Perceived victimization as the mechanism underlying the relationship between work stressors and counterproductive work behaviors

Employees who report workplace stressors are more likely to engage in counterproductive work behavior (CWB). However, the specific mechanisms that underlie these relationships are not well understood. This study utilizes a moderated-mediation model to examine perceived victimization as the mediator between work stressors and CWB. This model is investigated using data from 207 matched subordinate–supervisor pairs via a multiphasic data collection, with results revealing that work stressors (workload, organizational constraints, and interpersonal conflict) are related to CWB and that these relationships are mediated by perceived victimization by workplace aggression for people with more hostile attributional styles. The implications are that varying reasons for engaging in CWB may exist, based on the employee’s interpretation of events.     

The relationship between work status congruence and work-related attitudes and behaviors

Research investigating differences in attitudes among full-time and part-time employees has a long history. Unfortunately, the empirical results have been mixed and conflicting. To resolve inconsistencies in prior research, the authors conducted 2 studies. In the 1st study, the authors developed a measure of work status congruence, which measures the degree to which employers match employee preferences for full-time or part-time status, schedule, shift, and number of hours. The authors hypothesized that a match or congruence between worker preferences and organizational staffing practices would be associated with positive employee attitudes and behaviors. In the 2nd study, the authors tested these hypotheses. The results indicate that work status congruence is positively associated with job satisfaction, organizational commitment, employee retention, as well as in-role and extra-role performance.     

Working conditions predicting interpersonal relationship problems at work

Interpersonal relationships have been shown to be an important component of the psychosocial work environment that may affect health, job satisfaction, and productivity. The question whether interpersonal relationships at work are influenced by other psychosocial working conditions such as demands and control has not been studied. The aim of the present study is to investigate if high work demands and aspects of low work control could predict three indicators of detrimental interpersonal relationships at work. In a representative Swedish cohort study, data were obtained in two waves three years apart from 4049 participants, who did not change their jobs between the waves. These data were analysed by multiple logistic regression analyses. Odds ratios adjusted for possible confounders and negative interpersonal relationships at base-line showed that high demands predicted serious conflict and exclusion by co-workers. Low skill discretion predicted exclusion by co-workers. It is argued that these prospective findings are of relevance to interventions targeting troublesome and detrimental interpersonal relationships at work and that the findings can be important in understanding the development of work-related mental ill-health.     

Antecedent variables of innovation behaviors in organizations: Differences between men and women

IntroductionRelevance of innovation behaviors for organizational success led to study its main individual, job-related and organizational antecedents. Moreover, research on differences in innovation between men and women showed inconclusive results. Ambidexterity (Bledow, Frese, Anderson, Erez, & Farr, 2009) and Zhou and Hoever (2014) call for combining contextual and personal characteristics in innovation research suggest that pathways and variables leading to innovation between men and women could be different.Objective(s)This study aims to analyze if men and women differ in the main antecedents for innovative behaviors. Thus, a moderating effect of gender on the relationship between innovative behaviors and their main antecedent variables is hypothesized. Results are of interest for promoting innovation and empowering women at work context.MethodIn a sample of 458 employees from 16 Spanish companies, we carried out hierarchical regression analyses on innovation behaviors, including as main antecedents academic level, proactive personality, job demands, organizational commitment, HR practices addressed to participation, and transformational leadership. In addition, interaction terms between gender and such antecedents were entered in regression analysis.ResultsProactive personality, HR participation practices, inspirational motivation, job demands and academic level significantly predicted innovative behaviors at their different phases. Moreover, gender moderated the relationship between generation of new ideas with academic level and organizational commitment, and between promotion of ideas with job demands and idealized influence. Organizational commitment promoted generation of ideas among women but not among men, whereas idealized influence is detrimental for women. Reversely, higher job demands stimulate promotion of ideas among men but were detrimental for innovation among women.ConclusionOur results suggest that innovation among women seems to be more sensitive to the influence of leadership and require more social support, whereas higher job demands are detrimental. These results suggest that innovation is more related to intrinsic variables (as self-confidence, empowerment and social processes) among women, whereas for men, it seems to be more related to work demands. Results could help companies to stimulate innovation, between both men and women.     

The relationship between performance-based self-esteem and self-reported work and health behaviors among Danish knowledge workers

Since knowledge intensive work often requires self-management, one might fear that persons who are dependent on work success for self-esteem will have difficulties in finding a healthful and sustainable balance between internal needs and external demands. Accordingly, we examined to what degree work-related performance-based self-esteem (PBS) was linked to work and health behaviors in 392 knowledge workers (226 women, 166 men). In the women group, multiple binary logistic regression analyses with repeated measurements showed that the PBS score was associated with 10 of the 17 examined work and health behaviors. For men the corresponding figure was 3 of 17. In both men and women, higher PBS scores were positively associated with reports of efforts and strivings for work as well as attending work while ill. In conclusion, statistically significant relationships between PBS and work and health behaviors were more clearly visible among women than men. Whether this gender difference is dependent on the study design, or on true inherent differences between women and men, cannot be concluded with any certainty. However, persons who described themselves as being relatively more dependent on work accomplishments for a high self-esteem, as expressed by the PBS score, seem to display work behaviors that may lessen their restitution time. In addition, they also seem to be more prone to work while sick.     

组织内信任与创造力的关系：元分析的证据

采用元分析技术探讨了组织内部水平信任、垂直信任和系统信任对创造力的影响。通过文献搜索纳入元分析的研究有85项, 共99个独立效应量。其中, 水平信任与创造力关系的元分析有41个独立样本, 垂直信任与创造力关系的元分析有34个独立样本, 系统信任与创造力关系的元分析有24个独立样本。元分析结果表明, 水平信任(r = 0.50)、垂直信任(r = 0.38)和系统信任(r = 0.48)与创造力之间存在显著正相关。水平信任、垂直信任、系统信任三者与创造力的关系受到信任测量工具的调节作用, 但是不受文化背景和知识水平的调节影响。     

Links between unmitigated communion,interpersonal behaviors and well-being: A daily diary approach

We examined the links between unmitigated communion, interpersonal behavior, and well-being on a daily basis with 79 college students. After completing a baseline questionnaire, participants completed brief on-line questionnaires at the end of the day to assess support interactions, interpersonal behavior, and well-being for 10 consecutive days. We used multi-level modeling to examine whether unmitigated communion was connected to support and interpersonal behavior, whether support and interpersonal behavior were connected to well-being, and whether unmitigated communion moderated the latter relations. Unmitigated communion was related to increased support provision and a host of interpersonal difficulties. Daily support provision and being overly nurturant were positively related to well-being, but these relations were limited to individuals characterized by low unmitigated communion.     

Family interference with work and its relationship with organizational citizenship and counterproductive work behaviors

Most employed adults must manage both work and family responsibilities. Consequently, many employees also experience conflict between their roles, which often leads to compromised performance in one or both domains. We examined family interference with work (FIW) as a potential drain on resources leading to increased counterproductive work behaviors (CWB) and decreased organizational citizenship behaviors (OCB) in three samples with a multi‐measure, time‐lagged design. Results demonstrated that employees who experience FIW display higher levels of CWB and lower levels of OCB, especially for organizationally targeted behaviors.     

PTSD symptoms and suicide ideation: Testing the conditional indirect effects of thwarted interpersonal needs and using substances to cope

Posttraumatic stress disorder (PTSD) symptoms and substance use have been associated with increased suicide ideation, but have rarely been examined within a larger theoretical context of suicide risk. The interpersonal theory of suicide posits that feeling disconnected from others (i.e., thwarted belongingness) and feeling like a burden on others (i.e., perceived burdensomeness) are associated with increased suicide ideation. We hypothesized that perceived burdensomeness and thwarted belongingness would mediate the relation between PTSD symptoms and suicide ideation, and that using substances to cope would moderate these relations. Participants were 254 college students reporting exposure to potentially traumatic experiences. Findings from a moderated mediation analysis indicated that perceived burdensomeness, but not thwarted belongingness, mediated the relation between PTSD symptoms and suicide ideation, and using substances to cope moderated this relation. Therapeutic interventions aimed at reducing suicide ideation might benefit from decreasing perceived burdensomeness and the use of substances to cope.     

Success strivings and their relationship to affective work behaviors: gender differences.

Gender differences in the importance of six life success dimensions and their relationships to job satisfaction, job involvement, and propensity to stay on the job were examined among 756 working women and men in southeast Florida. Results showed that the female participants rated family relationships, personal fulfillment, and security as more important success measures than their male counterparts did, and they rated status/wealth as less important. Professional fulfillment and security were not significantly different. The relationships between measures of success and work behaviors also varied significantly by gender, even after controlling for demographic and job position variables.     

The cross-lagged relationship between interpersonal forgiveness and depression symptoms in China

This study investigated the relationship between the process of forgiveness and depressive symptoms in China. A total of 116 college students who had experienced an interpersonal transgression “within the past week” were selected to perform the tracking measurements at 2-week intervals. Cross-lagged models showed that the victim's depressive symptoms were related to increasing revenge and avoidance motivations as well as decreased benevolence motivation; however, the revenge, avoidance, and benevolence motivations of the victims did not predict subsequent changes in depressive symptoms. These results confirm that the presence of depressive symptoms is a predictor of the reduced interpersonal forgiveness, and the alleviation of individuals' depressive symptoms plays a protective role in the adaptive process of interpersonal relationships.     

组织公民行为与反生产行为的互动关系：一个基于情绪与认知整合框架的阐释

传统观点认为, 组织公民行为和反生产行为是同一连续体的对立两级或者负相关的独立二维结构。但近期研究表明, 这二者关系并非那样简单, 在特定情境下它们也许存在一种适度的正相关性。首先, 回顾组织公民行为与反生产行为的影响因素, 以及这二者关系的认知演变; 然后, 基于情绪与认知整合框架, 采用资源守恒理论和道德平衡理论探讨组织公民行为与反生产行为的互动关系; 最后, 对未来研究方向进行了展望, 如通过实证研究探索二者互动关系的边界机制、采用多种研究方法验证这二者之间互动关系、基于潜增长模型探讨这二者关系的动态变化、以及深入探讨这二者互动关系的管理实践策略。     

The relationship between loneliness and interpersonal trust during middle childhood

The authors administered measures of loneliness, generalized trust beliefs in peers, and trust beliefs in specific familiar peers (i.e., opposite-gender peers, same-gender peers, close same-gender peers) to a sample of 63 children (33 girls, 30 boys) from 4th and 5th grades (M age = 10 years, 6 months). They assessed children's trusting behavior by engaging them in a Prisoner's Dilemma game (reciprocal trusting) and by evaluating teachers' ratings. The authors found that, across gender, loneliness was negatively correlated with each measure of trust beliefs and trusting behavior. As expected, the relationship between children's loneliness and trust, specifically trust beliefs in same-gender peers, was stronger for girls than for boys. In support of an additive risk model, the authors found low trust beliefs in same-gender peers and low reciprocal trusting behavior with peers each statistically contributed to loneliness in girls.     

A healthy dose of trust: The relationship between interpersonal trust and health

The positive effects of trust are manifold. Recent research has shown that trust levels may even influence physical health. The current work explores this issue and aims to shed light on the mechanisms underlying the relationship between trust and health in a 5‐wave longitudinal data set. Results showed that trust was positively related to physical health: Participants report fewer health problems when they trust their partner more, replicating earlier findings. More importantly, symptoms of anxiety and depression mediate the effect of trust on self‐reported health. Finally, results of residual lagged analyses show that earlier levels of trust predict later symptoms of anxiety and depression symptoms, in turn predicting changes in physical health symptoms over time.     

Neuroticism and interpersonal negativity: the independent contributions of perceptions and behaviors

Why are neurotic intimates likely to have troubled relationships? Do they create greater negativity through their own negative behavior, or do they perceive greater negativity through processes of perceptual construal? The current research addressed this question through a study of newlyweds. Spouses reported their neuroticism and their expectancies for two upcoming problem-solving discussions with their partners, then participated in those discussions, and finally reported their perceptions of how their partners behaved during the discussions. Objective observations revealed that the partners of more neurotic spouses behaved more negatively than the partners of less neurotic spouses. For wives, their own behavior mediated these effects. In addition, once the objective quality of partners' behavior was controlled, more neurotic spouses also reported more negative perceptions of those partners' behavior. For husbands, their own expectancies mediated these effects. That personality uniquely affects relationships through behavioral and perceptual processes suggests that those processes should be studied independently.     

An extension of uncertainty management theory to the self: the relationship between justice, social comparison orientation, and antisocial work behaviors

A multisource field study of 103 employees and their supervisors tested an extension of uncertainty management theory (E. A. Lind & K. Van den Bos, 2002; K. Van den Bos & E. A. Lind, 2002). According to this theory, persons high in social comparison orientation (F. X. Gibbons & B. P. Buunk, 1999) experience chronic uncertainty about the self. It was hypothesized that this should strengthen the effects of interactional and procedural justice perceptions on antisocial work behaviors. As predicted, the negative relationship between employee perceptions of interactional justice and supervisory ratings of antisocial work behaviors was stronger for people who are high as compared with low in social comparison orientation. Results provide evidence for an extension of uncertainty management theory to the self-domain.     

The relationship between personality and discretionary helping behaviors

The relationship between personality and helping behaviors in three different contexts was examined in a field study. In a sample of 178 employees from three professional organizations, measures of the Big Five Personality factors were found to be related to discretionary helping behaviors performed in the context of one's home, workplace and the larger society. Collectively, the five personality factors accounted for 7% of the variance in Household Activities and Chores, 26% of the variance in Organizational Citizenship Behaviors and 10% of the variance in Volunteerism. Implications of these relations are discussed.     

Exploring the relationship between compressed work hours satisfaction and absenteeism in front-line service work

There has been an upsurge of interest in compressed workweek schedules because of the opportunities they provide for enhanced organizational efficiency and more balanced work and life roles for employees. This study tested a moderated mediation model of the effects of compressed work hours satisfaction on absenteeism with the purpose of exploring both the mediation effects of emotional exhaustion and physical health and the moderating effects of sex on this relationship. It utilized data drawn from a sample of 236 contact-centre service workers linked to absenteeism data collected for a period of 12 months following the survey. Results indicated that compressed work hours satisfaction was associated with lower absenteeism and that this relationship was mediated sequentially through emotional exhaustion and physical health. Although the indirect effect of compressed work hours satisfaction on absenteeism through emotional exhaustion and physical health was not significantly different between women and men, the relationship between compressed work hours satisfaction and physical health was positive for women but not for men. The implications of these findings are discussed.