Effects of trusting and being trusted on team citizenship behaviours in chain stores

Previous studies showed a robust and positive relationship between subordinates' trust for leaders and their individual organizational citizenship behaviours. Building on this foundation, we examined two extensions. First, based on the team citizenship behaviours approach, we studied whether the same relationship held at the group level. Second, drawing from literature on leadership and self-efficacy, we studied whether leaders' perceptions of being trusted by their subordinates mattered in this trust relationship; we also examined how this perception affected team citizenship behaviours. Results showed that subordinates' trust for leaders and team citizenship behaviours were positively related at the team level. When leaders felt more trusted, teams showed more citizenship behaviours. Beyond these main effects, leaders' felt trust was found to negatively moderate the relationship between staff trust for leaders and team citizenship behaviours. Theoretical and practical implications of this research are discussed.     

The relationship between relative levels of motivation and intrapersonal, interpersonal, and academic functioning among older adolescents

Using cluster analysis to combine specific adaptive measures related to mastery motivation (intrinsic motivation, self-adequacy, and locus of control), a total of 654 high school students were placed into distinct adaptive motivation groups. Mean scores on a variety of self-reported and peer-reported measures of interpersonal, intrapersonal, and academic functioning were compared across the groups. Results found that youth in the “high adaptive” motivation group reported significantly higher global and family satisfaction, self-esteem, interpersonal relations, grade-point average and school belonging, and significantly lower depression, anxiety and social stress than youth in the other two motivation groups. Peer-reported prosocial and academic behaviors were significantly related to higher levels of adaptive motivation. Collectively, these findings suggest a number of psychological, social, and academic benefits that are associated with incremental levels of adaptive motivation. The implications of these findings for research and practice conclude the paper.     

Association between individual differences in non-symbolic number acuity and math performance: A meta-analysis

Many recent studies have examined the association between number acuity, which is the ability to rapidly and non-symbolically estimate the quantity of items appearing in a scene, and symbolic math performance. However, various contradictory results have been reported. To comprehensively evaluate the association between number acuity and symbolic math performance, we conduct a meta-analysis to synthesize the results observed in previous studies. First, a meta-analysis of cross-sectional studies (36 samples, N = 4705) revealed a significant positive correlation between these skills (r = 0.20, 95% CI = [0.14, 0.26]); the association remained after considering other potential moderators (e.g., whether general cognitive abilities were controlled). Moreover, a meta-analysis of longitudinal studies revealed 1) that number acuity may prospectively predict later math performance (r = 0.24, 95% CI = [0.11, 0.37]; 6 samples) and 2) that number acuity is retrospectively correlated to early math performance as well (r = 0.17, 95% CI = [0.07, 0.26]; 5 samples). In summary, these pieces of evidence demonstrate a moderate but statistically significant association between number acuity and math performance. Based on the estimated effect sizes, power analyses were conducted, which suggested that many previous studies were underpowered due to small sample sizes. This may account for the disparity between findings in the literature, at least in part. Finally, the theoretical and practical implications of our meta-analytic findings are presented, and future research questions are discussed.     

Social cognitive predictors of well-being in African college students

Lent and Brown's (2006, 2008) social cognitive model of work well-being was tested in two samples of African college students, one from Angola (N = 241) and one from Mozambique (N = 425). Participants completed domain-specific measures of academic self-efficacy, environmental support, goal progress, and satisfaction, along with measures of global positive affect and life satisfaction. Path analyses indicated that the model fit the data well overall, both in the full sample and in separate sub-samples by country and gender. Contrary to expectations, however, self-efficacy predicted academic satisfaction only indirectly, via goal progress; and goal progress predicted life satisfaction only indirectly, via academic satisfaction. The predictors accounted for substantial portions of the variance in both academic domain satisfaction and life satisfaction. Implications for research and practice involving the social cognitive model are considered.     

Work attitudes,career success and health: Evidence from China

Research on the determinants and implications of career success, and in particular on how they are related to health among Chinese workers is scarce. This research explores the impact and relevance of individual attitudes of trust and organizational citizenship behavior on objective and subjective career success, and their relevance to physical and mental health. Further, we explore the moderating role of a career system on the relationships between work attitudes and career success. Using a random sample of 10,372 people in China we used multi-level linear regression methodology to explore a mediation–moderation model based on organizational theories. We found support for the impact of organizational citizenship behaviors and trust, for both objective and subjective career success as mediators of mental and physical health, and for a career system as a moderator, with significant differences emerging between workers employed in the public and private sectors. The results are important as they shed light on the relationship between work and life attitudes on outcomes of high relevance at national level. The original contribution would be of interest to policy makers at both organizational and national level.     

“企业公民”与医药事业的境界

指出了医药行业对企业公民和企业社会责任的忽视,分析了企业公民和企业社会责任在医药行业发展中的对应要求,强调了医药行业在注重经济利益的同时,要充分重视对社会责任的承担,并从医药行业作为社会事业的角度,提出了树立企业公民意识对提升医药事业发展境界的必要性和重要性。     

Failure to warn: How student race affects warnings of potential academic difficulty

In two studies, we document “failure to warn”—a reduced likelihood of warning Black students against potential academic difficulty compared to White students. In both studies, participants placed in the role of academic advisors saw a highly challenging academic course plan, attributed to either a Black or a White student, and gave Black students less warning about the potential negative consequences of taking on the proposed plan. Study 1 (N = 172) demonstrates this effect using undergraduate peer academic advisors, and Study 2 (N = 58) provides evidence that this effect is moderated by Internal Motivation to Respond Without Prejudice (Plant & Devine, 1998), suggesting that this effect is driven by the fear that discouraging an ambitious Black student might reflect prejudice. This well-intentioned concern can have the ironic consequence of leading the recipients of this advice into academic difficulties.     

Stereotype threat and test performance: A primer for school psychologists

Ethical guidelines require school psychologists to ensure that their assessment practices are nondiscriminatory, but typical discussions on this topic neglect the possible discriminatory effects of cultural stereotypes on assessment results. Recent research on stereotype threat shows that students' knowledge of stereotype-based negative expectations about their test performance can depress their actual test performance. This paper discusses the range of conditions that promote stereotype threat and identifies important moderators and mediators of the phenomenon. Several practical suggestions are offered for school psychologists to consider when interviewing students, interpreting assessment results, and developing programs to increase schoolwide achievement.     

The Separate, relative, and joint effects of employee job performance domains on supervisors’ willingness to mentor

The purpose of our study was to further elucidate how employees should behave at work to increase their chances of being mentored by their immediate supervisor. To that end, we experimentally tested how three domains of employee performance [task performance (TP), organizational citizenship behavior (OCB) targeting the supervisor, and counterproductive work behavior (CWB) targeting coworkers] affect supervisors’ willingness to mentor. Each performance domain affected willingness to mentor. OCB had the weakest of the three main effects. Finally, the positive effect of TP was stronger when employees displayed less CWB.