Organizational citizenship behaviour and employee's strain: Examining the buffering effects of leader support and participation in decision making

Investing in citizenship behaviours could entail personal costs for the employee. Specifically, we argue that OCB contributes to employee's strain above and beyond the impact of role conflict, role ambiguity, and role overload. To study the buffering role of leader support and participation in decision making (PDM) on this relationship, we collected data from 457 employees at various organizations at different time points from multisources. The results supported our hypotheses: Higher levels of OCB were related to higher levels of employee's strain, above and beyond the impact of role overload, role ambiguity, and role conflict; and the relationship between OCB and strain was weaker for those enjoying a high degree of leader support or PDM.     

Stereotypic biases in social decision making and memory: testing process models of stereotype use

Two information-processing mechanisms that could potentially contribute to judgmental discrimination against the members of stereotyped social groups were examined in two experiments, using a mock juror decision-making task. Both postulated mechanisms involve biased processing of judgment-relevant evidence. The interpretation hypothesis asserts that the activation of stereotypic concepts influences the perceived probative implications of other evidence. The selective processing hypothesis asserts that stereotype-consistent evidence is processed more extensively than is inconsistent evidence. Judgment and memory data from the first experiment supported the general notion that stereotype-based discrimination emerges from biased evidence processing. The specific pattern of results supported selective processing rather than interpretation biases as the critical process underlying observed judgmental discrimination. The second experiment corroborated this conclusion by showing that a manipulation that prevents selective processing of the evidence effectively eliminated biases in judgments and recall pertaining to stereotyped targets. Implications for a general understanding of stereotyping and discrimination are discussed.     

Experimental consideration of preference in decision making under certainty

This paper describes an experiment in decision making under certainty with multiple, conflicting objectives and continuous decision variables. Two techniques for analysing such problems are considered: one taken from the paradigm of multicriteria decision making (MCDM), a non-directed approach called the NAIVE technique, and one from the paradigm of multiattribute decision analysis (D/A), the SMART technique. While the two techniques seek and are throught to arrive at the same end—a solution which is in some sense optimal for the decision maker (DM)—the former approach implicitly incorporates DM preferences while the latter approach considers preferences explicitly. The setting is a laboratory study using a sample of university students on a three-criteria problem which is designed to study the extent to which value functions implied/assessed by the techniques are consistent with DMs' holistic ranking of alternatives. Results show that (1) the two techniques of interest show significantly better rank order correlation with holistic judgement compared with other techniques, (2) DMs prefer the non-directed MCDM approach and (3) subjects break down into two groups: those that use assessable value functions when ranking and those that do not. This implies that for small-dimensioned problems DMs may first need to be classified as to the assessability of their value functions before a solution method is chosen.     

Minority dissent and team innovation: the importance of participation in decision making.

This study integrates research on minority dissent and individual creativity, as well as team diversity and the quality of group decision making, with research on team participation in decision making. From these lines of research, it was proposed that minority dissent would predict innovation in teams but only when teams have high levels of participation in decision making. This hypothesis was tested in 2 studies, 1 involving a homogeneous sample of self-managed teams and 1 involving a heterogeneous sample of cross-functional teams. Study 1 suggested that a newly developed scale to measure minority dissent has discriminant validity. Both Study 1 and Study 2 showed more innovations under high rather than low levels of minority dissent but only when there was a high degree of participation in team decision making. It is concluded that minority dissent stimulates creativity and divergent thought, which, through participation, manifest as innovation.     

The use of multiple reference points in risky decision making

Among psychologists and economists, prospect theory continues to be one of the most popular models of decision making. The theory's key property is reference dependence; specifically, how an individual's perception of loss or gain is dependent upon their starting point (i.e., the status quo). Although prospect theory is widely accepted, other authors have sought the inclusion of reference points besides the status quo. Initially these extensions focused on the importance of single reference points such as goals. More recently, authors have explained choice data by including multiple reference points within the value function. Multiple‐reference‐point theories generally assume that many choice situations possess an implicit or explicit goal, or point an individual will strive to obtain, and/or a minimum requirement (i.e., a “lower bound”) above which an individual will strive to stay. In two experiments, we present evidence that individuals can utilize the minimum requirement, status quo, and goal within a single risky decision task. Participants most often chose to maximize their chance of reaching reference points even when that decision was riskier, resulted in lower expected value, resulted in lower expected utility, or ran contrary to the predictions of prospect theory. Furthermore, salience and uncertainty moderated the use of goals and minimum requirements as reference points. Copyright © 2010 John Wiley & Sons, Ltd.     

'Fairness and reasonableness of the child's decision:' a proposed legal standard for children's participation in medical decision making.

Using as illustration the case of Nikolas E., a six-year-old child with HIV/AIDS, this article considers the competing rights of children, parents, and state in cases involving pediatric medical disputes. The article outlines arguments in favor of and against children's participation in medical decisions and describes legal standards currently used in resolving pediatric medical disputes. The article then proposes adoption of a new legal standard described as the 'fairness and reasonableness of the child's decision,' and articulates advantages and disadvantages of such an approach, as well as the factors that should be considered in implementing the standard. Finally, the article argues for a methodology for including children's wishes in pediatric medical decision making that is based upon Monahan and Walker's model for including social science evidence in legal contexts and evaluates alternative strategies for including children meaningfully in the process of making medical decisions that affect them.     

A consideration of the normative status of skill in the purposive sports

It is popularly believed within sport's practice communities that a contest fails if the competitor who performs most skilfully in it does not win. The belief is rarely acknowledged explicitly, and therefore deserves to be considered ideological in a sense. In this paper I challenge that belief. For conceptual reasons, I confine the discussion to the purposive sports, e.g. football and tennis.

The concept of skill is approached by articulation of a set of platitudes about skill in the purposive sports. The first is the conceptual wedge between skill and success. The second is the distinction between skill and other performance-relevant qualities such as courage, strength and luck. The third is the fact that skill deficits can be compensated by sufficient amounts of the other performance relevant qualities. The fourth is the dispositional and dynamic character of skill. The relation between skill and final objectives in the purposive sports means that (i) qualities such as nerve and courage can trump the more skilful performance; and (ii) poor execution of a narrow range of skills can result in the competitive failure of the more skilful performance.

There is no viable ideal of sport that would ground regret about the realisation of the immediately preceding possibilities. The inclination towards such regret might be partly motivated by the wish to take a gratifying view of ourselves. An end to this response, and a more inclusive, less hierarchical conception of sport skills, is worth recommending.     

Styles of decision making and their use: An empirical study

As interest has increased in teaching decision-making skills, so the need has grown for an empirically-derived classification system of decision-making behaviours. Six styles of decision making were accordingly isolated and validated by content analysis. Using cluster analysis, the styles were found to group into types along a passive-active continuum of involvement in the decision. Use of style was found to vary across situations, and to be related to the decision's perceived importance and the decision-maker's control in the situation.     

Judging the fairness of voice-based participation across multiple and interrelated stages of decision making

Recent multifoci research reports that multiple sources of justice exist in organizations. In expanding this framework, we address how judgments of overall procedural fairness and behavioral intentions are influenced by different experiences of voice-based participation across a multi-stage decision-making process. The results of two experiments were consistent with a fairness theory framework. Overall, decision procedures were judged to be the fairest and the intention to volunteer was highest when participants were allowed voice in their team and when their team was allowed voice by organizational authorities. When voice was denied by both the team and the organization or was denied by either party, fairness ratings, and participant intentions were depressed and did not significantly differ from each other. This pattern of results suggests that individuals are influenced by transactions across decision-making stages and that such interdependence should be considered when attempting to understand the meaningfulness of voice-based participation.     

A response-time approach to comparing generalized rational and take-the-best models of decision making

The authors develop and test generalized versions of take-the-best (TTB) and rational (RAT) models of multiattribute paired-comparison inference. The generalized models make allowances for subjective attribute weighting, probabilistic orders of attribute inspection, and noisy decision making. A key new test involves a response-time (RT) approach. TTB predicts that RT is determined solely by the expected time required to locate the 1st discriminating attribute, whereas RAT predicts that RT is determined by the difference in summed evidence between the 2 alternatives. Critical test pairs are used that partially decouple these 2 factors. Under conditions in which ideal observer TTB and RAT strategies yield equivalent decisions, both the RT results and the estimated attribute weights suggest that the vast majority of subjects adopted the generalized TTB strategy. The RT approach is also validated in an experimental condition in which use of a RAT strategy is essentially forced upon subjects.     

The impact of task complexity on information use in multi-attribute decision making

This study presents a process analysis of multi-attribute decision making. The decision problems concerned the selection of the most suitable candidate for a job opening. The problems varied in terms of complexity, i.e. the number of candidates and the number of attributes used to describe these alternatives. Results show that with an increasing number of alternatives, subjects (N = 48) used fewer attributes for the evaluation of alternatives, and made, on average, less references to the alternatives. The type of judgment most often used was absolute dimensional (comparison of an attribute to an absolute standard) and was used more often at the beginning than toward the end of the decision process. Overall, judgments were predominantly positive. The percentage of positive judgments decreased with increasing complexity, and toward the end of the decision process. Significantly more judgments, particularly positive ones, concerned the finally chosen alternative as compared to the rest of the alternatives. Finally, analysis of subjects' usage of decision rules revealed that increasing the number of alternatives resulted in an increasing use of elimination strategies. Implications of these findings for the design of decision aids will be discussed.     

Empirical comparison of Markov and quantum models of decision making

There are at least two general theories for building probabilistic-dynamical systems: one is Markov theory and another is quantum theory. These two mathematical frameworks share many fundamental ideas, but they also differ in some key properties. On the one hand, Markov theory obeys the law of total probability, but quantum theory does not; on the other hand, quantum theory obeys the doubly stochastic law, but Markov theory does not. Therefore, the decision about whether to use a Markov or a quantum system depends on which of these laws are empirically obeyed in an application. This article derives two general methods for testing these theories that are parameter free, and presents a new experimental test. The article concludes with a review of experimental findings from cognitive psychology that evaluate these two properties.     

Hierarchical models of simple mechanisms underlying confidence in decision making

Choice confidence is a central measure in psychological decision research, often being reported on a probabilistic scale. Simple mechanisms that describe the psychological processes underlying choice confidence, including those based on error and confirmation biases, have typically received support via fits to data averaged over subjects. While averaged data ease model development, they can also destroy important aspects of the confidence data distribution. In this paper, we develop a hierarchical model of raw confidence judgments using the beta distribution, and we implement two simple confidence mechanisms within it. We use Bayesian methods to fit the hierarchical model to data from a two-alternative confidence experiment, and we use a variety of Bayesian tools to diagnose shortcomings of the simple mechanisms that are overlooked when applied to averaged data. Bugs code for estimating the models is also supplied.     

Decision making in a case of mixed uncertainty: A normative model

We consider a case of uncertainty which is frequently met in various fields, e.g., in parametric statistics: Events {θ}, θ ∈ ∵, are members of family $\text{E}$ on which the decision maker possesses no information at all; however, conditionally on the realization of {θ}, he is able to affix probabilities to all members of another family of events, $\text{F}$. We assume that the decision maker: (1) has a rational behavior under complete ignorance, for decisions whose results only depend on events of $\text{E}$; (2) with {θ} known, maximizes his conditional expected utility for decisions whose results only depend on events of $\text{F}$; (3) has (unconditional) preferences which are consistent with his conditional ones. These assumptions are shown to be sufficient to ensure an approximate representation of the decision maker's preference by a real-valued function W which has the form $\text{W(f) = v[}\text{Inf}{}_{\mathrm{\theta \in \because }}\text{E}{}_{\mathrm{\theta }}\text{(u°f),}\text{Sup}{}_{\mathrm{\theta \in \because }}\text{E}{}_{\mathrm{\theta }}\text{(u°f)]}$, where u and v, respectively, characterize the decision maker's attitudes toward risk and toward complete ignorance.     

The roles of planning,learning, and mental models in repeated dynamic decision making

Repeated search and decision making is a common consumer activity that should benefit from advanced planning. In three simulated shopping experiments, we find that people often fail to plan spontaneously or, when they do plan, do not use an appropriate mental model of the search problem. We also manipulate the mental models used by subjects and find that while our manipulation successfully encourages the development of appropriate mental models and improves performance when search costs are low, it does not result in the type of sophisticated mental model required to change strategies based on increased search costs. Finally, we show that the benefits of planning generalize to real world shopping behavior in a field experiment.     

The use of person-organization fit in employment decision making: an assessment of its criterion-related validity

Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results.