Perceived competence and impression management: Testing the mediating and moderating mechanisms

Using a diverse and unique sample of triads (N = 191 self, peer, and supervisor reports) from a field survey of two service sector organisations, this study examined the effects of perceived competence (self‐reported) and supervisor‐rated performance ratings on peer‐rated impression management. The study also tested the mediating role of performance in competence–impression management relationships and the moderating role of job satisfaction (self‐reported) in performance–impression management relationships using bootstrapping techniques. The study further examined the conditional indirect effects (i.e., moderated mediation) of perceived competence on impression management. The sample consisted of white collar employees from a government organisation and a leading cellular company in a developing country (i.e., Pakistan). Employees with low perceived competence were more likely to use impression management tactics than were those with high perceived competence. Similarly, poor performance ratings produced high impression management. Moreover, performance mediated the relationship between competence and impression management. The findings also suggest that perceived competence has a negative indirect effect on impression management for those with high levels of job satisfaction. Finally, impression management was highest when performance and satisfaction were low.     

Career mobility at the intersection between agent and structure: A conceptual model

The main aim of this paper is to extend the suitability of the concepts of the boundaryless and the protean career for the study of career mobility. To do so, we introduce a conceptual model that maps out the main factors determining and constraining transitions in careers. This model shows marks of European thinking on careers. It not only builds on aspects of both the boundaryless and protean career concepts, but also extends the focus by paying attention to the interplay between agency and structure. It adds to our understanding of the complex interplay between individual and structural factors shaping individuals' careers. An additional added value of the model is that it is built on insights from diverse research streams, including self‐determination theory and turnover literature. The article concludes with a discussion of the main contributions of the model and directions for future research.     

Religion and Spirituality in Quality of Life Studies

The authors present their views on the current state of the art for research focused upon religion/spirituality and quality of life. Because of the undeniable influence of religion and spirituality at the macro-level of cultures, the internal and external worlds of individuals embedded in any culture are touched by religion and spirituality – even for individuals who deny any religious affiliation or beliefs. Religion and spirituality has already attracted attention from QOL researchers across a wide set of disciplines and should continue to do so in the future. The authors discuss approaches, topics and methodological issues that should be considered when researching religion/spirituality and QOL. Recommendations for future research are set in italics.     

A Comparison of the Psychometric Properties of the Forced Choice and Likert Scale Versions of a Personality Instrument

The present research investigated if an item response theory (IRT)‐scored forced‐choice personality questionnaire has the same normative data structures as a similar version that uses a 5‐point Likert scale instead. The study was conducted using a sample of 349 training delegates who completed both an IRT‐scored forced‐choice and a normative single‐stimulus version of the questionnaire. Results largely supported the scaling properties, measurement precision, and equivalence of the data structures of the two scoring methods.     

The Impact of Siblings During Talent Development: A Longitudinal Examination in Sport

Recent studies have begun to explore the potentially positive impact of siblings on sporting talent development. This study aimed to explore potential mechanisms through which siblings impact on this process. Bimonthly interviews were conducted with 4 families over a 1-year period (parents and siblings; N = 14) during the talent development process. Findings revealed several themes (regularity of interaction, emotional interpersonal skills, rivalry, resilience, and separation) aligning with previous studies, alongside two new themes: communication and skill development. The study's longitudinal nature exposed important differences of potential mechanisms across families, highlighting the complex nature of the sibling relationship.     

Perceptual automaticity in expert chess players: Parallel encoding of chess relations

A check detection task in a 5 × 5 section of the chessboard, containing a King and one or two potential checking pieces was employed. The checking status (i.e., the presence or absence of a check) and the number of attackers (one or two) were manipulated. It was found that the reaction time cost for adding a distractor was differentially greater inno trials thanyes trials for novice, but not for expert, chess players. In addition, we contrasted standard check detection trials with trials in which one of two attackers was cued (colored red) and the task was to determine the checking status of the cued attacker while ignoring the other attacker. We documented a Stroop-like interference effect on trials in which a cued nonchecking attacker appeared together with an attacker that was checking (i.e., incongruent). These findings suggest automatic and parallel encoding procedures for chess relations in experts.     

The Relationship Between Immediate Turnover and Employee Theft in the Restaurant Industry

This paper explores the relationship between immediate turnover and employee theft. Study 1 examined turnover and theft data from a large fast-food chain. The results suggested a relationship between theft and turnover rates. In Study 2, a laboratory study designed to test the causation of the relationship, participants indicated that they would be more likely to steal when they were leaving in two weeks than when leaving in two years. There was no significant interaction with management control. Results suggest that managers might reduce theft by implementing specific strategies when they are aware that employees are terminating employment.     

Are You Looking at Me,or Am I? Anger,Aggression, Shame and Self-worth in Violent Individuals

Conclusions about the relationship between anger and violence have been drawn from research that largely uses non-clinically angry, non-violent participants. The present study assessed cognitive correlates of anger by comparing mentally disordered violent offenders (n = 22) and violent prisoners (n = 22) in their irrational beliefs, self-esteem, internalised shame, and the experience and expression of anger. Findings showed there to be no significant difference between the two groups on all of the scales used. Low self-worth, high shame and self-downing irrational beliefs were found across the whole population. Cluster analysis revealed two distinct clusters with anger as the main factor separating them. One cluster could be categorised as anger disordered and had significantly higher shame, lower self-worth and more self- and other-downing irrational beliefs than the second cluster where levels of unhealthy anger were lower. It was concluded that high levels of unhealthy anger may serve as an attempt to protect against shame and low self-worth.