On the predictive validity of indirect attitude measures: Prediction of consumer choice behavior on the basis of affective priming in the picture-picture naming task

Recent studies have revealed that robust and replicable affective priming of naming responses can be obtained when pictures are used as primes and targets. The aim of the present research was to examine the predictive validity of affective priming effects that are obtained with the picture-picture naming task. In two studies that were modeled after [Karpinski, A., & Hilton, J. L. (2001). Attitudes and the Implicit Association Test. Journal of Personality and Social Psychology, 81, 774-778], we observed that individual difference scores that are obtained with the naming task exhibit good predictive validity. Both practical and theoretical implications of this finding are discussed.     

Organizational and client commitment among contracted employees: A replication and extension with temporary workers

This study replicates and extends Coyle-Shapiro and Morrow’s study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 28, 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed relates to affective organizational commitment towards the client. However, this study further suggests that client POS also relates to continuance commitment towards the client as well as affective and continuance commitment towards the temporary agency. Finally, temporary workers’ desire to pursue temporary work relates to affective commitment towards the temporary agency, but continuance commitment to the temporary agency is related to a preference for permanent employment.     

Les effets du soutien organisationnel,de la qualité de la relation leader membre et du soutien social sur l’engagement et les comportements de citoyenneté organisationnelle : le rôle modérateur de la pauvreté subjective

The purpose of this research was to determine whether perceived organizational support, leader membership exchange and social solidarity were related to employee commitment to the organization and to organizational citizenship behavior. A survey questionnaire measuring the relevant variables was sent to 276 employees from 3 organizations. The results of the study indicate that perceived organizational support, leader membership exchange and social solidarity were positively associated with affective organizational commitment and organizational citizenship behavior. Perceived organizational support is more strongly related to organizational citizenship behavior when poverty is low.     

What do you (think you) need? Perceived vs. experienced effects of need fulfillment on well-being

We compared two approaches towards assessing inter-individual differences in the effect of satisfaction and frustration of basic needs (autonomy, competence, relatedness) on well-being: perceived need effects (beliefs about the effect of need fulfillment on one’s well-being) and experienced need effects (the within-person coupling of need fulfillment and well-being). In two studies (total N = 1281), participants reported perceived need effects in a multidimensional way. In Study 2, daily need fulfillment and affective well-being were additionally assessed (daily-diary study; ten days). Associations between perceived and experienced need effects were significant (albeit small) for all three frustration dimensions, but only for one satisfaction dimension (relatedness), suggesting that they capture different constructs and might be related to different outcomes.     

Schizotypy and affective temperament: Relationships with divergent thinking and creativity styles

Schizotypy and affective temperament have both been linked to creativity using measures such as divergent thinking (DT) but not in terms of creativity styles. The relationship between schizotypy and affective temperament has also not been examined directly in a creativity paradigm. Seventy-eight (44 female, 34 male) university students completed two DT tasks and measures of schizotypy, affective temperament, and creativity styles. Positive schizotypy was correlated with creativity styles, and affective temperament was correlated with both creativity styles and DT scores. Furthermore, schizotypy and affective temperament differentially predicted DT scores and creativity styles. Finally, the relationship between schizotypy and affective temperament gave evidence towards a unitary psychosis theory. Results are discussed in terms of current theories about psychosis and psychoticism and their association to creativity.     

Side-bet theory and the three-component model of organizational commitment

We tested Becker’s (1960) side-bet conceptualization of commitment within the context of Meyer and Allen’s (1991) three-component model of organizational commitment. Employees (N=202) from various organizations completed a survey including measures of (a) seven categories of side bets (b) affective, normative, and continuance commitment, and (c) turnover intention. The findings provided strong support for Becker’s theory. All seven side-bet categories correlated significantly with a revised measure of high-sacrifice continuance commitment, and structural equation modeling analyses revealed that the relations between the side bets and turnover intention were fully mediated by commitment. The findings also address issues pertaining to the dimensionality and measurement of continuance commitment, and help to explain relations among the three components of commitment.     

Affective States and Traits in the Workplace: Diary and Survey Data from Young Workers

This study investigated proposed paths of the affective events theory (AET; H. M. Weiss & R. Cropanzano, 1996), with part-time employees completing surveys at 2 points in time and completing an event-contingent diary over 2 weeks. In support of AET, negative affectivity (Time 1) related to negative emotional reactions at work. Negative emotional reactions were associated with intention to leave the job (Time 2). This relationship was especially strong for the sadness emotions (disappointed, depressed, unhappy). Positive affectivity (Time 1) directly related to job satisfaction (Time 2), but only weakly predicted positive emotional reactions at work (aggregated over 2 weeks). Qualitative data provided information about work affective events and affect-driven behaviors. Interpersonal mistreatment from customers were the most frequent cause of anger and resulted in faking expressions about 50% of the time. Recognition from supervisors for work performance was the main cause of pride.     

The interactive effect of neuroticism and extraversion on the daily variability of affective states

The interaction between neuroticism and extraversion is thought to predict affective variability. In this study, neuroticism and extraversion were assessed with questionnaires, and affects were measured by experience sampling, with five daily assessments over 2 weeks. Affective variability was studied within a three-dimensional affective space whose three axes were oriented along the main affective dimensions: positive affect, negative affect, and activation. Quantile regression mixed-effects models allowed predicting zones in which affective states were most likely to occur according to personality. Beyond the well-known effect of personality on affect level, high neuroticism and/or high extraversion were accompanied by heightened affective variability. Results were interpreted as potentially reflecting positive feedback loops oriented toward negative affect for neuroticism, and toward positive affect and activation for extraversion.     

Modeling of emotion elicitation conditions for a cognitive-emotive architecture

To cater to the need of embodying emotional behavior in an autonomous agent, there is a need for modeling computationally apt definitions of emotions. A number of emotion theories have been developed that provide an understanding of human psychology and their emotional behaviors, but it is difficult to directly decipher a theory into a computational model of emotion. Nevertheless, these theories together can serve as the theoretical foundation for designing a model for emotion-eliciting conditions. In this study, the salient features of OCC, Scherer, and Roseman theories of emotions are identified, which complement each other. The features are unified and standardized to bring consistency in deriving the computationally apt definition of five emotions viz. Happiness/Joy, Sadness, Fear, Anger, and Surprise. The objective of this hybridization is to set a ground framework for appraising the emotion-triggering cues (e.g., an event) for a simple, flexible and tolerant computational model of emotions. The underlying emotion-eliciting processes are designed using Fuzzy Logic. Fuzzy rules are framed to model the conditions behind emotion elicitation. Furthermore, the ISEAR data set and the real test-case scenarios are used to validate the accuracy of emotion prediction and rule fulfillment respectively.