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1.
Russell Cropanzano Layne Paddock Deborah E. Rupp Jessica Bagger Amanda Baldwin 《Organizational behavior and human decision processes》2008
Judgments of fairness take into account at least two pieces of information—the outcome received and the process by which the outcome was assigned. Generally speaking, low levels of fairness are apt to be reported when the outcome is unfavorable and the allocation process is deemed inappropriate. In this study, we investigate how regulatory focus theory can further our understanding of the process by outcome interaction. Specifically, when individuals are working to add to their earnings (a promotion focus) the typical effect is observed. However, when individuals are focused on maintaining something that is their own (a prevention focus) the most negative emotion occurs when individuals are allocated an unfavorable outcome through a process that contains procedural safeguards. 相似文献
2.
Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives 总被引:1,自引:0,他引:1
Christopher C. Rosen Chu-Hsiang Chang Russell E. Johnson Paul E. Levy 《Organizational behavior and human decision processes》2009,108(2):202-217
This study examines how employees’ perceptions of specific features of the organizational context—organizational politics and procedural justice—are related to their evaluations of psychological contract breach and subsequent attitudes and behaviors. Across three studies, we examined the appropriateness of four models for describing relationships among the focal constructs. Results of these studies support (a) an environmental responsiveness model in which psychological contract breach mediates the effects of politics and justice on employee outcomes, and (b) a general fairness evaluation model where politics, justice, and psychological contract breach serve as indicators of a higher order factor that predicts employee attitudes and behavior. Implications and directions for future research are presented. 相似文献
3.
Paula C. Morrow 《Journal of Vocational Behavior》2011,(1):18-35
This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered. 相似文献
4.
This essay foregrounds the role of affect in felt experiences of whiteness by illustrating two accounts, one that took place on 25th May 2020 between Amy Cooper and Christian Cooper in Central Park, and an encounter from the authors previous study on Black educators’ experiences of working in white spaces. In doing so, this essay is an affective attunement to the ways that felt intensities inform our experience of power relations and ultimately constrain the capacities of bodies to act. 相似文献
5.
Remus Ilies Helen Pluut Sherry S. Y. Aw 《European Journal of Work and Organizational Psychology》2013,22(6):848-852
In this article, we attempt to integrate the commentaries to our position paper on intra-individual models of employee well-being (EWB; Ilies, R., Aw, S. S. Y., & Pluut, H. (2015). Intraindividual models of employee well-being: What have we learned and where do we go from here? European Journal of Work and Organizational Psychology, Advance online publication) of Bakker (2015. Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology, Advance online publication) and Cropanzano and Dasborough (2015. Dynamic models of well-being: Implications of affective events theory for expanding current views on personality and climate. European Journal of Work and Organizational Psychology, Advance online publication) with our original suggestions into a discussion and a set of recommendations aimed at moving theory and research on EWB forward. We hope that this effort, along with our position paper and the two commentaries, will lead to the development of a more comprehensive model of EWB and will stimulate new and interesting research on the topic. 相似文献
6.
《Psychologie du Travail et des Organisations》2022,28(2):129-144
Numerous studies carried out in northern countries have shown a positive link between organizational justice and organizational citizenship behaviours. There are no data from the countries of the South. The purpose of this article is to remedy this. Our hypothesis is that employees’ citizenship behaviours depend on how they perceive organizational justice. 160 men and women, executives and subordinates in a Gabonese public company, answered a questionnaire of 39 items: items of the organizational justice scale of Colquitt (2001) and items of the organizational citizenship scale of Charbonnier, Silva, and Roussel (2007). It is observed that different forms of justice influence organizational citizenship behaviours. 相似文献
7.
Jerald Greenberg Claire E. Ashton-James Neal M. Ashkanasy 《Organizational behavior and human decision processes》2007
We systematically analyze the role of social comparison processes in organizations. Specifically, we describe how social comparison processes have been used to explain six key areas of organizational inquiry: (1) organizational justice, (2) performance appraisal, (3) virtual work environments, (4) affective behavior in the workplace, (5) stress, and (6) leadership. Additionally, we describe how unique contextual factors in organizations offer new insight into two widely studied sub-processes of social comparison, acquiring social information and thinking about that information. Our analyses underscore the merit of integrating organizational phenomena and social comparison processes in future research and theory. 相似文献
8.
Kenneth H. Price James J. Lavelle Amy B. Henley Faye K. Cocchiara F. Robert Buchanan 《Organizational behavior and human decision processes》2006,99(2):212-226
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. 相似文献
9.
We tested Becker’s (1960) side-bet conceptualization of commitment within the context of Meyer and Allen’s (1991) three-component model of organizational commitment. Employees (N=202) from various organizations completed a survey including measures of (a) seven categories of side bets (b) affective, normative, and continuance commitment, and (c) turnover intention. The findings provided strong support for Becker’s theory. All seven side-bet categories correlated significantly with a revised measure of high-sacrifice continuance commitment, and structural equation modeling analyses revealed that the relations between the side bets and turnover intention were fully mediated by commitment. The findings also address issues pertaining to the dimensionality and measurement of continuance commitment, and help to explain relations among the three components of commitment. 相似文献
10.
This paper deals with children's understanding of the social-regulatory aspects of emotion. A total of 108 children between 6 and 12 years old responded to three vignettes describing social dilemmas. In each story one child (the expresser) displayed anger, sadness, or fear to their partner (the recipient), and children were asked about the expresser's goals as well as the effects of the emotion on recipients' actions and emotions. Anger expression was associated with children thinking that expressers feel dominant in interaction. When anger was expressed during interaction children thought that it elicited more anger and aggression from recipients. Sadness and fear elicited prosocial responses from recipients, including comfort, proximity, and goal reinstatement. The differentiation between anger, sadness, and fear was greater in older than in younger children. Results are discussed in terms of the differentiation between emotions, the development of individual differences in emotion expression, and emotion regulation. 相似文献
11.
《Philosophical Psychology》2012,25(4):407-425
According to Discrete Emotion Theory, a number of emotions are distinguishable on the basis of neural, physiological, behavioral and expressive features. Critics of this view emphasize the variability and context-sensitivity of emotions. This paper discusses some of these criticisms, and argues that they do not undermine the claim that emotions are discrete. This paper also presents some works in dynamical affective science, and argues that to conceive of discrete emotions as self-organizing and softly assembled patterns of various processes accounts more naturally than traditional Discrete Emotion Theory for the variability and context-sensitivity of emotions. 相似文献
12.
Evangelia Demerouti Russell Cropanzano 《European Journal of Work and Organizational Psychology》2017,26(2):263-274
Affective events theory (AET) argues that everyday negative events are likely to lower both daily work engagement and momentary positive affect. These problems can then persist on subsequent days. However, AET also argues that individual strategies can diminish the ill effects of negative events. We explicitly focused on good sportsmanship or abstaining from unnecessary complaints and criticism as a possible moderator of the effects of daily negative work events on daily work engagement and positive affect. We tested this possibility with a 3-day diary study among 112 employees. As expected, we found that daily negative events lowered daily engagement and momentary positive affect for two consecutive days. However, this effect only held on days that people exhibited low sportsmanship. For days that people exhibited high sportsmanship, there were no significant effects. Creating a resource rich work environment that enhances individuals’ sportsmanship behaviour can help to minimize the unfavourable impact of daily negative events. 相似文献
13.
Evangelia Demerouti Arnold Bakker Friedhelm Nachreiner Margit Ebbinghaus 《European Journal of Work and Organizational Psychology》2013,22(4):423-441
This study examines the relationships between burnout and short-term consequences of mental strain within and outside human services professions, at the same time contributing to the understanding of the development of burnout as a long-term effect of impairing work and job design. A total of 294 German employees working in human services (N=149) and industrial production (N=145) completed the Oldenburg Burnout Inventory (OLBI) and four scales measuring short-term consequences of mental strain. Results of factor analyses confirmed that the elements of the OLBI's two-factor structure-exhaustion and disengagement-are distinct from a range of impairing short-term consequences of mental strain. In addition, structural equation modelling showed that each burnout dimension is differentially related to specific short-term consequences of strain: Exhaustion is primarily related to mental fatigue, whereas disengagement is primarily related to satiation and the experience of monotony. The findings did not differ substantially for the two occupational groups. Burnout, as a long-term consequence of impairing mental strain, is distinct from and presumably temporally-causally related to specific impairing short-term consequences of mental strain, which, in turn, can be attributed to inadequate job design. 相似文献
14.
Drawing from the literature in neuroeconomics, organizational justice, and social cognitive neuroscience, I propose a model of neuro-organizational justice that explores the role of the brain in how people form fairness judgments and react to situations of fairness and/or unfairness in organizations. The model integrates three levels of analysis: (a) behavioral, (b) mental (cognitive and emotional), and (c) neural. The behavioral level deals with motivated actions displayed by the individual; the mental level deals with information processing mechanisms and emotional arousal; and the neural level concerns the brain systems instantiating mental processes. The paper also describes a fairness theory of mind that could help managers improve their ability to create fair working environments. The model’s implications for further research and management practice are discussed. 相似文献
15.
Irina Cojuharenco David PatientMichael R. Bashshur 《Organizational behavior and human decision processes》2011,116(1):17-31
What events do employees recall or anticipate when they think of past or future unfair treatment at work? We propose that an employee’s temporal perspective can change the salience of different types of injustice through its effect on cognitions about employment. Study 1 used a survey in which employee temporal focus was measured as an individual difference. Whereas greater levels of future focus related positively to concerns about distributive injustice, greater levels of present focus related positively to concerns about interactional injustice. In Study 2, an experimental design focused employee attention on timeframes that differed in temporal orientation and temporal distance. Whereas distributive injustice was more salient when future (versus past) orientation was induced, interactional injustice was more salient when past orientation was induced and at less temporal distance. Study 3 showed that the mechanism underlying the effect of employee temporal perspective is abstract versus concrete cognitions about employment. 相似文献
16.
The role of causal attribution in affect transfer of primes was addressed by examining the consequences of explicit evaluation of primes within the framework of the affect misattribution procedure (AMP; Payne, Cheng, Govorun, & Stewart, 2005). We reasoned that affect transfer occurs when primed affect remains diffuse and not bound to a specific object, hence capable of freely colouring subsequent evaluations of ambiguous objects. Accordingly, we propose that when people explicitly evaluate the prime, affect is clearly bound to the prime and becomes less capable of influencing subsequent judgements. Supporting this notion, affect transfer in the AMP was observed when participants ignored the primes, thereby keeping the primed affect relatively unbound. However, this effect disappeared when participants explicitly evaluated the primes before target stimuli were presented. Implications of these findings in determining how and when affect arising from one object carries over to another is discussed. 相似文献
17.
James P. Morris Nancy K. Squires Charles S. Taber Milton Lodge 《Political psychology》2003,24(4):727-745
The recording of event-related potentials (ERPs) in the brain has allowed for a better understanding of human sensory and cognitive processing. This technique may also prove useful in studying implicit social attitudes and their effects on information processing. Here, ERPs were used in a study of \"hot cognition\" in the context of political concepts. Hot cognition, as applied to the political domain, posits that all sociopolitical concepts that have been evaluated in the past are affectively charged, and that this affective charge is automatically activated from long-term memory within milliseconds of presentation of the political stimulus. During an evaluative priming task, ERP recordings showed that affectively incongruent prime/target pairs elicited an enhanced negativity with a peak latency of about 400 milliseconds relative to affectively congruent prime/target pairs. These differences suggest that automatic, implicit evaluations were made in response to strongly positive and negative political stimuli, and that these evaluations affected the subsequent processing of a high-valence adjective. Therefore, it appears that the emotional valence of a political prime is stored along with the concept itself, and that an affective response becomes active upon mere exposure to the political stimulus. 相似文献
18.
Russell E. Johnson Christopher Selenta Robert G. Lord 《Organizational behavior and human decision processes》2006,99(2):175-201
In two studies, we examined the joint effects of employed participants’ self-concept levels and perceptions of fairness on organizational attitudes and citizenship behavior intentions. We examined the effects of chronic self-concept activation in Study 1, whereas we primed the working self-concept in Study 2. Combining the results of both studies, we found support for our hypotheses that particular self-concept levels and organizational justice dimensions interact to predict various work-related outcomes. Specifically, we observed interactions between the relational self-concept and interactional justice, and between the collective self-concept and procedural justice, such that the justice–outcome relationships were stronger for those experiencing higher activation on the relevant self-concept level. Thus, as hypothesized, justice information is weighted differently depending on the particular level of self-concept that is active. In addition, interesting direct effects of employees’ self-concepts were also observed. We discuss the implications of these findings and the importance of considering the self-concept in conjunction with organizational justice. 相似文献
19.
《Revue Européene de Psychologie Appliquée》2014,64(6):289-298
IntroductionSeveral studies have investigated the mediating role of overall justice (OJ) in the relationships between specific dimensions of justice and employee attitudes. However, prior research has neglected to examine OJ during the process of organizational change, as suggested in fairness heuristic theory (FHT).ObjectiveThis study aims to replicate the results of previous studies and expand them by examining, in two contexts of organizational change implementation, the mediating role of OJ in the relationships between procedural, interpersonal, and informational justice (PJ, ITJ, and IFJ, respectively) and employee attitudes (job satisfaction, turnover intentions, and organizational commitment).MethodologyWe surveyed 537 employees experiencing a company reorganization (Study 1) and 188 employees experiencing a merger (Study 2).ResultsEach dimension of justice is related to OJ, which in turn is associated to employee attitudes. Furthermore, bootstrap results indicated that OJ mediates the effects of PJ, ITJ, and IFJ on job satisfaction and turnover intentions (in both studies), and on affective, normative, and continuance commitment (in Study 2).ConclusionOur findings show the importance of fairness during organizational change. Treating employees fairly in times of change is crucial for managers. 相似文献
20.
Recent research in the area of campaign advertising suggests that emotional appeals can influence political attitudes, electoral choices and decision‐making processes. Yet is there any evidence that candidates use emotional appeals strategically during campaigns? Is there a pattern to their use? For instance, are fear appeals used primarily late in the campaign by trailing candidates in order to get voters to rethink their choices? And are enthusiasm appeals used more commonly early on in order to shore up a candidate's base? We use affective intelligence theory—and supplement it with the idea of a voter backlash—to generate expectations about when candidates use certain emotional appeals (namely, anger, fear, enthusiasm, and pride) and which types of candidates are most likely to do so. We then test these ideas using campaign advertising data from several U.S. Senate races from 2004. Our research thus provides a link between research on campaign decision making—here the decision to “go emotional”—and research focusing on the effects of emotional appeals on voters. 相似文献