When expressing forgiveness backfires in the workplace: victim power moderates the effect of expressing forgiveness on transgressor compliance

Expressing (vs. withholding) forgiveness is often promoted as a beneficial response for victims. In the present research, we argue that withholding (vs. expressing) forgiveness can also be beneficial to victims by stimulating subsequent transgressor compliance – a response that is valuable in restoring the victim’s needs for control. Based on deterrence theory, we argue that a victim’s withheld (vs. expressed) forgiveness promotes transgressor compliance when the victim has low power, relative to the transgressor. This is because withheld (vs. expressed) forgiveness from a low-power victim elicits transgressor fear. On the other hand, because people are fearful of high-power actors, high-power victims can expect high levels of compliance from a transgressor, regardless of whether they express forgiveness or not. A critical incidents survey (Study 1) and an autobiographic recall study (Study 2) among employees, as well as a laboratory experiment among business students (Study 3), support these predictions. These studies are among the first to reveal that withholding forgiveness can be beneficial for low-power victims in a hierarchical context – ironically, a context in which offering forgiveness is often expected.     

Developing mixed methods research in sport and exercise psychology: Critical reflections on five points of controversy

ObjectivesTo stimulate debate in sport and exercise psychology about the nature of mixed methods research as currently practiced and how this approach might develop in the future.DesignAn exploration of five points of controversy relating to mixed methods research.MethodA presentation of critical reflections on the following. (1) Mixing methods as a non-debate, (2) Purists, pragmatists and mixing paradigms, (3) Integrating findings and representational forms, (4) Judgment criteria and mixed methods research, and (5) Power, politics and what counts in mixed methods research.ResultsThe examples provided of mixed methods research in action indicate that a number of problematic issues regarding both process and product have been neglected.ConclusionsMixed methods research offers a number of conceptual, practical and pedagogical challenges that need to be addressed if this form of inquiry is to develop its full potential in sport and exercise psychology.     

Stronger Relationships, Stronger Communities: Lessons From a Regional Intergroup Grant Initiative

This paper tells the story of an intergroup grant initiative and the neighborhood projects it supported. It highlights the challenges of race and power, in conjunction with other overlapping identities and forms of discrimination. The demographics of the greater Goodland region have changed dramatically over the last few years and decades. The life for traditionally European American and African American communities is being altered by a steady influx of new immigrants from Africa, Asia, and Latin America. This paper discusses a philanthropic community's response to these changes and within this, two specific neighborhood-based responses. The lessons and insights described in this paper, told by the initiative's evaluator and advisory council co-chair, are drawn from five years' of systematic data collection and analysis, focused observations, and the reflections of other participants in the initiative.

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Social power increases implicit prejudice

The effects of power on implicit and explicit attitudes towards racial groups were examined. In Study 1, participants who had power showed a stronger facilitation of positive words after exposure to White faces, and negative words after exposure to Black faces, compared to participants who did not have power. In Study 2, powerful participants, compared to controls and powerless participants, showed more positive affective responses to Chinese pictographs that followed White compared to Black faces. Power did, however, not affect explicit racial attitudes. In Study 3, powerful participants showed greater racial prejudice toward Arabs in an Implicit Association Test than did powerless participants. This effect was driven by the power of the perceiver rather than the power of the target. Implications of these findings are discussed.     

Bases of social power,leadership styles,and organizational commitment

Affective organizational commitment reflects the extent to which organizational members are loyal and willing to work toward organizational objectives (Meyer & Allen, 1997). In particular, affective organizational commitment holds very important implications at all organizational levels (e.g., turnover rates, performance, and citizenship behavior). Whereas previous research has evinced the positive influence of transformational and charismatic leadership styles on affective commitment toward the organization (Bass & Avolio, 1994), little is known with regard to the nature of this relationship. In line with the interpersonal power/interaction model, the present investigation aimed to investigate the mechanism at play between transformational leadership style and affective organizational commitment. Specifically, we hypothesized that transformational leadership style would increase affective organizational commitment through its effect on willingness to comply with soft bases of power. In two studies, we subjected the foregoing hypotheses to empirical scrutiny. In Study 1, the proposed mediation model was empirically supported with Italian employees in the public sector. Attesting to the robustness of our findings, Study 2 replicated the findings of Study 1 with Italian employees from the public and private sectors. In addition, Study 2 replicated Study 1 using a different measure of transformational leadership. Both Study 1 and Study 2 provided results consistent with our hypotheses. Specifically, the present paper reports empirical evidence that (1) the more participants report having a transformational leader, the more willing they become to comply with soft (but not harsh) power bases, (2) in turn, greater willingness to comply with soft (but not harsh) power bases increases one's affective organizational commitment. These findings provide additional support for the interpersonal power/interaction model and pave the way for new research directions.     

The Action of God in the World—A Synthesis of Process Thought in Science and Theology

A foundational belief of monotheistic religions is that God acts in the world. In this paper, the case is made that divine action has its origins in the molecular world. Within a metaphysical framework of process thought, a hypothesis is constructed in which God's action in the world, God's ‘initial aim’ for all actualities, is divine motivation of chemical becoming.     

The Twofold Assumption: A Response to Cole-Turner,Moritz, Peters and Peterson

Abstract

The article discusses points and perspectives offered by the four respondents to the R.J. Russell Fellow Lectures for 2013/14. Joshua M. Moritz and Ron Cole-Turner bring in new material from biblical and patristic traditions relevant for the proposal of deep incarnation. How does the concept of deep incarnation fare in relation to tradition and science? Ted Peters and Daniel J. Peterson raise questions about the compatibility between a compatibilist view of divine action and creaturely freedom on the one hand, and ideas of kenosis on the other. Which models of kenosis models are workable, and which forms of compatibilism?     

Evolution and Providence: A Response to Thomas Tracy

The role of chance in evolutionary process need not negate belief in the purposes of the Creator. The nature of causality is not determined by science alone, for it requires also acts of metaphysical decision. Moreover, science's accounts of physical reality are notably patchy, with relationships between different regimes often ill-understood An honest science cannot exclude the exercise of agency, either human or divine. Evolutionary insight can offer some help with the problems of theodicy.     

Power and conflict in cooperative and competitive contexts

Power and conflict are classic research topics in organizational theory and important practical management issues. The goal of this article was to analyse the influence of supervisor power bases and goal interdependence situations over intragroup conflict. The study involved the participation of 401 workers from a range of social service organizations. Hierarchical regression analyses showed that (a) supervisor personal power bases were negatively associated with task and relationship conflict; (b) supervisor position power bases were positively associated with relationship conflict; (c) cooperative environments were negatively associated with task and relationship conflict; and (d) that goal interdependence moderates the negative consequences of the use of position power. The implications for research and managerial practices are discussed.