Group properties and outcomes: a study of group norms in self-help groups for widows and widowers

Despite the nearly universally shared agreement among group therapists about the importance of group norms, empirical studies have rarely demonstrated a positive relationship between specific norms in psychotherapy groups and patient benefit. The study explored this relationship by examining the linkages between norms, a specific therapeutic process, and patient outcome. Examined were seventy-two spousal bereavement groups. Subjects' responses to a thirty-one item behavioral inventory were used to define norms; outcomes were based upon Time 1/Time 2 differences on a series of eleven measures indexing depression, anxiety, somatic symptoms, abuse of psychotropic medication, coping mastery, well-being, self-esteem, target problem rating, several measures of role stress and strain, and stigma. The findings suggest that normative characteristics were linked to a process, reciprocal social exchange, that influences positive outcomes. The results are preliminary, since they only serve to demonstrate such a relationship can exist.     

Negative Psychological Effects of Selection Methods: Construct Formulation and an Empirical Investigation into an Assessment Center

This paper defines and formulates the construct of negative psychological effects (NPEs) of selection and assessment methods upon applicants. The results of an empirical study into NPEs in an operational assessment center are also reported. Applicants (n=107) completed measures at three timepoints: Time 1 (just before the AC), Time 2 (immediately after the AC but before outcome decisions were known), and Time 3 (6 months after the AC). Both accepted and rejected candidates completed all three measures, which included self‐esteem, mental health, positive and negative affect, and career exploration behavior. No evidence of NPEs was found for rejected candidates despite significant between‐group differences on feedback reactions level items. Interestingly, well‐being and positive affect declined slightly for successful candidates at subsequent measurement compared against baseline Time 1 norms. Reactions level outcomes did, however, differ significantly between accepted and rejected candidates, with the latter rating feedback dimensions far less favorably. These results are discussed in relation to future research into the psychological impact of selection procedures upon candidates and the need for applied psychologists and HR practitioners to demonstrate that assessment methods do not exhibit NPEs upon applicants.     

Sober social networks: The role of online support groups in recovery from alcohol addiction

In the context of addiction research, positive recovery outcomes are affected by the quality of people's social interactions and perhaps to an even greater extent, by the defining norms of the groups they identify with—that is, using versus recovery groups. Here, we examine the role of online supportive networks in the process of recovery from alcohol addiction. We analyse the relationship between negative and positive aspects of recovery capital (i.e., self‐stigma, and respectively, positive recovery identity and self‐efficacy) as they relate to well‐being outcomes among alcohol users in an online recovery support group. Based on a computerised linguistic analysis of the naturally occurring data extracted from an online recovery support group (i.e., 257 posts made by 237 group members), we found that self‐stigma negatively predicts self‐efficacy and well‐being, and social identification with a recovery identity mediates these relationships. Overall, these findings highlight that positive engagement with supportive recovery networks is central to an effective and sustainable recovery.     

Can Civility Norms Boost Positive Effects of Management Commitment to Safety?

We proposed that civility norms would strengthen relationships between management commitment to safety and workers' safety motivation, safety behaviors, and injuries. Survey data were obtained from working adults in hazardous jobs—those for which physical labor is required and/or a realistic possibility of physical injury is present (N = 290). Results showed that management commitment positively related to workers' safety motivation, safety participation, and safety compliance, and negatively related to minor injuries. Furthermore, management commitment to safety displayed a stronger positive relationship with safety motivation and safety participation, and a stronger negative relationship with minor worker injuries when civility norms were high (versus low). The results confirm existing known relationships between management commitment to safety and worker safety motivation and behavior; furthermore, civility norms facilitate the relationships between management commitment to safety and various outcomes important to worker safety. In order to promote an optimally safe working environment, managers should demonstrate a commitment to worker safety and promote positive norms for interpersonal treatment between workers in their units.     

Adoption,attachment, and relationship concerns: A study of adult adoptees

We examined the impact of adoptive status and family experiences on adult attachment security and how attachment predicts relationship outcomes. Adults adopted as infants (N = 144) and a sample of nonadoptees (N = 131) completed measures of attachment security at recruitment and 6 months later; other measures assessed parental bonding and adoptees’ reunion experiences (Time 1), and relationship variables (e.g., loneliness, relationship quality; Time 2). Insecurity was higher for adoptees and those reporting negative childhood relationships with parents. For adoptees only, recent relationship difficulties also predicted insecurity. Attachment dimensions were more important than adoptive status in predicting relationship variables and mediated the effects of adoptive status. The results support the utility of attachment theory in understanding adoptees’ relationship concerns.     

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high‐quality supervisor–employee relationships. A full cross‐lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.     

A changed perspective: How gratitude can affect sense of coherence through positive reframing

We hypothesized that gratitude would be related to sense of coherence via positive reframing, which is a process by which negative events or circumstances are seen in a positive light. We tested this hypothesis in two studies. In Study 1 (N = 166) we found a strong, robust relationship between trait gratitude and sense of coherence above and beyond life satisfaction, positive and negative affect, happiness, and social desirability. Study 2 (N = 275) showed that gratitude at Time 1 predicted sense of coherence at Time 2, controlling for baseline scores. Positive reframing mediated the relationship between gratitude and SOC. Results are discussed in terms of their practical implications.     

Psychological contract breach,affective commitment to organization and supervisor,and newcomer adjustment: A three-wave moderated mediation model

This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we found that Time 2 affective organizational commitment mediated a positive relationship between Time 1 psychological contract breach and Time 3 turnover intention and emotional exhaustion. Moreover, affective commitment to supervisors interacted with organizational commitment such that the latter was more negatively related to Time 3 outcomes at low levels of commitment to supervisors. Similarly, the indirect relationships of psychological contract breach to Time 3 outcomes were stronger and negative at low levels of commitment to supervisors. Affective commitment's role in the psychological contract breach-outcome relationships during the entry period is discussed.     

Needy or Greedy? The Social Psychology of Individuals Who Fraudulently Claim Unemployment Benefits1

This study explored the relationships between diverse social psychological and economic variables and self-reported and officially documented unemployment benefit fraud. Two groups receiving unemployment benefit were studied; a fraudulent group of 45 individuals and an honest group of 51 individuals. Interview measures of financial strain, social norms, opportunity for fraud, social controls, personal strain, personal orientation, perceived risk of punishment, and intolerance of fraud were obtained. The results of univariate and regression analyses revealed that although financial strain and social norms did not differ between the two groups, the fraudulent group had more opportunity, were less well educated, were more alienated and inclined to take risks, and had more positive attitudes toward a variety of kinds of fraud.     

An Experimental Study of Black-White Negotiations1

One hundred and forty variables tapping aspects of the subjective culture (characteristic way or perceiving the social environment) of 300 white male students were subjected to two-mode factor analysis. Five subject types emerged from the similarities in the responses of the students to these variables. In the next phase of the study, 88 representatives of these subject types participated in experimental negotiations. Before the negotiations, caucus groups, consisting of six students homogeneous in their pretest scores, decided what positions should be upheld during the negotiations. Following the caucuses, three two-member teams were formed, from each caucus group. The teams negotiated with two-member black teams of confederates of the experimenters. Negotiations focused on three issues, each of which was represented by 10 Thurstone successive-interval method scaled positions. Negotiation outcomes were predicted from the subjective culture measures (r= .42; p < .005). The negotiation outcomes tended to be more predictable from the reference group (caucuses) preferred positions (r= .65) than from individual preferences (r= .36). Negotiators tended to overconform to caucus positions. Behavioral differential scale ratings of black negotiators predicted the outcomes better than semantic differential ratings of these stimuli. The more specific the attitude measured the more predictive it was of negotiation outcomes. Discussion focused on implications for understanding the relationship between attitudes and behavior and the process of black/white negotiations.     

Group Communication During Resource Dilemmas: 4: The Effect of Group Size

Previous theory and research implies that increasing the size of groups facing resource dilemmas results in poorer outcomes, but no previous study has allowed for communication among group members. The present study relates group size with communication content, task outcomes, and participant perceptions of their experience. With communication, actual group size was irrelevant; to the extent that groups chose to cooperate, outcomes were more equal within groups and participants had more positive perceptions. Greater information exchange and negative maintenance talk was related with less equal outcomes and more negative perceptions; more discussion relevant to specific strategy was associated with more equal outcomes. Findings are instructive concerning the genesis and role of group cooperation.     

The relationship between perceived organizational support and proactive behaviour directed towards the organization

Numerous studies have shown that perceived organizational support has positive consequences on both employees and organizations. However, no study has examined the causal relationship between perceived organizational support and proactive behaviour directed towards the organization and few studies have identified potential mechanisms underlying this relationship. We first investigated the direction of causality between perceived organizational support and proactive behaviour, and hypothesized that perceived organizational support leads to proactive behaviour directed towards the organization. Second, based on social exchange and motivational perspectives, we examined two potential mechanisms underlying this relationship, i.e., felt obligation and work engagement. Employees from a Belgian Federal Public Service were invited to take part in a three-wave longitudinal survey. Using a cross-lagged panel design, our results (N = 1963) revealed that Time 2 perceived organizational support was positively related to Time 3 proactive behaviour towards the organization, whereas the reverse was not true. Additionally, our results (N = 1293) showed that Time 2 felt obligation and Time 2 work engagement mediated the positive relationship between Time 1 perceived organizational support and Time 3 proactive behaviour directed towards the organization.     

Psychological contract breach,affective commitment to organization and supervisor,and newcomer adjustment: A three-wave moderated mediation model

This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we found that Time 2 affective organizational commitment mediated a positive relationship between Time 1 psychological contract breach and Time 3 turnover intention and emotional exhaustion. Moreover, affective commitment to supervisors interacted with organizational commitment such that the latter was more negatively related to Time 3 outcomes at low levels of commitment to supervisors. Similarly, the indirect relationships of psychological contract breach to Time 3 outcomes were stronger and negative at low levels of commitment to supervisors. Affective commitment's role in the psychological contract breach-outcome relationships during the entry period is discussed.     

THE EFFECTS OF EMPLOYEE SATISFACTION, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND TURNOVER ON ORGANIZATIONAL EFFECTIVENESS: A UNIT-LEVEL, LONGITUDINAL STUDY

This study addresses the issue of whether positive employee attitudes and behaviors influence business outcomes or whether positive business outcomes influence positive employee attitudes and behaviors. We hypothesize that employee satisfaction, organizational citizenship behavior, and employee turnover influence profitability and customer satisfaction. Data were gathered from the units of a regional restaurant chain via employee surveys, manager surveys, customer surveys, and organizational records. Cross-lagged regression analyses show that employee attitudes and behaviors at Time 1 are related to organizational effectiveness at Time 2. Additional cross-lagged regression analyses show no significant relationship between organizational effectiveness at Time 1 and the employee attitudes and behaviors at Time 2. These results add to the evidence that HR outcomes influence business outcomes, rather than the other way around.     

Predicting children’s liking of school from their peer relationships

Prior studies have established that children’s peer relationships and school adjustment are associated. The main aims of the current study were to test if four measures of peer relationships (Peer Acceptance, Presence/Absence of Best Friend, Number of Friends, and Perceived Peer Support) could predict School Liking concurrently and longitudinally across a 6 month period, and if gender moderated any of those associations. An opportunistic sample of girls and boys (N = 429 at Time 1 and N = 214 at Time 2) was drawn from 10 junior schools in the UK. A short-term longitudinal survey design was employed in which self- and peer-report measures were administered in small groups at Time 1 (November/December) and then again at Time 2 (May/June) of the same academic year. Concurrently, all four peer relationship variables emerged as significant non-unique predictors (i.e. not controlling for variance shared among the predictors) of School Liking; Peer Acceptance and Perceived Peer Support emerged as significant unique predictors (i.e. after controlling for variance shared among the predictors) of School Liking; the set of four peer relationship variables together accounted for a significant amount of variance in School Liking; and gender moderated the association between Peer Acceptance and School Liking. Longitudinally, Peer Acceptance was a significant unique predictor of changes in School Liking. This study adds to the literature by providing evidence of which specific peer relationships predict School Liking, and they support the call for interventions to enhance those relationships.     

Effects of peer group rejection and a new group's norms on children's intergroup attitudes

This study examined the effects of peer group rejection and a new group's norms on 7‐ and 9‐year old children's intergroup attitudes. Children (N =82) were rejected or accepted by an initial group, then accepted by a new group that had a norm of inclusion versus exclusion towards others. Results showed that rejected compared with accepted children had a more negative attitude towards the initial group, that they were equally positive towards their new group, but that the rejected children were more negative towards an outgroup. Results also revealed an age × target group × group norm effect that indicated that the younger children's attitudes towards the three groups were more negative in the exclusion versus acceptance norm condition. The older children were also more negative towards the initial and new groups in the exclusion condition, but their more positive attitudes towards the outgroup were unaffected by the group norms. The bases of the effects of peer group rejection and group norms are discussed.     

Relations Between Coping and Positive and Negative Outcomes in Carers of Persons with Multiple Sclerosis (MS)

This study examined relations between stress and coping predictors and negative and positive outcomes in MS caregiving. A total of 222 carers and their care-recipients completed questionnaires at Time 1 and three months later, Time 2 (n = 155). Predictors included care-recipient characteristics (age, time since diagnosis, course and life satisfaction), and Times 1 and 2 carer problems, stress appraisal and coping. Dependent variables were Time 2 negative (anxiety, depression) and positive outcomes (life satisfaction, positive affect, benefits). Regressions indicated that, overall, the hypothesised direct effects of stress appraisal and coping strategies on positive and negative outcomes were supported. The hypothesised stress-buffering effects of positive reframing coping were also supported. All but one of the coping strategies were related to both positive and negative outcomes; specifically, practical assistance coping emerged as a unique predictor of distress. Of the model predictors, care-recipient life satisfaction emerged as the strongest and most consistent predictor of both positive and negative outcomes except benefit finding. Findings support the role of care-recipient characteristics and the carers appraisal and coping processes in shaping both positive and negative outcomes. The guiding framework and findings have the potential to inform interventions designed to promote well-being in carers.     

Greater number of group identifications is associated with healthier behaviour in adolescents

We investigated the relationship between group identification (with the family, school, and friendship groups) and adolescent health behaviour (smoking, binge drinking, and cannabis use). 1,111 students from 4 Scottish secondary (high) schools completed a questionnaire which included measures of group identification, group contact, health behaviours, and demographic variables. We found that identification with the family and school groups predicted reduced odds of substance use, whereas identification with the friend group predicted increased odds of substance use. Furthermore, the greater the number of social groups with which the participant strongly identified, the lower the odds that he/she participated in negative health behaviours. In contrast, merely having contact (rather than identifying strongly) with these groups increased the odds of participation in these behaviours. We suggest that group identification influences behaviour to the extent that it encourages adherence to group norms.