Aligning inside and outside perspectives of the self: A cross‐cultural difference in self‐perception

Past research shows that European Americans tend to take a first‐person perspective to understand the self and are unlikely to align the inside look with the outside gaze, whereas Asians tend to take a third‐person perspective and are likely to shift their inside look in the direction of the outsize gaze. In three experiments, we compared Asians and European Americans' self‐perceptions when the presence of their parents in the background of self‐perception was primed or otherwise. Without the priming, both European Americans and Asians viewed themselves more positively from their own perspective than from their parents' perspective. With the priming, only Asians lowered the positivity of their self‐perceptions to match the perceived positivity of the self in the parents' perspective. These results suggest that Asians do not have a static, passive tendency to assimilate their self‐views into the perceived external assessments of the self. Rather, their self‐views are fluid and flexible.     

Supervisory interpretation of safety climate versus employee safety climate perception: Association with safety behavior and outcomes for lone workers

Research has shown that safety climate predicts safety behavior and safety outcomes in a variety of settings. Prior studies have focused on traditional work environments in which employees and supervisors work in the same location and the mechanisms through which safety climate affects behavior are largely understood. However, the nascent research examining safety climate among lone workers suggests that safety climate may have some uniqueness in this context. Based on leadership theories and utilizing an exploratory approach, this study increases our understanding of the lone worker context by examining employee perception of safety climate and supervisory interpretation of safety climate; how similar or different they are, and how they are related to important safety outcomes. Surveys were administered to a matched sample of 1831 truck drivers and their 219 supervisors at four different trucking companies. Objective data on employee injuries were collected six months after survey administration. The results provided support for the measurement equivalence of the Trucking Safety Climate Scale at the organization level for both employee and supervisor respondents. For both organization- and group-level safety climate, employee perceptions of safety climate and supervisory interpretation of safety climate were significantly different, such that supervisors provided higher ratings for both safety climate sub-scales. Further, only employee safety climate perceptions significantly predicted self-reported safety behavior (directly) and objective injury outcomes (indirectly). This suggests that when trying to gauge and improve upon a trucking company’s safety climate, we should rely on employee perspectives, rather than supervisory interpretation, of safety climate.     

职业乐观对组织承诺、求职行为的影响:有调节的中介模型

职业乐观是影响个体职业适应的重要因素之一。尽管以往文献大多认为职业乐观是有利的,然而职业乐观的个体也会出现求职行为,导致对现有工作的专注程度降低的负面影响。为了探讨职业乐观的双刃剑效应及其边界条件,通过2个时间点问卷调查法对581名企业员工进行调查,结果发现:(1)职业乐观对求职行为和组织承诺均有正向影响;(2)易变职业生涯定向在职业乐观对求职行为影响中起中介作用,工作归属感在职业乐观对组织承诺影响中起中介作用;(3)心理授权在职业乐观对易变职业生涯定向的影响中起负向调节作用,在职业乐观对工作归属感的影响中起正向调节作用。     

Effets des pratiques organisationnelles vertueuses sur les comportements citoyens et l’intention de rester dans l’entreprise : le rôle médiateur de l’adéquation personne-organisation

The aims of this study were to explore the effects of virtuous organizational practices on employees’ citizenship behaviors towards the organization and employees’ intention to remain, and to test the mediating role of the person-organization fit in these relationships. A total of 290 employees from different sectors responded to the study. The results revealed that these practices had positive effects on citizenship behavior and intention to stay in the organization and that person-organization fit mediated these relationships partially and completely respectively. The results of this study, devoted to the innovative construct of virtuous organizational practices and its relationship to work attitudes and behaviors, suggest different avenues for research and action, which are discussed.     

Looking back and falling further behind: The moderating role of rumination on the relationship between organizational politics and employee attitudes,well-being,and performance

The current study tested the theoretically relevant, yet previously unexamined, role of rumination on the relationship between politics perceptions and a variety of threat responses. Drawing from Response Styles Theory, it was argued that rumination amplifies the effects of politics by enhancing the influence of negative information on cognition, interfering with problem-solving, and undermining sources of social support. The work stress literature, along with extant politics research, served to identify four variables – job satisfaction, tension, depressed work mood, and employee effort/performance – that served as study outcomes. Across three unique samples, hypothesized relationships were strongly supported, indicating that politics perceptions negatively affected work outcomes of high ruminators, but demonstrate little influence on those who engage in less rumination. Moreover, the nonlinear influences of the focal constructs were considered and the results confirmed atypical relational forms. Contributions, implications for theory and practice, strengths and limitations, and future research directions are described.     

Crossing road intersections in old age—With or without risks? Perceptions of risk and crossing behaviours among the elderly

Pedestrians aged over 65 are known to be a critical group in terms of road safety because they represent the age group with the highest number of fatalities or injured persons in road accidents. It is widely recognized that the latter is due to the physical vulnerability of this age group in case of injury. However, physical and cognitive decline come into play during the action of crossing a street. Various studies have attempted to connect the crossing behaviours of the elderly with variables such as age, gender, sensory acuity, level of attentiveness, physical decline and the design of intersections. In demonstrating the complexity of the relationship between people and their environments, the literature suggests that age, physical ability, and the spatial configuration of roads are major components of road safety. Moreover, people’s knowledge and mastery of their environments, as well as their ability to adapt to change affects how they move through space. Taking these factors into account, this study examines the perceptions of elderly pedestrians with regards to the quality and risks of road crossings in the context of Montréal, Québec, in Canada. The analyze are based on observations and questionnaires in order to bring to light a better understanding of the relationship between the crossing behaviours, characteristics and perceptions of the elderly. While previous studies have examined perception and observation separately, this study is unique in having looked at both angles simultaneously. Five profiles of elderly people in both urban and suburban environments were established. A sample of 181 elderly pedestrians (65–93 years of age, AVG = 74) were surveyed using a questionnaire. In addition to close-ended questions, respondents were asked to evaluate 17 environmental ambiance and risk behaviours according to various scales. Using principal component analysis (PCA) and hierarchical cluster analysis (HCA), the data was grouped into 6 categories that define and distinguish 7 profiles of elderly people. These profiles were explored according to the socioeconomic status and crossing behaviours of respondents. The probabilities of adopting different crossing behaviours were tested by employing logistic regression models. The results reveal greater variability in the perceptions of the elderly in terms of risk related to crossing behaviours and type of signalisation at intersections. Even among seniors, the perceptions of risk varied greatly, which may have had an impact on their behaviours. While some of the behaviours observed coincided with the perceptions of respondents, the results of this study suggest that they only play a marginal role.     

Staff and Administrators’ Perceptions of Music Therapy with Acute Care Mental Health Inpatients: A Qualitative Investigation

The purpose of this qualitative study is to understand staff members’ and administrators’ perceptions of group-based music therapy in an acute care mental health setting. The researcher conducted semi-structured interviews with six experienced administrators and unit staff who were familiar with music therapy. Using an inductive approach to thematic analysis, the author identified six themes: (a) music constitutes an important role in patients’ lives, (b) patient-centricity and competence of the music therapist, (c) music therapy uniquely engages the patient with music, the music therapist, and peers, (d) music therapy shifts patients’ focus from internal to external, (e) music therapy is a normalizing experience that facilitates interaction, and (f) music therapy provides optimal conditions for cognitive, affective, and behavioral change. Implications for clinical practice, suggestions for future research, and limitations of the study are provided.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Linking Individual Value Orientations to Employee Attitudes: An Exploratory Analysis

This study tested the relationships of individualism, power distance, and mastery orientation to 2 employee attitudes (organizational trust and organizational commitment) that are associated with employees’ psychological benefits within the organization. Results from university employees (N = 706) showed that individualism negatively, whereas mastery positively, related to trust and commitment. Power distance positively related to trust only. The moderating role of mastery was also identified. These findings can help employment or organizational counselors to appreciate value‐related factors that facilitate employees in psychologically integrating into the organization and to explore new ways for employers to foster employees’ positive attitudes.