人际信任中的坏苹果效应及其传递

坏苹果效应指的是人们观察到他人的不道德行为后自身的道德水准也会下降。在人际信任中,第三者的不可信行为(即坏苹果)可能破坏观察者的信任水平。本研究分析了人际信任中是否存在坏苹果效应,以及坏苹果效应的传递问题,即第三者的不可信行为对间接观察者的影响。基于信任博弈的传递链研究发现,第三者的不可信行为会破坏直接观察者的信任,说明人际信任中存在坏苹果效应。然而,随着传递链的进行,被破坏的人际信任有逐渐恢复的趋势。此外,第三者的不可信行为会同时破坏被试对自身交往对象可信性的预期和对方的实际可信性。最后,对上述发现的原因和启示进行了讨论。     

Predictors of Employee Deviance: The Relationship Between Bad Attitudes and Bad Behavior

Employee deviance is a serious problem for business owners. To reduce this problem, researchers have attempted to predict which employees are more likely to exhibit deviant behavior based on their attitudes. Although many researchers have successfully predicted various types of employee deviance from attitudes, very little information is available detailing which attitudes are more useful in predicting each type of deviant employee behavior. In the present study, four attitude variables (theft approval, company contempt, intent to quit, and dissatisfaction) were used to predict four types of deviant employee behavior (absenteeism, substance abuse, privilege abuse, and theft). Results show that each attitude has a specific and stable pattern of relationships with the four types of deviance.     

Sex Differences in Competitive and Compliant Unethical Work Behavior

Male and female librarians were compared in terms of their willingness to engage in competitive unethical work behavior and on their willingness to comply with organizational pressures to behave unethically. Men report a greater willingness to engage in each of these behaviors. Results are discussed in terms of sex differences in personality characteristics.     

Reexamination of the Association Between Anonymity and Self-Interested Unethical Behavior in Adults

The Psychological Record - The well-established notion that the frequency of self-interested unethical behavior increases among anonymous people was reexamined employing a more strict definition of...     

The Group-Contagion Effect: The Influence of Spatial Groupings on Perceived Contagion and Preferences

ABSTRACT— We used contagion theory as a framework for studying the influence of spread of qualities in a group. We found that people's preferences change depending on how objects are arranged in a group. They prefer to choose from a closely arranged group if one unidentified object in that group has a positive quality, but prefer to choose from a group in which objects are farther apart if one unidentified object in that group has a negative quality. We call this pattern of preference the group-contagion effect. We also found that the magnitude of the effect increases if the number of objects possessing the positive or negative quality increases.     

社会比较与亲组织不道德行为:社会比较理论的多层次视角

本研究旨在了解社会比较如何激发员工的亲组织不道德行为。社会比较可以体现在不同方面:员工追求地位体现社会比较偏好,相对领导-成员交换关系体现社会比较信息,领导-成员交换关系差异体现社会比较环境。通过对91个团队407名员工实施两阶段调查发现:相对领导-成员交换关系、追求地位、领导-成员交换关系差异促进亲组织不道德行为。追求地位和领导-成员交换关系差异正向调节相对领导-成员交换关系和亲组织不道德行为的关系。     

Problem Behavior and Romantic Relationships: Assortative Mating,Behavior Contagion,and Desistance

Antisocial behavior and substance misuse are forms of problem behavior demonstrating considerable continuity over time. Accordingly, problem behavior influences interpersonal contexts across the life course, which may result in the replication of coercive interactions and a problem behavior lifestyle within romantic relationships. Furthermore, theories of self-selection, and associated research, suggest that individuals pick companions compatible with, and supportive of, their behavior, leading to high levels of similarity between romantic partners and the potential reinforcement of problem behavior over time. However, some research suggests that romantic relationships may play a positive role and facilitate desistance from problem behavior. The purpose of this paper is to explore how antisocial behavior and substance use both influence and are influenced by romantic relationships in late adolescence and early adulthood. We first review research regarding the extent of, and processes underlying, partner similarity in problem behavior. Next, we examine how romantic relationships may promote the desistance of problem behavior. Finally, we discuss possible moderators of the association between problem behavior and romantic relationships, as well as limitations, intergenerational implications, and recommended future directions of the reviewed research.     

The abundance effect: Unethical behavior in the presence of wealth

Three laboratory studies investigated the hypothesis that the presence of wealth may influence people’s propensity to engage in unethical behavior for financial gain. In the experiments, participants were given the opportunity to cheat by overstating their performance on an anagram task. In each study, one group was stimulated by the visible proximity of monetary wealth. We found that the presence of abundant wealth led to more frequent cheating than an environment of scarcity. Our experiments also investigated the potential mechanisms behind this effect. The results showed that the presence of abundant wealth provoked feelings of envy toward wealthy others that, in turn, led to unethical behavior. Our findings offer insights into when and why people engage in unethical behavior.     

Emotional Contagion and its Relevance to Individual Behavior and Organizational Processes: A Position Paper

Purpose

Emotions and emotional contagion are being increasingly recognized as crucial variables influencing individual behavior and organizational functioning. This position paper serves the function as a ready reckoner by reviewing and consolidating existing literature in the field of emotional contagion. The review is categorized into three broad headings: (a) individual, (b) interpersonal, and (c) contextual factors, based on their relationship with emotional contagion.

Design/Methodology/Approach

The article focuses on analyzing and critiquing studies of emotional contagion conducted in several streams such as psychological processes, personality, organizational behavior, marketing, and consumer behavior. A conceptual framework of emotional contagion is presented, supplemented with research propositions.

Findings

The phenomenon of emotional contagion in workplace and its effects on personal and group outcomes has emerged as a critical area of research. It has been firmly established in literature that spread of emotions, if not properly managed, is bound to influence work effectiveness.

Implications

Importance of understanding the effects of transfer of emotions, for both academicians and practicing managers is one of the critical take-aways of this article. Suitable interventions are the need of the hour in order to ensure proper management of emotions.

Originality/Value

The contribution of the article is expected to be fourfold, in terms of: (a) presenting a structured and comprehensive review of literature on emotional contagion, (b) identifying gaps in the existing literature, (c) proposing a conceptual framework, and (d) developing propositions for future research.     

The Clustering and Contagion of Suicide

Two general types of suicide cluster have been discussed in the literature; roughly, these can be classified as mass clusters and point clusters. Mass clusters are media related, and the evidence for them is equivocal; point clusters are local phenomena, and these do appear to occur. Contagion has not been conceptually well developed nor empirically well supported as an explanation for suicide clusters. An alternative explanation for why suicides sometimes cluster is articulated: People who are vulnerable to suicide may cluster well before the occurrence of any overt suicidal stimulus, and when they experience severe negative events, including but not limited to the suicidal behavior of one member of the cluster, all members of the cluster are at increased risk for suicidality (a risk that may be offset by good social support).     

Truth and Consequences: The Effect of Responsibility on Eyewitness Behavior

Previous research has revealed that eyewitness identification errors are so common as to render such testimony of questionable value as courtroom evidence. However, all of this research was conducted in settings where the eyewitnesses were not responsible for the consequences of their responses—that is, they were aware they were in an experiment. The present research compared eyewitness behavior in an explicitly experimental setting with behavior in a setting that the subjects perceived to be real and in which loss of time, potential embarrassment and discomfort, a student's reputation, and the validity of a scholarship competition were at stake. Surprisingly, two studies both found that subjects were just as willing to offer information, just as willing to make a positive identification, and just as inaccurate in the real as in the experimental setting. These results indicate that previous research has accurately portrayed eyewitness error rates in actual investigations. Implications of the present research for the use of eyewitness testimony are discussed.     

Finding the Lost Sheep: A Panel Study of Business Students' Intrinsic Religiosity,Machiavellianism, and Unethical Behavior Intentions

This research investigates 266 business students' panel data across 4 time periods and tests a theoretical model involving intrinsic religiosity, the love of money (Time 1), Machiavellianism (Time 2), and propensity to engage in unethical behaviors (PUB; Times 3 and 4). There was a short ethics intervention between Times 3 and 4. We identified good apples and bad apples using the PUB measure collected at Time 4. From Time 3 to Time 4, good apples became more ethical, whereas bad apples became less ethical after the ethics intervention. Moreover, for the whole sample, intrinsic religiosity deterred unethical intentions not only directly but also indirectly through the absence of Machiavellianism. Before the ethics intervention, intrinsic religiosity curbed unethical intention directly for good apples but indirectly for bad apples. After the intervention, only the indirect effect was significant for bad apples. Intrinsic religiosity offers us hope to open the hearts of the lost sheep and bring them home. Research results were discussed in light of this study's theoretical, empirical, and practical contributions; Judeo-Christian ethics and values; challenging roles of educators and executives in educating Gen-Yers; creating a sea change of the ethical social norm in schools, organizations, and society, or ethical community building, and promoting ethical behavior; and future directions for research.     

The Effect of Mood on Helping Behavior

Abstract

In the present experiment, “lost” letters were placed on the cars of team supporters at a major football grand final. Significantly more letters were returned by supporters of the losing team than by supporters of the winning team. These results were interpreted as presenting a problem for the theory that negative mood only increases helping behavior when internal attribution of responsibility occurs (Rogers, Miller, Mayer, & Duval, 1982).     

VI—The Philebus on Pleasure: The Good, the Bad and the False

In Plato's Philebus Socrates and Protarchus dispute whether pleasure, like belief, can be false. Their dispute illustrates a broader pattern of disagreement between them about how to evaluate pleasure. Of two contrasting conceptions of false pleasure—derived from work by Bernard Williams and by Sabina Lovibond respectively—false pleasure of the Lovibond type best answers the challenge to which Protarchus' resistance gives rise. Socrates' own example of false pleasure may be read in this way, in contrast to its prevailing interpretation, and this alternative reading seems better suited to the argument's context, both immediate and distant.     

Transformational Leadership and Job Involvement: The Moderation of Emotional Contagion

This study examined the moderating effects of emotional contagion, including leaders' emotional contagion and subordinates' emotional susceptibility, on the relationship between transformational leadership and subordinates' job involvement. By investigating 210 soldiers from eight companies of the Taiwan Army, a three-way interaction effect was found. For leaders with high emotional contagion, the positive relationship between transformational leadership and subordinates' job involvement was stronger for subordinates' with high (versus low) susceptibility. For leaders with low emotional contagion, no such interaction was found. We discuss the implications of these findings for future research in this area.     

组织情境下的不道德行为现象:来自道德推脱理论的解释

为什么企业中的不道德行为会屡屡发生?这是一直以来困扰组织管理实践者和学者们的难题,不道德行为的发生与发展机制已经成为心理学研究的一个重要领域。其中,心理学视角下的道德推脱理论为这一难题提供了解释思路。在企业的现实情况中,可以从员工个体和组织领导两方面维度研究各自对应的组织情境因素通过道德推脱机制对不道德行为产生的影响。未来研究的关键在于探讨和实证检验组织情境下道德推脱机制的选择偏好对不道德行为的影响作用,不断丰富和加强道德推脱对员工个体以及领导不道德行为影响机理的研究。     

Sustained Attention and the Type a Behavior Pattern: The Effect of Daydreaming on Performance

The present study examined the ability of Type A and Type B subjects to sustain attention during a 40-min visual vigilance task. It was predicted that Type A subjects would perform better than Type B subjects and that the performance of both groups would be related to the frequency of daydreams during the vigil. Type A subjects outperformed Type B subjects with regard to perceptual sensitivity (A') and number of signal detections. Although both groups reported an increase in the number of their daydreams as the vigil progressed, Type A subjects reported fewer daydreams during each period of watch than did Type B subjects. In addition, an inverse relationship was found between the number of signal detections and the frequency of daydreams.