The structure of workplace adaptive skill in a career inexperienced group

Adaptive skill is a central concept to understanding vocational behavior. In this study, a theory of behavioral functionality is proposed that describes the underlying structure of workplace adaptive skill. The propositions of the theory are formalized in a facet theory mapping sentence, then 12 adaptive skills are assessed on a group of career inexperienced individuals using a structured interview methodology. Smallest space analysis applied to the interview ratings reveals a three-dimensional structure of behavioral functionality. After refinements are made to the theoretical framework, we explore the implications of our findings for understanding the development of adaptive skills in the workplace and for contributing knowledge to the field of vocational behavior.     

A qualitative study on the development of workplace bullying: Towards a three way model

Up to now, researchers have identified various individual and work‐related factors as potential antecedents of workplace bullying. The aim of the present study is to integrate this line of research in view of explaining how these antecedents may develop into workplace bullying. Key informants, such as union representatives, employees with a confidence role concerning workplace bullying, human resource managers, prevention workers and social service employees, analysed bullying incidents or cases within their organization. We combined the various perspectives on the same incident into one plan. Then, all 87 case plans were united in a global model that reflects the development towards bullying. The results suggested three processes that may contribute to the development of bullying. Firstly, bullying may result from inefficient coping with frustration. Such coping mechanisms are likely to be active for perpetrators, and passive for victims. Secondly, bullying may be the consequence of escalated conflicts. Thirdly, bullying may result from destructive team and organizational cultures or habits. Individual and work‐related antecedents may affect these processes in two ways: they may be at the origin of the three processes, and they may relate to the employees' coping style. Implications for theory and research are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

Adaptability in organisms and artifacts: A multi level perspective on adaptive processes

Adaptability to changing circumstances is a key feature of living creatures. Understanding such adaptive processes is central to developing successful autonomous artifacts. In this paper two perspectives are brought to bear on the issue of adaptability. The first is a short term perspective which looks at adaptability in terms of the interactions between the agent and the environment. The second perspective involves a hierarchical evolutionary model which seeks to identify higher-order forms of adaptability based on the concept of adaptive meta-constructs.Task orientated and agent-centered models of adaptive processes in artifacts are considered from these two perspectives. The former is represented by the fitness function approach found in evolutionary learning, and the latter in terms of the concepts of empowerment and homeokinesis found in models derived from the self-organizing systems approach. A meta-construct approach to adaptability based on the identification of higher level meta-metrics is also outlined.     

Hierarchical taxonomy of psychopathology across development: Associations with personality

Normal-range personality provides a framework for the hierarchical organization of psychopathology. However, little is known about how personality-psychopathology associations differentiate across this hierarchy. The developmental aspects of this hierarchy and its personality framework are also understudied. We used National Comorbidity Survey data to construct bass-ackwards comorbidity models in age groups ranging from adolescence to middle adulthood and related the resulting dimensions to neuroticism, extraversion, and openness. Neuroticism showed stronger associations with internalizing versus externalizing and with broader versus narrower psychopathology dimensions. Extraversion showed comparatively weaker associations at all levels of psychopathology hierarchy. Openness was generally unrelated to psychopathology. Results were consistent across age groups, suggesting that psychopathology hierarchy and its relations with personality are largely stable across adolescence and adulthood.     

The development of a taxonomy of career competencies for professional women

The purpose of this study was to develop a taxonomy of the competencies necessary to women's pursuit of professional-level, especially academic, careers. During the first phase of the study two research activities, a review of literature in the areas of career development, career counseling, and the psychology of women, and a semistructured “critical incidents” interview with each of 50 female faculty members from a large midwestern university, resulted in a list of 620 career-relevant behaviors and skills. This pool of career competencies was then examined by three counseling psychologists, and a classification scheme to describe the data was developed. Finally, rates attempted to assign the original competency items to the proposed categories in order to validate the taxonomy. The final, refined version of the taxonomy is presented, and the utility of these results for counseling and research in the area of women's career development is discussed.     

Sensitivity to interpersonal treatment in the workplace: Scale development and initial validation

The authors designed the sensitivity to interpersonal treatment (SIT) scale to assess how strongly individuals react to the interpersonal interactions in their workplaces. Questionnaire responses from 563 working undergraduates and 446 working adults provided data for this study. Details on the development of the new scale are provided along with initial evidence for its validity. Results indicated that the SIT is an internally consistent scale composed of two factors: self‐treatment and other‐treatment. Suggestions for future research that will develop a further understanding of SIT in the workplace are discussed.     

The development of adaptive choice in a self-control paradigm

Sixteen girls (ages 4, 6, 9, and 12) performed on concurrent-chain schedules of reinforcement. The initial links were variable-interval 10-s schedules, and the terminal links offered a long delay (20, 30, 40, or 50 s) followed by two tokens or a short delay (10 s) followed by one token. Tokens were used to buy toys and sweets. The effect of increasing the delay to the large reward differed significantly across age groups. Whereas 6- and 9-year-olds maintained a strong preference for the larger, more delayed reward under all delay conditions, half of the 4-year-olds and all the 12-year-olds showed increasing preference for the small reward as the delay to the large reward increased. The results suggest a two-stage account of the development of self-control. In the first stage, behavior is increasingly controlled by reward size, as children learn how to wait for delayed rewards, and in the second phase behavior is increasingly controlled by reward rate, as children learn when it is in fact profitable to wait.     

Attachments in the workplace: How attachment security in the workplace benefits the organisation

In four studies, we tested if workplace secure attachment entails organisational benefits, given that such relationships are associated with increased positive relationship emotions. In Study 1, employees rated the extent to which colleagues, supervisors, and other individuals fulfil the attachment functions. In Study 2, employees listed up to 10 individuals before completing the same rating task as Study 1. In the remaining studies, employees rated their attachment security with their supervisors (Study 3) or colleagues (Study 4), and completed measures of positive relationship emotions with these individuals, proactive behaviour, organisational allure, and organisational deviance. We found that supervisors and colleagues fulfil attachment functions (Studies 1–2), and that workplace attachment security confers organisational allure and proactive behaviour due to its association with positive relationships emotions. However, workplace attachment security directly lowers organisational deviance (Studies 3–4). Thus, supportive and trusting work environments may encourage workplace relationships that could bestow organisational benefits.     

Predicting workplace aggression: a meta-analysis

The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed.     

Differential performance on the go/no-go task as a function of the autogenous-reactive taxonomy of obsessions: Findings from a non-treatment seeking sample

It has been suggested that obsessive-compulsive disorder is characterized by impaired inhibitory control. Response inhibition is a cognitive process required for one to cancel or suppress dominant but inappropriate responses. The present study examined response inhibition among non-treatment seeking individuals diagnosed with OCD and individuals with low levels of OCD symptoms using a computerized visual go/no-go task. Specifically, we sought to examine a prediction from the autogenous-reactive subtype model of obsessions (Lee, H.-J., & Kwon, S.-M. (2003). Two different types of obsession: autogenous obsessions and reactive obsessions. Behaviour Research and Therapy, 41, 11-29; Lee, H.-J., & Telch, M. J. (2008). Autogenous obsessions and reactive obsessions. In J. Abramowitz, S. Taylor, & D. McKay (Eds.), Obsessive-compulsive disorder: subtypes and spectrum conditions. New York: Elsevier., asserting that OCD individuals presenting with the autogenous subtype of obsessions will display greater difficulty in inhibitory control relative to individuals presenting with obsessions of the reactive subtype. Results showed that individuals with OCD of the autogenous subtype displayed more deficient inhibitory control on the visual go/no-go task as indexed by a longer response delay between the original stimuli set and the reversed stimuli set compared to individuals with OCD of the reactive subtype or individuals with low levels of OCD symptoms.     

Accents in the workplace: their effects during a job interview

As the workplace becomes increasingly global, organizations are more likely to employ persons from other countries whose accents clearly identify them as different from the local workforce. Understanding the impact of accents in the workplace is important because accents can be salient in the same way as ethnicity, age, gender, and skin color and may be a source of employment discrimination. The present study looked at the influence of accents on the evaluation of job applicants during an interview for a human resource manager position. Participants from the US were asked to evaluate an applicant with one of three accents (Midwestern US, French, Colombian) by listening to an audiofile. The results showed that the applicant with the Midwestern US accent was evaluated more positively than the applicant with the French accent; however, the applicant with the Colombian accent did not receive an evaluation that differed significantly from those given to the applicants with either the French or the Midwestern US accent. Analyses of process variables indicated that the bias against the French-accented applicant was mediated by perceived lower similarity. These results are consistent with the similarity-attraction hypothesis, which states that demographic variables will impact judgments to the extent to which they make the decision-maker view the applicant as similar or dissimilar. The ability of accent to trigger bias highlights the importance of considering the full array of characteristics that can lead to discrimination in employment settings. Research on employment discrimination has traditionally focused on visual cues such as gender and ethnicity, but in an interview situation, the way the applicant speaks is also important.     

The perceptions of the causes of cardiac diseases: a taxonomy

Objective: This study verifies whether the open-ended question of the B-IPQ can collect causal attributions of patients with cardiac diseases, define the more frequent causal attributions reported, classify them and describe the relation between the classification of the causes and patients’ characteristics.

Design: A group of 2011 patients with cardiac diseases was recruited during the first week of cardiac rehabilitation.

Primary outcome measures: Every participant filled in the B-IPQ and the HADS. The qualitative and quantitative analyses of the text using T-LAB identified the most frequent causal attributions and their co-occurrences.

Results: Among the patients, 26% did not recognise any causal attribution. The likelihood that the patients did not provide an answer was increased in older patients, females, patients with lower levels of education and higher levels of depression. Smoking and stress emerged as the most important attributions, followed by genetics, metabolic syndrome, work and nutrition. Four thematic clusters were identified: ‘work and stress’, ‘metabolic syndrome and hypertension’, ‘displeasures and body care’ and ‘heredity and other related diseases’.

Conclusions: This study suggests a classification of the causal attributions in patients with cardiac diseases and identifies thematic patterns and unknown attributions. The themes identified can serve as categories for future closed-ended questions.     

Can mindfulness overcome the effects of workplace ostracism on job performance?

ABSTRACT

With a basis in the transactional theory of stress and coping, this study investigates the relationship between employees’ exposure to workplace ostracism and their job performance, while also considering the mediating role of acquiescence silence and the moderating role of mindfulness. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that ostracism in the workplace hinders job performance because employees passively withhold relevant ideas about their work due to feelings of acquiescence. The mediating role of acquiescence silence is mitigated if employees can draw from their mindfulness trait. This study accordingly identifies a key mechanism – the passive withholding of pertinent ideas, based on submission – by which workplace ostracism hampers job performance, and it reveals how this process might be contained by encouraging employees’ receptive attention and awareness focused on present experiences.     

Drugs in the workplace: A commentary

The increasingly serious problem of substance abuse in the workplace is reviewed. New initiatives to deal with this major public health problem in the United States are presented. The concerns of industry regarding alcohol and drug abuse in the workplace are discussed: health and safety, accidents, absenteeism, and medical and insurance costs. Employers' rights and responsibilities in insuring a safe work environment are presented. The development of employee assistance programs sensitive to the medical, legal, and work-related issues raised by substance abuse in the workplace is reviewed. Specific suggestions for employers concerned with the drug problem in industry are comprehensively discussed.     

The impact of mindfulness on well-being and performance in the workplace: an inclusive systematic review of the empirical literature

Work can be demanding, imposing challenges that can be detrimental to the physical and mental health of workers. Efforts are therefore underway to develop practices and initiatives that may improve occupational well-being. These include interventions based on mindfulness meditation. This paper offers a systematic review of empirical studies featuring analyses of mindfulness in occupational contexts. Databases were reviewed from the start of records to January 2016. Eligibility criteria included experimental and correlative studies of mindfulness conducted in work settings, with a variety of well-being and performance measures. A total of 153 papers met the eligibility criteria and were included in the systematic review, comprising 12,571 participants. Mindfulness was generally associated with positive outcomes in relation to most measures. However, the quality of the studies was inconsistent, so further research is needed, particularly involving high-quality randomized control trials.     

Higher mind-brain development in successful leaders: testing a unified theory of performance

This study explored mind-brain characteristics of successful leaders as reflected in scores on the Brain Integration Scale, Gibbs’s Socio-moral Reasoning questionnaire, and an inventory of peak experiences. These variables, which in previous studies distinguished world-class athletes and professional classical musicians from average-performing controls, were recorded in 20 Norwegian top-level managers and in 20 low-level managers—matched for age, gender, education, and type of organization (private or public). Top-level managers were characterized by higher Brain Integration Scale scores, higher levels of moral reasoning, and more frequent peak experiences. These multilevel measures could be useful tools in selection and recruiting of potential managers and in assessing leadership education and development programs. Future longitudinal research could further investigate the relationship between leadership success and these and other multilevel variables.     

The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance

This field study examines the joint effects of social exchange relationships at work (leader-member exchange and team-member exchange) and employee personality (conscientiousness and agreeableness) in predicting task performance and citizenship performance. Consistent with trait activation theory, matched data on 230 employees, their coworkers, and their supervisors demonstrated interactions in which high quality social exchange relationships weakened the positive relationships between personality and performance. Results demonstrate the benefits of consonant predictions in which predictors and outcomes are matched on the basis of specific targets. We discuss theoretical and practical implications.     

More evidence for a relational shift in the development of analogy: Children's performance on a causal-mapping task

Gentner (1988) has proposed a relational shift whereby children interpret analogy and metaphor first in terms of object similarity and then in terms of relational similarity. Goswami (1996) argues against the relational shift hypothesis, citing as evidence a study performed by Goswami and Brown (1989) in which 3-, 4-, and 6-year-old children were able to correctly complete pictorial A:B::C:? analogies based on familiar causal relations, and, contrary to the predictions of the relational shift hypothesis, made very few object-similarity errors despite the presence of an object-similarity choice. In the present experiment we obtained similarity ratings of Goswami and Brown's stimuli and found that the materials did not contain a true object similarity choice and therefore that study was not an adequate test of the relational shift hypothesis. After appropriate modifications to their methodology, we found that 4- and 5-year-old children's performance was consistent with the relational shift hypothesis: First, object-similarity errors were highly frequent initially and decreased with age; second, the rate of relational (correct) responding increased with age; and third, performance on the analogues was positively related to children's knowledge about the participating causal relations. We conclude by proposing an explanation for the relational shift based on an alignment view of similarity comparison and, further, suggest a new role for object similarity in children's analogical development.     

Measuring adaptive expertise: development and validation of an instrument

Individuals with adaptive expertise possess the skills to deal with novel problems. Whereas this concept has been around since the mid-1980s, no instrument exists that provides a good operationalization of the theoretical construct. This inhibits the further development of research on adaptive expertise and the evaluation of employees’ adaptive expertise levels. Adaptive expertise has been unanimously described as a composition of domain-specific and innovative skills. Some researchers argue that metacognitive skills are also crucial. This study aimed to establish whether an instrument measuring adaptive expertise is composed of these three dimensions. In addition, it was tested whether such an instrument is influenced by task variety and work experience, as previously reported in literature. A sample of 383 professionals and graduates were used to test the Adaptive Expertise Inventory. Through exploratory factor analysis (EFA), (E/CFA), and confirmatory factor analysis (CFA), the quality of the instrument was evaluated. Good model fit was achieved. The final instrument consisted of two dimensions—i.e., domain-specific and innovative skills—with five items each. Regression analysis showed that not work experience, but task variety is related to level of adaptive expertise. The Adaptive Expertise Inventory proved to be a valid instrument for measuring adaptive expertise.