Aggressive reactions to abusive supervision: the role of interactional justice and narcissism

In this study, we explore personality and situational conditions in which negative leadership - specifically, abusive supervision - is associated with aggressive behavior in subordinates. That is, we examine the role that interactional justice and narcissism play in an employee's decision to respond aggressively to an abusive supervisor. We demonstrate that interactional justice mediates the relationship between perceptions of abusive supervision and subsequent employee aggression. In addition, we demonstrate that narcissism interacts with interactional justice perceptions to predict workplace aggression. We find that individuals with high levels of narcissism are the employees who are most likely to respond aggressively when they interpret their leader's behavior as abusive.     

A trickle-down model of organizational justice: relating employees' and customers' perceptions of and reactions to fairness

This study developed and tested a trickle-down model of organizational justice that hypothesized that employees' perceptions of fairness should affect their attitudes toward the organization, subsequently influencing their behaviors toward customers. In turn, customers should interpret these behaviors as signals of fair treatment, causing them to react positively to both the employee and the organization. The model was tested on a sample of 187 instructors and their students. The results revealed that instructors who perceived high distributive and procedural justice reported higher organizational commitment. In turn, their students reported higher levels of instructor effort, prosocial behaviors, and fairness, as well as more positive reactions to the instructor. Overall, the results imply that fair treatment of employees has important organizational consequences because of customers' attitudes and future intentions toward key service employees.     

Fairness lies in the heart of the beholder: How the social emotions of third parties influence reactions to injustice

The present research explores third parties’ (e.g., jurors, ombudsmen, auditors, and employees observing others’ encounters) ability to objectively judge fairness. More specifically, the current research suggests that third parties’ justice judgments and reactions are biased by their attitudes toward the decision recipient and, in particular, the affective aspect of those attitudes as characterized by their felt social emotions. We explore how the congruence of a social emotion (i.e., the extent to which the emotion reflects feeling a subjective sense of alignment with the target of the emotion) can influence their evaluations of recipients’ decision outcomes. The five studies presented show that congruence can lead third parties to react positively to objectively unfair decision outcomes and, importantly, that the influence of social emotions on subjective justice judgments drive third party reactions to decisions, decision makers, and even national policies.     

Diversity in context: how organizational culture shapes reactions to workers with disabilities and others who are demographically different

Successfully integrating workers with disabilities into their organizations is both a challenge and an opportunity facing managers today. Despite laws and business practices prohibiting discrimination against those with disabilities, people with disabilities are consistently underutilized in organizations. This article applies theories of demographic diversity in organizations to assert that a richer understanding of organizational cultures and their implications for workers with disabilities may shed light on the question of how and why workers with disabilities may be excluded from mainstream work experiences and career progression. The article briefly reviews business arguments that support integration of workers with disabilities into organizations based on their contribution to the overall diversity within the organization, and reviews complications in the research on diversity to date that leave important questions of the potential gains or detriments from increasing this diversity unanswered. The article then goes on to introduce organizational culture as an underinvestigated but likely potent tool in explaining how and when workers who are demographically different, in general, and with disabilities, specifically, may be successfully integrated into an organization's work force. The article introduces three types of organizational culture: culture of differentiation, culture of unity, and culture of integration. Each is explained in terms of its content and its implications for managing diversity. A discussion of the implications of culture as a primary tool for managing the integration of workers with disabilities concludes the paper.     

Procedural justice in authority relations: the strength of outcome dependence influences people's reactions to voice

In this article, we study how the strength of outcome dependence, defined as the extent to which people's outcomes depend on authority's decisions, influences their reactions to voice or no-voice procedures. We suggest that in situations where people are strongly outcome dependent they assume that the authority may not consider their views, and therefore voice procedures exert less influence on people's procedure judgments than in situations where they are not strongly outcome dependent. Findings of two experiments corroborate this line of reasoning: In strongly outcome dependent situations, recipients' procedure judgments are influenced less strongly by voice versus no-voice procedures than in moderate or weak outcome dependent situations. Furthermore, these effects were found for both pre-decision voice (Experiment 1) and for post-decision voice (Experiment 2). It is concluded that strong outcome dependence decreases the value-expressive function of voice opportunities. Copyright © 2007 John Wiley & Sons, Ltd.     

Procedural justice and intragroup status: Knowing where we stand in a group enhances reactions to procedures

The current research investigates the role of relative intragroup status as a moderator of people’s reactions to procedural justice. Based on a review of the procedural justice literature, the authors argue that information about intragroup status influences people’s reactions to variations in procedural justice. In correspondence with predictions, two experiments show that reactions of people who have been informed about their intragroup status position (either low, average, or high) are influenced more strongly by voice as opposed to no-voice procedures than people who are not informed about their intragroup status. It is concluded that knowing where we stand in a group enhances reactions to procedural justice.     

Procedural fairness in ultimatum bargaining: Effects of interactional fairness and formal procedure on respondents’ reactions to unequal offers1

Abstract: Ninety‐nine Japanese students received one of three offers in an ultimatum bargaining scenario: unfavorable and unequal; equal; or favorable but unequal. These offers were determined by either the other participant or by a computerized lottery. We also manipulated the arbitrariness of the role assignment procedure. Participants perceived the intentional small offer as more unfair in the interactional sense than the unintentional small offer, while they perceived the same offers as unfair in the distributive sense, regardless of intentionality. The intentional small offer was more likely to be rejected than the unintentional small offer. Participants perceived the arbitrary procedure of the role assignment as highly unfair, whereas the difference of arbitrariness in role assignment procedures had no significant impact on their reactions to the offer. Acceptance of the offer was strongly determined by interactional fairness, as well as by distributive fairness, and these types of fairness were influenced by different situational characteristics, such as intentionality, the size of the offer, and the equality of the offer.     

Yielding to (cyber)-temptation: Exploring the buffering role of self-control in the relationship between organizational justice and cyberloafing behavior in the workplace

Guided by the Strength Model of Self-control (Muraven & Baumeister, 2000) and the General Theory of Crime (Gottfredson & Hirschi, 1990), we examined the role of self-control in buffering the negative relationship between perceived organizational justice and cyberloafing behavior. Two hundred thirty-eight employee and co-worker dyads participated in the study. Organizational justice negatively predicted cyberloafing behavior, though this relationship had ceased to be statistically significant after controlling for gender, age, and hours of internet use for work-related activities. In addition, self-control moderated this relationship. Specifically, there was a stronger negative relationship between perceived organizational justice and cyberloafing for employees with high as opposed to low levels of self-control.     

Human reactions to technological failure: How accidents rooted in technology vs. human error influence judgments of organizational accountability

Two experiments examine how the identification of technology as a causal factor in an organizational accident influences judgments of organizational accountability. In study 1, organizations were found to be held less accountable for their actions when a misfortune was rooted in a computer error than when rooted in human error. The predicted mechanism for this effect, counterfactual thinking, was confirmed. Specifically, technologically induced accidents were found to generate fewer counterfactual thoughts of better possible outcomes than similar accidents resulting from human error. Study 2 replicated the findings of study 1 in a more natural setting and using a less intrusive measure for counterfactual thoughts.     

Joining with resistance: addressing reluctance to engage in group therapy training

Although research has documented the effectiveness of group psychotherapy, trainees are often reluctant to embrace this modality. This reluctance may reflect an informed choice based on knowledge, interest, and skill. Alternatively, reluctance may reflect misinformation or resistance due to conflicted feelings that arise from group dynamics. The latter are a major obstacle to the success of group therapy training and treatment programs. Understanding the origins of this reluctance and the developmental challenges of group therapy for trainees better equips supervisors to address this difficulty. This article uses case examples to illustrate how trainee reluctance emerges. It also provides strategies for working with hesitant trainees. The success of group therapy programs rests on the supervisor's ability to manage trainees' inhibitions to group therapy.     

Coping with health threat: social influence processes in reactions to medical test results

In a laboratory experiment, undergraduate subjects tested positive for an enzyme deficiency they believed to be a risk factor for pancreatic disorders. All Ss were tested with a confederate who received a positive or negative test result. For half the Ss, the confederate expressed a minimizing appraisal of the deficiency's seriousness. Although Ss' concern about the test result was significantly reduced by what the confederate said, behavioral intentions were determined by the confederate's diagnostic status. The effect of the confederate's diagnostic status on intentions was mediated by Ss' perceptions of the deficiency's prevalence. The results support Leventhal's self-regulation theory and demonstrate that the opinions and health characteristics of comparison others have differential effects on cognitive, emotional, and behavioral aspects of coping with a health threat.     

Dopamine transporter gene moderates response to behavioral parent training in children with ADHD: a pilot study

There is great variability in the degree to which children with attention deficit/hyperactivity disorder (ADHD) improve through behavioral treatments. This study investigates the influence of the dopamine transporter gene (SCL6A3/DAT1) on outcome of behavioral parent training (BPT). Study subjects were a subsample (n = 50, for whom DAT1 genotypes were available) of a randomized controlled BPT effectiveness study (N = 94) comparing BPT plus ongoing routine clinical care (RCC) versus RCC alone in referred children (4-12 years old) with ADHD. Treatment outcome was based on parent-reported ADHD symptoms and behavioral problems. Presence of 2 versus no or 1 DAT1 10-repeat allele served as moderator variable. Time × Treatment × Genotype effect was analyzed with repeated-measures analysis of variance, controlling for baseline medication status. Results indicate that DAT1 moderated treatment response (p = .009). In children with no or 1 DAT1 10-repeat allele, superior treatment effects of BPT + RCC compared with RCC alone were present (p = .005), which was not the case in children with 2 DAT1 10-repeat alleles (p = .57). Our findings suggest that genetic differences in DAT1 in children with ADHD influence their susceptibility to a behavioral intervention directed at shaping their environment through their parents. The role of the dopamine system in motivation and learning and in the aberrant sensitivity to reinforcement in children with ADHD may explain this moderating effect, given that the management of contingencies is typically addressed in BPT.     

Relating lab to life: Decrements in attention over time predict math productivity among children with ADHD

A child’s ability to sustain attention over time (AOT) is critical in attention-deficit/hyperactivity disorder (ADHD), yet no prior work has examined the extent to which a child’s decrement in AOT on laboratory tasks relates to clinically-relevant behavior. The goal of this study is to provide initial evidence for the criterion validity of laboratory assessments of AOT. A total of 20 children with ADHD (7–12 years of age) who were enrolled in a summer treatment program completed two lab attention tasks (a continuous performance task and a self-paced choice discrimination task) and math seatwork. Analyses focused on relations between attention task parameters and math productivity. Individual differences in overall attention (OA) measures (averaged across time) accounted for 23% of the variance in math productivity, supporting the criterion validity of lab measures of attention. The criterion validity was enhanced by consideration of changes in AOT. Performance on all laboratory attention measures deteriorated as time-on-task increased, and individual differences in the decrement in AOT accounted for 40% of the variance in math productivity. The only variable to uniquely predict math productivity was from the self-paced choice discrimination task. This study suggests that attention tasks in the lab do predict a clinically-relevant target behavior in children with ADHD, supporting their use as a means to study attention processes in a controlled environment. Furthermore, this prediction is improved when attention is examined as a function of time-on-task and when the attentional demands are consistent between lab and life contexts.     

: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection

Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm-based decision-making or providing justifying information about the decision-maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizations to attract a diverse workforce. In two experimental studies in which participants go through a digital interview, we find support for the overall negative effects of algorithms on fairness perceptions and organizational attractiveness. However, applicants with discrimination experiences tend to view algorithm-based decisions more positively than applicants without such experiences. We do not find evidence that providing justifying information affects applicants—regardless of whether they have experienced discrimination or not.     

Response to bullying (RTB): Behavioral skills and in situ training for individuals diagnosed with intellectual disabilities

This study evaluated behavioral skills training (BST) and in situ training (IST) to teach a response to bullying (RtB) to four adults with intellectual disabilities who were victims of bullying. The RtB consisted of refraining from retaliating, stating disapproval, walking away, and telling a staff member. In situ assessments were conducted in the natural setting to assess the effects of BST and IST. BST alone was successful in teaching the RtB to two participants. When BST did not result in the use of the RtB, IST was effective for one participant, and IST plus an incentive was effective for the other participant. The results of this study are consistent with previous BST and IST research.     

Information, choice, and reactions to stress: a field experiment in a blood bank with laboratory analogue.

Two experiments examined the effects of various operations of personal control on reactions to stress. The first study incorporated two features into the blood drawing procedure at a blood bank: providing donors with accurate information and allowing donors to choose the arm to be used. Measurement of nurses' actions to prevent donors from fainting and self-reports of discomfort revealed that the combination of choice and information was somewhat effective in reducing distress. However, providing either information or choice alone was more effective. In a second laboratory study using a cold pressor stimulus as stressor, subjects given a choice (the option to terminate the aversive stimulus and choice of hand used) showed a reduction of aftereffects on a measure of attention to detail. Subjects given information but not choice also showed this reduction. Combining information and choice was no different from either treatment alone. Taken together, the results of both studies indicate that moderate levels of choice and information are optimal for coping with stress. An explanation was suggested based on a contextually determined relationship amomg choice, information, and perceived control.     

Introducing a novel method to assess cumulative steroid concentrations: increased hair cortisol concentrations over 6 months in medicated patients with depression

Depression has been linked to increased cortisol concentrations using point measures taken from urine, blood, or saliva samples. However, with regard to hypercortisolism-induced consequences, long-term cumulative cortisol burden is of relevance. Our objective was to use hair analysis as a new method to assess cortisol exposure over 6 months in depressed patients and healthy controls. We examined 23 depressed patients (8 men and 15 women, mean age: 41.6 years (?±?standard deviation (SD), 13.1 years); mean duration of current depressive episode 9 months (?±?SD, 13 months)) and 64 healthy controls, matched for age and gender. Cortisol concentrations in two 3-cm hair segments from near to the scalp were analyzed, representing cortisol secretion during the 6 months prior to sampling. Compared with healthy individuals, depressed patients had higher hair cortisol concentrations in the first (mean?±?SD: 26.7?±?20.8 vs. 18.7?±?11.5?pg/mg, p?相似文献   

Responses to interoceptive exposure in people with posttraumatic stress disorder (PTSD): a preliminary analysis of induced anxiety reactions and trauma memories and their relationship to anxiety sensitivity and PTSD symptom severity

A growing body of evidence suggests that anxiety sensitivity (AS; fear of arousal-related sensations) plays a role in posttraumatic stress disorder (PTSD). Consistent with this, evidence indicates that interoceptive exposure (IE), which is a method for reducing AS, reduces PTSD symptoms. Clinical observations from our treatment studies indicate that IE triggers both anxiety and trauma memories in people with PTSD. The primary aim of this study was to describe the anxiety responses to a series of IE exercises and to examine whether or not trauma memories were activated. A secondary aim was to explore the relationships among AS, PTSD symptom severity, and IE responses. Data were collected from 23 people with PTSD who completed measures of PTSD symptoms and AS and a standardized battery of 10 IE exercises. Elevated anxiety and strong arousal responses were frequently elicited by the exercises, and trauma memories were also frequently triggered. AS and IE-triggered trauma memories significantly predicted IE-induced peak anxiety. The implications of the findings are discussed in terms of how IE might exert its therapeutic effects in the treatment of PTSD.