The role of psychological climate in facilitating employee adjustment during organizational change

The current research tested a theoretical model of employee adjustment during organizational change based on Lazarus and Folkman's () cognitive-phenomenological framework. The model hypothesized that psychological climate variables would act as coping resources and predict improved adjustment during change. Two variations of this model were tested using survey data from two different organizational samples: 779 public hospital employees and 877 public sector employees. Confirmatory factor analyses and structural equation analyses were conducted in order to evaluate the models. Results showed that employees whose perceptions of the organization and environment in which they were working (that is, psychological climate) were more positive, were more likely to appraise change favourably and report better adjustment in terms of higher job satisfaction, psychological well-being, and organizational commitment, and lower absenteeism and turnover intentions.     

Identification and goal choice of managerial candidates–organizational and individual perspectives

Abstract

Goal-setting theory and organizational culture research both emphasize that correspondence of individual and organizational goals is important, especially for executives and managerial candidates. The formerly dominating perspective of a passive individual eager to adopt organizational goals has recently been contrasted by a perspective of an active individual trying to pursue his/her own personal work goals in the organization. In a longitudinal study, 904 German academic managerial candidates were surveyed in order to investigate the causes of their identification with organizational goals, their expectations of advancement and their choice of personal work goals. The influence of organizational characteristics, i.e. number of employees, sector, and organizational culture, as well as the influence of individual job orientations were examined. Results show, that on the one hand organizational culture influenced managerial candidates' identification with organizational goals and their expectations of advancement, but had hardly any impact on their personal work goals. On the other hand, job orientations of managerial candidates affect both their identification with the organization and their personal work goals beyond organizational characteristics. Implications for selection and development of managerial candidates are discussed.     

Predictors of children's prosocial lie-telling: Motivation, socialization variables, and moral understanding

Children tell prosocial lies for self- and other-oriented reasons. However, it is unclear how motivational and socialization factors affect their lying. Furthermore, it is unclear whether children’s moral understanding and evaluations of prosocial lie scenarios (including perceptions of vignette characters’ feelings) predict their actual prosocial behaviors. These were explored in two studies. In Study 1, 72 children (36 second graders and 36 fourth graders) participated in a disappointing gift paradigm in either a high-cost condition (lost a good gift for a disappointing one) or a low-cost condition (received a disappointing gift). More children lied in the low-cost condition (94%) than in the high-cost condition (72%), with no age difference. In Study 2, 117 children (42 preschoolers, 41 early elementary school age, and 34 late elementary school age) participated in either a high- or low-cost disappointing gift paradigm and responded to prosocial vignette scenarios. Parents reported on their parenting practices and family emotional expressivity. Again, more children lied in the low-cost condition (68%) than in the high-cost condition (40%); however, there was an age effect among children in the high-cost condition. Preschoolers were less likely than older children to lie when there was a high personal cost. In addition, compared with truth-tellers, prosocial liars had parents who were more authoritative but expressed less positive emotion within the family. Finally, there was an interaction between children’s prosocial lie-telling behavior and their evaluations of the protagonist’s and recipient’s feelings. Findings contribute to understanding the trajectory of children’s prosocial lie-telling, their reasons for telling such lies, and their knowledge about interpersonal communication.     

Self-referencing enhances memory specificity with age

Self-referencing has been identified as an advantageous mnemonic strategy for young and older adults. However, little research has investigated the ways in which self-referencing may influence older adults' memory for details, which is typically impaired with age, beyond memory for the item itself. Experiment 1 assessed the effects of self- and other-referencing on memory for visually detailed pictures of objects in thirty-two young and thirty-two older adults. Results indicate that self- and close other-referencing similarly enhance general (item) and specific (detail) recognition for both young and older adults relative to the distant other condition. Experiment 2 extended these findings to source memory, with young and older adults encoding verbal information in self-referent, semantic, and structural conditions. Findings suggest that self-referencing provides an age-equivalent boost in general memory and specific memory for specific source details. We conclude that the mnemonic benefits of referencing the self extend to specific memory for visual and verbal information across the lifespan.     

Source memory for action in young and older adults: self vs. close or unknown others

The present study examines source memory for actions (e.g., placing items in a suitcase). For both young and older adult participants, source memory for actions performed by the self was better than memory for actions performed by either a known (close) or unknown other. In addition, neither young nor older adults were more likely to confuse self with close others than with unknown others. Results suggest an advantage in source memory for actions performed by the self compared to others, possibly associated with sensorimotor cues that are relatively preserved in aging.     

A cross-national comparison of aggressors, victims and defenders in preschools in England, Spain and Italy

There is a small, but growing, body of research investigating peer-victimisation between preschoolers, an age which has been identified as being important both theoretically and practically for the development of interventions. This study compares aggressive and defending behaviour and victim status of preschoolers in three European countries; England, Spain and Italy. The results provide further confirmation that some children behave aggressively towards their peers during preschool in each of the countries studied. There are similarities between preschool children involved in peer-victimisation in the three countries in terms of the roles taken, sex differences and the types of aggressive behaviours used and experienced by the children. There were differences in the profiles of children identified as taking the roles by teachers and peers. Overall, it was found that those children identified by peers or teachers as being aggressive were more likely to be male, rated as physically strong and more likely to be rejected by classmates. Also, in general, the targets of peer-victimisation differed depending on the reporter. Peer-nominated victims were not identifiable in terms of gender, popularity or physical strength. Teacher-nominated victims were more likely to be socially rejected and physically weak. There are several subtle differences between the countries which deserve further investigation. The findings are discussed in relation to furthering our understanding of the development of peer-victimisation in preschools and the need for interventions which address this phenomenon.     

The Moderating Effect of Machiavellianism on the Psychological Contract Breach–Organizational Identification/Disidentification Relationships

Purpose

We explore whether Machiavellianism—a personality trait which describes the extent to which individuals ignore values and ethical considerations when the ends justify the means—will influence their responses to their employing organizations’ failure to fulfil promised obligations (psychological contracts). Specifically, we draw on psychological contracts theory and the group value model to argue that Machiavellianism will moderate the relationships between psychological contract breach and (1) organizational identification; and (2) organizational disidentification.

Design/Methodology/Approach

We tested our hypotheses in a study of 262 employees from various organizations at two points in time.

Findings

We found that psychological contract breach was negatively related to organizational identification and positively related to organizational disidentification. Furthermore, employees with higher levels of Machiavellianism tended to disidentify with their organizations to a greater extent (at Time 2) in response to psychological contract breach (at Time 1) than did employees with low levels of Machiavellianism. Machiavellianism did not moderate the relationship between psychological contract breach and organizational identification.

Implications

Our study contributes to extant research exploring the importance of Machiavellianism in the workplace. Specifically, we show that employees with high levels of Machiavellianism are more likely to disidentify in response to psychological contract breach but do not tend to identify to a lesser degree.

Originality/Value

This study builds on the extant research exploring individual differences in the psychological contract dynamics by considering Machiavellianism as a moderator of the breach–outcome relationship.     

The forgiveness process in primary and secondary victims of violent and sexual offences

It is possible that the physical and mental health of crime victims might be improved by forgiving those who have offended against them. To date, no research has been undertaken to examine the processes that influence victims' forgiveness. The goal of this project was to examine the forgiveness process in primary and secondary victims of violent and sexual crimes. In Study 1, qualitative data were collected by interviewing 21 people who had been affected by sexual or other violent crime. Data analysis identified five themes that were common to both primary and secondary victims, namely benefit of forgiveness, self‐forgiveness, perspective taking, offender behaviour, and time. An empowerment theme was unique to primary victims, and a principal victim theme was unique to secondary victims. To further explore these qualitative findings, a quantitative survey of 60 primary and secondary victims was conducted. Results confirmed that primary victims are pragmatic forgivers who are internally focused and forgive because that will benefit their healing. Conversely, secondary victims did not think forgiveness benefited, or would impact on, their own or the primary victim's recovery process. Neither group saw forgiveness as a moral issue, nor thought that forgiveness should influence whether an offender should face court.