Trans-parency in the workplace: How the experiences of transsexual employees can be improved

Very little research has focused exclusively on the workplace experiences of transsexual employees. Studies that have been done are either qualitative case studies (e.g., Budge, Tebbe, & Howard; 2010; Schilt & Connell, 2007), or aggregate transsexual individuals with lesbian, gay, and bisexual employees (e.g., Irwin, 2002). The current study focuses on this underexamined population and examines general workplace experiences, and both individual and organizational characteristics that influence transsexual employees' job attitudes. Results reveal that organizational supportiveness, transsexual identity centrality, and the degree to which they disclose to individuals outside of work all predict transsexual employees' disclosure behaviors in the workplace. These disclosure behaviors are positively related to job satisfaction and organizational commitment, and negatively related to job anxiety. These relations are mediated by coworker reactions. This research expands knowledge about diverse employee populations and offers both theory and some of the first large-scale empirical data collected on the workplace experiences of transsexual employees.     

Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme

Little is known about how employees might respond to their company's socially responsible business practices. Hypotheses derived from organizational identification and social exchange theories were tested to explain why employees (N=162) may respond positively to their company's volunteerism programme, a programme through which employees could spend time volunteering during their paid work hours. Support was found for mediated effects suggesting that employees' attitude towards the volunteerism programme ultimately predicted outcomes (e.g., intentions to stay) through its effect on organizational identification. Results also showed that exchange ideology moderated the effects of volunteer‐programme attitudes on supervisor‐reported organizational citizenship behaviour measured 6 months later, suggesting that some employees reciprocate the benefits they receive from a volunteerism programme. The implications of these findings are discussed for theory and research, and for leveraging volunteerism programmes and other socially responsible business practices to benefit companies and their employees.     

The prediction of safe sex behaviour: The role of intentions,attitudes, norms and control beliefs

Abstract

The present study was designed to examine the utility of the theory of reasoned action (Fishbein and Azjen, 1975) in relation to people's propensity to engage in a range of different safe sex strategies, including engaging in an exclusive sexual relationship, avoiding casual sex, and asking sexual partners about their previous sexual and IV drug use history. It was proposed that the intention to engage in a particular safe sex practice would be influenced by the person's attitude towards engaging in the practice, as well as his or her perception of the extent to which others thought they should do so (subjective norm), while behavioural intentions were proposed to predict actual behaviour. The study was also designed to examine whether, after control of the effects of the components of the theory of reasoned action, the person's generalised control beliefs would explain any additional variance in either behavioural intentions or actual behaviour. One hundred and two sexually active heterosexual students participated in the study. At the first wave of data collection, subjects completed measures of intentions, attitudes, and norms appropriate to each of the different behaviours. Measures of actual behaviour were obtained at follow-tip (three months after first period of data collection). The results of the study indicated that attitudes and norms predicted intentions for avoiding casual sex and asking sexual partners about their previous sexual and IV drug use history, while intentions predicted actual behaviour for all three safe sex strategies. Although there were no significant main effects of control beliefs on intentions or behaviour, subjects with internal control beliefs were more likely than their counterparts with external control beliefs to behave in accordance with their intentions to engage in an exclusive sexual relationship and ask sexual partners about their previous sexual and IV drug use history. Additional analyses revealed that the levels and determinants of intentions and actual behaviour were, in general, similar for males and females.     

Antecedents of children's physical activity intentions and behaviour: Predictive validity and longitudinal effects

Abstract

This study examined the predictive validity and time-lagged relationships in a model of children's physical activity intentions, attitudes, perceived behavioural control (PBC), behaviour and past behaviour using the Theory of Planned Behaviour (TPB; Ajzen, 1985) as a framework. In Study 1, 386 children aged 12–14 years completed measures of intentions, attitudes, subjective norm, PBC and past behaviour. Their physical activity behaviour was assessed one week later. Structural equation analyses supported the construct and predictive validity of the TPB with the exception of subjective norms which did not predict intentions. In Study 2,70 children completed measures of their physical activity attitudes, intentions, PBC and past behaviour. Attitudes, intentions, PBC and recent behaviour were re-assessed five weeks later. The cognitions demonstrated a moderate degree of stability over time and there were some cross-lagged effects between attitudes and PBC. Past behaviour demonstrated additive rather than attenuating effects. These results support the use of the TPB cognitions and past behaviour as a framework to examine children's physical activity behaviour.     

Exploring the role of personal normative beliefs in the theory of reasoned action: The problem of discriminating between alternative path models

In the 1967 version of Fishbein's model of the attitude-behaviour relationship a distinction was drawn between personal and social normative beliefs. Personal normative beliefs were later removed from the model on the grounds that they act as an alternative measure of behavioural intention. It is argued that the existing literature does not support this hypothesis and data is presented which indicates that personal normative beliefs are not an alternative measure of behavioural intention. It is argued that personal normative beliefs can be reconceptualized as measuring a person's ideal behavioural intention; a variable which mediates the relationship between attitudes, subjective norms and intentions, Evidence is presented which supports this hypothesis, but it is further demonstrated that an alternative model can be fitted to the present data. It is argued that it is impossible to discriminate between these alternative models on the basis of path analytic techniques, and the implications that this finding has for attitude research are discussed.     

A Configurational Perspective on the Theory of Planned Behaviour to Understand Employees' Change‐Supportive Intentions

This study aims to deepen the understanding of the psychological processes involved in the formation of change‐supportive intentions by adopting a configurational perspective. To investigate potential configurations in relevant psychological processes suggested by the theory of planned behaviour (Ajzen, 1991 ), classical linear analytic methods are supplemented by the application of two case‐centred methods: latent profile analysis (LPA) and fuzzy set qualitative comparative analysis (fsQCA). The study uses data from two measurement times drawing on employees of a city council (t1: N = 1,589; t2: N = 1,524) undergoing complex and continuous organisational changes. While the case‐centred results from LPA and fsQCA generally accord well with the results from regression analysis, they consistently highlight the relevance of configurational patterns. Specifically, LPA and fsQCA reveal that different combinations of change‐related attitudes, subjective norms, and perceived behavioural control relate to the presence or absence of high supportive intentions. These results provide valuable insights for fostering employees' change‐supportive intentions. Moreover, the present study demonstrates that case‐centred analytical methods can essentially enrich research and theory‐building in change management as well as in the field of behavioural intention formation in general.     

Exploring Organizational Obstruction and the Expanded Model of Organizational Identification

We argue that perceptions of organizational support and obstruction will have unique implications for employees' cognitive association and disassociation with their employers. As expected, the results of 2 studies support the hypothesis that perceived organizational support is positively related to an overlap in individual and organizational identities (i.e., organizational identification). Further, perceptions of organizational obstruction predict cognitive separation in individual and organizational identities (i.e., disidentification, ambivalent identification, and neutral identification). Implications for research and practice are discussed.     

The effects of person–innovation fit on individual responses to innovation

Drawing on the person–environment fit literature, we propose that cognitive comparisons between person and innovation on meaningful dimensions determine organizational members' affective and behavioural responses to innovations. Specifically, we hypothesize that two different types of person‐innovation fit constructs (value fit and ability fit) differentially predict employees' commitment to implementation and implementation behaviour. The results of this study indicate that congruence between innovation values and personal values is more strongly related to employees' commitment to implementation than to implementation behaviour, whereas the congruence between required abilities and current abilities is more strongly associated with implementation behaviour than with commitment to implementation. In addition, commitment to implementation was more strongly associated with environmental characteristics (innovation values), whereas implementation behaviour was associated more strongly with personal characteristics (personal values, current abilities). This study expands the person–environment fit and innovation implementation literature by applying the fit concept to a new domain and by identifying and testing cognitive processes that determine employees' affective and behavioural responses to innovations.     

Trick or trait? The combined effects of employee impression management modesty and trait modesty on supervisor evaluations

Prior research on the benefits of modest self-presentation in organizational contexts has shown positive effects on several career-related outcomes, including employees' reputation, organizational support, and mentoring. However, little is known about the nature, mechanisms, and boundary conditions of this promising impression management tactic. Our study addresses this research gap by integrating two theoretical conceptions of modesty, i.e., impression management modesty (IM modesty) and trait modesty. We developed and tested an overarching theoretical model that postulates positive interactive effects of employees' IM modesty and trait modesty on supervisor ratings of employees' likeability, competence, and job performance. Data on 233 employee–supervisor dyads were analyzed using hierarchical regression and conditional process analyses. As expected, the effects of IM modesty were systematically moderated by employees' trait modesty: For employees with high trait modesty, IM modesty demonstrated significant positive effects on supervisor ratings of employee likeability and competence, which in turn were associated with higher job performance ratings. For employees with low trait modesty, however, using IM modesty was neither beneficial nor detrimental to supervisor evaluations. Implications for theory, practice, and avenues for future research are discussed.     

Theories of reasoned action and planned behavior as models of condom use: a meta-analysis

To examine how well the theories of reasoned action and planned behavior predict condom use, the authors synthesized 96 data sets (N = 22,594) containing associations between the models' key variables. Consistent with the theory of reasoned action's predictions, (a) condom use was related to intentions (weighted mean r. = .45), (b) intentions were based on attitudes (r. = .58) and subjective norms (r. = .39), and (c) attitudes were associated with behavioral beliefs (r. = .56) and norms were associated with normative beliefs (r. = .46). Consistent with the theory of planned behavior's predictions, perceived behavioral control was related to condom use intentions (r. = .45) and condom use (r. = .25), but in contrast to the theory, it did not contribute significantly to condom use. The strength of these associations, however, was influenced by the consideration of past behavior. Implications of these results for HIV prevention efforts are discussed.     

Predicting land use voting behavior: expanding our understanding of the influence of attitudes and social norms

Voting to tax oneself in the current economic climate seems improbable. Framed in theories of normative influence and behavior change, this study tests the factors that predict voting for a county‐level millage (i.e., tax) to fund land preservation. Behavioral beliefs that contribute to people's attitudes toward the millage are identified and a model is tested with an expanded normative component. Results indicate that attitudes and subjective norms significantly predict voting intentions, and injunctive norms (i.e., people's perceptions of others' approval of taking an action) add significantly to the model's predictive power. Findings are reinforced by election results in which the millage proposal passed and can contribute to the applied literature by identifying social‐psychological factors that can be targeted with campaign messages.     

Approaching Success or Avoiding Failure? Approach and Avoidance Motives in the Work Domain

In our set of studies, we extended research on approach and avoidance motivations by investigating (i) motives in a work setting, (ii) interactions among approach and avoidance motives, and (iii) motives at implicit levels. Results of Studies 1 through 3 provided support for the construct validity of our work motives measure by demonstrating that approach and avoidance work motives are markers of more general approach and avoidance temperaments, they are distinct from other individual difference variables commonly studied by organisational psychologists (e.g. conscientiousness, regulatory focus and cognitive ability) and they are stable over time. In Studies 4 through 7, we confirmed our predictions that approach and avoidance motives predict employees' goal orientations, job appraisals and attitudes (e.g. job satisfaction and perceived support) and supervisor‐rated job behaviours (e.g. task performance and citizenship behaviour). Importantly, we provide the first empirical evidence that approach and avoidance motives interact to predict task performance and that the motives operate at implicit levels. Copyright © 2012 European Association of Personality Psychology     

Assessing the feasibility of the theory of planned behaviour in predicting drivers’ intentions to operate conditional and full automated vehicles

Guided by the Theory of Planned Behaviour (TPB), this study examined the beliefs underpinning, and feasibility of the factors in predicting, individuals’ intentions to use a conditional (Level 3) automated vehicle (AV) and a full (Level 5) AV. Australian drivers (N = 505) aged 17–81 years (Mean age = 33.69, SD = 18.79) were recruited and completed a 20 min online survey which featured both quantitative and qualitative items. For the quantitative data, two linear regressions revealed that the TPB standard constructs of attitudes, subjective norm, and perceived behavioural control (PBC) accounted for 66% of the variance in intentions to use a conditional AV and 68% of the variance in intentions to use a full AV. Of the TPB constructs, attitudes and subjective norms were significant positive predictors of future intentions to use conditional and full AVs. For the qualitative data, some differences emerged for the underlying behavioural beliefs that underpinned intentions to use conditional and full AVs. For example, having beliefs about control over the conditional AV was identified by many participants as an advantage, while not being in full control of the full AV was identified as a disadvantage. For underlying control beliefs, participants identified similar barriers for both vehicle types, including; high costs, lack of trust, lack of control over the vehicle, lack of current legislation to support the mainstream introduction of these vehicles, and concerns of safety for self and for other road users when operating AVs. Overall, these findings provide some support for applying the TPB to understand drivers’ intended use of AVs. However, while the current study showed that the constructs of attitudes and subjective norms might reflect intended use of AVs, more research is required to further examine the role of PBC. Additionally, the findings provide initial insights into the underlying behavioural and control beliefs that may motivate drivers to use AVs and highlight the similarities and differences in drivers’ perceptions towards two levels of vehicle automation.     

Predicting Exercise and Health Behavioral Intentions: Attitudes,Subjective Norms,and Other Behavioral Determinants1

By comparing exercise and health domains, the current experiment extends recent findings that within‐participant analyses of attitudes and subjective norms predict behavioral intentions well (Finlay, Trafimow, & Moroi, 1999). Within‐participant analyses show that health behaviors are particularly likely to be influenced by subjective norms, and those that are relatively normatively influenced are intended to be performed more than those that are not. However, neither was true of exercise behaviors. Additionally, other potential predictors for exercise (e.g., indirect attitudinal measures and goal‐oriented attitudes and intentions) correlated more strongly with exercise behavioral intentions than did general health attitudes and intentions.     

The relationship between justice and attitudes: An examination of justice effects on event and system-related attitudes

Research in organizational justice has always been interested in the relationship between justice and attitudes. This research often examines how different types of justice affect different attitudes, with distributive justice predicted to affect attitudes about specific events (e.g., performance evaluation) and procedural justice predicted to affect attitudes about organizations (e.g., organizational commitment). However, there is mixed support for these predictions. Moreover, this approach generally ignores the relationship between attitudes about the specific event and attitudes toward the organization. In this study we identify three alternative models of justice and attitudes. We use customer responses to complaint handling to test these alternative conceptualizations. Results generally support a mediated model, wherein event attitudes mediate the effect of justice perceptions on system-related attitudes. The implication of these findings for organizations and justice researchers are discussed.     

Children's Attitudes towards Peers with Disabilities: Associations with Personal and Parental Factors

The purpose of this study was to investigate the following: (i) associations among children's prior contact with people with disabilities and the three dimensions of children's attitudes towards people with disabilities: children's understanding of and their feelings about people with disabilities and their behavioural intentions to make inclusion decisions; (ii) the relation between children's behavioural intentions to make inclusion decisions and the demands of activity contexts and the types of disabilities; and (iii) the association between parents' attitudes and children's attitudes. Participants included 94 typically developing four‐ and five‐year‐old preschoolers. Children's understanding of disabilities and their prior contact with people with disabilities were found to be positively related to their feelings about people with disabilities; children's understanding of disabilities was a significant moderator of the relation between their behavioural intentions and activity contexts or types of disabilities. The hypothesized association between parents' attitudes and children's attitudes was not significant. Preschoolers may benefit from having more regular contact with people with disabilities to develop positive feelings towards their peers with disabilities, which is also related to their understanding of disabilities. Children's behavioural intentions to make inclusion decisions need to be understood in relation to their understanding of disabilities, the demand of activity contexts, and types of disabilities. Copyright © 2013 John Wiley & Sons, Ltd.     

Communication Networks in the Diffusion of an Innovation in an Organization1

Research on decision-making processes and the diffusion of innovations in organizations has been focused on the influence of formal organizational structures. Since the successful implementation of most innovations requires the cooperation of employees, it is important to investigate how employees' knowledge, opinions, and individual decisions concerning an innovation are influenced by other employees. The present study investigates how information acquisition and adoption decisions of employees are influenced by the quantity and strength of their informal communication ties in the organization, and how strong this influence is in comparison with influence from formal communication sources. Results indicate that formal communication sources contributed more to the process of information diffusion, whereas informal communication sources (especially the employees' strong ties), were more influential on attitudes and adoption intentions.     

Self-protection and growth as the motivational force behind majority group members' cultural adaptation and discrimination: A parallel mediation model via intergroup contact and threat

What motivates majority group members to adapt to or reject cultural diversity? Considering the relevance of personal values on our attitudes and behaviours, we inspected how self-protection and growth predict levels of discriminatory behavioural and cultural adaptation intentions towards migrants via intergroup contact and perceived intergroup threats, simultaneously (i.e., parallel mediation). Specifically, positive contact between groups is known for reducing prejudice through diminishing perceived intergroup threats. Yet current research emphasises the role of individual differences in this interplay while proposing a parallel relationship between perceived intergroup threats and contact. Also by inspecting cultural adaptation and discriminatory behavioural intentions, the present study examined more proximal indicators of real-world intergroup behaviours than explored in past research. Using data from 304 US Americans, structural equation modelling indicated a good fit for a parallel mediation model with growth relating positively to cultural adaptation intentions and negatively to discriminatory behavioural intentions through being positively associated with intergroup contact and negatively with perceived intergroup threats, simultaneously. The reverse was found for self-protection. These findings stress that personal values constitute a relevant individual difference in the contact/threats-outcome relationship, providing a motivational explanation for majority group members' experience of cultural diversity in their own country.