Acting Superior But Actually Inferior?: Correlates and Consequences of Workplace Arrogance

Accounts of arrogant employees abound, yet there is little systematic research on arrogance within organizations. In response to this oversight, this article presents the findings from four studies. In Studies 1 and 2, the authors developed the Workplace Arrogance Scale and found support for its convergent and discriminant validity. In Study 3, the Workplace Arrogance Scale was included as part of a 360-degree performance feedback survey. Results revealed that there was satisfactory agreement between self- and other-ratings of arrogance. The authors also found that arrogance was negatively related to self- and other-rated task performance. Findings from Study 4 suggested that arrogance is negatively related to cognitive ability and self-esteem. The authors conclude by discussing the theoretical and practical implications of these findings.     

“I don't want to be near you,unless…”: The interactive effect of unethical behavior and performance onto relationship conflict and workplace ostracism

Examined through the lens of moral psychology, we investigate when and why employees’ unethical behaviors may be tolerated versus rejected. Specifically, we examine the interactive effect of employees’ unethical behaviors and job performance onto relationship conflict, and whether such conflict eventuates in workplace ostracism. Although employees’ unethical behaviors typically go against moral norms, high job performance may provide a motivated reason to ignore moral violations. In this regard, we predict that job performance will mitigate the relationship between employee unethical behavior and workplace ostracism, as mediated by relationship conflict. Study 1, a multisource field study, tests and provides support for Hypotheses 1 and 2. Study 2, also a multisource field study, provides support for our fully specified model. Study 3, a time‐lagged field study, provides support for our theoretical model while controlling for employees’ negative affectivity and ethical environment. Theoretical and practical implications are discussed.     

Task versus relationship conflict,team performance,and team member satisfaction: a meta-analysis

This study provides a meta-analysis of research on the associations between relationship conflict, task conflict, team performance, and team member satisfaction. Consistent with past theorizing, results revealed strong and negative correlations between relationship conflict, team performance, and team member satisfaction. In contrast to what has been suggested in both academic research and introductory textbooks, however, results also revealed strong and negative (instead of the predicted positive) correlations between task conflict team performance, and team member satisfaction. As predicted, conflict had stronger negative relations with team performance in highly complex (decision making, project, mixed) than in less complex (production) tasks. Finally, task conflict was less negatively related to team performance when task conflict and relationship conflict were weakly, rather than strongly, correlated.     

Stereotype threat: Antecedents and consequences for working women

Three studies investigated antecedents and consequences of stereotype threat for female employees. The results of Studies 1 and 2 suggest that social comparisons with men are associated with feelings of stereotype threat whereas social comparisons with women are not. Stereotype threat, in turn, was associated with conflict surrounding women's identity as female employees and with decreased perceived likelihood of achieving career goals. Study 3 extended these findings by demonstrating that feelings of stereotype threat are also negatively related to workplace attitudes and turnover intentions. Furthermore, the effect of stereotype threat on these job attitudes and intentions was itself mediated by identity conflict and perceived likelihood of achieving career goals. Implications and limitations of these findings are discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

Adolescents’ Conflict Resolution Styles Toward Mothers: The Role of Parenting and Personality

In the present research, we examined associations between contextual and individual factors and adolescents’ conflict resolution with mothers. In Study 1, we explored links between maternal responsiveness and psychological control and adolescent conflict resolution styles (positive problem solving, conflict engagement, withdrawal, and compliance) with two informants. In Study 2, we examined the unique contribution of adolescents’ personality above and beyond perceived parenting in the prediction of conflict resolution styles. Results of both studies indicated that responsiveness was related positively to problem solving and negatively to withdrawal. Psychological control was positively associated with destructive resolution styles. Study 2 indicated that extraversion predicted more problem solving and conflict engagement, and less withdrawal. Agreeableness predicted more problem solving and less conflict engagement. Finally, certain personality traits moderated associations between parenting and conflict resolution, indicating that some adolescents are more sensitive to these parenting dimensions than others.     

Relationships Among Conflict Management Styles,Levels of Conflict,and Reactions to Work

Abstract

Relationships among (a) conflict management styles, (b) levels of conflict, (c) two general reactions to work, and (d) four types of individual outcomes experienced by employees in the United States were assessed in two studies. In Study 1, subordinates using a high-obliging style with supervisors experienced more intrapersonal conflict, supervisors using a high-integrating style with subordinates reported more intrapersonal and intragroup conflict, and low-dominating supervisors reported significantly greater intragroup conflict. In Study 2, high-integrating subordinates experienced less intrapersonal, intragroup, and intergroup conflict than low-integrating subordinates did. The results of analyses also indicated that there was a strong relationship between integrating and all six organizational outcomes. Lower job satisfaction and fewer interpersonal rewards were associated with a high-dominating style. Both integrating and compromising were positively related to interpersonal outcomes, and dominating and avoiding were negatively related to interpersonal outcomes. Finally, the more conflict individuals experienced on the job, the lower their job satisfaction and their outcomes were.     

Family conflict and academic performance of first-year Asian American undergraduates

This three-study investigation examined risk and protective factors for poor academic performance among Asian American first-year undergraduates. Students were surveyed prior to starting college and their GPA was collected after their first semester in college. Family conflict as a significant risk factor for poor academic performance was examined in all three studies. The results indicate that higher family conflict prior to college was related to lower first-semester college GPA, after controlling for standardized test scores and high school rank (Studies 1-3). Even though psychological distress was related to both family conflict and GPA, it did not mediate the relationship between family conflict and GPA (Studies 2 and 3). In terms of protective factors, the results indicate that life satisfaction buffered the negative effects of family conflict on first-semester college GPA (Study 3). Together, these findings support the need to take into account family variables and psychological well-being in the academic performance of Asian American students as they transition from high school to college.     

Contingent Punishment as a Double‐Edged Sword: A Dual‐Pathway Model from a Sense‐Making Perspective

A sense‐making perspective is adopted to explore how and when contingent punishment is related to job performance. Results from Study 1 support the prediction that contingent punishment is positively related to job performance through affective commitment and negatively related to job performance through self‐regulation impairment. Interpersonal justice on the part of supervisors strengthens the positive pathway, such that contingent punishment is more related to affective commitment when interpersonal justice is high. Core self‐evaluation of employees weakens the negative pathway, such that contingent punishment is less related to self‐regulation impairment when core self‐evaluation is high. Moderated mediation effects also show that the positive indirect effect of contingent punishment on job performance through affective commitment exists only when interpersonal justice is high and that the negative indirect effect of contingent punishment on job performance through self‐regulation impairment occurs only when core self‐evaluation is low. The results associated with the novel pathway mediated by self‐regulation impairment are replicated in Study 2.     

The consequences of high levels of attachment security

Attachment security is known to have various positive outcomes. Recent evidence, however, suggests that security, especially high levels of it, may also have negative outcomes. Three studies tested this possibility. Studies 1 and 2 showed a linear rather than curvilinear trend between security and positive outcomes, suggesting that even at high levels security correlates with positive outcomes. Study 3, which focused on secure behaviors, found that exhibiting high levels of secure behaviors was related to a higher frequency of negative outcomes. However, dispositional attachment security was negatively correlated with negative outcomes, and engaging in secure behaviors strengthened this correlation. These findings suggest that secure behaviors rather than perceptions associated with attachment security (i.e., working models) may be related with negative outcomes.     

The Mediating Roles of Work–Family Conflict and Facilitation in the Relations Between Leisure Experience and Job/Life Satisfaction Among Employees in Shanghai Banking Industry

In this study, we explore whether the relationship between leisure experience and job/life satisfaction is mediated by work–family conflict and facilitation, and how these effect coefficients varied among different demographic groups of gender, marital status as well as parental status. With the survey data from 1706 employees in the Shanghai banking industry, we found work–family conflict and facilitation acted as mediators between leisure experience and job/life satisfaction. In all demographic groups, work–family conflict was negatively related with leisure experience and job/life satisfaction. Conversely, work–family facilitation was positively related with leisure experience and job/life satisfaction. Moreover, we found (1) compared with the case for males, the negative effect coefficient of work–family conflict on job satisfaction was significantly higher in female samples. (2) The positive effect coefficients of leisure experience on work–family facilitation was higher for married couples than for unmarried employees. (3) For employees who had children, the negative effect coefficient of leisure experience on work–family conflict as well as the positive effect coefficient of leisure experience on work–family facilitation were significantly higher than for employees who had no children. The results of this study suggest that employees in the banking industry would experience a lower level of work–family conflict and better maintain work–family facilitation by engaging in leisure pursuits with their family. The limitations of this study were discussed as well.     

Empowering public service workers to face bystander conflict: Enhancing resources through a training intervention

Public service employees work in occupations that are accompanied with high psychosocial risks. Police, firefighters, and paramedics are increasingly being confronted with argumentative, conflicting bystanders that frustrate them in executing their task. We developed a resource‐enhancement intervention and tested its usefulness for securing employees’ effective functioning and well‐being in bystander conflict. In a simulation‐based pre‐test post‐test control group design, paramedics in the intervention condition received training about how to increase their resources in terms of conflict management efficacy, perspective taking, task support, and emotional support. For those in the control condition, no such training was provided. Comparing pre‐ and post‐test measures (n = 81) of the participants in the intervention and control groups, we found evidence that the intervention successfully increased employees’ resources over time. Moreover, we found considerable support for a positive link between these resources and employees’ affective well‐being and job dedication. Thus, our study suggests that a resource‐enhancing intervention can serve as an important means to protect public service employees against the deleterious effects of bystander conflict.

Practitioner points

• A resource‐enhancing intervention can protect public service employees against the deleterious effects of bystander conflict.
• Resources related to dealing with a hindering bystander, as well as resources facilitating the continuation of the primary task, are positively associated with employees’ affective well‐being, job dedication, and job performance.

     

Seeking security or growth: a regulatory focus perspective on motivations in romantic relationships

Using a multimethod approach, we examined how regulatory focus shapes people's perceptual, behavioral, and emotional responses in different situations in romantic relationships. We first examined how chronic regulatory focus affects romantic partners' support perceptions and problem-solving behaviors while they were engaged in a conflict resolution discussion (Study 1). Next, we experimentally manipulated regulatory focus and tested its effects on partner perceptions when individuals recalled a prior conflict resolution discussion (Study 2). We then examined how chronic regulatory focus influences individuals' emotional responses to hypothetical relationship events (Study 3) and identified specific partner behaviors to which people should respond with regulatory goal-congruent emotions (Study 4). Strongly prevention-focused people perceived their partners as more distancing and less supportive during conflict (Studies 1 and 2), approached conflict resolution by discussing the details related to the conflict (Study 1), and experienced a negative relationship outcome with more agitation (Study 3). Strongly promotion-focused people perceived their partners as more supportive and less distancing (Studies 1 and 2), displayed more creative conflict resolution behavior (Study 1), and experienced a negative relationship outcome with more sadness and a favorable outcome with more positive emotions (Study 3). In Study 4, recalling irresponsible and responsible partner behaviors was associated with experiencing more prevention-focused emotions, whereas recalling affectionate and neglectful partner behaviors was associated with more promotion-focused emotions. The findings show that regulatory focus and approach-avoidance motivations influence certain interpersonal processes in similar ways, but regulatory focus theory also generates novel predictions on which approach-avoidance models are silent.     

MANAGING DIVERSITY: HOW ORGANIZATIONAL EFFORTS TO SUPPORT DIVERSITY MODERATE THE EFFECTS OF PERCEIVED RACIAL DISCRIMINATION ON AFFECTIVE COMMITMENT

Using the interactional model of cultural diversity, we examined whether the negative effects of perceived racial discrimination on affective commitment can be mitigated by perceived organizational efforts to support diversity. Across 3 studies, we found that perceptions of workplace racial discrimination are negatively related to affective commitment. In 2 out of 3 studies, this negative relationship was attenuated as employees perceived more organizational efforts to support diversity. Studies 1 (mostly Whites) and 2 (mostly Hispanics) showed that organizational efforts to support diversity attenuate the negative effects of perceived racial discrimination on affective commitment. However, in Study 3 (African Americans), results showed that when organizational efforts to support diversity are high, the negative relationship between perceived racial discrimination and affective commitment became stronger. Studies 2 and 3 also extended these results by showing that the interaction of perceived racial discrimination and organizational efforts to support diversity indirectly influences turnover intent.     

The grateful disposition: a conceptual and empirical topography.

In four studies, the authors examined the correlates of the disposition toward gratitude. Study I revealed that self-ratings and observer ratings of the grateful disposition are associated with positive affect and well-being, prosocial behaviors and traits, and religiousness/spirituality. Study 2 replicated these findings in a large nonstudent sample. Study 3 yielded similar results to Studies I and 2 and provided evidence that gratitude is negatively associated with envy and materialistic attitudes. Study 4 yielded evidence that these associations persist after controlling for Extraversion/positive affectivity. Neuroticism/negative affectivity, and Agreeableness. The development of the Gratitude Questionnaire, a unidimensional measure with good psychometric properties, is also described.     

When customers exhibit verbal aggression, employees pay cognitive costs

In 4 experimental studies, we show that customer verbal aggression impaired the cognitive performance of the targets of this aggression. In Study 1, customers' verbal aggression reduced recall of customers' requests. Study 2 extended these findings by showing that customer verbal aggression impaired recognition memory and working memory among employees of a cellular communication provider. In Study 3, the ability to take another's perspective attenuated the negative effects of customer verbal aggression on participants' cognitive performance. Study 4 linked customer verbal aggression to quality of task performance, showing a particularly negative influence of aggressive requests delivered by high-status customers. Together, these studies suggest that the effects of even minor aggression from customers can strongly affect the immediate cognitive performance of customer service employees and reduce their task performance. The implications for research on aggression and for the practice of customer service are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Work stressors, Chinese coping strategies, and job performance in Greater China

The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied but important strain variable from the organizational point of view.     

You Are What You See and Choose: Agreeableness and Situation Selection

Agreeableness positively predicts subjective well‐being, but why does it do so? Recent theorizing has highlighted possible substrates related to emotion regulation. Following suit, the present studies focus on the situation selection stage of the emotion regulation sequence. Undergraduate participants reported on their agreeableness levels and completed a picture‐viewing task (Studies 1 and 2) or a media choice task (Study 3). Studies 1 and 2 found that the tendency to view negative pictures for a longer period of time than positive pictures was evident at low levels of agreeableness and absent at high levels. The Study 3 paradigm asked individuals whether they typically choose to expose themselves to positive or negative stimuli across diverse media sources. Preferences for positive media were more pronounced at higher levels of agreeableness. The results have systematic implications for understanding the emotional lives of disagreeable versus agreeable people.     

Mood and performance among defensive pessimists and strategic optimists

Results from two studies demonstrate that the effects of mood on performance depend on an individual’s strategy. In Study 1, naturally occurring positive mood was negatively related to performance for defensive pessimists (DPs), while negative mood was unrelated. For strategic optimists (SOs), neither positive nor negative mood was related to performance. In Study 2, positive or negative mood was induced prior to a set of performance measures. As predicted, DPs performed significantly better after the negative mood induction. SOs’ performance did not differ across mood conditions. Cognitive strategies and the mood as input model help to explain these results.     

The mediating role of positive and negative affect in the situational motivation-performance relationship

Based on self-determination theory (Deci and Ryan in Intrinsic motivation and self-determination in human behavior. Plenum Publishing Co., New York, 1985) and the broaden-and-build theory (Fredrickson in Am Psychol 56:218–226, 2001), the purpose of the present research was to propose and test an integrative model on the role of positive and negative affect as mediators of the situational motivation-performance relationship. Specifically, the hypothesized model posits that autonomous motivation predicts positive affect, while controlled motivation and amotivation both lead to negative affect. In addition, amotivation negatively predicts positive affect. In turn, positive and negative affect positively and negatively predict performance, respectively. The model was confirmed in three studies using correlational (Studies 1 and 2) and experimental designs (Study 3) with a cognitive task (anagrams). In addition, the role of individual differences (Study 2) and situational factors (Study 3) as triggers of the “Motivation-Affect-Performance” sequence was confirmed. Theoretical implications and directions for future research are discussed.     

The motivational and emotional consequences of considering positive or negative possibilities for an upcoming event.

The hypothesis that attention to negative possibilities for an upcoming event can have advantages for performance in comparison with a more optimistic approach was examined in 2 studies. Focus of attention to positive or negative possibilities for a social interaction was manipulated for Ss previously identified as optimists or defensive pessimists in the social domain. In Study 1, negatively focused defensive pessimists performed better in their conversations than positively focused defensive pessimists on several dimensions (e.g., talk time, perceived effort, and sociability). Optimists' behavior was unaffected by the focus manipulation. However, all negatively focused Ss felt worse after their conversations than did positively focused subjects. Study 2 examined the cognitive process by which a negative focus may lead to positive behaviors. Some pessimists may benefit from an initial negative focus that is not accompanied by lowered expectations and that actually facilitates positive thoughts about the self.