The Executive Manager and His or Her Organisation

Thoughts based on an inquiry and on experiences from my practice as a consultant, manager and company executive.     

Studying employee well-being: moving forward

In this article, we attempt to integrate the commentaries to our position paper on intra-individual models of employee well-being (EWB; Ilies, R., Aw, S. S. Y., & Pluut, H. (2015). Intraindividual models of employee well-being: What have we learned and where do we go from here? European Journal of Work and Organizational Psychology, Advance online publication) of Bakker (2015. Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology, Advance online publication) and Cropanzano and Dasborough (2015. Dynamic models of well-being: Implications of affective events theory for expanding current views on personality and climate. European Journal of Work and Organizational Psychology, Advance online publication) with our original suggestions into a discussion and a set of recommendations aimed at moving theory and research on EWB forward. We hope that this effort, along with our position paper and the two commentaries, will lead to the development of a more comprehensive model of EWB and will stimulate new and interesting research on the topic.     

Supplementary Study of Superstitious Belief Among College Students

A brief, reliable measure of sexual knowledge would be of obvious value in studies of family planning, population, and related issues. A 49-item test of sexual information was created by Miller and Fisk in 1969. Analysis of this device on a sample of 104 Ss suggested that a shorter and more convenient version could be developed. Deletion of 25 questions with weak or unacceptable statistical properties left 24 items for retention in a revised questionnaire. This 24-item version was then administered to new samples including 287 males and 246 females, permitting specification of provisional normative and interpretational data.     

Measuring Fear of Movement/(Re)injury in Chronic Low Back Pain Using Implicit Measures

Fear of movement/(re)injury is assumed to contribute to the development and maintenance of chronic low back pain (CLBP) in a subgroup of patients. Studying fear of movement/(re)injury with implicit attitude measures, without the awareness of the patient, might be a valuable addition to self‐report questionnaires. The aims of the current study were to investigate whether CLBP patients demonstrate more implicit fear of movement/(re)injury than healthy controls, and whether 2 implicit measures are related to each other, and to an explicit self‐report measure of fear of movement/(re)injury. A group of 66 CLBP patients and 30 healthy controls took part in this study. In addition to self‐report questionnaires, fear of movement/(re)injury was implicitly assessed by the Extrinsic Affective Simon Task (EAST) and the Go‐No‐Go‐Association Task (GNAT) that aimed to determine the association between back‐stressing movements and the evaluation “threatening”. On both implicit tasks it was found that neither CLBP patients nor healthy controls demonstrated implicit fear of movement/(re)injury, and that CLBP patients did not differ from healthy controls in their level of implicit fear of movement/(re)injury. In general, no associations were found between the EAST and the GNAT, or between implicitly measured and self‐reported fear of movement/(re)injury. One major caveat in drawing inferences from these findings is the poor reliability of these implicit measures. Research towards the psychometric properties of these measures should first be expanded before modifying, and applying, them to more complex domains such as fear of movement/(re)injury.     

Le rôle modérateur des orientations vers les objectifs dans la relation entre l’envergure de poste et l’engagement organisationnel

This paper examines the moderating role of goal orientations (learning, performance and avoidance orientation) in the relationship between job scope (i.e., a composite measure capturing task variety, autonomy, feedback and significance) and organizational commitment. Based on a sample of 314 participants, the analyses indicate that job scope is positively related to commitment and that performance orientation and avoidance orientation act as negative moderators of job scope. Specifically, job scope was more strongly related to commitment at low levels of these traits. We discuss the importance of considering the role of employee personality in the study of the effect of work context on commitment.     

中国人人际情感的差序格局关系:来自EAST的证据

本研究采用外部情感西蒙任务(EAST),以36名大学生为被试对自我词及亲人、熟人、陌生人三种人际关系词与积极情感和消极情感的关系进行探究,从而检验个体对自我和不同人际关系对象的情感是否存在差序格局的表现形式。结果显示,在EAST中,对自我词和亲人词作积极反应比作消极反应时间更短;对陌生人词作消极反应比作积极反应时间更短;对熟人词作积极反应和消极反应的时间差异不明显。并且,自我词的EAST效应值最大,接着依次是亲人词和熟人词;陌生人词的EAST效应值为负值。表明了在个体的认知图式中,对自我、亲人持有积极的情感,而对陌生人持有消极的情感,对熟人情感偏向不明显;且不同人际关系在情感的联结强度上表现出差序格局的形式。     

Learning to feel global: Exploring the emotional geographies of worldschooling

Worldschooling is a small but growing alternative education and lifestyle practice adopted by families who take their children out of conventional school settings and educate them while traveling the world. Many worldschooling families document their journeys on blogs and in social media forums, where they explicitly embrace the educational potential of travel and claim the world as their classroom. Drawing on a mobile virtual ethnography of worldschooling, including analysis of online materials along with interviews and field notes from seven months of fieldwork as a worldschooling parent, I explore the intersections of emotion, learning, mobility, and global citizenship in these accounts of worldschooling. While many parents design their mobile curricula around destination based content, they emphasize the repertoire of social and emotional skills their children learn while traveling around the world, often aligning these skills with aspirations of global citizenship. In this sense, global citizenship is about emotions as much as it is about exercising certain rights and responsibilities. In this article, I chart the overlapping emotional geographies that emerge around these performances of ‘feeling global,’ focusing especially on the tensions between individual emotions and broader affective climate of neoliberal globalization.     

内隐自尊的特性：来自EAST的证据

采用外部情绪性Simon任务（EAST）对109名大学生对代表自我和他人的刺激词的态度差异进行测量,从而探讨内隐自尊的特性。结果显示：在个体的认知图式中,对自我持有一种内隐的积极的评价或态度,对他人持有一种内隐的相对消极的评价或态度。具体表现在：（1）内隐自尊的特性是将自己与积极的评价和情感相联系,将他人与消极的评价和情感相联系;（2）自我姓名激活的积极的内隐自我态度比一般性自我词更为强烈,而他人姓名激活的消极的内隐态度比一般性非我词更弱。本研究表明,EAST能有效检测出内隐自尊效应,并可以同时获得个体对自我和他人的内隐态度的强度和方向,为内隐自尊研究提供了一种新的有效的方法,但其应用仍需谨慎。     

Three-component commitment and turnover: An examination of temporal aspects

SEM (N = 182) was employed to examine implied temporal aspects of three-component commitment theory as they relate to turnover. Consistent with expectations, affective commitment predicted subsequent turnover in an immediate and relatively short interval of 4 months, but failed to do in a much longer but outlying interval of 5–12 months. Side bet commitment failed to predict turnover in the short, immediate interval, but did so robustly over the longer albeit more distant interval. Normative commitment predicted turnover in neither the near term nor outmonths. Turnover rates for employees with low affective commitment were much higher than those with high affective commitment in the first quarter of a 1-year monitoring period, but subsequent turnover rates were roughly the same for the two groups. In contrast, turnover for employees with low side bet commitment was only slightly higher than the high side bet group in the first quarter, but over the remainder of the year cumulative turnover for the low side bet group exceeded that for the high side bet group by increasingly large margins. These results are consistent with theory suggesting that decrements in affective commitment (1) often occur suddenly and just prior to employees' leaving and (2) reflect general disaffection and an impetus to leave that is already exists at the point of attitude measurement. Results comport with theory describing side bet commitment as (1) an appraisal of leaving costs that, in the aggregate, are unlikely to change suddenly and (2) a relatively stable attitude that serves primarily to prevent turnover should some independent motivation to leave arise.     

Blind spots in the search for happiness: Implicit attitudes and nonverbal leakage predict affective forecasting errors

We investigated implicit knowledge and affective forecasting, reasoning that although conscious evaluations are available to people when predicting their future emotional responses, nonconscious evaluations are not. However, these automatically-activated evaluations should contribute to in-the-moment emotional experiences, and thus they should account for misforecasts (i.e., discrepancies between affective forecasts and actual experiences). We conducted two studies to explore affective misforecasts, using food items as stimuli. In Study 1, participants' implicit attitudes (but not their explicit attitudes) predicted misforecasts of food enjoyment, supporting the role of nonconscious evaluations in affective forecasting errors. In Study 2, we examined participants' facial expressions (another index of nonconscious evaluation) upon the presentation of food items, and we found that these nonverbal behaviors predicted affective misforecasts as well. In sum, although nonconscious evaluations are unavailable when anticipating the future, they may contribute to one's in-the-moment experiences and thus serve as blind spots in affective forecasting.