Effects of Organizational Citizenship Behaviours: Evidence from Production Supervisors

Based on a sample of production workers in a textile firm, supervisory ratings of employee performance were found to be influenced by supervisors' perceptions of employees' organizational citizenship behaviours as well as by employees' objectively measured performance. Regression analysis indicated that supervisory ratings were influenced by two dimensions of organizational citizenship behaviour — conscientiousness and altruism — as well as by objective performance. These three variables explained 53% of the variance in ratings. A third dimension of OCB, sportsmanship, did not affect supervisory ratings.     

How honest are the signals? A protocol for validating wearable sensors

There is growing interest among organizational researchers in tapping into alternative sources of data beyond self-reports to provide a new avenue for measuring behavioral constructs. Use of alternative data sources such as wearable sensors is necessary for developing theory and enhancing organizational practice. Although wearable sensors are now commercially available, the veracity of the data they capture is largely unknown and mostly based on manufacturers’ claims. The goal of this research is to test the validity and reliability of data captured by one such wearable badge (by Humanyze) in the context of structured meetings where all individuals wear a badge for the duration of the encounter. We developed a series of studies, each targeting a specific sensor of this badge that is relevant for structured meetings, and we make specific recommendations for badge data usage based on our validation results. We have incorporated the insights from our studies on a website that researchers can use to conduct validation tests for their badges, upload their data, and assess the validity of the data. We discuss this website in the corresponding studies.     

Callous-Unemotional Traits,Relational and Social Aggression,and Interpersonal Maturity in a Sample of Behaviorally Disordered Adolescents

The authors examined the degree to which callous-unemotional traits and narcissism predict relational aggression, social aggression, and prosocial skills in a sample of 79 adolescent offenders (13–18 years old; 26% girls; 74% boys) attending a school for youth with behavior disorders in the Mid-Atlantic United States. Narcissism made a significant contribution to the prediction of both relational aggression and social aggression, accounting for most of the unique variance in the prediction of these indirect forms of aggression. Conversely, callous-unemotional traits—but not narcissism—made a significant contribution to the prediction of lower prosocial skills. Furthermore, in contrast to the large number of studies indicating gender differences in the expression of aggression, no significant gender differences in the present study were found.     

Behavioral and physiological findings of gender differences in global-local visual processing

Hemispheric asymmetries in global-local visual processing are well-established, as are gender differences in cognition. Although hemispheric asymmetry presumably underlies gender differences in cognition, the literature on gender differences in global-local processing is sparse. We employed event related brain potential (ERP) recordings during performance of a global-local reaction time task to compare hemispheric asymmetries and processing biases in adult men (n=15) and women (n=15). Women responded more quickly to local targets while men did not differentially respond to hierarchical stimuli. ERP data indicated that women had P100 responses that were selectively lateralized to the left hemisphere in response to local targets and N150 responses that were smaller for global targets. They also had P300 responses that were greater following local stimuli. The physiological data demonstrate that male-female performance differences arise from biologically based differences in hemispheric asymmetry. Findings are discussed in the context of existing literature regarding gender differences, hemispheric specialization, and the role of stimulus characteristics.     

Amygdala responses to emotionally valenced stimuli in older and younger adults

Abstract— As they age, adults experience less negative emotion, come to pay less attention to negative than to positive emotional stimuli, and become less likely to remember negative than positive emotional materials. This profile of findings suggests that, with age, the amygdala may show decreased reactivity to negative information while maintaining or increasing its reactivity to positive information. We used event-related functional magnetic resonance imaging to assess whether amygdala activation in response to positive and negative emotional pictures changes with age. Both older and younger adults showed greater activation in the amygdala for emotional than for neutral pictures; however, for older adults, seeing positive pictures led to greater amygdala activation than seeing negative pictures, whereas this was not the case for younger adults.     

College women with eating disorders: self-regulation,life satisfaction,and positive/negative affect

The authors examined the self-regulatory strategies and subjective well-being of students recently diagnosed with eating disorders, at-risk students, and individuals without eating disorders. Fifty-six college students were individually interviewed regarding their use of self-regulatory strategies to lose and maintain their weight; they also completed the Extended Satisfaction with Life Scale (V. C. Alfonzo, D. B. Allison, D. E. Rader, & B. S. Gorman, 1996) and the Positive and Negative Affect Scale (D. Watson, L. A. Clarck, & A. Tellegen, 1988). As hypothesized, students with eating disorders reported more self-regulated strategies for managing their weight, a lower level of life satisfaction, and higher levels of negative affect than did at-risk students or individuals with normal weights. At-risk students reported higher levels of self-regulation and negative affect than did the students with normal weights. These findings may be useful for parents and health practitioners providing care to college students, who must be made aware of the signs and symptoms of these disorders.     

Individual differences in the effects of spontaneous mimicry on emotional contagion

Two experiments explored the role of mimicry and self-perception processes in emotional contagion. In Study 1, 46 subjects watched two brief film clips depicting an episode of startled fear. In a separate procedure, subjects adopted facial expressions of emotion, and reported whether the expressions had caused them to feel corresponding emotions. Those who reported feeling the emotions were identified as more responsive to self-produced cues for feeling. Subjects who visibly moved to mimic the behavior of the actor were significantly more likely to be those who were more responsive to self-produced cues. In Study 2, 57 subjects watched three film clips depicting happy people. During clips when they inhibited the movements of their faces, subjects reported less happiness than during clips when they moved naturally and were able to mimic, or when they exaggerated their movements. This effect occurred only among subjects who, in a separate procedure, had been identified as more responsive to self-produced cues.The authors would like to thank Paul Ekman, Jerry Ginzburg, and an anonymous reviewer for very helpful suggestions for ways to improve the paper.     

The effects of gender and leave of absence on attributions for high performance,perceived organizational commitment,and allocation of organizational rewards

The present study examined the effects of gender and type of leave of absence on attributions for high performance, perceptions of organizational commitment, and allocation of organizational rewards. Results of the study, utilizing a predominately white student sample with a mean age of 29 years, indicated that there were no negative effects in terms of perceived organizational commitment or allocation of organizational rewards associated with a leave of absence (medical or parental) of short duration (three months) when taken by a high performing male or female. Causal attributions for performance and perceived level of organizational commitment were, however, related to recommendations of reward allocations. Implications of findings and future research are presented.An earlier version of this paper was presented at the annual meeting of the Southern Management Association, Atlanta, GA, November 1993. We would like to thank Gregory H. Dobbins, Mark L. Poteet and two anonymous reviewers for their insightful comments.     

Item response theory analysis of diagnostic criteria for alcohol and cannabis use disorders in adolescents: implications for DSM-V

Item response theory (IRT) has advantages over classical test theory in evaluating diagnostic criteria. In this study, the authors used IRT to characterize the psychometric properties of Diagnostic and Statistical Manual of Mental Disorders, 4th edition (DSM-IV; American Psychiatric Association, 1994) alcohol and cannabis use disorder symptoms among 472 clinical adolescents. For both substances, DSM-IV symptoms fit a model specifying a unidimensional latent trait of problem severity. Threshold (severity) parameters did not distinguish abuse and dependence symptoms. Abuse symptoms of legal problems and hazardous use, and dependence symptoms of tolerance, unsuccessful attempts to quit, and physical-psychological problems, showed relatively poor discrimination of problem severity. There were gender differences in thresholds for hazardous use, legal problems, and physical-psychological problems. The results illustrate limitations of DSM-IV criteria for alcohol and cannabis use disorders when applied to adolescents. The development process for the fifth edition (DSM-V) should be informed by statistical models such as those used in this study.     

Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice

Formal mentoring programs continue to gain popularity within organizations despite limited empirical research regarding how these programs should be designed to achieve maximum effectiveness. The present study examined perceived design features of formal mentoring programs and outcomes from both mentor and protégé perspectives. The outcomes examined were career and psychosocial mentoring, role modeling, and mentorship quality. In general, the results indicated that perceived input into the mentoring process and training perceived as high in quality were consistently related to the outcome variables. Implications for the design of formal mentoring programs and future theory development are discussed.