity associated with the product and to reduce the risk associated with a purchase decision. A retail salesperson needs to make customers feel comfortable so that the customer will share specific needs during the interaction, and the salesperson can recommend appropriate products and services. Our findings reveal that while both customer comfort and salesperson expertise positively influence satisfaction with the salesperson and customer delight, only customer delight leads to repurchase intentions. While satisfaction is a commonly asserted goal for retailers; the present research suggests that in a transaction-based environment, elevated emotions such as customer delight represent a more powerful predictor of repurchase intentions. This research provides evidence of trainable salesperson behaviors that enhance customer perceptions of extraordinary service and offer firms an opportunity for significant performance gains.     

The effect of price discounts on green consumerism behavioral intentions

Green consumerism encourages consumers to demonstrate environmentally friendly behavior for protecting the environment and health of human beings. For example, if consumers wish to purchase take‐out beverages, they are encouraged to bring their own cups or water bottles rather than use disposable cups. This study, through 2 experiments, discussed the use of price discounts for encouraging green consumerism behavioral intentions. Experiment 1 examined the relationships among a green promotion setting, perceived nonmonetary and monetary sacrifice, and purchase intention toward the list price. The results of hierarchical regression models based on 120 valid questionnaires showed that perceived nonmonetary sacrifice fully mediated the relationship between a green promotion setting and the purchase intention toward the list price. Experiment 2 investigated the relationship between price discount levels and frames and a green or general promotion setting used by take‐out beverage shops. The results of the analysis of variance based on 900 valid questionnaires demonstrated that (i) the variation in consumer purchase intention in response to green consumerism promotion was lower than that in response to general promotion; (ii) the price discount threshold used in green consumerism promotion was 20%, which was higher than that in a general promotion setting; and (iii) consumers preferred a percentage discount offered during green consumerism promotion; however, they preferred a discount with a specific dollar amount in a general promotion setting. These results provide suggestions for improving green marketing and green consumerism. Copyright © 2016 John Wiley & Sons, Ltd.     

The interaction of personality and job scope in predicting turnover

The interaction of employee personality characteristics and job scope in the prediction of turnover was studied. One hundred and nine individuals employed as machine operators (low-scope job) and scientific and technical personnel (high-scope job) within a large manufacturing organization were the sample. No direct relationships were found between personality characteristics and turnover for the combined sample of employees on high- and low-scope jobs. When correlational analyses were carried out within job scope samples it was evident that personality and job scope interacted in predicting turnover. For employees on high-scope jobs, turnover was negatively related to the need for achievement and positively related to the need for affiliation. Turnover was negatively related to the need for affiliation among employees on low-scope jobs. The implications of these findings for future research on turnover were discussed.     

The role of Theory of Mind in assessing cooperative intentions

Folk wisdom indicates that people vary in the extent to which they can assess others’ cooperative intentions. In two studies we investigated whether Theory of Mind (ToM), the ability to represent mental states of others, is related to accuracy in the recognition of cooperativeness. Participants completed a ToM task and were asked to assess either video clips of people playing a variation of a Prisoner’s Dilemma (PD) game (Study 1, N = 88), or photographs of people playing PD taken at the very moment when they were expressing a decision to cooperate or to defect (Study 2, N = 99). We found relationships between ToM and cooperative intention recognition only in Study 1, when participants were exposed to long versions of the video clips. In contrast to previous reports, participants in our samples did not score higher than chance in cooperativeness assessment except for Study 1 in the condition with short video clips. Our results question human expertise at identifying defectors and cooperators and do not provide clear support for an association between ToM and cooperativeness assessment. The findings are discussed from the perspective of an evolutionary arms race between interpreting and masking cooperative intentions.     

The role of autopecking in behavioral contrast

Four groups of four pigeons each were studied on two different multiple schedules. The cues correlated with the schedule components were localized on the response key for two groups and were not localized for the others. Two groups worked on multiple schedules with variable interval 15-sec in both components, and variable interval 15-sec in one component and extinction in the other. The other two groups had identical procedures except that food was presented on a response-independent variable-time schedule. Variable-interval birds with localized stimuli showed marked behavioral contrast; variable-interval birds with non-localized stimuli showed no behavioral contrast. Variable-time birds with key-light stimuli acquired high rates of autopecking, which changed as treatment changed in a manner that paralleled rate changes, resulting in behavioral contrast for variable-interval birds. Variable-time birds with non-localized stimuli key pecked only at a low rate. The findings indicate that behavioral contrast in pigeons may result from the autopecking that is obtained with stimulus-contingent food presentation.     

Adolescent girls' perceptions of goodness and badness and the role of will in their behavioral decisions

The present study explored adolescents' ethical self-images and related behavioral decisions. Data were collected from two groups of adolescent girls (N = 49) using an open-ended survey. One group attended a public high school for gifted students and the other group attended an alternative public high school. The results indicate that goodness is connected with altruism, adherence to external standards, or self-beneficial actions. Alternatively, badness is associated with going against social norms, harming others, or violating inner values. In these two groups overall, decisions about how to behave seem influenced by both inner standards and relational pulls. Differences between the two groups are also discussed.     

Justice and politics: mechanisms for the underlying relationships of role demands to employees' satisfaction and turnover intentions

The present study examines the influence of ambiguity and conflict surrounding employees' job specifications on their dissatisfaction and withdrawal intentions in the workplace. A model is proposed, which introduces perceptions of organizational politics and procedural justice as key mediators in the relationship between role ambiguity and conflict, and the resulting supervisor satisfaction, pay satisfaction, and intention to quit. The model is tested using a sample of 782 full‐time employees of a national retail organization. Results supported the mediating role of procedural justice and perception of politics in the relationship between role ambiguity and conflict and the three outcome measures. Implications of the findings and future research directions are discussed.     

The mediating role of self-efficacy in the development of entrepreneurial intentions

The purpose of this study was to investigate the mediating role of self-efficacy in the development of students' intentions to become entrepreneurs. The authors used structural equation modeling with a sample of 265 master of business administration students across 5 universities to test their hypotheses. The results showed that the effects of perceived learning from entrepreneurship-related courses, previous entrepreneurial experience, and risk propensity on entrepreneurial intentions were fully mediated by entrepreneurial self-efficacy. Contrary to expectations, gender was not mediated by self-efficacy but had a direct effect such that women reported lower entrepreneurial career intentions. The authors discuss practical implications and directions for future research.