Justice Orientation as a Moderator of the Framing Effect on Procedural Justice Perception

Justice orientation is a justice-relevant personality trait, which is referred to as the tendency to attend to fairness issues and to internalize justice as a moral virtue. This study examined the moderating role of justice orientation in the relationship between justice perception and response to a decision problem. The authors manipulated procedural justice and the outcome valence of the decision frame within a vignette, and measured justice orientation of 174 Japanese participants. As hypothesized, the results indicated an interaction between procedural justice and framing manipulation, which was moderated by individual differences in justice orientation. In negative framing, justice effects were larger for individuals with high rather than low justice orientation. The results are explained from a social justice perspective, and the contributions and limitations of this study are also discussed with respect to our sample and framing manipulation.     

环境因素对流动儿童歧视知觉的影响及群体态度的调节作用

采用整班联系、自愿参加的方式,选取北京市海淀、朝阳、昌平三个区的1350名流动儿童为被试,采用歧视知觉问卷、家庭社会经济地位问卷、班级环境气氛量表以及群体态度测验,考察家庭经济环境和学校班级环境对流动儿童歧视知觉的影响,并进一步探讨群体态度对它们关系的影响作用。结果表明:(1)家庭社会经济地位、老师支持和同学支持对于个体和群体歧视知觉具有显著的负向影响,同时,班级内聚力对于个体歧视知觉、满意程度对于群体歧视知觉也存在显著的负向影响。(2)同学支持对于个体歧视知觉的负向预测作用更为重要,老师支持则对群体歧视知觉的负向预测作用更为重要。(3)对于群体态度不同的流动儿童,环境因素对其个体和群体歧视知觉的作用存在一定差异。在个体歧视知觉方面,同学支持是态度中立组和态度偏城市儿童组的最佳预测因素,班级内聚力则是态度偏流动儿童组的最佳预测因素;在群体歧视知觉方面,老师支持对于群体态度不同组均表现出最为重要的预测作用。     

歧视知觉对城市流动儿童幸福感的影响：中介机制及归属需要的调节作用

采用整群取样法对选自北京市的1551名流动儿童进行测查, 探讨歧视知觉对城市流动儿童的个体和群体幸福感的影响机制, 即内群体认同和群体地位感在其中的中介作用, 以及不同归属需要下内群体认同和群体地位感的中介作用差异。结果表明：(1)公立学校小学流动儿童的个体和群体幸福感相对较高; 流动男生比流动女生具有较高的生活满意度, 流动女生比流动男生具有较高的群体幸福感。(2)歧视知觉对城市流动儿童的个体和群体幸福感存在直接显著的负向预测作用, 并通过内群体情感认同和群体地位感的中介作用负向预测群体幸福感。(3)不同归属需要下歧视知觉对个体和群体幸福感的作用机制存在差异。在高归属需要组, 歧视知觉对个体幸福感存在直接显著的负向预测作用, 并通过群体地位感和群体幸福感的双重中介消极地影响个体幸福感; 歧视知觉完全通过群体地位感的中介消极地影响群体幸福感。在低归属需要组, 歧视知觉对个体幸福感既存在直接的负向预测作用, 也通过内群体情感认同和群体地位感的中介发挥间接性的积极作用; 歧视知觉对群体幸福感只存在间接的消极影响, 内群体情感认同和群体地位感在其中发挥完全中介作用。这表明, 内群体情感认同和群体地位感在流动儿童歧视知觉与幸福感之间的中介效应受到归属需要的调节影响。     

Perceived Organizational Support as a Moderator of Emotional Labor/Outcomes Relationships

The current study investigates the interactive effects of perceptions of organizational support on 2 emotional labor outcomes: job satisfaction and job performance. A sample of 2 retail service firms ( n  = 338) supported the moderating effect of perceived organizational support (POS) on the emotional labor/outcomes relationships. POS attenuated the negative effects of the emotional labor/job satisfaction and emotional labor/performance relationships. Implications of these results, strengths and limitations of the current study, and directions for future research are discussed.     

Experiential Avoidance as a Moderator of the Relationship Between Anxiety Sensitivity and Perceived Stress

Given the significant deleterious effects of stress on psychological and physical well-being, the present two-part study sought to clarify relations among putative vulnerability factors (i.e., anxiety sensitivity, experiential avoidance) for perceived stress. Relations among anxiety sensitivity, experiential avoidance, and perceived stress were examined using a large college student sample (N = 400) in Study 1 and were replicated using a large community sample (N = 838) in Study 2. As predicted, experiential avoidance moderated the relationship between anxiety sensitivity and perceived stress. Contrary to expectations, simple effects in both studies revealed that anxiety sensitivity shared a significant positive association with perceived stress at low, but not high, levels of experiential avoidance. The moderating role of experiential avoidance was found to be robust to the effects of general distress. Moreover, anxiety sensitivity and experiential avoidance evidenced a differential pattern of relations with perceived stress than was evidenced with related negative affective states (i.e., anxiety and depression). The present results suggest that experiential avoidance appears to be a vulnerability factor of particular importance for understanding the phenomenology of perceived stress. Conceptual and clinical implications are discussed.     

Negative Recurrent Thinking as a Moderator of the Relationship Between Perceived Stress and Depressive Symptoms

Both perceived stress and negative recurrent thinking (rumination and worry) have been associated with depressive symptoms. However, no research to date has investigated the association between perceived stress and negative recurrent thinking. In the present study we aimed to explore whether perceived stress and negative recurrent thinking are associated and whether negative recurrent thinking moderates the relationship between perceived stress and depressive symptoms. A convenience sample of 273 undergraduate students completed the Perceived Stress Scale, the Ruminative Responses Scale-10, the Penn State Worry Questionnaire and the Hospital Anxiety and Depression Scale 2 weeks prior to sitting mid-year examinations. Correlation analyses showed that perceived stress, rumination and worry were positively and significantly associated with depressive symptoms and that perceived stress was positively and significantly associated with rumination and worry. A moderation analysis confirmed that negative recurrent thinking moderated the relationship between perceived stress and depressive symptoms. The implications of these findings are discussed.     

Problem Clarity as a Moderator between Trait Affect and Self‐Perceived Creativity

Empirical studies on the relationship between affect and creativity often produce conflicting results. This inconsistency has led us to believe that the relationship between affect and creativity may be better understood by looking at potential moderators. Our study looked specifically at trait affect and self‐perceived creativity. Using the Affect Infusion Model (AIM) theory with problem clarity as the potential moderator, we hypothesized that when individuals are faced with problems that lack clarity, trait affect has greater sway over their self‐perceived creativity. Our results provided evidence that problem clarity moderated the relationship between positive trait affect and self‐perceived creativity; the positive relationship between positive trait affect and self‐perceived creativity is stronger when problem clarity is low and weaker when problem clarity is high. No moderating effect was found in the relationship between negative trait affect and self‐perceived creativity.     

Locus of Control as a Stress Moderator and Mediator in Children of Divorce

This paper examined the stress moderator and mediator effects of four dimensions of perceived control in children of divorce. The dimensions of locus of control included internal control for positive events, internal control for negative events, unknown control for positive events, and unknown control for negative events. The sample consisted of 222 children between the ages of 8 and 12 whose parents had divorced in the previous 2 years. Moderational analyses showed that unknown control for positive events interacted with negative events to predict total symptoms. Plots of the simple slopes indicated a stress buffering effect whereby the slope of negative events on symptoms was higher for high than for low levels of unknown control for positive events. Mediational analysis showed that the relations between negative events and symptoms were mediated by both unknown control for positive events and unknown control for negative events. In contrast, evidence was not found for either a stress mediational or a moderational model for perceived internal control for positive or negative events. These results suggest that unknown control beliefs may be a particularly important dimension of control for children of divorce.     

大学生人格与手机依赖的关系：压力感知的中介与性别的调节作用

为探讨压力感知在大学生人格与手机依赖关系中的中介作用以及性别在压力感知和手机依赖之间的调节作用,本研究采用青少年有问题手机使用自评问卷、中国大五人格问卷简版和大学生压力量表对1478名大学生施测。结果发现,神经质、开放性正向预测大学生的压力感知和手机依赖;宜人性负向预测压力感知和手机依赖;压力感知在神经质、宜人性、开放性影响手机依赖间起中介效应;性别调节神经质-压力感知-手机依赖这一中介效应的后半段路径。结果表明,降低压力感知水平可减少神经质大学生的手机依赖,且这一影响对男生更显著。     

Value as a Moderator in Subjective Well-Being

We investigated individual differences in the processes of subjective well-being (SWB). There were considerable individual differences in the domain that was most strongly associated with global life satisfaction. Individuals also differed significantly in the types of activities that they found satisfying. Moreover, these individual differences in the patterns of SWB were systematically related to value orientations. A 23-day daily diary study revealed that intraindividual changes in satisfaction were strongly influenced by the degree of success in the domains that individuals value. The present findings highlight the meaningful individual differences in the qualitative aspects of subjective well-being.     

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

Research shows that perceived workplace discrimination shapes an individual's job satisfaction and intent to leave a job. This study considers whether these impacts may be attenuated if an individual views their work as a spiritual calling. Using data from a nationally representative survey (N = 9,907), our analysis shows that perceived work discrimination due to race, gender, and religion are all independently associated with less job satisfaction net of a variety of other measures. Viewing work as a spiritual calling is associated with greater job satisfaction, even when accounting for traditional measures of religiosity. The negative impact of perceived discrimination on job satisfaction is weaker among those who view work as a spiritual calling. These findings provide evidence of the mechanisms underlying job satisfaction and have implications for understanding how religion might help mitigate the negative consequences of perceived discrimination in the workplace, or allow discrimination to potentially go unaddressed.     

权力距离感对公平感与组织公民行为关系的调节作用研究

本文以188名企业员工及其同事为被试,运用问卷调查法和分层回归分析的统计方法考察了权力距离对公平感与组织公民行为之间关系的调节作用。结果发现:权力距离可以正向调节程序公平与同事评价OCB-I、OCB-G和OCB-O之间的关系,即权力距离感越强,则程序公平感与同事评价OCB-I、OCB-G和OCB-O之间的相关越强。     

Personal Control as a Mediator and Moderator Between Life Strains and Psychological Well-Being in the Unemployed

This study surveyed 214 unemployed adults on well-being, the latent (status, social support, activity, time structure, collective purpose) and manifest benefits (financial strain) of employment, and personal control. We tested whether personal control would predict well-being over and above the effects of the latent and manifest benefits, and tested whether it moderated or mediated the relationship between the latent and manifest benefits and well-being. Personal control explained additional variance over and above the latent and manifest benefits; it moderated the effect of both activity and financial strain on well-being; and it mediated the relationship between financial strain, time structure, collective purpose, status, and well-being. Implications for theory and practice are discussed.     

Exploring the Construct of Perceived Job Discrimination in Selection

This paper examines the new concept of perceived job discrimination (PJD) and an associated model relating to applicant propensity to case initiation (APCI) in selection. The construct is explored and related concepts and avenues for future research are suggested. In particular we propose potential avenues for further theoretical development including the use of attribution theory and self‐serving bias, the theory of relational demography and we introduce the concept of ‘political validity’ to be considered when evaluating selection practices. We suggest a variety of research design approaches to consider in investigating the PJD construct and associated APCI further.     

两种社会交换对组织公民行为的影响: 组织认同和自尊需要的不同作用

从社会交换理论的角度探讨了组织支持感(POS)和组织外在声望感知(PEP)对组织公民行为的影响, 以及在这一影响过程中组织认同和自尊需要的角色和地位。采用结构方程建模和层次回归分析的方法, 通过对23家企业的员工和主管的配对问卷调查所获取的234份有效数据进行分析, 结果表明: (1)POS对组织认同有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为(注重个体的和注重组织的组织公民行为)产生间接的影响; (2)PEP对组织认同也有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为产生间接的影响; (3)个体的自尊需要对POS和组织认同的关系有调节作用, 但对PEP和组织认同的关系没有调节作用。     

Disentangling Discrimination: Victim Characteristics as Determinants of the Perception of Behavior as Racist or Sexist

The present experiment examined the impact of victim characteristics on the judgment of behavior as being sexist or racist. Freshmen from the University of Amsterdam read eight scenarios describing instances of everyday discrimination. The race, gender, and socioeconomic status (SES) of the victims in the scenarios were varied systematically. Each scenario was followed by three consecutive questionnaires designed to assess the degree to which research participants perceived the behavior of the agent as racist, sexist, or otherwise. The asymmetry hypothesis for blacks of high and low SES was confirmed Blacks of low SES were more often considered to be victims of racism than blacks of high SES. However, contrary to the asymmetry hypothesis, we found that women of high rather than low SES were more likely to be considered victims of sexism. This finding is inconsistent with other results, and demonstrates that it is not always the less empowered group that is judged as being the most discriminated against. Further, this study demonstrates the relevancy of victim's SES in discrimination research. Finally, the importance of disentangling sexist and racist elements of discrimination is stressed, especially in research involving black women.     

歧视知觉对流动儿童群体幸福感的影响及内部机制

采用整班联系、自愿参与的方式对1350名北京市流动儿童进行问卷调查,考察学业领域和社会生活领域的歧视知觉对流动儿童群体幸福感的影响,以及流动儿童对所在群体的情感认同、认知认同和内群体地位感在这一过程中的影响作用。结果表明:(1)学业领域的歧视知觉对流动儿童的群体幸福感具有非常显著的消极影响;(2)社会生活领域的歧视知觉对流动儿童的群体幸福感也存在一定的消极影响,但其影响效应相对较弱;(3)学业领域的歧视知觉主要通过降低流动儿童对其群体的情感认同和内群体地位感,间接降低其群体幸福感,不存在直接的影响效应;(4)社会生活领域的歧视知觉主要通过内群体地位感的中介效应间接地影响流动儿童的群体幸福感,同时也存在一定的直接影响效应。     

Self-Relevance as a Moderator of Self-Enhancement and Self-Verification

We examined the influence of self-esteem on reactions to favorable or unfavorable feedback. We also varied the relevance of this information for participants' self-image—the information was either low or high in self-relevance. When asked how important it was to personally perform well, low self-esteem persons were more likely to engage in self-enhancement in the low than in the high self-relevant context. This finding supports predictions derived from Swann and Schroeder's (1995) analysis. Furthermore, low self-esteem participants engaged in self-enhancement strategies to a greater extent than high self-esteem participants in the low self-relevant condition, whereas an opposite pattern was obtained in the high self-relevant condition. Our analysis bridges the gap between two opposing schools of thought—one that believes that low self-esteem persons will evidence especially strong self-enhancement tendencies and the other that believes that it is high not low self-esteem persons that will demonstrate especially strong self-enhancement tendencies. We discuss the importance of self-relevance for determining when self-enhancement and self-verification will and will not occur.     

Holland Type as a Moderator of Personality-Performance Predictions

This study explored the value of using Holland's theory of vocational personality types and work environments for improving predictions of personality-performance relations. Upper level undergraduates representing the RIASEC environments completed the Self-Directed Search and a measure of the Five-Factor Model of personality that were used to predict grades. Overall, agreeableness and conscientiousness accounted for approximately 2% to 3% of the variance in performance. However, when the data were analyzed further by RIASEC environment, more than 9% of the variance in performance was accounted for with personality scores. This study supports assertions in the literature that predictions of performance using global traits, such as conscientiousness, can be improved using appropriate moderators. Furthermore, important relations between personality and performance can be masked if job context is ignored.