The Relationship Between Career-Related Antecedents and Graduates’ Anticipatory Psychological Contracts

Purpose  The purpose of this study was to investigate career-related antecedents of graduates’ anticipatory psychological contracts. Design/Methodology/Approach  A survey was filled out by a sample of 722 graduates addressing questions on career strategy, individual career management, work importance, and beliefs about employer and employee obligations. Findings  Graduates with a high score on careerism, who are engaged in a high level of individual career management and with management ambitions, reported a higher level of employer obligations and a higher level of employee obligations related to flexibility and employability. Implications  This study adds to the literature by addressing the initial stage of psychological contract formation, taking place in the anticipatory socialization stage. The obligations that are salient in graduates’ pre-employment beliefs are likely to affect their psychological contracts after organizational entry. Moreover, depending on their career goals and other career-related factors, graduates approach their future employment relationship with different beliefs about what they should contribute and what they will receive in return. Employers may use these findings when working out recruitment strategies for young graduates. They also provide input for actively managing the expectations of new hires. Originality/Value  Most studies on psychological contracts addressed the relationship between employees’ psychological contract evaluations and subsequent attitudes and behaviors. Only recently scholars have started to address the topic of psychological contract formation. This study adds to this line of research by addressing the pre-employment stage. It also adds to the literature by addressing the relationship between career-related antecedents and psychological contracts.     

Comparability of IQ scores over time

This study investigates the comparability of IQ scores. Three cohorts (1933/36, 1997/98, 2006) of Estonian students (N = 2173) are compared using the Estonian National Intelligence Test. After 72 years the secular rise of the IQ test scores is.79 SD. The mean .16 SD increase in the last 8 years suggests a rapid increase of the Flynn Effect (FE) in Estonia. The measurement is not strictly invariant, which means that the IQ scores of different cohorts are not directly comparable. Less than perfect comparability of test scores is caused by at least two factors: time between measurements and societal/educational changes between cohorts. As was to be expected, the meaning of subtests and the meaning of the g score have changed over time.     

ADHD Symptoms in Middle Adolescence Predict Exposure to Person-Related Life Stressors in Late Adolescence in <Emphasis Type="Italic">5-HTTLPR</Emphasis> S-allele Homozygotes

Literature suggests that life stressors predict attention-deficit/hyperactivity disorder (ADHD) symptoms and that this relationship is moderated by the serotonin transporter polymorphism (5-HTTLPR). It is less clear whether, on reverse, ADHD symptoms may influence the risk of exposure to life stressors. Furthermore, the role of life stressors may vary across development depending on the type of life stressor. We used threewave longitudinal data of 1,306 adolescents from the general population and clinicreferred cohort of the TRacking Adolescents’ Individual Lives Survey. The 5-HTTLPR genotype (SS, LS, LL), parent-reported ADHD symptoms at three time points (T1: Mage?=?11.2; T2: Mage?=?13.5; T3: Mage?=?16.2 years), and the number of personrelated (‘dependent’) and environment-related (‘independent’) life stressors occurring between measurements (T1-T2, T2-T3) were assessed. Using path analyses, we examined bidirectional relations between exposure to these life stressors and ADHD symptoms between the separate waves moderated by 5-HTTLPR status. Exposure to life stressors did not predict ADHD symptoms. Rather, we found that in 5-HTTLPR Sallele homozygotes, ADHD symptoms in middle adolescence (T2) predicted exposure to the number of person-related life stressors later in adolescence (T2-T3, p?=?0.001). There was no relation with environment-related life stressors. Our study suggests that S-allele homozygotes with higher levels of ADHD symptoms in middle adolescence are more vulnerable to becoming exposed to person-related (‘dependent’) life stressors in late adolescence. Findings emphasize the need to be aware of social-emotional adversities that may occur in genetically vulnerable adolescents with ADHD symptoms in the transition into adulthood.     

Remembering with a friend or a stranger: comparing acquainted and unacquainted pairs in collaborative eyewitness interviews

ABSTRACT

Previous findings show that collaborative interviews with pairs of eyewitnesses can result in more accurate testimony than individual interviews, and that partners remember more together if they acknowledge, repeat, rephrase and elaborate upon each other's contributions. In the present study, we investigated whether these findings differ for pairs of acquainted and unacquainted partners, respectively. Participants viewed a violent movie in the cinema and took part in three eyewitness interviews approximately five days later. The first and the last interview were always individual. The second interview was individual in the nominal condition (N?=?22 pairs), collaborative with a known partner in the acquainted condition (N?=?21 pairs), and collaborative with a stranger in the unacquainted condition (N?=?20 pairs). We replicated benefits of collaborative eyewitness interviews, in terms of error pruning as well as delayed cross-cuing. However, we found no significant differences between acquainted and unacquainted pairs, neither in recall performance nor in retrieval strategies during the collaborative interview. Regardless of acquaintance, pairs who elaborated upon each other's contributions during the collaborative interview, remembered more together. The findings are evaluated within the theoretical framework of transactive memory. Practical implications for investigative interviewers are discussed.     

Reality at odds with perceptions: narcissistic leaders and group performance

Although narcissistic individuals are generally perceived as arrogant and overly dominant, they are particularly skilled at radiating an image of a prototypically effective leader. As a result, they tend to emerge as leaders in group settings. Despite people's positive perceptions of narcissists as leaders, it was previously unknown if and how leaders' narcissism is related to the performance of the people they lead. In this study, we used a hidden-profile paradigm to investigate this question and found evidence for discordance between the positive image of narcissists as leaders and the reality of group performance. We hypothesized and found that although narcissistic leaders are perceived as effective because of their displays of authority, a leader's narcissism actually inhibits information exchange between group members and thereby negatively affects group performance. Our findings thus indicate that perceptions and reality can be at odds and have important practical and theoretical implications.     

Understanding the factors that promote employability orientation: The impact of employability culture,career satisfaction,and role breadth self‐efficacy

This study among 702 Dutch employees working in the health care and welfare sector examined individual and organizational factors that are related to workers' employability orientation and turnover intention. Additionally, push and pull motives were examined of employees who aimed to leave their job. Results indicated that a strong employability culture adds extra variance over and above individual factors such as career satisfaction and role breadth self‐efficacy in the explanation of employability orientation, turnover intention, and push motives of employees who aim to leave their job. That is, employability culture is positively related to employability orientation, but negatively related to turnover intention and to push motives of those who aim to leave. Pull motives of employees who want to leave are explained by individual factors only, such as career dissatisfaction and role breadth self‐efficacy, but not by employability culture. These findings suggest that organizations that need to adapt to changing environments should implement a strong employability culture, because such a culture stimulates employability orientations among their employees while simultaneously decreasing turnover intentions.     

A Person-Environment Fit Approach to Volunteerism: Volunteer Personality Fit and Culture Fit as Predictors of Affective Outcomes

This study employed a person-environment (P-E) fit approach to explaining volunteer satisfaction, affective commitment, and turnover intentions. It was hypothesized that personality fit would explain additional variance in volunteer affective outcomes above and beyond motives to volunteer. This hypothesis was supported. Personality fit but not culture fit was related to satisfaction and affective commitment. Volunteer turnover intentions were predicted by gender and by social and values motives. The implications of the results are discussed with respect to the two literature domains that were combined in this study: the functional approach to volunteerism and P-E fit theory. Functional approaches to volunteerism and paid work should be more strongly linked to each other in future research. Moreover, P-E fit theory should be extended by including conditional determinants that moderate P-E fit effects.