Scott B. Dust  Maria Tims 《Psychologie appliquee》2020,69(3):881-912

Job crafting theory suggests that misalignment between an employee’s preferred and actual amount of job characteristics acts as a motivational trigger for job crafting. We test this unexplored, yet key proposition underlying job crafting theory. To do so, however, we take a more comprehensive misfit perspective than previously applied, evaluating person-job undersupply and oversupply. We propose that task interdependence misfit motivates a reductive form of job crafting, decreasing hindrance demands. We also propose that low autonomy mitigates the misfit to decreasing hindrance demands relationship. To empirically evaluate this direction, we employ moderated polynomial regression and response surface analysis. Study 1 (N = 159 English-speaking respondents) findings suggest that task interdependence misfit (both undersupply and oversupply) is positively related to decreasing hindrance demands. Study 2 (N = 363 Dutch-speaking respondents) findings replicate and support our misfit hypothesis. Further, as expected, low levels of autonomy neutralize the relationship between task interdependence misfit and decreasing hindrance demands. Theoretical and practical implications regarding the misfit-as-motivation hypothesis, and the simultaneous investigation of job crafting facilitators (i.e., autonomy) and motivators (i.e., misfit) are discussed.  相似文献   

    

Sofiya Diurba BS  Rachel L. Johnson MS  Bonnie J. Siry MSSc  Christopher E. Knoepke PhD  MSW  Krithika Suresh PhD  Scott A. Simpson MD  MPH  Deborah Azrael PhD  Megan L. Ranney MD  MPH  Garen J Wintemute MD  MPH  Marian E. Betz MD  MPH 《Suicide & life-threatening behavior》2020,50(5):1054-1064

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Daniel J. Carragher  Nicole A. Thomas  O. Scott Gwinn  Michael E. R. Nicholls 《Journal of Cognitive Psychology》2020,32(5-6):553-561

ABSTRACT

The “cheerleader effect” occurs when the same face is perceived to be significantly more attractive when seen among a group of faces compared to alone. Since perceived attractiveness decreases with additional viewing time, we investigated whether the cheerleader effect occurs simply because the target face is seen for less time in a group than it is alone. Observers rated the attractiveness of each target face twice; once in a group, and once alone. We manipulated the amount of time that each group image was presented for prior to the cue toward the target face (300, 1000, 2000, 3000, or 7000 milliseconds). Faces were perceived to be significantly more attractive in each group condition, regardless of presentation time, replicating the cheerleader effect. Furthermore, uncued presentation time did not modulate the magnitude of this increase, demonstrating that a presentation time discrepancy does not contribute to the size of the typical cheerleader effect.  相似文献   

    

Michael Scott 《Thought: A Journal of Philosophy》2020,9(2):94-104

According to a simple formulation of doxasticism about propositional faith, necessarily faith that p requires belief that p. Support of doxasticism is long‐standing and was rarely a matter of dispute until William Alston (1996) proposed that that the content of propositional faith need not be believed if it is accepted. Subsequently non‐doxastic theories that reject the belief requirement have proliferated and have come to dominate literature in the field. This paper aims to redress the balance by identifying a dilemma for non‐doxasticism that comes into view when we draw out the implications of non‐doxasticism for the interpretation of affirmations of religious propositional faith. One horn of this dilemma commits non‐doxasticists to hermeneutic fictionalism: a substantive, contentious and little explored theory about religious discourse. The other appears to render the affirmation of faith prima facie bullshitting, leading to problems about the integrity of religious discourse and its speakers.  相似文献   

    

Ben Ong  Scott Barnes  Niels Buus 《Family process》2020,59(2):460-476

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Tyler G. Erath  Florence D. DiGennaro Reed  Hunter W. Sundermeyer  Denys Brand  Matthew D. Novak  Matt J. Harbison  Rick Shears 《Journal of applied behavior analysis》2020,53(1):449-464

This experiment used a pyramidal training model to evaluate the effects of behavioral skills training (BST), delivered in a 1-time group-training format, on the extent to which 25 human service staff implemented BST when training others how to implement behavioral procedures. Results indicated that (a) the training workshop increased BST integrity to mastery levels for the majority of participants with varying levels of education, organizational positions, and training experience, (b) the training effects generalized to teaching an untrained skill, and (c) high levels of BST integrity maintained at follow-up 4 to 6 weeks after training for all 3 participants with whom probes were conducted. Moreover, participants indicated high levels of satisfaction with both the training workshop and BST as a training procedure.  相似文献   

    

Matthew D. Novak  Abigail L. Blackman  Tyler G. Erath  Florence D. DiGennaro Reed 《Journal of the experimental analysis of behavior》2020,113(1):172-186

Organizational settings are replete with changing stimulus contexts and contingencies, which makes relapse a particularly relevant framework for understanding the ways in which controlling stimuli influence employee responding. The purpose of the current study was to develop a translational model to assess renewal of desirable behavior in a simulated workplace with neurotypical adults. Experiment 1 assessed renewal of desirable behavior using a computerized check processing task. Experiment 2 extended the findings and the translational utility of the experimental arrangement to implementation of a behavior-analytic teaching procedure. Results across both experiments demonstrated renewal of desirable behavior. Overall, the current methodology and findings extend the human operant literature on renewal and demonstrate a translational model that brings together operant renewal and organizational behavior management.  相似文献   

    

Marie S. Mitchell  Scott J. Reynolds  Linda K. Treviño 《Personnel Psychology》2020,73(1):5-17

Ethics has emerged as one of the most critical issues facing organizations. Given its importance, an extensive literature has evolved to understand the causes and consequences of (un)ethical decision making and behaviors in organizations. To date, much of this research has relied on research methods (e.g., experiments) that emphasize internal validity and control over external validity and generalizability. Although very informative, such studies frequently utilize samples that are not representative of working adults and their designs often fail to capture the contextual complexity that defines the day-to-day realities of organizational life. In this light, this special issue of Personnel Psychology encouraged scholars to investigate ethics within organizations and to offer rich theoretical explanations for why ethical failures and successes occur. The articles in this special issue address this important research agenda and make significant contributions to our understanding of ethics in organizations. Our introduction synthesizes these works, provides an overview of issues facing the broader behavioral ethics literature, and discusses areas for future research.  相似文献   

    

Scott L. Pratt 《Metaphilosophy》2020,51(5):657-663

Kathleen Wallace makes an important contribution to the theoretical frameworks available to understanding the nature of selves. Drawing on the theory of natural complexes proposed by Justus Buchler, Wallace proposes the “cumulative network model” (CNM) of selves. This article provides an overview of CNM, suggests its relation to recent New Materialist theories of agency, ideas of power, and the American philosophical tradition, and proposes that it can serve as a new resource in discussions of pressing problems faced in today’s world.  相似文献   

    

Monica C. Skewes  Vivian M. Gonzalez  Julie A. Gameon  Paula FireMoon  Emily Salois  Stacy M. Rasmus  Jordan P. Lewis  Scott A. Gardner  Adriann Ricker  Martel Reum 《American journal of community psychology》2020,66(3-4):302-313

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