Work centrality and post-award work behavior of lottery winners

Individuals who had won the lottery responded to a survey concerning whether they had continued to work after winning. They were also asked to indicate how important work was in their life using items and scales commonly used to measure work centrality. The authors predicted that whether lottery winners would continue to work would be related to their level of work centrality as well as to the amount of their winnings. Individuals who won large amounts in the lottery would be less likely to quit work if they had relatively greater degrees of work centrality. After controlling for a number of variables (i.e., age, gender, education, occupation, and job satisfaction), results indicated that work centrality and the amount won were significantly related to whether individuals continued to work and, as predicted, the interaction between the two was also significantly related to work continuance.     

Work Values and Their Effect on Work Behavior and Work Outcomes in Female and Male Managers

A longitudinal sample of over 800 MBA graduates surveyed across a 16-year period was recruited to investigate the relationship of work values to work effort, salary levels, and other work outcomes. As predicted, certain work values were related to higher salary levels and to the number of hours worked. Changing companies more often and receiving more promotions were also significantly related to work values. Work values did not differ for women and men in the sample, except that women were higher in the value of wanting to do an excellent job. Controlling for work values did not explain significantly higher salaries for men as compared to women. Implications of these data are discussed.     

Counterfactual and prefactual conditionals.

We consider reasoning about prefactual possibilities in the future, for example, "if I were to win the lottery next year I would buy a yacht" and counterfactual possibilities, for example, "if I had won the lottery last year, I would have bought a yacht." People may reason about indicative conditionals, for example, "if I won the lottery I bought a yacht" by keeping in mind a few true possibilities, for example, "I won the lottery and I bought a yacht." They understand counterfactuals by keeping in mind two possibilities, the conjecture, "I won the lottery and I bought a yacht" and the presupposed facts, "I did not win the lottery and I did not buy a yacht." We report the results of three experiments on prefactuals that examine what people judge them to imply, the possibilities they judge to be consistent with them, and the inferences they judge to follow from them. The results show that reasoners keep a single possibility in mind to understand a prefactual.     

A PERFORMANCE-BASED LOTTERY TO IMPROVE RESIDENTIAL CARE AND TRAINING BY INSTITUTIONAL STAFF

Two experiments were conducted on four units of a residential facility for the multiply-handicapped retarded in an attempt to improve daily care and training services. Experiment I compared the effects of two procedures in maintaining the work performance of attendants, using an A-B design on two units. One procedure consisted of implementing specific staff-resident assignments, the other consisted of allowing attendants who had met performance criteria to be eligible for a weekly lottery in which they could win the opportunity to rearrange their days off for the following week. Results showed that the lottery was a more effective procedure as measured by the per cent of time attendants engaged in predefined target behaviors, and by their frequency of task completion in several areas of resident care. Experiment II replicated and extended these results to the area of work quality on two additional units, using a multiple-baseline design. The performance lottery was found to be an effective economical procedure that could be implemented by supervisory staff on a large scale.     

Caregiving in the close relationships of cardiac patients: Exchange,power, and attributional perspectives on caregiver resentment

Individuals with a cardiac condition and their spousal caregivers were recruited from cardiac rehabilitation centers and interviewed separately. Based on exchange theory, it was expected that greater caregiver resentment would be associated with feeling underbenefited in the relationship and with an orientation to relationships that did not focus on the needs of the partner (communal), but did focus on “tit-for-tat” reciprocity (exchange). It was also expected that those caregivers who were more likely to get their needs satisfied in the relationship before the cardiac incident would be more resentful at giving care. Finally, based on attributional theory, it was predicted that caregivers who thought that their spouses were not taking responsibility for improving their health would be more resentful. As predicted, more resentful caregivers were those who felt underbenefited, were more exchange oriented, and judged that their partners were not working toward improving their health. In addition, only those with a low communal orientation toward their spouse showed a relationship between feeling underbenefited and resentment. The needs centrality prediction was not supported. The findings illustrate the utility of applying theories developed in the close relationship area to the understanding of caregiving with chronically ill populations.     

Meaningful Work and Affective Commitment: A Moderated Mediation Model of Positive Work Reflection and Work Centrality

Empirical research on both meaningful work and organizational commitment has been criticized because research in both fields is largely unsystematic. By integrating the cognitive appraisal theory and identity theory into the meaningful work and affective commitment literatures, we examined the mediating role of positive work reflection (study 1 and study 2) and the moderating role of work centrality (study 2) in the relation between meaningful work and affective commitment. We conducted two independent studies with two-wave data to examine our hypotheses through mediation and moderated mediation bootstrapping procedures. Both study 1 and study 2 found that positive work reflection mediated the relationship between meaningful work and affective commitment. In addition, study 2 revealed that the positive relationship between meaningful work and affective commitment was stronger for those who place less importance on work (i.e., low work centrality). The meaningful nature of one’s work may motivate those who view work as peripheral to recall positive moments of their work, which, in turn, impacts their affective commitment to the organization. Thus, in order to increase affective commitment, promoting meaningful work might be particularly important for those with low work centrality. This is one of the first studies to examine positive work reflection as a cognitive pathway linking meaningful work to affective commitment and identify a boundary condition where meaningful work may not be associated with affective commitment for those who are high in work centrality.     

工作中心度的作用及其与领导行为的关系研究

本研究在理论分析的基础上,探讨了工作中心度对职业生涯规划的作用,并进一步分析了以工作中心度为因变变量(contingent variable)的领导行为的有效性。通过问卷调查法对233位企业员工进行测量。结果发现:工作中心度高的员工对于他们的职业生涯会有更好的规划;应根据员工不同程度的工作中心度采取不同的领导行为,后者有利于员工更好地规划自己的职业生涯。     

The Effects of US Presidential Elections on Work Engagement and Job Performance

We predicted that presidential election results would spill over to influence the work domain. Individuals who voted for the winning candidate were expected to experience increased engagement, whereas individuals who voted for the losing candidate were expected to experience decreased engagement. We tested these predictions within the context of the 2016 US presidential election. Using a sample of 232 working Americans, work engagement and job performance were assessed one week prior to the election, the day after the election, and one week after the election. Contrary to our prediction, individuals who voted for Trump (the winning candidate) did not report increased work engagement, thereby providing no evidence of positive spillover. However, individuals who voted for Clinton (the losing candidate) were less engaged on the day after the election compared to baseline, demonstrating negative spillover. Downstream, work engagement was positively related to job performance. However, these effects were relatively short-lived, as engagement returned to baseline levels within one week following the election. Our results suggest that elections can have important implications for work-related outcomes. From a practical perspective we suggest that to the extent possible it may be prudent to avoid scheduling important work tasks for the days following presidential elections.     

The Presence of Odd Pricing in the Texas State Lottery1

We examined 443 drawings from the Texas state lottery from 1992 to 1997 to determine whether odd pricing effects would be found in multimillion-dollar lotteries. Specifically, we predicted that many more lottery tickets than expected would be purchased when the jackpot amount was $10 million than when it was $9 million. Three findings emerged. First, the higher the jackpot, the more tickets were purchased. Second, odd pricing effects were found at $10 million such that approximately 670,000 more tickets were purchased than expected. Third, controlling for the jackpot amount, there were approximately 620,000 fewer tickets purchased for each drawing per year. This final finding provides evidence that people are becoming less interested in multimillion-dollar lotteries.     

The effects of justice motivation on memory for self- and other-relevant events

We examined whether people might distort and selectively remember the past in ways that enable them to sustain a belief in a just world (BJW; Lerner, M. J. (1980). The belief in a just world: A fundamental delusion. New York: Plenum Press). In Study 1, recall of a lottery prize reflected participants’ justice concerns, such that the average lottery amount recalled was lowest when a “bad” versus “good” person won. In Study 2, an unrelated experience of just world threat (versus affirmation) enhanced biased recall of the lottery prize when the winner was undeserving. In Study 3, participants who experienced a fortuitous bad break selectively remembered more bad deeds from their recent past, whereas participants who experienced a good break selectively remembered more good deeds. Study 4 demonstrates that such selective memory biases specifically serve to portray chance outcomes as more fair. Taken together, these findings offer support for the notion that reconstructing and selectively recalling the past can serve to sustain a BJW.     

Post-decision consolidation over time as a function of gain or loss of an alternative

Post-decision consolidation processes were studied in a two-stage lottery design. School children (1) rated the attractiveness of audiotape head sets, (2) decided for which of two head sets they would like to get a lottery ticket, (3) threw a dice to determine if they got a lottery ticket in the preferred lottery or not, and (4)drew a ticket in the final lottery. Before and after each of these stages ratings were obtained of the attractiveness of the alternatives on four attributes. The results were interpreted in terms of Differentiation and Consolidation Theory. Post-decision consolidation appeared immediately after the outcome of the dice throw. Subjects who won a lottery ticket consolidated their prior decision to a greater degree than those who lost. The effect was so strong for the former group that a pre-decision attractiveness disadvantage was restructured to a post-decision advantage. Folowing the decision, consolidation remained at approximately the level reached immediately after the dice throw for losers and winners, respectively, but with an increasing trend over time for winners. Even following a final loss of an audiotape headset the level of consolidation was maintained.     

Returning to Work Following Childbirth: The Relationship Between Intentions and Behavior

College women's intentions to return to work following childbirth were compared to behavior 10 years later. Using an Ajzen-Fishbein model, college intentions were significantly related to how soon a mother returned to work after the birth of her first child. The amount of variance explained was significant for intentions and behavior. College intentions were influenced by perceived consequences, approval of significant referents, and personal control. Return to work was predicted by intention to do so, even though the behavior occurred an average of seven years after the intention was declared. This behavior was more likely to occur among those who had a sense of personal control.     

彩民命运控制对问题购彩的影响:购彩预期和购彩意向的链式中介作用

为考察命运控制对彩民问题购彩的影响,以及购彩预期和购彩意向在其中的链式中介作用,本研究采用问卷法对2538名彩民进行调查。结果发现:(1)彩民问题购彩与命运控制、购彩预期和购彩意向均存在正相关;(2)命运控制不仅能直接预测问题购彩,还能通过两条路径的间接作用影响彩民的问题购彩:购彩意向的中介作用;购彩预期和购彩意向的链式中介作用。本研究构建的中介效应模型在一定程度上揭示了命运控制影响彩民问题购彩的内在机制。     

Take a Job,Any Job: Exploring the Importance of Matched Interests to Career Paths and Work Satisfaction

Employment counselors often face the conundrum of whether to advise people to take a job or to hold out for something that better matches their interests. This study investigated whether matched interests in an initial job predicted the subsequent career journey of 336 sales engineers and whether this made a difference to longer term work satisfaction and tenure. Results showed that although the first job significantly influenced people's future career journey, personality and job characteristics were likely to be more influential than matched interests in predicting work satisfaction. Thus, people may be better off taking well‐designed jobs than holding out for matched interests.     

Counselor Predictive Skill and Rated Counselor Effectiveness

Prediction is a fundamental part of counseling. Although counselors differ in their ability to predict accurately, there is no evidence that those who predict most accurately do the best job of counseling. Using 3 different sets of case data, 14 counselors predicted whether students would graduate and whether they would keep the “major” program selected at the time of admission. 3 supervisors agreed on the counselors rated “most” or “least” effective in their work with students. Although the amount of case data available to the counselors was unrelated to predictive accuracy, the counselors rated “most” effective predicted significantly better than those rated “moderately” or “least” effective.     

非工作时间连通行为对工作—家庭平衡满意度的影响研究：一个有调节的中介模型

工作-家庭平衡满意度（SWFB）这一新兴构念正日益受到学界关注,信息时代下的新工作特征——非工作时间连通行为对SWFB已产生不可忽视的影响。本文基于工作-家庭边界理论,探讨非工作时间连通行为对SWFB的影响机制。通过问卷调查了237份配对样本数据,结果表明：非工作时间连通行为负向预测SWFB,心理脱离中介了非工作时间连通行为与SWFB间关系;工作-家庭中心性调节了心理脱离在非工作时间连通行为与SWFB间的中介作用。     

Work Meaning Patterns in Early Career

Abstract

Work meaning patterns combine dimensions such as work centrality, expressive versus economic work goals, and entitlement versus obligation societal norms into a holistic picture of the evolution over time of the meaning of work. Data from a longitudinal study in eight countries are used to establish major work meaning patterns and to study their stability during early career paths. Further, some potential determinants of these work meaning patterns are analysed and their consequences for later careers are considered. Statistical analyses include: cluster analysis, multiple discriminant analysis, analysis of covariance combined with multiple classification analysis, analysis of variance, and chi-square analysis. Five cross-national work meaning patterns are identified for machine operators in their third year in the labour market. One-third of the sample had remained in the same work meaning pattern for 2 years, while two-thirds had changed their work pattern. Respondents' age, country, prior work environment, and prior work socialization behaviours and outcomes have an impact on work meanings held 2 years later. In addition the respondent's work meaning pattern allows subsequent career enhancing strategies and effort expenditure at the job to be predicted.     

工作疏离感研究述评

工作疏离感指的是工作情境不能满足员工的需要或与期望不符导致的员工与工作分隔的心理状态。首先分析了工作疏离感的概念内涵, 介绍了相应的测量工具, 然后着重分析了工作疏离感的影响因素, 包括人口学变量与个人特质、组织与工作特征、上级领导方式以及社会文化等, 并探讨了工作疏离感的影响效果。最后指出了以往研究的缺陷以及未来在中国组织情境下的研究方向, 比如以家文化为背景, 由工作疏离感扩展分析中国员工对组织的疏离感。     

The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities: An Analysis Comparing Women and Men

We used 1997 International Social Survey Programme data from 14 countries to examine the relationship of job attribute preferences to family responsibilities, employment, and paid work hours. Separate regression analyses for women and men examined whether family responsibilities (marriage, children, spousal employment, and housework responsibility) predicted job attribute preferences. Many family responsibilities were significant predictors of men's and women's extrinsic and intrinsic preferences. Family responsibilities also predicted women's flexibility preferences. We next examined whether job attribute preferences were associated with employment and weekly paid work hours when family responsibilities were controlled. Job attribute preferences showed several significant relationships to women's and men's employment and several significant relationships to women's paid work hours.     

Does home life interfere with or facilitate job performance?

The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one.