The mediating role of affective commitment in the relation of the feedback environment to work outcomes

The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed.     

Linking Work Events,Affective States,and Attitudes: An Empirical Study of Managers' Emotions

The aim of the paper is to contribute to knowledge on the causes and consequences of affective states at work by identifying several job-related events likely to produce affective states and then studying the impact of the latter on work attitudes. Affective Events Theory was the theoretical framework used for the study and two main hypotheses were stated: experiencing certain work events leads to affective reactions, which in turn influence work attitudes. An empirical study based on 203 questionnaires was performed on a sample of French managers. The results support both research hypotheses, although the impact of affective states on work attitudes appeared larger than the impact of work events on affective states. The mediating effect of affective events with respect to the impact of work events was also tested, but only partially supported.     

Managing organizational commitment: Insights from longitudinal research

This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered.     

The development of the still-face effect: Mothers do matter

The Face-to-Face Still-Face paradigm (FFSF) has been used to investigate how infants react to stressful events. However, there is little developmental data on the FFSF effect, and whether it connects to a specific relationship (e.g., to a mother versus a stranger). This prospective longitudinal study aims to evaluate developmental changes in infant reaction to the FFSF presented by the mother or a stranger at 2, 4, 6, and 8 months of age (n = 39). Results show that infant negativity was expressed less in relation to a stranger, the identity effect. Results further suggest that from 6 to 8 months of age, stranger induced protest flattens out; whereas mother induced protest decreases. The results are discussed in relation to different theories regarding infant responsiveness.     

情绪图片的效价与唤醒度在注意瞬脱对抗效应中的作用:来自ERP的证据

以情绪图片为材料,在RSVP任务下检验了效价和唤醒度在注意瞬脱对抗效应中的作用。实验发现效价在对抗注意瞬脱中起主要作用,且正性图片的对抗效应优于负性图片,但唤醒度对注意瞬脱的影响不显著,结果支持积极情绪对抗注意瞬脱的观点。ERP结果进一步发现以上效应发生在P3代表的工作记忆巩固阶段。而在P2和N2代表的早期注意阶段,尽管已出现了注意瞬脱和情绪加工,但二者无显著交互作用。     

Prayer as Therapeutic Process Toward Aliveness Within a Spiritual Direction Relationship

This article underscores the potential benefit of a specific form of Christian prayer that creates space within a spiritual direction relationship for the creation of inner images that reveal a person’s unconscious relational longings and co-created representations of God. In this specific type of prayer that can be facilitated by mental health professionals and pastoral counselors, imagery of God’s presence is created in the space between a Christian spiritual director and a Christian directee while they are open to inner experiences that reveal God’s presence interacting with infantile processes toward aliveness. Aliveness is understood using Winnicottian notions in dialog with theories proposed by Allan N. Schore, affective neuropsychologist and Clinical Faculty at UCLA David Geffen School of Medicine, Ann Belford Ulanov, Jungian Analyst and Professor of Psychiatry and Religion at Union Theological Seminary and W.R.D., British psychoanalyst in the Objects Relations School. Ideas of transitional space, good enough mother, holding environment, aggression, creativity, and play are set alongside theories of affect regulation, the developing brain, co-created objective God images, the relational nature of God and being received as good while illuminating three prayer experiences during one 30-year-old Asian American woman’s 16-month therapeutic process toward aliveness.

Need for Cognition and Affective Orientation as Predictors of Sales Performance: An Investigation of Main and Interaction Effects

Two constructs—need for cognition (NFC) and affective orientation (AO)—might be helpful in explaining and ultimately predicting two measures of sales performance: a self-rated behavioral measure and an objective sales measure. Specifically, we hypothesize (1) a positive relationship between NFC and sales performance; (2) a positive relationship between AO and sales performance; and (3) a positive interaction effect between NFC and AO on sales performance. The results of this study revealed both NFC and AO correlated with self-rated behavioral performance but only NFC correlated with both performance measures; suggesting that need for cognition may be the more influential of the two for sales organizations concerned with selling behaviors as well as sales outcomes. The hypothesized interaction effect was not supported.     

Backward affective priming: Even when the prime is late, people still evaluate

It is well-established that affective stimuli can prime congruent evaluations if they precede the target within a short time interval, i.e., forward affective priming. The present research examines whether similar effects occur if affective primes succeed target presentation, i.e., backward affective priming. Experiments 1 found short-lived, yet reliable backward affective priming. Experiment 2 found parallel forward affective priming in the same paradigm. Experiment 3 found forward and backward affective priming in a within-subjects design. Comparison with neutral primes suggested that the observed effects were mainly due to interference. Backward affective priming is a robust phenomenon that may reflect a rapid and continuous evaluation of environmental stimuli.     

Psychological contracts and their implications for commitment: A feature-based approach

Two studies were conducted to examine the link between employee perceptions of the psychological contract and their affective and normative commitments to the organization. The authors adapt a new approach to the study of psychological contracts by developing a generalizable measure of contract features (e.g., scope; time frame). In Study 1 (N = 301), the authors predicted and found that employees’ perceptions of the contract’s features contributed beyond perceptions of contract type (i.e., transactional; relational) and fulfillment to the prediction of affective and normative commitment. In Study 2 (N = 147), the features measure was refined and results from the first study were largely replicated. In both studies, affective and normative commitment were greater when employees viewed the contract as broad, trust-based, equal, negotiated, tangible, and long-term, and weaker when they saw it as unequal, imposed, and short-term. We also found evidence for patterns of features that correspond to transactional and relational contracts, as well as to recently proposed balanced contracts and I-Deals. Implications for theory and the management of psychological contracts are discussed.     

How individualism–collectivism orientations predict happiness in a collectivistic context

We discuss how individualistic/collectivistic orientations of employees predict affective well-being at work, and how this relationship is moderated by the perceptions of spirit of camaraderie in organizations. The sample comprises 161 employees of 109 organizations operating in Portugal, a collectivistic culture. The findings suggest that: (a) collectivistic individuals show higher affective well-being than individualists; (b) this relationship is moderated by the employees’ perceptions of the spirit of camaraderie in their organizations; (c) higher affective well being levels tend to be experienced by collectivists who find working in an organizational context to be rich in spirit of camaraderie, and lower levels of affective well being are expressed by individualists who perceive poor spirit of camaraderie in their working environments. The paper emphasizes that employee happiness can have different bases in different cultures and that individualism/collectivism orientations do not operate in the same way in different cultural and organizational contexts. We are very grateful to the three anonymous reviewers for their helpful comments and suggestions.