Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective organizational commitment predicted turnover intentions but not retirement. Occupational commitment was a significant predictor of both retirement and turnover. The implications for revising the definition of work-role attachment theory and further developing a theoretical model to explain retirement decisions are also discussed.

Emotional and motivational reactions to failure: the role of illusions of control and explicitness of feedback

Previous research has found that illusions of control (IOC) can buffer against the emotional consequences of failure and may increase persistence in the face of failure. Theoretical analyses suggest that IOC are most closely related to a better mood and higher motivation if failure feedback is open to reinterpretation. Two experiments were conducted to test the hypothesis that explicitness (vs. ambiguousness) of failure feedback moderates the consequences of IOC following a failure experience. In accord with predictions, it was found that IOC were subsequently related to a better mood (Study 1) and higher persistence (Study 2) if individuals received ambiguous task-inherent failure feedback. In contrast, explicit failure feedback seemed to neutralize the beneficial effects of IOC. These results are discussed with respect to the adaptiveness of IOC.

Towards a New Epistemology of Mathematics

In this introduction we discuss the motivation behind the workshop “Towards a New Epistemology of Mathematics” of which this special issue constitutes the proceedings. We elaborate on historical and empirical aspects of the desired new epistemology, connect it to the public image of mathematics, and give a summary and an introduction to the contributions to this issue.

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Early Modern Intentionalism: Replies to LoLordo’s Comments

I clarify Locke’s intentionalism and explain what we might gain by paying more attention to the role of linguistic intentions in the work of the British empiricists.

Lying on Job Applications: The Effects of Job Relevance,Commission, and Human Resource Management Experience

This research examined three factors related to misrepresentations on job applications: the job relevance of the information, the effects of overt misrepresentation compared to omission, and the impact of human resource (HR) management experience. Dependent measures included the extent to which misrepresentations were perceived as lies and influenced hiring intentions. In general, higher job relevance and overt misrepresentations increased the perception of misrepresentations as lies and decreased the hiring intentions. Further, persons with HR management experience were less likely to see misrepresentations as lies and more likely to hire applicants. Implications for future research and managerial practice are discussed.

Moral Feedback and Motivation: Revisiting the Undermining Effect

Social psychologists have evidence that evaluative feedback on others’ choices sometimes has unwelcome negative effects on hearers’ motivation. Holroyd’s article (Holroyd J. Ethical Theory Moral Pract 10:267–278, 2007) draws attention to one such result, the undermining effect, that should help to challenge moral philosophers’ complacency about blame and praise. The cause for concern is actually greater than she indicates, both because there are multiple kinds of negative effect on hearer motivation, and because these are not, as she hopes, reliably counteracted by implicit features of praise and blame. The communicative ideal that she articulates does point us in the right direction, but it requires further elaboration. Once it is spelled out, we find that realizing this ideal, in light of the empirical research, requires rethinking the role of verdict-like judgments within moral feedback.

Are There Stable Factors in Preadolescent Girls’ Externalizing Behaviors?

Relatively little is known about the factor structure of disruptive behavior among preadolescent girls. The present study reports on exploratory and confirmatory factor analyses of disruptive girl behavior over four successive data waves as rated by parents and teachers in a large, representative community sample of girls (N = 2,451). Five factors were identified from parent ratings (oppositional behavior/conduct problems, inattention, hyperactivity/impulsivity, relational aggression, and callous-unemotional behaviors), and four factors were identified derived from teacher ratings (oppositional behavior/conduct problems/callous-unemotional behaviors, inattention, hyperactivityimpulsivity, and relational aggression). There was a high degree of consistency of items loading on equivalent factors across parent and teacher ratings. Year-to-year stability of factors between ages five and 12 was high for parent ratings (ICC = 0.70 to 0.88), and slightly lower for teacher ratings (ICC = 0.56 to 0.83). These findings are discussed in terms of possible adjustment to the criteria for children's disruptive behavior disorders found in the Diagnostic and Statistical Manual for Mental Disorders.

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Graduate employment status and health: a longitudinal analysis of the transition from student

The prevalence of unemployment and underemployment was explored longitudinally in 248 recent graduates (73 males and 175 females) over an 18–24 month transition from final year student to 9–12 months post-graduation. Over this period changes in levels of psychological distress, health behaviours, social support, optimism and achievement motivation were measured. Results show that both unemployment and underemployment have deleterious effects on psychological and physical health, social support, optimism and achievement motivation.

Attentional training of the appetitive motivation system: Effects on sensation seeking preferences and reward-based behavior

Motivation is seen to guide selective attention in favor of motivation-consistent stimuli. However, such links may be bi-directional in nature, such that selective attention processes may also bias and determine one’s motivational state. In the present study, we examined the latter direction of influence by randomly assigning participants to one of two conditions designed to train selective attention either toward or away from rewarding word stimuli. The effects of this manipulation were examined in terms of approach-related intentions, emotional state, and reward-reactive behavior. It was found that the selective attention manipulation influenced preferences and behavior, but not conscious emotional state. Findings are discussed in relation to implications for motivation, cognition, and emotion.

The Effects of Social-Comparison Versus Mastery Praise on Children’s Intrinsic Motivation

Two studies examined the effects of social-comparison versus mastery praise on 4th- and 5th-grade children’s intrinsic motivation. Children received a high score and either social-comparison praise, mastery praise, or no praise for working on a set of novel puzzles. They then worked on a different task and were given either ambiguous feedback (Study 1) or positive feedback (Study 2) before completing measures of intrinsic motivation. Mastery praise enhanced intrinsic motivation and social-comparison praise curtailed it when uncertainty about children’s subsequent performance was introduced (Study 1) and, for girls, even in situations of continued success (Study 2). Social-comparison praise also tended to discourage children from seeking subsequent self-evaluative normative information. Theoretical and practical implications are discussed.

The Process by Which Relative Autonomous Motivation Affects Intentional Behavior: Comparing Effects Across Dieting and Exercise Behaviors

A motivational model integrating self-deter-mination theory and the theory of planned behavior was tested in two samples for exercise and dieting behavior respectively. Relative autonomous motivation from self-determination theory was hypothesized to predict intentions to exercise or diet via the mediation of attitudes and perceived behavioral control (PBC) from the theory of planned behavior. It was also expected that attitudes and PBC would predict actual levels of exercise and dieting behavior via the mediation of intentions. Relations in the proposed model were expected to be invariant across the behaviors. Two samples of participants (N = 511) completed measures of the autonomous motives, attitudes, subjective norms, PBC, and intentions with respect to exercise and dieting behavior. Four weeks later, participants self-reported their behavior. Structural equation models supported the replicability of the proposed model in both behaviors. Findings supported the majority of the hypothesized effects in the proposed model across the two health behaviors. However, four effects were significantly different across the two behaviors: the effect of autonomous motives on intentions, subjective norms and PBC on intentions, and intentions on behavior. Findings extend knowledge of the processes by which psychological antecedents from the theories affect health behaviors integral to the maintenance of energy balance.

Potential Effects of Faking on the NEO-PI-R: Willingness and Ability to Fake Changes Who Gets Hired in Simulated Selection Decisions

The impact of response distortion (faking) on selection decisions was investigated. Participants (N = 224) completed the NEO-PI-R under instructions to “make the most favorable impression” and/or “answer honestly.” Those instructed to fake were often over-represented at the top of the score distributions as instructions to fake resulted in higher scores both between and within groups in a test–retest situation. There was significantly lower correspondence between participants’ honest scores and their faked scores as well as multiple instances where participants with unfavorable honest scores subsequently produced the most favorable scores when faking. Response distortion may remain a serious threat to the use of personality test scores in selection.

Work–Family Conflict and Turnover Intentions Among Scientists and Engineers Working in R&D

Purpose  In this study we evaluate competing models of the direct and indirect effects of work interference with family (WIF) and family interference with work (FIW) on two turnover intentions relevant to scientists and engineers: (i) leaving R&D for non-R&D work within the same organization and (ii) leaving one’s organization for another one. Design/methodology/approach  A cross-sectional design was used. Our sample consists of almost 500 scientists and engineers in dual-earner families and with dependent care responsibilities. Findings  We find some support for the domain-specific predictors-to-outcomes model: FIW indirectly (but not directly) increases intentions to change organization through work dissatisfaction. Contrary to expectations from the stress management model we find neither direct nor indirect relationships between WIF and turnover intentions. Implications  Our findings suggest that organizations that help employees manage the effects of FIW on work dissatisfaction may be able to reduce the turnover among their technical workforce. Originality/value  The study examines an overlooked outcome of work-family conflict: turnover intentions. In addition, it provides much needed attention to the implications of workfamily conflict for scientists and engineers, who have received little attention in the work-family conflict literature despite longstanding efforts to understand the relationship between marriage, parenthood, and productivity in these fields.

Aktuelle Probleme der Krankenhausplanung in der Psychosomatischen Medizin und Psychotherapie

Ohne Zusammenfassung

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Grice’s Analysis of Utterance-Meaning and Cicero’s Catilinarian Apostrophe

The pragmatics underlying Paul Grice’s analysis of utterance-meaning provide a powerful framework for investigating the commitments arguers undertake. Unfortunately, the complexity of Grice’s analysis has frustrated appropriate reliance on this important facet of his work. By explicating Cicero’s use of apostrophe in his famous “First Catilinarian” this essay attempts to show that a full complex of reflexive gricean speaker intentions in essentially to seriously saying and meaning something.

Do people fake on personality inventories? A verbal protocol analysis

Research has focused heavily on whether individuals can fake on personality inventories. Research is less clear on whether individuals actually do fake on personality inventories. Verbal protocol analysis was used to trace the motivational processes for 12 participants as they completed a personality inventory in an applicant context. Exploratory analyses suggested that individuals do fake on personality inventories; that individuals can be classed into one of three faking classes (honest responders, slight fakers, and extreme fakers); and that honest fakers take less time to complete and make less corrections to their personality inventories than faking responders. Study implications, limitations, and future research will be discussed.

Positive Mood and Future-Oriented Self-Evaluation

When individuals think about their future, feedback on their strengths and weaknesses may often serve as a useful source of information. Three studies investigated the influence of positive and neutral moods on feedback seeking. In Studies 1 and 2, positive mood increased interest in feedback about weaknesses when this information was useful for self-assessment and self-improvement. But when the feedback was not useful for these superordinate, long-term goals then positive mood directed participants’ interest to strength-focused feedback, thereby serving short-term, affective concerns (e.g., feeling good about oneself). Study 3 directly manipulated self-evaluative goals. When a learning goal was activated, positive mood increased interest in weaknesses-focused feedback, but when an affective goal was activated, positive mood increased interest in strength-focused feedback. These results support our hypothesis that positive mood attunes individuals to the relationships of goals and means, thus promoting actions that serve primary goals.

The anachronism of moral individualism and the responsibility of extended agency

Recent social theory has departed from methodological individualism’s explanation of action according to the motives and dispositions of human individuals in favor of explanation in terms of broader agencies consisting of both human and nonhuman elements described as cyborgs, actor-networks, extended agencies, or distributed cognition. This paper proposes that moral responsibility for action also be vested in extended agencies. It advances a consequentialist view of responsibility that takes moral responsibility to be a species of causal responsibility, and it answers objections that might be raised on the basis of intentions and deserts.

Remarks on Grandi’s Comments

This note is a reply to some of Giovanni Grandi’s comments on my paper “Berkeley’s Contingent Necessities.”

Integrity Testing, Personality, and Design: Interpreting the Personnel Reaction Blank

Companies and organizations use integrity tests to screen job applicants, and the fakability of these tests remains a concern. The present study uses two separate designs to analyze the fakability of the Personnel Reaction Blank (PRB) and the personality constructs related to integrity test scores. The results demonstrate that the PRB can be successfully faked. Moreover, a within-participants design resulted in significantly greater faking than the between-participants design. The personality constructs conscientiousness, agreeableness, and neuroticism were significantly correlated with honest scores on the PRB, and there was a significant negative correlation between conscientiousness and magnitude of faking.