Spotlight on Age‐Diversity Climate: The Impact of Age‐Inclusive HR Practices on Firm‐Level Outcomes

This study investigates the emergence and the performance effects of an age‐diversity climate at the organizational level of analysis. Building upon Kopelman and colleagues’ (Kopelman, Brief, & Guzzo, 1990 ) climate model of firm productivity as well as Cox's ( 1994 ) interactional model of cultural diversity, we hypothesize a positive influence of age‐inclusive HR practices on the development of an organization‐wide age‐diversity climate, which in turn should be directly related to collective perceptions of social exchange and indirectly to firm performance and employees’ collective turnover intentions. The assumed relationships are tested in a sample of 93 German small and medium‐sized companies with 14,260 employees participating. To circumvent common source problems, information for the various constructs was gathered from 6 different sources. To test our assumed relationships, we applied structural equation modeling and executed bootstrapping procedures to test the significance of the indirect effects. We received support for all assumed relationships. The paper concludes with practical recommendations on how to establish and make use of a positive age‐diversity climate.     

The contextual role of subjective age in the chronological age/absenteeism relationship in blue and white collar teams

Organizations in the twenty-first century face the challenges of an increasingly ageing workforce, which have an effect on organizational health and productivity. As chronological age has shown to be an insufficient indicator of employees’ health and, in particular, absenteeism, we apply the subjective age concept (i.e., how old an employee feels) at the team-level to explain the average chronological age/average short-term absenteeism relationship. We develop a theoretical framework for underlying processes, combining the subjective age research with the socioemotional selectivity theory and team contagion processes. We test our predictions in a time-lagged team-level sample of 1,015 teams with 12,926 employees to find a significant interactive effect of average chronological age and average subjective age on average short-term absenteeism in teams. The relationship is negative and significant when average subjective age is low. Under high-average subjective age, the relationship is non-significant. Furthermore, this interactive effect (average chronological age/average subjective age) is moderated by job type (white versus blue collar) in the form of a three-way interaction, indicating that the effect is only significant among white collar teams. We hope to enrich the theoretical debate on age and absenteeism and provide organizations with a new perspective on ageing work teams.     

Understanding the foot‐in‐the‐door effect as a pseudo‐effect from the perspective of the Campbell paradigm

Compliance with a small request (a metaphorical foot‐in‐the‐door) promotes compliance with a subsequent big request. Whereas some explanations expect a drop in the behavioural costs of the big request, others suspect that the effect comes from boosting the underlying attitude. However, evidence for both explanations is equivocal and circumstantial, at best. Drawing on what Kaiser et al. (2010) call the Campbell paradigm, we present an integrative account: Compliance with any request demands a corresponding attitude to counterbalance the costs of the request. In our research, 229 participants were randomly assigned to either a foot‐in‐the‐door (i.e., initially asked to sign a pro‐environmental petition) or a control condition. Small‐request‐compliant participants were more likely than control participants to also comply with the big request and to continue filling out environmental‐issues‐related questionnaires. However, this foot‐in‐the‐door effect occurred without diminishing behavioural costs or increasing attitude levels. Accordingly, the greater likelihood of small‐request‐compliant participants to also comply with the big request can be parsimoniously explained by baseline variability in people's attitude levels that manifests in their compliance with the initial request. We conclude that several of the foot‐in‐the‐door effects reported in the literature carry the risk of representing mere pseudo‐effects.     

Automatic Bayes Factors for Testing Equality- and Inequality-Constrained Hypotheses on Variances

In comparing characteristics of independent populations, researchers frequently expect a certain structure of the population variances. These expectations can be formulated as hypotheses with equality and/or inequality constraints on the variances. In this article, we consider the Bayes factor for testing such (in)equality-constrained hypotheses on variances. Application of Bayes factors requires specification of a prior under every hypothesis to be tested. However, specifying subjective priors for variances based on prior information is a difficult task. We therefore consider so-called automatic or default Bayes factors. These methods avoid the need for the user to specify priors by using information from the sample data. We present three automatic Bayes factors for testing variances. The first is a Bayes factor with equal priors on all variances, where the priors are specified automatically using a small share of the information in the sample data. The second is the fractional Bayes factor, where a fraction of the likelihood is used for automatic prior specification. The third is an adjustment of the fractional Bayes factor such that the parsimony of inequality-constrained hypotheses is properly taken into account. The Bayes factors are evaluated by investigating different properties such as information consistency and large sample consistency. Based on this evaluation, it is concluded that the adjusted fractional Bayes factor is generally recommendable for testing equality- and inequality-constrained hypotheses on variances.     

Challenges for interactivist-constructivist robotics

The interactivist-constructivist (IC) approach offers an attractive framework for the development of intelligent robots. However, we still lack genuinely intelligent robots, capable of representing the world, in the IC sense. Here we argue that the reason for this situation is the lack of learning mechanisms that would allow the components of the robotic controller to learn constructively while they direct the robot's action in accordance to its value system. We also suggest that spike-timing-dependent plasticity (STDP) may be such a learning mechanism that operates in the brain.     

A new look at sensory attenuation. Action-effect anticipation affects sensitivity, not response bias

The systematic association of an action that a person performs with its sensory effects is thought to attenuate that person's perception of the effect of the action. However, whether learned sensorimotor contingencies truly affect perception, rather than just inducing a response bias, has yet to be determined. The experiment presented in this article comprised two parts: an action-effect association phase and a test phase, during which the actions' perceptual effects were tested. During the association phase, specific actions (left-key and right-key presses) were associated with specific visual effects (tilted Gabor patches). In the test phase, participants' left-key presses and right-key presses triggered the onset of a low-contrast tilted Gabor patch in 50% of trials (no stimulus was presented on the remaining 50% of trials). Participants were required to report the presence or absence of this tilted Gabor patch. Our results showed that participants' sensitivity (d') to the Gabor patches was reduced by 10% when the patches were triggered by the action they had previously been associated with. This finding indicates that a person's action does not induce a response bias (c), but changes the perception (d') of the learned action effect.     

Environmental attitude as a mediator of the relationship between psychological restoration in nature and self-reported ecological behavior

Environmental attitude and ecological behavior were investigated in relation to the use of nature for psychological restoration. Specifically, with survey data from 468 German university students, the role of environmental attitude was investigated as a mediator of the restoration-behavior relationship. Assuming that positive experiences in nature can have a broad influence on environmental attitudes, the New Ecological Paradigm (NEP) scale, an attitudinal measure with broad scope, was adopted. Hierarchical regression analyses indicated partial mediation by environmental concern. The study helps to consolidate the restoration theme in the growing literature on positive motivations for ecological behavior.     

Metacognitive myopia and the overutilization of misleading advice

Previous research on advice taking has explained the failure to exploit collective wisdom in terms of the egocentric underweighting of advice provided by independent others. The present research is concerned with an opposite and more radical source of irrational advice taking, namely, the failure to critically assess the validity of advice due to metacognitive myopia. Participants could use the advice of one or two experts when estimating health risks. They read sketches of the study samples that experts had drawn to estimate conditional probabilities (e.g., of HIV‐given drug addiction). Whether samples were valid or seriously biased, subsequent judgments were strongly affected by any advice (Experiment 1). Uncritical reliance on any advice persisted when participants were sensitized to the contrast of valid and invalid advice in a repeated measures design (Experiment 2), when participants themselves believed advice not to be valid (Experiment 3), and even after full debriefing about invalid advice (Experiment 4). Lay advice exerted a similar influence as expert advice (Experiment 5). Although these provocative results are independent of numeracy and consensus (Experiment 6), they highlight the impact of metacognitive myopia as an impediment of social rationality.     

Satisfaction,loyalty and word of mouth within the customer base of a utility provider: differences between stayers,switchers and referral switchers

Research on satisfaction, loyalty and word of mouth (WOM) behaviour has made considerable progress within recent years, but important aspects remain neglected. In this paper, it is argued that, within the customer base of service providers, certain groups can be identified which differ from each other with regards to these variables. Hypotheses are developed and tested in a sample of 765 clients of a large German energy provider. The results show that recently acquired customers (switchers) differ from long‐term customers (stayers), and that switchers acquired through customer referrals differ from switchers recruited through advertising or direct mail in their satisfaction, loyalty and WOM behaviour. The paper ends with some important implications for management and future research. Copyright © 2004 Henry Stewart Publications Ltd.