The equity restoring components of retaliation

Previous research has shown that retaliation can be an effective means of restoring equity to the relationship between a harm-doer and his victim The present study investigated the equity restoring properties of two components of retaliation the harm-doer “paying the price” for his harmful act, and the victim being given an opportunity to inflict harm Equity was restored to the relationship between the harm-doer and his victim when the harm-doer believed that his victim would be given an opportunity to inflict harm either upon the harm-doer or a neutral party When the harm-doer was led to believe that he would be retaliated against by someone other than his victim, equity restoration did not occur. The suggestion was made that the crucial factor in equity restoration may be the way in which the harm-doer thinks the relationship is viewed by his victim     

The orthogonal approximation of an oblique structure in factor analysis

A procedure is derived for obtaining an orthogonal transformation which most nearly transforms one given matrix into another given matrix, according to some least-squares criterion of fit. From this procedure, three analytic methods are derived for obtaining an orthogonal factor matrix which closely approximates a given oblique factor matrix. The case is considered of approximating a specified subset of oblique vectors by orthogonal vectors.Part of this research was carried out while the author was a psychometric fellow at the Educational Testing Service, Princeton, New Jersey.     

A method of scalogram analysis using summary statistics

A method of Guttman scalogram analysis is presented that does not involve sorting and rearranging the entries in the item response matrix. The method requires dichotomous items. Formulas are presented for estimating the reproducibility of the scale and estimating the expected value of the chance reproducibility. An index of consistency is suggested for evaluating the reproducibility. An illustrative example is presented in detail. The logical basis of the method is discussed. Finally, several methods are suggested for dealing with non-dichotomous items.Lois K. Anderson assisted the author materially in the many computations required for this paper. The research reported in this paper was supported in part by the Department of Economics and Social Sciences at M.I.T. and in part, jointly, by the Army, Navy and Air Force under contract with the Massachusetts Institute of Technology.     

State work engagement and state affect: Similar yet distinct concepts

State work engagement (SWE), a multidimensional construct of work-related well-being, was originally conceptualized as a trait, but diary studies have revealed substantial within-person fluctuations. Given that SWE is conceptualized as a work-related affective-motivational construct, the question arises as to whether SWE can be differentiated from other affective constructs. Thus, the goal of the present study was to compare SWE and state affect with respect to their degree of within-person variability and to examine their distinct relationships with health and performance variables (i.e., sleep quality and job performance). Fifty-two employees (44% female) participated in the study, which included 3 assessments per day over the course of 2 weeks. Our results revealed that energetic arousal and tense arousal fluctuated more strongly within days than vigor and absorption. Multilevel analyses demonstrated that high sleep quality predicted higher state affect but not higher SWE. In addition, vigor exhibited an inverted U-shaped relation with performance. In sum, SWE as a time-varying construct showed some overlap with state affect but also demonstrated discriminant validity.     

Mnemic neglect: Selective amnesia of one’s faults

The mnemic neglect model predicts and accounts for selective memory for social feedback as a function of various feedback properties. At the heart of the model is the mnemic neglect effect (MNE), defined as inferior recall for self-threatening feedback compared to other kinds of feedback. The effect emerges both in mundane realism and minimal feedback settings. The effect is presumed to occur in the service of self-protection motivation. Mnemic neglect is pronounced when the feedback poses high levels of self-threat (i.e., can detect accurately one’s weakness), but is lost when self-threat is averted via a self-affirmation manipulation. Mnemic neglect is caused by self-threatening feedback being processed shallowly and in ways that separate it from stored (positive) self-knowledge. The emergence of mnemic neglect is qualified by situational moderators (extent to which one considers their self-conceptions modifiable, receives feedback from a close source, or is primed with improvement-related constructs) and individual differences moderators (anxiety, dysphoria, or defensive pessimism). Finally, the MNE is present in recall, but absent in recognition. Output interference cannot explain this disparity in results, but an inhibitory repression account (e.g., experiential avoidance) can: Repressors show enhanced mnemic neglect. The findings advance research on memory, motivation, and the self.     

Job-Related Well-Being Through the Great Recession

We study how job-related well-being (measured by Warr’s ‘Enthusiasm’ and ‘Contentment’ scales) altered through the Great Recession, and how this is related to changing job quality. Using nationally representative data for Britain, we find that job-related well-being was stable between 2001 and 2006, but then declined between 2006 and 2012. We report relevant changes in job quality. In modelling the determinants of job-related well-being, we confirm several previously-studied hypotheses and present some new findings: downsizing, work re-organisation, decreased choice, and linking pay to organisational performance each reduce well-being; indicators of skills challenge in jobs have more of a positive association with Enthusiasm than with Contentment, while effort has a more negative association with Contentment than with Enthusiasm. Our estimates are largely orthogonal to the effects of personality traits and demographic controls on well-being. Using a standard decomposition, we find that the 2006–2012 fall in job-related well-being is partly accounted for by accelerations in the pace of workplace change, rising job insecurity, increased effort and changing participation.