The effect of red color on perceived self‐attractiveness

Recent research showed that individuals are perceived as more attractive when presented with the color red. We seek to extend these findings by studying the effects of red color on individuals' perception of self‐attractiveness, rather than the attractiveness of others. Based on the color‐in‐context theory, we hypothesized that individuals would perceive themselves as more attractive under red chromatic conditions. In three experiments, participants were asked to wear a red or a blue shirt and rated their own attractiveness. As expected, participants in the red shirt condition indicated a higher level of self‐attractiveness than participants in the blue condition. Moreover, the results showed that the self‐perception red effect was mediated by the individuals' self‐perceived sexual receptivity and self‐perceived status.     

The synergistic effect of prosociality and physical attractiveness on mate desirability

Mate selection requires a prioritization and joint evaluation of different traits present or absent in potential mates. Herein, we focus on two such traits – physical attractiveness and prosociality – and examine how they jointly shape impressions of overall desirability. We report on two related experiments which make use of an innovative methodology combining large samples of raters and target persons (i.e., stimuli) and information on targets’ behaviour in economic games representing altruistic behaviour (Experiment 1) and trustworthiness (Experiment 2), two important facets of prosociality. In accordance with predictions derived from a cognitive perspective on mate choice and sexual strategies theory, the results show that the impact of being prosocial on an individual's overall desirability was increased further by them also being physically attractive, but only in long-term mating contexts. Furthermore, we show that men's mate preferences for certain prosocial traits (i.e., trustworthiness) were more context-dependent than women's due to differential evolutionary pressures for ancestral men and women.     

The influence of sexual harassment frequency and perceptions of organizational justice on victim responses to sexual harassment

Organizational justice theory was used to understand the conditions that influence how women respond when sexually harassed. Specifically, this study examined whether sexual harassment frequency interacts with perceptions of four types of organizational justice (procedural, distributive, interpersonal, and informational) to predict two types of victim responses (confrontation and reporting). With data collected from 257 female employees, it was found that the interaction between sexual harassment frequency and perceptions of distributive justice and the interaction between sexual harassment frequency and perceptions of procedural justice predicted reporting, whereas the interaction between sexual frequency and perceptions of distributive justice predicted confrontation. The interaction between sexual harassment frequency and perceptions of informational justice predicted both confrontation and reporting. Implications for organizations are discussed.     

The moderating effect of perceived organizational support on the relationships between organizational justice and objective measures of cardiovascular health

This paper builds on a recent meta-analytic review on the relationships between organizational justice and health. Specifically, we examine the moderating role of perceived organizational support (POS) on the relationships between organizational justice and three objective cardiovascular health measures, namely, heart rate, systolic blood pressure, and diastolic blood pressure, among a population of 290 public construction workers. The interaction between justice and POS was statistically significant using procedural justice, demonstrating that procedural justice is associated with improvements in the three health outcomes only when POS is relatively high. In other words, higher levels of both procedural justice and POS were needed for reduced heart rate and reduced systolic and diastolic blood pressure. However, the interaction between distributive justice and POS did not significantly relate to the health outcomes. This study makes a contribution to the field by focusing the effects of psychosocial workplace variables on measures of cardiovascular health, and demonstrating an important boundary condition of the relationships between procedural justice and cardiovascular risk factors.     

The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention

This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research.     

大学生一般结果期待对风险决策偏好的影响

以一般结果期待的双维结构观点为基础,按照一般结果期待的乐观期待和悲观期待的水平将184名大学生样本划分为明显乐观、明显悲观、双重倾向和倾向不明四个类型,进而探讨不同类型大学生在创业投资情境下一般结果期待对风险决策偏好的影响。结果表明,风险概率、描述框架与一般结果期待的交互作用显著,在低风险概率、积极框架下,双重倾向型一般结果期待大学生比其他三个类型的大学生表现出明显的风险寻求偏好。     

The effect of environmental orientation on salesperson effort and participation: the moderating role of organizational identification

Environmental orientation has emerged as a noteworthy strategy for firms attempting to provide an authentic, unified image of environmental commitment to stakeholders. However, it is yet to be assessed from those employees most responsible for conveying an environmental image. This research examines the construct from the salesperson's point of view. Integrating social identity theory within a traditional Input-Process-Output framework, we demonstrate the importance of aligning firm ideals with individual boundary spanner identity in an environmental context. Our findings suggest that salespersons' perceptions of a firm's environmental orientation directly influence their effort and participation. Further, this relationship is amplified when the salesperson also has strong organizational identity. Finally, when salespeople put more into their work or actively engage in improving their company's environmental image, this increased effort and participation ultimately contributes to individual sales performance and job satisfaction.     

The effect of cultural orientation and leadership style on self‐ versus other‐oriented organizational citizenship behaviour in Turkey and the Netherlands

This paper investigated the effects of a paternalistic and empowering leadership style on organizational citizenship behaviour (OCB) in an experimental design using 100 Turkish and 100 Dutch students who held part‐time jobs. Confirming our expectations, a paternalistic leadership style had a more positive effect on job dedication and organizational support in Turkey than in the Netherlands. Contradicting our expectations, an empowering leadership style did not have a more positive effect on any of the OCB dimensions in the Netherlands than it did in Turkey. However, in the Netherlands an empowering leadership style had a stronger effect on interpersonal facilitation, job dedication, and organizational support than a paternalistic leadership style. Paternalistic and empowering leadership styles both had positive effects on OCB dimensions in Turkey. As expected, collectivism moderated the relationship between paternalistic leadership style and other oriented OCB (i.e., interpersonal facilitation). Specifically, people who had more collectivistic tendencies were more positively influenced by a paternalistic leader than people who had low collectivistic tendencies in both countries. However, individualism did not have any moderating effects on the relationship between empowering leadership style and self‐oriented OCB (i.e., job dedication). Our findings are relevant for understanding the effects of leadership styles and cultural orientations on self‐ versus other‐oriented OCB in Turkey and the Netherlands.     

Maintaining an open mind to closed individuals: The effect of resource availability and leadership style on the association between openness to experience and organizational commitment

This paper examines whether workplace characteristics, particularly resource availability and transformational leadership, moderate the association between openness to experience and organizational commitment. In Study 1, 205 employees completed a questionnaire that assessed their openness, organizational commitment, and perceived availability of resources at their organization. Openness reduced the extent to which individuals felt obliged to remain loyal to the organization, although this association diminished as resources became more accessible. In Study 2, 312 employees completed a similar questionnaire that also gauged the perceived leadership style of their supervisors. Transformational leadership amplified the positive relationship between openness and organizational commitment. These findings align with the proposition that individuals are more committed in work environments that facilitate the expression of their traits.     

Gain or non‐loss: The message matching effect of regulatory focus on moral judgements of other‐orientation lies

Previous studies found that individuals with promotion focus are more likely to be persuaded by messages framed in terms of gain‐related words; individuals with prevention focus are more likely to be persuaded by messages framed in terms of loss‐related words. This is known as the message matching effect of regulatory focus. The present study extended this effect into the field of moral judgement of other‐orientation lies. Two experiments were conducted, revealing that (a) individuals with promotion focus judged gain‐framed other‐orientation lies to be more moral, while individuals with prevention focus judged non‐loss‐framed other‐orientation lies to be more moral; and (b) the subjective processing fluency had a partial mediating role in the message matching effect. Theoretical implications and future research directions were discussed.