Commitment profiles: Combinations of organizational commitment forms and job outcomes

Although the three-component model of organizational commitment by Meyer and Allen (1991) posits that an employee can experience the three components concurrently, previous research has been largely variable-centered, looking at the antecedents and outcomes of each component separately. Two studies explored how the three components combine to create distinct “profiles” of commitment and the implications of different profiles. In Study 1, six clusters were identified using k-means cluster analysis. These were labeled as the Highly committed, Non-committed, Neutral, Affective dominant, Continuance dominant and the Affective-Normative dominant profiles. Analysis of variance results indicated that the Highly committed, Affective-Normative dominant and the Affective dominant profiles demonstrated the most desirable job behaviors. The Non-committed profile showed the least desirable outcomes, followed by the Continuance dominant profile. Study 2 largely replicated these findings. The results suggest that affective commitment is the primary driver of positive outcomes, especially when combined with low levels of continuance commitment.     

Life hassles, experiential avoidance and distressing delusional experiences

Life hassles have been implicated in both the formation and maintenance of psychosis symptoms. However, little is understood about the mechanism through which these stressors impact on psychosis. The current study proposed experiential avoidance (EA), a psychological coping style that is a central focus for change in Acceptance and Commitment Therapy (ACT), as a potential mediator of the link between life hassles and both the emergence and maintenance of delusional ideation. Participants were recruited to a non-clinical sample (N = 133) and a clinical sample of psychosis patients (N = 100). All participants completed a self-report questionnaire including a measure of delusions and delusional distress (Peters Delusions Inventory), life hassles (Survey of Recent Life Experiences) and EA (Acceptance and Action Questionnaire-II). Mediation testing (bootstrapping) indicated a significant mediation effect of EA in the relationship between life hassles and both delusions and delusional distress, in both clinical and non-clinical samples. The findings suggest that individuals (irrespective of their diagnostic status) with a tendency to suppress or avoid unwanted thoughts are significantly more likely to experience distressing delusions in response to stressful life occurrences. The use of ACT and Cognitive Behavioural Therapy to reduce EA in those at risk of emerging delusions and in patients with an already established psychosis is discussed.     

The relationship between multiple commitments and organizational citizenship behavior in Arab and Jewish culture

This study examined the relation between multiple commitments (organizational commitment, occupational commitment, job involvement, and group commitment), ethnicity, and cultural values (individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity) with organizational citizenship behaviors (OCB) and in-role performance. Two ethnic groups of Israeli teachers, Jews and Arabs, were examined. Of the 880 questionnaires that were distributed in 18 schools in northern Israel, 569 usable questionnaires were returned, a response rate of 65%. The findings showed substantial differences between the two groups in the four cultural dimensions and in two commitment forms. Ethnicity and the four cultural values related strongly to in-role performance and organizational OCB. The results showed 16 significant interactions of multiple commitments with ethnicity and with cultural dimensions in relation to OCB and in-role performance. Implications of the findings for research on commitment and culture are discussed.     

Engagement envers le supérieur et recherche de feedback négatif : le rôle des variables de statut du supérieur

The relationship between employees’ affective commitment to the supervisor and negative feedback seeking is barely explored in the literature. Moreover, the role of the characteristics related to the context where this relationship develops is unknown. In the present article, we examine the relationship between affective commitment to the supervisor and negative feedback seeking using data collected from 250 employees affiliated with organizations operating in the service industry. Three moderating variables were measured: supervisor-organization value incongruence, supervisors’ networking ability, and supervisors’ perceived organizational status. Data analysis through moderated multiple regression indicates that commitment to the supervisor is positively related to negative feedback seeking, and that this relationship is enhanced when the supervisor is perceived to have a low value incongruence with the organization or a weak networking ability. In contrast, supervisors’ perceived organizational status did not exert a moderating role. We discuss the implications of these findings for research on feedback seeking behavior in the workplace.     

与彼得·辛格的对话

对话的主题涉及辛格对马克思、全球伦理、道德责任、动物解放、伦理思维中的直觉层次与批判层次以及伦理的客观性问题。辛格哲学的特点不仅在于他始终不懈地将伦理的思维与减少痛苦与苦难的价值付诸行动,而且也在于他拓宽伦理思维的能力。辛格博采生物学、历史学、人类学、经济学以及博弈论研究成果,丰富并阐明了伦理理论与实践何以可以被现实赋予活力。当我们转向辛格的哲学时,我们会发现一种伦理的生活方式:不仅仅为此刻活着,也不仅仅根据个人喜好活着,而是去过一种具有更广意义的生活,它要求献身于所有有感受能力的生命的福祉和环境保护之中。     

Brand (in)fidelity: When Flirting with the Competition Strengthens Brand Relationships

We document the existence and consequences of brand flirting: a short‐lived experience in which a consumer engages with and/or indulges in the alluring qualities of a brand without committing to it. We propose that brand flirting is exciting, and that when consumers flirt with a brand other than their typically preferred brand in the same product category, they can transfer this excitement to their preferred brand—resulting in even greater love and desire for it. Consistent with this conceptual account, we demonstrate that this brand flirting effect is mediated by excitement. Moreover, the brand flirting effect is most likely to emerge under conditions that facilitate arousal transfer: when consumers are highly committed to their preferred brand, and when the brand with which consumers flirt is similar to their preferred brand.     

Se sentir bien pour diriger efficacement : l’importance du plaisir au travail chez les responsables d’équipe

The purpose of this study is to investigate the role team leaders’ work enjoyment regarding team members’ attitudes by taking account of the mediating role of empowering leadership and the moderating effect of task interdependence. The sample includes 58 team leaders and 229 team members from a Canadian public safety organization. Using a multilevel approach, results indicate that empowering leadership may mediate the relationships that team leaders’ work enjoyment may have with team members’ attitudes (i.e., team commitment and turnover intention). Furthermore, results reveal that the relationship between work enjoyment and empowering leadership is moderated by task interdependence, such that this relationship is stronger when the level of task interdependence is low.     

Motivation through conscious goal setting

The article describes what has been found during 30 years of research by the author and others on the relationship between conscious performance goals and performance on work tasks. This approach is contrasted with previous approaches to motivation theory which stressed physiological, external or subconscious causes of action. The basic contents of goal setting theory are summarized in terms of 14 categories of findings. An applied example is provided.     

Personality, career decision self-efficacy and commitment to the career choices process among Chinese graduate students

This study examined the mediating effect of career decision self-efficacy on the relationship between the Five-Factor Model of personality and the career commitment process (i.e., vocational commitment and the tendency to foreclose) in a sample of 785 Chinese graduate students. The multiple regression analyses showed that neuroticism and conscientiousness related significantly to progress in vocational commitment both directly and indirectly through career decision self-efficacy. High agreeableness related to less premature foreclosure. In addition, career decision self-efficacy associated with greater progress in vocational commitment but also a strong tendency to foreclose. The implications for career development theory and practice are discussed.     

Dispositional happiness and college student GPA: Unpacking a null relation

We examined the mechanisms that underlie the null relation between dispositional happiness and college grade point average (GPA) by testing the hypothesis that dispositional happiness has positive and negative indirect links to GPA that offset each other. The sample consisted of 317 first-year students. Using structural equation modeling, we found that dispositional happiness exerted a positive indirect effect on cumulative GPA via commitment to college (p < .01) and a negative indirect effect on cumulative GPA via satisfaction with peer (student) relationships (p < .05). As predicted, the sum of its indirect effects on cumulative GPA was not significant (p = .22).