Culture masquerading,identity and organizational commitment

This mixed method study examines the impact of culture masquerading among 488 Filipino customer service representatives handling international accounts. Culture masquerading is practised via taking on foreign names, locations and nationalities. Applying social identity theory, it is hypothesized and supported that masquerading of nationality is negatively related to cultural identity. As predicted, there is a positive relationship between cultural identity and organization commitment. No support is found for the hypothesis that cultural identity mediates the relationship between culture masquerading. Situated identity theory and economic, social, and historical influences are used to explain these findings.     

Soutien social perçu du supérieur,plafonnement de carrière et engagement affectif dans le secteur public camerounais

This research analyzes relation between the various types of career plateauing (objective, structural, content) and work emotional commitment. It also examines the influence of perceived social support from hierarchy on the different types of career plateauing, most especially its moderating role on the relation between the different types of career plateauing and emotional commitment. The results, which were obtained through data collected from 615 workers highlight that perceived social support from hierarchy limits and almost moderates negative relations between the different types of content plateauing (objective, content) and emotional commitment. Its direct effect on content plateauing is negative whereas the relation is positive with structural plateauing.     

Leadership laissez-faire,menace identitaire et engagement organisationnel

Research on the impact of supervisors’ laissez-faire leadership, a frequent form of passive leadership, is still in its infancy. In the present study, we explore the possibility that laissez-faire leadership by supervisors engenders a feeling of threat among employees regarding their organizational identity. In other words, the lack of attention given to employees by supervisors would create the feeling among employees that their identity as members of the organization is devalued. This perceived identity threat would result in reduced affective, normative, and continuance commitment. We examined these hypotheses in a study using three measurement times, with a time interval of three months. Based on a final sample of 300 participants and latent variable structural equation modeling analyses, the results indicate that supervisors’ laissez-faire leadership engenders a perceived identity threat among employees, which then contributes to reduce affective, normative, and continuance commitment. Finally, laissez-faire leadership was also directly and negatively related to continuance commitment. We discuss how these findings contribute to enhance our understanding of the effects of laissez-faire practices by supervisors.     

Longitudinal Associations among Fathers' Perception of Coparenting,Partner Relationship Quality,and Paternal Stress during Early Childhood

This study examined the longitudinal and concurrent associations among fathers' perceptions of partner relationship quality (happiness, conflict), coparenting (shared decision making, conflict), and paternal stress. The sample consisted of 6,100 children who lived with both biological parents at 24 and 48 months in the Early Childhood Longitudinal Study‐Birth Cohort data set. The results showed that there are significant and concurrent associations between fathers' perceptions of the coparenting relationship and paternal stress, and between partner relationship quality and paternal stress. There was also a positive direct longitudinal association between partner relationship conflict and paternal stress. However, we found only one longitudinal cross‐system mediation effect: fathers' perception of coparenting conflict at 48 months mediated the association between partner relationship conflict at 24 months and paternal stress at 48 months. The family practice implications of these findings are discussed.     

Escalate shamefully,de‐escalate angrily or gratefully: The influence of discrete emotions on escalation of commitment

Decision makers often tend to escalate their commitment when faced with a dilemma of whether to continue a losing course of action. Researchers recently began to investigate the influence of discrete emotions on this decision tendency. However, this work has mainly focused on negative emotions and rarely considered positive emotions, to say nothing of comparing the effects of both of them simultaneously. The current study addresses this need by presenting the results of three experiments that examined the effects of four emotions of both positive and negative valences in escalation situations. Experiment 1 investigated the relationships of three trait emotions (hope, shame, and anger) and escalation of commitment. Experiments 2 and 3 examined the effects of three induced emotions (anger, shame, and gratitude) on escalation of commitment in a student sample and an employee sample, respectively. The results revealed that the effects of discrete emotions in escalation situations are mainly due to their associated differences on the appraisal dimension of responsibility that is related to escalation situations rather than their valence. The theoretical and practical implications are discussed.     

Social cognitive correlates of physical activity among single mothers with young children

ObjectivesSingle mothers experience negative health consequences that might be reduced through participation in physical activity, yet little is known about physical activity correlates among this population. This study examined social cognitive theory (SCT) correlates of physical activity among single mothers with young children.DesignCross-sectional.MethodSingle mothers (N = 94) with at least one child less than 5 years old completed SCT questionnaires, wore an accelerometer for one week, and then completed the Godin Leisure Time Exercise questionnaire. Physical activity scores were standardized and averaged to yield a composite physical activity score.ResultsRegression analysis indicated that self-efficacy was a direct predictor of composite physical activity; in the final model planning was the only statistically significant predictor of composite physical activity scores.ConclusionsPlanning and self-efficacy might be important factors to include when designing physical activity interventions for single mothers.     

研究员工和组织关系的新视角:个别协议

个别协议(Idiosyncratic deals,简写为I-deals)指意在使单个员工和雇主双方均受益的,经两者协商而定的,个性化的工作安置(Rousseau,2005)。个别协议可以作为组织和员工良好心理联系的现实依据,它是组织吸引、保留核心员工的重要策略。本文从个别协议的概念、渊源、测量方式、以及与相关组织现象的研究现状等方面,进行了回顾,并提出相应建议。文章最后探讨了个别协议未来的研究手段、结构和对象等新方向。     

Expanding the link between core self-evaluations and affective job attitudes

The present study examined the differentiated relationship between core self-evaluations and affective job attitudes. In previous research, job characteristics were proposed to mediate this relationship. However, the facets of the job characteristics model have not yet been assessed separately. In the present study we tested which job characteristics (i.e., skill variety, task identity, task significance, autonomy, and feedback) mediate the relationship between core self-evaluations and job satisfaction as well as organizational commitment in a sample of 199 employees. Results revealed that core self-evaluations were related to job satisfaction and organizational commitment. Task significance was found to mediate these relationships. These findings are discussed with respect to the level on which people regulate their actions.     

Entrepreneurial orientation: A psychological model of success among southern African small business owners

This study examines the relationship of the psychological construct Entrepreneurial Orientation (EO) with business success in a sample of N?=?248 southern African business owners. We reintroduce the individual in EO research and show the importance of the person of the entrepreneur for business performance: Hierarchical regression analyses revealed significant relationships between EO components (personal initiative, achievement-, and risk-taking orientation) as well as overall EO and business performance. In addition, confirmatory factor analysis supported a single factor construct of EO that consists of learning, achievement, and autonomy orientation, competitive aggressiveness, innovative and risk-taking orientation, and of personal initiative.

In this study, we develop an individual-based psychological concept of Entrepreneurial Orientation (EO) and investigate the relationship between business owners' EO and business performance in southern Africa. EO has primarily been discussed from a firm-level perspective (e.g., ; ). It characterized businesses in their early years and was found to be important for firm success. In contrast, we apply a psychological approach with EO as an interindividual difference variable. Thus, our focus is the business owner and the general relationship between individual EO and performance of southern African small business owners.