An experimental investigation into judgment and behavioral implications of disability‐based stereotypes in simulated work decisions: Evidence of shifting standards

We investigated the explanatory relevance of the shifting standards model to the role of employee disability in two simulated organizational processes: (a) job performance appraisal and (b) resource allocation. Two experimental studies found evidence of the shifting standards effect—employees with and without a disability received similar ratings when subjective judgment standards were employed, but those without a disability received significantly higher performance ratings than their counterparts with a disability when rated with objective standards. Furthermore, the analysis of the ranking process on the dimension of deservingness of limited resources yielded evidence that disability‐related stereotypes can differentially affect perceptions of deservingness through the allocation of organizational resources.     

Individualism/collectivism and organizational citizenship behavior

Organizational citizenship behaviors (OCB) are workplace activities that exceed an employee's formal job requirements and contribute to the effective functioning of the organization. We explored the roles of the dispositional traits of individualism and collectivism in the prediction of OCB. The relationship was examined in the context of other constructs known to influence OCB, specifically, motives and identity as an organizational citizen. A total of 367 employees in 24 organizations completed surveys measuring individualism/collectivism, OCB motives, strength of organizational citizen role identity, and amount of OCB. The results showed collectivism to be a significant predictor of Organizational Concern and Prosocial Values motives, role identity, and OCB. Individualism predicted Impression Management motives and was a significant negative predictor of a role identity as one who helps others. The findings are discussed with regard to previous research in OCB.     

The Impact of Motive Attributions on Coworker Justice Perceptions of Rewarded Organizational Citizenship Behavior

Purpose  

Research was conducted to determine whether and why the perceived motive (traditional or self-serving) underlying an employee’s organizational citizenship behavior (OCB) affects coworkers’ justice perceptions of the rewards distributed in response to the OCB.     

Doing Good, Feeling Good, and Having More: Resources Mediate the Health Benefits of Altruism Differently for Males and Females with Lumbar Spine Disorders

We evaluated whether resources mediate and/or moderate the relationship between altruism and health outcomes in adults with lumbar spine disorders. Hierarchical regression modeling on 243 persons with lumbar spine disorders evaluated gender differences and whether physical, emotional, and economic resources mediated or moderated the relationship between altruism (Schwartz Altruism) and health (Rand-36, PROMIS Pain Impact). Men and women had similar altruism subscale scores, but there were gender differences in the altruism-health relationships. Both men and women had better mental health with higher levels of Community Connection, after adjusting for Community Pressure, and this effect was mediated by emotional resources. Women evidenced better physical health and less pain impact when they endorsed higher levels of Community Connection and/or General Helping aspects of altruism. Physical and economic resources partially but did not fully mediate women??s altruism-physical health link. The altruism-pain impact link was not significant after adjusting for covariates. Men and women report similar levels of altruism but enjoy different benefits. Emotional resources explained the altruism-mental health link in both genders, but women experienced a physical health benefit of altruism that was not mediated by resources. Future research should test causal relationships.