Irrelevant Cultural Influences on Belief

Recent work in psychology on ‘cultural cognition’ suggests that our cultural background drives our attitudes towards a range of politically contentious issues in science such as global warming. This work is part of a more general attempt to investigate the ways in which our wants, wishes and desires impact on our assessments of information, events and theories. Put crudely, the idea is that we confirm our assessments of the evidence for and against scientific theories with clear political relevance to our pre‐existing political beliefs and convictions. In this article, I explore the epistemological consequences of cultural cognition. What does it mean for the rationality of our beliefs about issues such as global warming? I argue for an unsettling conclusion. Not only are those on the ‘political right’ who reject the scientific consensus on issues like global warming unjustified in doing so, some of those on the ‘political left’ who accept the consensus are also unjustified in doing so. I finish by addressing the practical implications of my conclusions.     

领导职业支持对组织公民行为的影响:心理资本的作用

本研究探讨领导职业支持对工作团队成员组织公民行为的影响机制,研究采用问卷调查法,以10个地市的66个工作团队303名成员为调查对象,在控制被试的教育程度、工作经验及人口统计学变量之后,运用多层线性模型分析领导职业支持与团队成员心理资本及其组织公民行为的关系。结果发现：（1）领导职业支持对团队成员心理资本和组织公民行为有积极促进作用;（2）无论在团队层次还是员工层次,领导职业支持对成员组织公民行为有积极促进作用,成员心理资本在二者之间起完全中介作用。     

EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS,AND CUSTOMER SATISFACTION

The construct of human resource (HR) attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of 5 HR‐attribution dimensions. Utilizing data collected from a service firm, we show that employees make varying attributions for the same HR practices, and that these attributions are differentially associated with commitment and satisfaction. In turn, we show that these attitudes become shared within units and that they are related to unit‐level organizational citizenship behaviors and customer satisfaction. Findings and implications are discussed.     

A model of global citizenship: Antecedents and outcomes

As the world becomes increasingly interconnected, exposure to global cultures affords individuals opportunities to develop global identities. In two studies, we examine the antecedents and outcomes of identifying with a superordinate identity—global citizen. Global citizenship is defined as awareness, caring, and embracing cultural diversity while promoting social justice and sustainability, coupled with a sense of responsibility to act. Prior theory and research suggest that being aware of one's connection with others in the world (global awareness) and embedded in settings that value global citizenship (normative environment) lead to greater identification with global citizens. Furthermore, theory and research suggest that when global citizen identity is salient, greater identification is related to adherence to the group's content (i.e., prosocial values and behaviors). Results of the present set of studies showed that global awareness (knowledge and interconnectedness with others) and one's normative environment (friends and family support global citizenship) predicted identification with global citizens, and global citizenship predicted prosocial values of intergroup empathy, valuing diversity, social justice, environmental sustainability, intergroup helping, and a felt responsibility to act for the betterment of the world. The relationship between antecedents (normative environment and global awareness) and outcomes (prosocial values) was mediated by identification with global citizens. We discuss the relationship between the present results and other research findings in psychology, the implications of global citizenship for other academic domains, and future avenues of research. Global citizenship highlights the unique effect of taking a global perspective on a multitude of topics relevant to the psychology of everyday actions, environments, and identity.     

Exchange Ideology as a Moderator of Job Attitudes-Organizational Citizenship Behaviors Relationships1

Following work on organizational citizenship behaviors (cf. Organ, 1988). the present study examined job satisfaction, perceptions of organizational support, and organizational commitment as predictors of organizational citizenship behaviors. Regression analyses on data collected from workers in a small tooling plant indicated that exchange ideology moderated the relationships between ratings of OCB's and organizational support scores. For tool workers whose attitudes and behaviors were more dependent on organization reinforcement, OCB ratings were positively related to organizational support. However, for those whose attitudes and behaviors were more independent of organization reinforcement. OCB ratings were considerably less related to organizational support scores. The pattern was similar for OCB ratings and job satisfaction scores. These data are consistent with those reported previously (e.g., Eisenberger. Huntington. Hutchinson, & Sowa, 1986) and suggest that the salience of job attitudes in the decision to manifest organizational citizenship behaviors may be influenced by the individual's exchange ideology.     

How we frame the message of globalization matters

We examine the effect of framing globalization either negatively or positively on students' emotions, perceptions, and endorsed behaviors. Participants read about the job market becoming more competitive (negative), more culturally diverse (positive), or no information was given. The results show that framing globalization negatively lowered felt positive emotion, identification with university and global citizenship identities, endorsement of pro‐social values, and increased the desire to reject outgroups and strengthen the ingroup, than when globalization was framed positively. The relationship between message framing and pro‐social values (e.g., valuing diversity) was mediated by global citizenship, but not university identification. Implications for global citizenship education and global citizenship identity are discussed.     

Self‐Knowledge and Rational Agency: A Defense of Empiricism

How does one know one's own beliefs, intentions, and other attitudes? Many responses to this question are broadly empiricist, in that they take self‐knowledge to be epistemically based in empirical justification or warrant. Empiricism about self‐knowledge faces an influential objection: that it portrays us as mere observers of a passing cognitive show, and neglects the fact that believing and intending are things we do, for reasons. According to the competing, agentialist conception of self‐knowledge, our capacity for self‐knowledge derives from our rational agency—our ability to conform our attitudes to our reasons, and to commit ourselves to those attitudes through avowals (Burge 1996; Moran 2001; Bilgrami 2006; Boyle 2009). This paper has two goals. The first is exegetical: to identify agentialism's defining thesis and precisely formulate the agentialist challenge to empiricism. The second goal is to defend empiricism from the agentialist challenge. I propose a way to understand the role of agency in reasoning and avowals, one that does justice to what is distinctive about these phenomena yet is compatible with empiricism about self‐knowledge.     

Externalism and Knowledge of the Attitudes

Usually, discussions about the compatibility of content externalism with self-knowledge focus on our knowledge of content. I look at externalist consequences for our knowledge of our own attitude-types. I show that there is a certain kind of mistake about the nature of one's own attitudes which would not be possible if externalism were false. While this does not cause trouble for externalism in general, it does cause trouble for some externalists' explanations of the compatibility of externalism with self-knowledge. I end with a picture of our knowledge of the attitudes that is compatible with externalism.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Working in the hangar: The impact of psychological capital on work outcomes among army aircraft mechanics

Based on positive organizational behavior, this study aimed to explore the impact of psychological capital (PsyCap) on task performance, organizational citizenship behaviors, affective commitment, and job satisfaction among army aircraft mechanics. Data was obtained from 260 aircraft mechanics working in various Turkish Army aviation units. The hypotheses were tested using a series of hierarchical regressions. The results indicated that those with higher PsyCap are more likely to depict task performance, engage in highly extra-role behaviors, be more committed to their organizations, and be highly satisfied with their jobs that are advantageous to army aviation settings. The authors concluded that promoting the levels of PsyCap could be effective in elevating aircraft mechanics’ work attitudes and behaviors. Military aviation units are encouraged to establish human resource development programs to foster the PsyCap of their soldiers, which in turn, enhances crucial work attitudes.     

Entitlement to Self‐Knowledge and Brute Error

Abstract

I discuss Burge’s argument that our entitlement to self‐knowledge consists in the constitutive relation between the second‐order review of thoughts and the thoughts reviewed, and defend it against Peacocke’s criticism. I then argue that though our entitlement to self‐knowledge is neutral to different environments, as Burge claims, the consideration of Burge’s own notion of brute error shows that Burge’s effort to reconcile externalism and self‐knowledge is not successful.     

DANCING WITH THE SACRED: EXCERPTS

Abstract. In excerpts from my Dancing with the Sacred (2002), I use ideas from modern science, our world's religions, and my own experience to highlight three themes of the book. First, working within the framework of a scientific worldview, I develop a concept of the sacred (or God) as the creative activity of nature, human history, and individual life. Second, I offer a relational understanding of human nature that I call our social‐ecological selves and suggest some general considerations about what it means to live meaningfully and morally in an evolutionary world. Third, I explore how we might be at home in a universe that is constantly changing and in which suffering and death are interwoven with life and new creation.     

Immigrant Acculturation and Transnationalism: Israelis in the United States and Europe Compared

This article examines relations between social integration into host societies, religio‐ethnic acculturation into group belonging, and ties to home country among Israeli émigrés in the United States and Europe. I use data from a 2009–2010 Internet survey into which I incorporated country‐contextual characteristics. The results of multivariate analyses show that a social integration combining duration of residence abroad and local citizenship enhances religio‐ethnic identification. Another measure of integration, social networks, deters group behaviors. All measures of general integration inhibit attachment to the home country, whereas religio‐ethnic acculturation is largely insignificant for transnationalism. The religiosity of the new country does not influence immigrants’ religio‐ethnic patterns or homeland attachment. Insofar as group size is a significant determinant of particularistic behaviors, it weakens them. The more policy‐based opportunities newcomers receive, the more they dissociate from group behaviors and homeland ties. Irrespective of individual and contextual factors, living in the United States encourages group affiliation more than living in Europe does. The results are discussed in reference to four working hypotheses—marginalization, integration, assimilation, and separation—and from a U.S.‐European comparative perspective.     

What We Share Is Who We Are and What We Do: How Emotional Intimacy Shapes Organizational Identification and Collaborative Behaviors

We focus on the concept of emotional intimacy among organizational members and investigate its influence on both their (a) perceptions and (b) behaviors. With regard to employees’ perceptions, we test whether it is organizational identification (operationalized as cognitive and affective identification with the organization) that influences emotional intimacy or the reverse. At the behavioral level, we investigate the interplay between employee emotional intimacy and organizational identification and their effects on employee interpersonal helping (OCB-Is; interpersonal organizational citizenship behaviors) and interpersonal conflict (CWB-Is; interpersonal counterproductive workplace behaviors). Based on a three-wave panel study among nurses working in a public hospital, our findings show that emotional intimacy influences organizational identification, and it represents a unique antecedent of OCB-Is and CWB-Is.     

组织心理所有权与工作态度和工作行为的关系

介绍了心理所有权的理论基础,整合了组织心理所有权的基本内涵及其构念,阐述了组织心理所有权与工作态度及工作行为之间的关系：①对组织的心理所有权与员工态度以及工作行为之间具有积极的关系;②心理所有权有助于解释员工的工作责任及其行为;③心理所有权对员工绩效的预测价值还有待进一步验证。并指出当前研究中存在的问题以及未来发展趋势     

An Examination of Employee Reactions to Perceived Corporate Citizenship1

There has been little research focus to date on individual level reactions to corporate citizenship. Our study attempted to understand better how corporate citizenship affects job behaviors and employee feelings by examining a hypothesized positive effect of perceived corporate citizenship (PCC) on 3 dependent variables: work‐role definitions, organizational citizenship behavior, and organizational identification. Additionally, the personal value of other‐regarding value orientation was hypothesized to interact with PCC. The findings supported 4 of 6 hypotheses. We consider theoretical and practical implications of how corporate citizenship impacts employees.     

The Role of Parents and Teachers in the Development of Gender-Related Math Attitudes

Girls tend to have more negative math attitudes, including gender stereotypes, anxieties, and self-concepts, than boys. These attitudes play a critical role in math performance, math course-taking, and the pursuit of math-related career paths. We review existing research, primarily from U.S. samples, showing that parents’ and teachers’ expectancies for children’s math competence are often gender-biased and can influence children’s math attitudes and performance. We then propose three new directions for future research on the social transmission of gender-related math attitudes. First, parents’ and teachers’ own math anxieties and their beliefs about whether math ability is a stable trait may prove to be significant influences on children’s math attitudes. Second, a developmental perspective that investigates math attitudes at younger ages and in relation to other aspects of gender development, such as gender rigidity, may yield new insights into the development of math attitudes. Third, investigating the specific behaviors and mannerisms that form the causal links between parents’ and teachers’ beliefs and children’s math attitudes may lead to effective interventions to improve children’s math attitudes from a young age. Such work will not only further our understanding of the relations between attitudes and performance, but will lead to the development of practical interventions for the home and classroom that ensure that all students are provided with opportunities to excel in math.     

Effets des pratiques organisationnelles vertueuses sur les comportements citoyens et l’intention de rester dans l’entreprise : le rôle médiateur de l’adéquation personne-organisation

The aims of this study were to explore the effects of virtuous organizational practices on employees’ citizenship behaviors towards the organization and employees’ intention to remain, and to test the mediating role of the person-organization fit in these relationships. A total of 290 employees from different sectors responded to the study. The results revealed that these practices had positive effects on citizenship behavior and intention to stay in the organization and that person-organization fit mediated these relationships partially and completely respectively. The results of this study, devoted to the innovative construct of virtuous organizational practices and its relationship to work attitudes and behaviors, suggest different avenues for research and action, which are discussed.     

Attitude towards technology,social media usage and grade‐point average as predictors of global citizenship identification in Filipino University Students

We examine the influence of a positive attitude towards technology, number of social media network memberships and grade‐point average (GPA) on global citizenship identification antecedents and outcomes. Students (N = 3628) at a university in the Philippines completed a survey assessing the above constructs. The results showed that attitude towards technology, number of social network site memberships and GPA‐predicted global citizenship identification, and subsequent prosocial outcomes (e.g. intergroup helping, responsibility to act for the betterment of the world), through the perception that valued others prescribe a global citizen identity (normative environment) and perceived knowledge of the world and felt interconnectedness with others (global awareness). The results highlight the associations between technology and academic performance with a global identity and associated values.