How and for Whom Time Control Matter for Innovation? The Role of Positive Affect and Problem-Solving Demands

Job resources are essential for higher performance. Focusing on innovation, we examine how and for whom the job resource of time control is related to the implementation of novel ideas in the workplace. Drawing on the job demands-resources model and affect-as-information theory, we propose that positive affect explains how the association of time control with innovation unfolds and how this psychological process depends on the extent to which employees work under problem-solving demands. Using a survey study, conducted with 198 employees from diverse organisations, we supported a mediation mechanism in which time control was positively associated with positive affect, which is turn was positively related to innovation. Furthermore, the strength of this mediation process depended on problem-solving demands, such that positive affect and innovation resulting from time control was stronger for those working in complex environments. These results corroborate and expand knowledge on the job demands-resources, affect and innovation literatures, showing that job resources matter for performance, particularly in conjunction with job complexity denoting challenging performance. Thus, organisations should be aware of opportunities to manage the degree of job control and complexity if they aim to foster employee innovation.     

How Do People Change their Lives? The Role of the Narrative Interview and the Biographical Trajectory for Social Work and Pastoral Care in the United States

Pastoral Psychology - Qualitative methods, and specifically narrative interviews, have received increasing attention in recent years in the United States and the English-speaking world in general....     

The Role of Gender Identification in Social Dominance Orientation: Mediating or Moderating the Effect of Sex?1

Previous research has shown that people's gender identification correlates with their social dominance orientation (SDO). A question is whether gender identification mediates or moderates the effect of biological sex on SDO. We examined the correlations of sex and gender identification with SDO using the Bem Sex Role Inventory in Study 1 and a gender diagnostic measure in Study 2. Both studies showed that gender identification was significantly associated with SDO. In Study 1, gender identification partially mediated the effect of sex on SDO; and in Study 2, this mediation was complete. There were no indications that gender identification moderated the effect of sex on SDO. The results are discussed against the background of the gender invariance hypothesis of SDO.     

Parental Support for Autonomy and Child Depressive Symptoms in Middle Childhood: The Mediating Role of Parent–Child Attachment

To facilitate understanding of the factors associated with child depressive symptoms in middle childhood, we examined the roles of parental support for autonomy and parent–child attachment in child depressive symptoms among 150 Chinese parent–child dyads. The participating children’s ages ranged from 6 to 12 years old. Parental support for autonomy was coded from a conflict resolution and a cooperation task. Children reported their depressive symptoms and their attachment relationships with the participating parents. After controlling for parent depressive symptoms, parental support for autonomy was associated with fewer child depressive symptoms. The association between parental support for autonomy and child depressive symptoms was mediated by parent–child attachment quality, suggesting that parental support for autonomy was negatively associated with child depressive symptoms through its positive association with parent–child attachment quality. Moreover, the positive association between parental support for autonomy and parent–child attachment quality was stronger for older children. The current study expanded the knowledge on parental support for autonomy in middle-childhood and its association with parent–child relationships and child mental health. Future research is encouraged to pay more attention to the role of parental support for autonomy in various aspects of child development for children in middle-childhood and pre-adolescence.     

How to Promote Innovative Behavior at Work? The Role of Justice and Support Within Organizations

To provide a more developed research model of innovation in organizations, we reconsidered current thinking about the effects of organizational justice on innovative behavior at work. We investigated the mediating role of perceived organizational support (POS) between the two constructs. As hypothesized, empirical results showed that justice dimensions were related to innovative behavior of employees, whereas all of their relationships became no longer significant when POS intervened (full mediation). This indicates that organizational justice promotes innovative behavior through the psychological mechanism of POS rather than directly. We discussed implications and limitations of this study, and proposed future research avenues.     

How Do Perceptions of God as Autonomy Supportive or Controlling Relate to Individuals' Social-Cognitive Processing of Religious Contents? The Role of Motives for Religious Behavior

Using self-determination theory as a guiding framework, this study examined whether perceptions of God as autonomy supportive and controlling were related to individuals' belief in a transcendent reality and to their social-cognitive style of approaching religious contents (i.e., literal and rigid vs. symbolic and flexible). Further, we examined whether individuals' motives for religious behavior (i.e., autonomous vs. controlled) would mediate these associations. In a sample of 267 religiously active participants, we found that the two types of perceptions of God were positively related to belief in transcendence but were differentially related to a symbolic approach. Specifically, a perception of God as autonomy supportive related positively and a perception of God as controlling related negatively to a symbolic approach. Some evidence was obtained for a mediating role of motives for religious behavior in these associations. Discussion focuses on how self-determination theory can contribute to research on the psychology of religion.     

Does Sex Matter? The Moderating Role of Sex on the Relationship Between Stress Biomarkers and Cognition

We examined the moderating role of sex on the relationship between salivary cortisol and alpha-amylase (sAA) and a diverse battery of cognitive outcomes including measures of working memory capacity, executive functioning, and prospective memory in addition to a more traditional memory measure (episodic memory). The final sample for the analyses included 144 participants (34 men and 110 women). Multiple regressions were performed to test the moderating role of sex on the stress biomarker-cognition relationship. For backward counting performance, higher cortisol levels were related to worse performance in men, but not women. Higher cortisol levels were also related to lower word recall, but only in men. Finally, men, but not women, had higher switching costs in the Trail Making task as levels of sAA rose. The results provide evidence that sex moderates the stress biomarker-cognition relationship in a variety of cognitive outcomes. Although not part of the primary analysis, sAA and cortisol interacted such that increased sAA levels were only negatively related to backward counting performance when cortisol levels were low. The findings are discussed primarily in terms of biological sex differences in the stress response.     

Too Close for Comfort? Investigating the Nature and Functioning of Work and Non-work Role Segmentation Preferences

Purpose

We examine the bi-directional nature of role segmentation preferences—preferences to protect the home domain from work intrusions, and to protect the work domain from home intrusions—and hypothesize that the dimensions independently prompt individuals to manage their boundaries in ways that complement their preferences.

Design and Methodological Approach

In a series of three studies, we investigate whether segmentation preferences vary on two dimensions, how they reflect enactive and proactive boundary management, and their association with domain-specific satisfaction and performance.

Findings

In Study 1 (field design, n = 314), we confirmed that segmentation preferences comprise two distinct dimensions, and individuals experience fewer intrusions into the domain they desired to protect. In Study 2 (experimental design, n = 1253), we found that participants who prefer to protect their home domain are less inclined to accept jobs in scenarios where their significant other is employed in the same organization, and participants who prefer to protect their work domain are less inclined to initiate a romantic relationship in scenarios that involve a coworker. In Study 3 (field design, n = 65), we found that individuals who prefer to protect their work or home domain report greater satisfaction with the preferred domain, and whereas the preference to protect the work domain is not associated with higher supervisor ratings of job performance, preference to protect the home domain is associated with higher significant-other ratings of non-work performance.

Implications

Understanding employees’ proclivities to blur boundaries can inform recruitment and selection of employees to anticipate organizational fit, diagnose sources of misfit, structure individualized policies to ameliorate employee strain, and decrease turnover costs.

Originality/Value

This synthesis provides a unique investigation of segmentation preference dimensions’ differential functioning and reinforces the validity of the role segmentation preferences concept.

     

How Do Groups Work? Age Differences in Performance and the Social Outcomes of Peer Collaboration

Do children derive different benefits from group collaboration at different ages? In the present study, 183 children from two age groups (8.8  and 13.4 years) took part in a class quiz as members of a group, or individually. In some groups, cohesiveness was made salient by awarding prizes to the top performing groups. In other groups, prizes were awarded to the best performing individuals. Findings, both in terms of social outcomes and performance in the quiz, indicated that the 8‐year olds viewed the benefits of group membership in terms of the opportunities to receive information from other members. The 13‐year olds, in contrast, viewed group collaboration as a constructive process where success was connected with group cohesiveness.     

What is Debate for? The Rationality of Tibetan Debates and the Role of Humor

In this essay, I examine the mode of operation and aim of debates in the Tibetan Buddhist traditions. I contrast the probative form of argument that was privileged by the Indian tradition to the more agonic practice favored by Tibetan scholastics. I also examine the rules that preside over this dialectical practice, which is seen by the Tibetan tradition as essential to a proper scholastic education. I argue, however, that the practice of debates cannot be reduced to this dialectical model, for it has an important performative aspect not easily encompassed by the rules. I examine this aspect of Tibetan debates, focusing particularly on the role of humor. I conclude with a few remarks on the type of rationality entailed by the importance of humor and of other rhetorical elements involved in Tibetan debates.

How Do Unethical Salespeople Sleep at Night? The Role of Neutralizations in the Justification of Unethical Sales Intentions

The purpose of this paper is to propose and test a model illustrating the direct effects of five techniques of neutralizations (denial of responsibility, denial of injury, denial of victim, appeal to higher loyalties, and condemning the condemner) on the ethical intentions of salespeople. A sample consisting of 157 salespeople responded to an ethical case scenario survey to reveal that two neutralizations were predominant in influencing ethical intentions: denial of injury and appeal to higher loyalties. These relationships were tested in three sales behavioral settings: sales promoting, customer relationship building and maintenance, and sales organization. A post hoc test of moderation effects were included to shed additional light onhow some of the neutralizations interact with ethical judgment to impact salesperson ethical intentions. Implicationsfor research and practice are discussed as well as directions for further research.     

IRB and Research Regulatory Delays Within the Military Health System: Do They Really Matter? And If So,Why and for Whom?

Institutional review board (IRB) delays may hinder the successful completion of federally funded research in the U.S. military. When this happens, time-sensitive, mission-relevant questions go unanswered. Research participants face unnecessary burdens and risks if delays squeeze recruitment timelines, resulting in inadequate sample sizes for definitive analyses. More broadly, military members are exposed to untested or undertested interventions, implemented by well-intentioned leaders who bypass the research process altogether. To illustrate, we offer two case examples. We posit that IRB delays often appear in the service of managing institutional risk, rather than protecting research participants. Regulators may see more risk associated with moving quickly than risk related to delay, choosing to err on the side of bureaucracy. The authors of this article, all of whom are military-funded researchers, government stakeholders, and/or human subject protection experts, offer feasible recommendations to improve the IRB system and, ultimately, research within military, veteran, and civilian populations.     

E-nabled for E-Learning? The Moderating Role of Personality in Determining the Optimal Degree of Learner Control in an E-Learning Environment

This paper investigates the moderating role of specific Big Five personality traits on the relationship between learner control and training performance in an e-learning environment. Specifically, we examined the role of openness to experience, conscientiousness, and extraversion. Participants completed a video-based e-learning program with either a high or low level of learner control. Results demonstrated that the personality traits of openness to experience and extraversion moderated the relationship between learner control and training performance. Specifically, training performance was higher for trainees higher in openness and extraversion when they were in an environment with high learner control versus low learner control. Conversely, for trainees lower in these traits, performance was higher with low learner control versus high learner control. Future research and practical applications are discussed.     

Does Dispositional Aggression Feed the Narcissistic Response? The Role of Narcissism and Aggression in the Prediction of Job Attitudes and Counterproductive Work Behaviors

Purpose

The purpose of this study was to extend the personality and work-related outcomes literature by examining: (1) the effects of narcissism on job satisfaction, organizational commitment, and counterproductive work behaviors and (2) the moderating effects of dispositional aggression on the narcissism–counterproductive work behaviors relationship.

Design/Methodology/Approach

Multi-wave data were collected from 381 workers employed in a variety of work settings within the United States.

Findings

Narcissism had consistent main effects on job satisfaction, organizational commitment, and counterproductive work behaviors after controlling for the personality characteristics agreeableness, conscientiousness, neuroticism, and aggression. Aggression moderated the relationship between narcissism and counterproductive work behaviors, such that the positive relationship between narcissism and counterproductive work behaviors was stronger when dispositional aggression was high.

Implications

This study provides greater clarity regarding the role of narcissism within job attitudes and behaviors, shows that dispositional aggression strengthens or amplifies the narcissistic response for counterproductive work behaviors, and provides a platform to further explore narcissism and aggression within the workplace.

Originality/Value

This study found that narcissism consistently predicted unique variance in work-related criteria after the effects of agreeableness, conscientiousness, neuroticism, and aggression were controlled. It also found evidence that aggression moderates the effects of narcissism on counterproductive work behaviors. This study is the first to directly examine these effects.     

When Do Speakers Use Gestures to Specify Who Does What to Whom? The Role of Language Proficiency and Type of Gestures in Narratives

Previous research has found that iconic gestures (i.e., gestures that depict the actions, motions or shapes of entities) identify referents that are also lexically specified in the co-occurring speech produced by proficient speakers. This study examines whether concrete deictic gestures (i.e., gestures that point to physical entities) bear a different kind of relation to speech, and whether this relation is influenced by the language proficiency of the speakers. Two groups of speakers who had different levels of English proficiency were asked to retell a story in English. Their speech and gestures were transcribed and coded. Our findings showed that proficient speakers produced concrete deictic gestures for referents that were not specified in speech, and iconic gestures for referents that were specified in speech, suggesting that these two types of gestures bear different kinds of semantic relations with speech. In contrast, less proficient speakers produced concrete deictic gestures and iconic gestures whether or not referents were lexically specified in speech. Thus, both type of gesture and proficiency of speaker need to be considered when accounting for how gesture and speech are used in a narrative context.     

Do They Get What They Want or Are They Stuck With What They Can Get? Testing Homophily Against Default Selection for Friendships of Highly Aggressive Boys. The TRAILS Study

In this study a homophily selection hypothesis was tested against a default selection hypothesis, to answer whether preferred and realized friendships of highly aggressive boys differed. In a large peer-nomination sample, we assessed who highly overt aggressive, low prosocial boys (n = 181) nominated as friends (preferred friendships) and who among the nominated friends reciprocated the friendship (realized friendships). These preferred and realized friendships were compared with those of less aggressive (n = 1,268) and highly aggressive but also prosocial boys (bi-strategics; n = 55). Results showed that less aggressive boys preferred peers low on aggression, whereas highly aggressive and bi-strategic boys preferred peers not particular high or low on aggression. In line with default selection, highly aggressive boys ended up with aggressive peers even though that was not their preference. In general, received support proved an important determinant of highly aggressive, bi-strategic, and less aggressive boys’ preferred and realized friendships. Especially highly aggressive boys preferred emotionally supportive friends, but ended up with the least supportive peers. In sum, for friendships of highly overt aggressive boys, the evidence favors default selection over homophily selection.     

How Do Happy Leaders Enhance Team Success? The Mediating Roles of Transformational Leadership,Group Affective Tone,and Team Processes1

Extending previous research regarding the relationship between leader positive moods and team performance, the present study examined 2 mediating mechanisms that explain the leader positive moods–team performance linkage: transformational leadership, and positive group affective tone. Data were collected from 85 sales teams (85 team leaders, 365 team members). Structural equation modeling analyses were performed to test the hypotheses. The results showed that leader positive moods not only directly enhanced team performance, but also indirectly led to improved team performance through the explicit mediating process (i.e., transformational leadership) and the implicit mediating process (i.e., positive group affective tone). Theoretical and practical implications are discussed.     

Interventions to Promote Sun Protection Behaviors: What Do We Know About the Efficacy of Health‐ and Appearance‐based Messages and the Role of Cognitions and Emotions?

Human behavior has been implicated as a critical component in the development of a number of diseases, including skin cancer. More than 85% of all skin cancers are attributed to over‐exposure to the sun, and two primary types of interventions have been utilized to motivate sun protection practices – those that focus on the health consequences (i.e., skin cancer) and those that highlight the negative appearance consequences (i.e., wrinkles and age spots) of sun exposure. Both health‐based and appearance‐based interventions have been demonstrated to increase awareness of sun exposure dangers and of recommended risk reduction behaviors. Much of the literature examining the efficacy of appearance‐based interventions also contains evidence of behavior change in response to such interventions. The role of consciously accessible attitudes and perceptions as mechanisms of behavior change has been extensively examined, and there is evidence that sun protection interventions may promote behavior change in part by altering various health‐related cognitions (e.g., perceived susceptibility to skin damage). However, the role of nonconscious mechanisms in the efficacy of sun protection interventions has received little empirical attention. A growing body of literature, primarily in other health contexts, has demonstrated that behavior is sometimes more strongly predicted by emotions than cognitions, and that processes outside of conscious awareness may affect behavior change. It is suggested that both future sun protection interventions, and health promotion theories in general, could benefit from a thorough examination of the role that emotions and autonomic reactions may play in intervention efficacy.     

Metaphors for God: Why and How Do Our Choices Matter for Humans? The Application of Contemporary Cognitive Linguistics Research to the Debate on God and Metaphor

This article explores and critiques conservative and liberal theological understandings of metaphor in light of the contemporary research in cognitive linguistics. This assessment is followed by a cognitive examination of the biblical metaphors for God, their unconscious entailments, an assessment of why certain metaphors are more effective than others, and a short discussion of the implications of this effectiveness.     

Why Do People Watch News They Do Not Trust? The Need for Cognition as a Moderator in the Association Between News Media Skepticism and Exposure

Prior research has found only modest associations between news media trust and exposure. Many news skeptics report moderate to high levels of mainstream news exposure, despite their mistrust of mainstream news. Why do people watch news they do not trust? This study investigates the moderating role played by the psychological construct of "the need for cognition" (NFC) in this association. An NFC × Media Skepticism interaction is hypothesized and tested on survey data (N = 424). Results provide evidence for such an interaction. For those with a reduced NFC, mainstream media skepticism is strongly associated with news exposure. As NFC increases, the association between news skepticism and exposure disappears. It is concluded that people consume news they do not trust when their media skepticism is irrelevant to their motivation for news exposure.