Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors

Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF) conflict and family-in-work (FIW) conflict. Results suggest that the use of general SOC behaviors in both the work and family domains are related to lower amounts of job and family stressors and subsequently lower amounts of WIF conflict and FIW conflict. In general, these results held true even when additional variables (e.g., hours worked, gender, job involvement, family involvement, social support, and supervisor support) were controlled. Implications of these results are discussed.     

The social consequences of expressive suppression

At times, people keep their emotions from showing during social interactions. The authors' analysis suggests that such expressive suppression should disrupt communication and increase stress levels. To test this hypothesis, the authors conducted 2 studies in which unacquainted pairs of women discussed an upsetting topic. In Study 1, one member of each pair was randomly assigned to (a) suppress her emotional behavior, (b) respond naturally, or (c) cognitively reappraise in a way that reduced emotional responding. Suppression alone disrupted communication and magnified blood pressure responses in the suppressors' partners. In Study 2, suppression had a negative impact on the regulators' emotional experience and increased blood pressure in both regulators and their partners. Suppression also reduced rapport and inhibited relationship formation.     

Volunteering,social ministry and ethical-behavioural attitudes in post-Soviet Russian Orthodox Christianity

This article explores the principles of volunteer mobilisation in social ministry and diaconal practices in contemporary Russian Orthodoxy. I focus on the main types of faith-based volunteer associations, assistance organisations and official Orthodox centres of social ministry that recruit volunteers. While analysing the mechanisms of attracting volunteers and the types of motivations, I identified two main models of organising communities and social groups: an authoritarian-mystical model and a socially open one. Ethical-behavioural preferences and attitudes determine the motivation of volunteers, as do gender, confessional and ideological-political factors. The analysis is based on both empirical data obtained through interviews with parish priests, organisers of church-based assistance organisations and volunteer associations, and homiletic theological and moral-didactic literature produced within Russian Orthodox Church circles and in official Church documents. I also consider the motivation of volunteers and their ethical-behavioural attitudes in the Russian Orthodox theological context. The article also analyses theological approaches in Russian Orthodoxy, inspired by modern developments in psychology, including self-determination theory and psychological autonomy, as well as ‘humanitarian-anthropological theology’.     

Collective induction without cooperation? Learning and knowledge transfer in cooperative groups and competitive auctions

There is strong evidence that groups perform better than individuals do on intellective tasks with demonstrably correct solutions. Typically, these studies assume that group members share common goals. The authors extend this line of research by replacing standard face-to-face group interactions with competitive auctions, allowing for conflicting individual incentives. In a series of studies involving the well-known Wason selection task, they demonstrate that competitive auctions induce learning effects equally impressive as those of standard group interactions, and they uncover specific and general knowledge transfers from these institutions to new reasoning problems. The authors identify payoff feedback and information pooling as the driving factors underlying these findings, and they explain these factors within the theoretical framework of collective induction.     

An analysis of a cross-cultural personality inventory: the IPIP Big-Five factor markers in Croatia

In this article, we describe the factor structure in both self-reports and peer ratings of the items in a cross-cultural Big-Five inventory in Croatia. Using 2 versions of an inventory developed from the International Personality Item Pool (IPIP; Goldberg, 1999), this is one of the first cross-national analyses of these IPIP measures. A large sample of university students (N = 519) used the translated Croatian version of the 100-item IPIP Big Five inventory to describe themselves, and they were also described by 515 of their acquaintances on the same instrument. In separate analyses of both self-reports and peer ratings, the 100-item and 50-item versions of these IPIP measures showed clear Five-factor orthogonal structures that were nearly identical to the American structure. These factors were strongly related on a one-to-one basis with those derived from a Croatian translation of Goldberg's (1992) bipolar rating scales.     

A meta-analysis of empirical studies of weight-based bias in the workplace

For nearly 30 years researchers have investigated how bodyweight affects evaluative workplace outcomes, such as hiring decisions and performance appraisals. Despite this, no meta-analytic review has been undertaken to quantify the negative impact that bodyweight has on such outcomes. The results of this meta-analytic study suggest that in relation to non-overweight individuals in the workplace, overweight individuals may be disadvantaged across evaluative workplace outcomes (d = −.52). Further, differences in magnitude of the effects of weight-based bias were found for hiring (d = −.70) and performance (d = −.23) outcomes.     

Revisiting dispersion in count data item response theory models: The Conway–Maxwell–Poisson counts model

Count data naturally arise in several areas of cognitive ability testing, such as processing speed, memory, verbal fluency, and divergent thinking. Contemporary count data item response theory models, however, are not flexible enough, especially to account for over- and underdispersion at the same time. For example, the Rasch Poisson counts model (RPCM) assumes equidispersion (conditional mean and variance coincide) which is often violated in empirical data. This work introduces the Conway–Maxwell–Poisson counts model (CMPCM) that can handle underdispersion (variance lower than the mean), equidispersion, and overdispersion (variance larger than the mean) in general and specifically at the item level. A simulation study revealed satisfactory parameter recovery at moderate sample sizes and mostly unbiased standard errors for the proposed estimation approach. In addition, plausible empirical reliability estimates resulted, while those based on the RPCM were biased downwards (underdispersion) and biased upwards (overdispersion) when the simulation model deviated from equidispersion. Finally, verbal fluency data were analysed and the CMPCM with item-specific dispersion parameters fitted the data best. Dispersion parameter estimates indicated underdispersion for three out of four items. Overall, these findings indicate the feasibility and importance of the suggested flexible count data modelling approach.     

The Ethical Orientation of Russian Entrepreneurs

Ethics has been a significant concern in the management literature and recent efforts have investigated ethical orientations across culture. However, little, if any, work has looked at ethical orientations among entrepreneurs and managers in the transforming Russian economy. This study surveyed the ethical orientations of Russian owner-managers ( n =194) involved in entrepreneurial and privatisation activities. A cross-cultural comparison to US normative responses found no difference in Machiavellian orientation in general, though female Russian entrepreneurs perceived themselves as more likely to engage in opportunistic behaviour. Additionally, Russian entrepreneurs in general perceived themselves as more ethically rigid. These respondents also felt Russian organisations fostered more interpersonally collective but structurally opportunistic organisational climates.     

Understanding and Removing the Effects of Performance Cues on Behavioral Ratings

Previous research has demonstrated that performance information (e.g., prior supervisor ratings) can bias behavioral ratings. However, research has not fully explored the effects of performance cues on raters' memory. In addition, no studies have attempted to eliminate this performance cue effect. This study addressed these deficiencies by collecting both free recall and recognition memory measures while testing an unstructured free recall intervention. Results indicate that performance cues do affect the recall of performance relevant behaviors from memory. Contrary to expectations, free recall did not prove to be an effective intervention. Implications of these findings for future attempts to remove the performance cue effect are discussed.