Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior

Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high—that is, the one identification augments the influence of the other. These hypotheses were tested and supported with data from two samples of bank employees (N = 358) and travel agency employees (N = 308).     

Socialization preferences and intentions: Does one size fit all?

The purpose of this study was to investigate student preferences for socialization tactics and their intentions to be proactive when they begin a new job. We examined the relationship between the Five Factor Model of personality and proactive personality with socialization tactics preferences and proactive behavior intentions in a sample of 243 undergraduate university students enrolled in a cooperative management program. The results indicate that personality predicts preferences for socialization tactics and intentions to be proactive. In particular, individuals high on agreeableness prefer institutionalized socialization tactics and individuals high on extraversion and proactive personality report higher intentions to be proactive when they begin a new job. These results suggest that one size does not fit all newcomers when it comes to socialization. The implications for research and practice before and after organizational entry are discussed.     

The phobic stimuli response scales: a new self-report measure of fear

Data from two large undergraduate samples were used to develop the phobic stimuli response scales (PSRS). Factor analyses of data from the first sample (N = 380) led to the creation of several scales, two of which (Social and Blood-Injection Fears) demonstrated good reliability and convergent validity. Analyses of data from a second sample (N = 330) were used to modify the three remaining scales (Animal, Bodily Harm, and Physical Confinement Fears), which also showed sound psychometric properties. As predicted, the PSRS were differentially correlated with neuroticism and extraversion, which may represent predisposing factors for these phobic responses. These new scales improve our understanding of the individual differences that are associated with various fears.     

Social anxiety and interpersonal perception: a social relations model analysis

Cognitive models of social phobia posit that an individual's negative beliefs about the way he or she is perceived by others (metaperceptions) are a core feature of the disorder. The social relations model () was used to analyze interpersonal perception data collected following unstructured social interactions in 62 socially anxious (SA) and 62 not socially anxious (NSA) individuals. Using this model, the interpersonal perceptions were analyzed to evaluate whether pathological levels of social anxiety are associated with self-perceptions, metaperceptions, and perceptions from others. SA participants saw themselves negatively and believed others saw them negatively. Although seen as more nervous by others, SA participants were not seen as less likeable. A mediational model demonstrated that the negative metaperceptions of SA individuals were more a function of their own self-perceptions than the negative perceptions of others. These findings were not attributable to depressive symptoms. Implications for theory and treatment of social phobia are discussed.     

Forgiveness, personality and gratitude

Recent evidence indicates that personality plays a role in the study of forgiveness, but the literature has been limited. This study sought to determine whether gratitude accounted for a significant portion of the variance beyond that of personality in the study of dispositional forgiveness (enduring resentment, sensitivity to circumstances, and overall propensity to forgive). One hundred and fifty-two Portuguese college students (51% females and 49% males, mean = 21.10 years) participated in the study. The results confirmed that personality, particularly agreeableness and neuroticism correlate with enduring resentment and overall tendency to forgive. Additionally, results using multiple regression models indicated that gratitude explained a significant amount of variance of overall propensity to forgive.     

The darker side of accommodating others: Examining the interpersonal structure of maladaptive constructs

To better understand the greater prevalence of depression among women, compared to men, we explored the darker side of accommodating others by examining where maladaptive relational constructs fit within a general structural framework provided by the interpersonal circumplex and 5-factor model of personality. Participants were four samples of undergraduate students (Ns = 302–2070) who completed questionnaires. Results indicated two clusters of maladaptive items: Submission with Connection and Submission without Connection. In general, the most maladaptive relational constructs were concentrated in the first cluster and were located in the low agency, low communion region of the interpersonal circumplex.     

Gender Equity for Athletes: Multiple Understandings of an Organizational Value

Although gender equity for athletes is a frequently researched topic, it is often assumed that understandings of gender equity are unitary and shared, which may complicate the implementation of it. The purpose of this study was to understand and critique the meanings of gender equity for athletes through in-depth interviews with 5 administrators, 6 coaches, and 17 athletes at 1 Canadian university athletic department. These data were coded and categorized using Atlas.ti. The findings revealed multiple but narrow meanings of gender equity: (a) equality, (b) conditional equality, and (c) a women’s only issue. None of these challenged the taken for granted assumptions associated with university athletics; however, they illustrated the complexities and struggles involved in understanding this organizational value.     

The Social Roles Questionnaire: A New Approach to Measuring Attitudes Toward Gender

Innovative research is constrained by instruments that assume gender to be captured by dichotomous categories. This article presents the results of two studies that document the psychometric properties of the Social Roles Questionnaire (SRQ), a new measure of gender role attitudes. A social constructivist perspective guided the development of the instrument that was designed not only to capture the diversity in people’s thinking about social roles for men and women, but also to identify attitudes that transcend binary categories. The article details the process of assessing reliability and validity based on data from 414 undergraduates. Findings revealed the SRQ is reliable and valid and that women were more likely than men to endorse egalitarian and gender transcendent beliefs. Additional possible uses of the SRQ are discussed.     

Joint effects of social networks and information giving on innovative performance after organizational entry

We combine the social network approach and organizational socialization literature in order to examine the influence of social networks and proactive behavior on newcomers' innovative performance. A sample of new employees completed questionnaires on social network and proactive measures, and their supervisors rated their innovative performance. The results suggest that both sparse (low density) social networks and newcomers' information giving were related to innovative performance. The results also indicate that information giving moderated the relation between sparse social networks and innovative performance: when newcomers' information giving was high, the characteristics of their social networks were not related to their innovative performance.     

The impact of competition on intrinsic motivation and creativity: considering gender, gender segregation and gender role orientation

The present research investigated whether competition influences children's artistic creativity and intrinsic motivation toward an art activity. Study 1 tested the hypothesis that boys' creativity would be enhanced by competition, while girls' creativity would be undermined. Fifty children (aged 6–10) made paper collages in one of two conditions; half competed for prizes and half did not. Results supported our hypotheses, and further showed that when children self-segregated by gender, the impact of competition was much more pronounced. Study 2 was designed to clarify the unexpected gender-segregation finding from Study 1. The Children's Sex Role Inventory [Boldizar, J.P. (1991). Assessing sex typing and androgyny in children: the Children's Sex Role Inventory. Developmental Psychology, 27, 505–515] was administered to 143 children (aged 6–11). One week later, these children made paper collages in one of four conditions; in addition to manipulating competition, assigned seating ensured that half of children were segregated by gender and half were not. Following the collage activity, an intrinsic and extrinsic motivation questionnaire was administered. Masculine children reported higher levels of intrinsic motivation when competing and when segregated by gender; they also reported higher levels of extrinsic motivation, especially when segregated by gender. These findings demonstrate that gender role is an important factor in determining children's responses to competition.     

有调节的多层中介效应分析

多层中介和多层调节效应分析在社科领域已常有应用,但如果将多层中介和调节整合在一起,可以产生2（多层中介类型）×2（调节变量的层次）×3（调节的中介路径）共12种有调节的多层中介模型。面对有调节的多层中介效应分析,研究者往往束手无策。详述了基于多层线性模型的12种有调节的多层中介的分析方法和基于多层结构方程模型的4类有调节的多层中介分析方法,包括正交分割法,随机系数预测法,潜调节结构方程法和贝叶斯合理值法。这四类方法的核心议题在于如何处理潜调节项。当样本量足够大时,建议选择潜调节结构方程法;当样本量不足时,建议选择贝叶斯合理值法。随后用一个实际例子演示如何进行有调节的多层中介效应分析并有相应的Mplus程序。最后展望了有调节的多层中介效应分析研究的拓展方向。     

Students' Divergent Thinking and Teachers' Ratings of Creativity: Does Gender Play a Role?

The differences between genders regarding the properties of divergent thinking and teachers' ratings of students' creativity are the issue of the present research. Data gathered from three previous experimental studies in Greek primary school students (N total = 228) was used for this purpose. In these studies, divergent thinking tasks were assigned to students and teachers' ratings were collected. The results showed that there were indeed differences in performance — except in the subscale of originality — in favor of girls who were more likely to perform better when they had a male teacher. Teachers' ratings of creativity were not related to students' gender but to teachers' gender.     

If you’re funny and you know it: Personality,gender, and people’s ratings of their attempts at humor

In seven studies (n = 1133), adults tried to create funny ideas and then rated the funniness of their responses, which were also independently rated by judges. In contrast to the common “funnier than average” effect found for global self-ratings, people were relatively modest and self-critical about their specific ideas. Extraversion (r = 0.12 [0.07, 0.18], k = 7) and openness to experience (r = 0.09 [0.03, 0.15], k = 7) predicted rating one’s responses as funnier; women rated their responses as less funny (d = −0.28 [−0.37, −0.19], k = 7). The within-person correlation between self and judge ratings was small but significant (r = 0.13 [0.07, 0.19], k = 7), so people had some insight into their ideas’ funniness.     

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender

Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.     

Trait ratings of the in-group and out-group with minimal acquaintance: Differentiation and out-group favorability

Malloy et al. (2011) studied trait judgments and behavior of Black and White men during face-to-face interactions at zero-acquaintance and found that intergroup responses were asymmetric. The present research extends that work. In Study 1 Black and White men observed two dyadic interactions from the Malloy et al (2011) study and rated in-group targets’ traits. In Study 2, using the type generation paradigm, Black and White males and females generated types of persons from their racial in-group or out-group and rated their traits. Blacks differentiated the unique traits of Whites to a greater extent than Whites differentiated the unique traits of Blacks. Blacks and Whites judged out-group targets’ traits more positively than those of in-group members, and both differentiated the unique traits of in-group members more than out-group members.     

Gender differences in creative thinking revisited: Findings from analysis of variability

This study investigated gender differences in creativity among 985 schoolchildren (499 boys, 486 girls) by analyzing both means and variability. A relatively new creativity test, the Test for Creative Thinking-Drawing Production (TCT-DP), was employed to gain a more refined understanding of gender differences in creativity using a gestalt approach. Whereas the results of analyses of means generally supported the Gender Similarities Hypothesis, the variability analyses tended to support the Greater Male Variability Hypothesis and the Gender Difference Hypothesis. Analyses of the TCT-DP subscales revealed that both genders have their relative strengths and weaknesses in creative thinking. Whereas girls outperformed boys in thoroughness of thinking, boys outperformed girls in boundary-breaking thinking. Variability analyses further showed that more boys clustered in the two extremes of the composite score. Significantly greater variability was found for males on five criteria of the TCT-DP. The educational implications of such a complex pattern of gender differences are discussed. With a view to searching for an explanation for gender differences, several lines of further research are proposed.     

The Relationship between Social Dominance Orientation and Gender: The Mediating Role of Social Values

Invariance hypothesis posits that, across cultures and contexts, men are higher in SDO than women. Social Dominance Theory (SDT) suggests that this difference is biologically determined and resulting from the differences in reproductive strategies between sexes. In this study we tested the hypothesis that values can explain gender–SDO differences. SDT suggests that SDO mediates gender differences in values. The contrasting hypothesis suggests that gender–SDO differences are mediated by values. Using SEM with a sample of Italian University students (N = 162, 80 men), the results provided strong support for the hypothesis of a mediation effect of values. Indeed, when controlling for values, gender difference in SDO disappear. Very similar findings were obtained for both GBD and OEQ. Results are discussed.     

Personality and the four faces of positive affect: A multitrait-multimethod analysis using self- and peer-report

The present study investigates the relationship between personality and positive affects (contentment, love, interest, and joy). Using multitrait-multimethod analysis and structural equation modeling procedures with self- and peer-report, the authors demonstrated the importance of differentiating between the positive affects. A multidimensional model fitted better than a general-factor model. Concerning the personality–affect relationship, the strongest relations were found between extraversion and both joy and love, agreeableness and love, openness to experiences and interest, and neuroticism and contentment. Thus, results suggest that it is insufficient to concentrate solely on extraversion when investigating the personality–positive affect relationship.