Tolerance for Inequity In Buyer-Seller Relationships1

Customers who purchased a household cleaning product from a door-to-door salesman were offered a monetary rebate after the sale. Customers accepted the rebate when it came from a company, but not when it came from the salesman. A second study replicated these findings and also showed that customers were reluctant to accept rebates that came from middlemen (suppliers). It seems likely that customers were more willing to accept money from the company than from other donors becausc they believed the company had higher income.     

Automorphisms of the Lattice of Classical Modal Logics

In this paper we analyze the propositional extensions of the minimal classical modal logic system E, which form a lattice denoted as CExtE. Our method of analysis uses algebraic calculations with canonical forms, which are a generalization of the normal forms applicable to normal modal logics. As an application, we identify a group of automorphisms of CExtE that is isomorphic to the symmetric group S₄.     

Developing Dyadic Evaluation for Supervision: An Exploratory Factor Analysis

This study addresses the need for empirically validated tools to support the training, supervision, and the discovery of best practices in Marital and Family Therapy (MFT). This project represents a first step in developing the Dyadic Supervision Evaluation (DSE), an assessment tool that is grounded in developmental and systemic theory and is psychometrically strong. An Exploratory Factor Analysis (EFA) approach was applied to data from 88 trainee-supervisor dyads across four time periods during the first year of clinical training, resulting in 20 factors, including 9 factors for trainees and 11 factors for supervisors with internal reliabilities ranging from α’s = .82–.98. Discussion addresses the utility of the DSE in documenting the developmental and dyadic progression of supervision during the first year of MFT training.     

Distinguishing CEOs from Top Level Management: A Profile Analysis of Individual Differences,Career Paths and Demographics

Purpose

Identifying the characteristics of chief executive officers (CEOs) has been a longstanding goal in leadership and individual differences research. The purpose of this exploratory study was to consider which individual difference and career path variables differentiate CEOs from other senior managers.

Design/Methodology/Approach

Participants (N = 1152) were UK-based senior managers (n = 1040) and CEOs (n = 112) who completed a self-report measure of the Five Factor Model of personality (NEO-PI-R), a measure of cognitive ability (graduate and management aptitude test), and answered a number of additional questions on their career paths as part of development centres. Analyses comprised inter-individual mean difference tests, intra-individual external profile analysis and logistic regression.

Findings

Results indicated that personality facets of impulsiveness, vulnerability, activity and dutifulness showed the largest mean differences. No significant effects were found for the criterion profile pattern, but significant effects were found for profile level. Of the additional predictors, career path variables were the strongest predictors of CEO status.

Implications

The combination of significant effects across domains of individual differences and career path variables emphasizes the importance of a multivariate approach in the study of leadership, top management teams and career progression.

Originality/Value

The current study combines personality, cognitive ability, demographic and career path variables, and applies intra-individual methodologies to explore the characteristics of the very top level of organisational hierarchy.

     

Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.     

Coping with war captivity: the role of attachment style

The current study examines the implication of attachment style in both immediate coping and long-term adjustment of prisoners of war (POWs). 164-ex-POWs and 184 matched controls filled out a battery of questionnaires, 18 years after the war. They were questioned about their subjective experience of captivity, current mental health status, and characteristic attachment style. Secure individuals, who reported lower levels of suffering, less helplessness and more active coping during captivity, exhibited better long-term adjustment. Avoidant ex-POWs, who reported helplessness and hostility, and ambivalent individuals, who felt abandoned and vulnerable, reported long-term maladjustment. The role of attachment style as a stress-moderating resource is discussed. © 1998 John Wiley & Sons, Ltd.