The incremental validity of organizational commitment,organizational trust,and organizational identification

Organizational commitment (OC), organizational trust (OT), and organizational identification (OI) are three types of psychological attachment to an organization. Each of these three variables captures an organization-targeted attitude toward an employment relationship, but it is unclear whether they have incremental validity over each other. To address this question, this study examined the incremental validity of each variable in predicting job involvement, job satisfaction, turnover intentions, and non-self-report measures of task performance and citizenship behavior. It also examined whether perceived organizational support and psychological contract breach, two other organization-targeted attitudinal variables, were related to OC, OT, and OI when the latter were considered jointly. Meta-analytical evidence suggests that OC, OT, and OI have incremental validity over and above one another in their relationships with some, but not all, of the above correlates. This highlights the need for future research to distinguish these three types of psychological attachment to an organization.     

Comment on “The Self‐Care of Psychologists and Mental Health Professionals” (Dattilio, 2015)

Professor Frank Dattilio's article “The Self‐care of Psychologists and Mental Health Professionals” provides an overview of stress and related mental health problems among psychologists, and a proposition that psychologists are not vigilant in regard to self‐care. Dattilio offers a range of self‐care strategies and recommendations, and highlights self‐care practices within various psychology frameworks, and concludes with some “healthy tips” for managing stress. In my commentary I underscore Dattilio's message that self‐care is of critical importance in psychology practice, given the responsibility of caring for others inherent in the work psychologists undertake. However, I raise additional points of consideration and suggest an alternative approach to addressing the self‐care needs of the profession. My commentary makes the following points: (a) the need to distinguish between psychology trainees and practising qualified psychologists when addressing stress and self‐care requirements in the profession; (b) the importance of developing a culture of self‐care among psychologists by providing self‐care instruction during training; (c) the need to temper research findings on stress and mental health among psychologists by the methodological weakness of the studies in this area; (d) adhering to the recent call from colleagues to shift from a focus on pathology and punishment to a positive acceptance, mindfulness, and values‐based approach for encouraging self‐care among psychologists; (e) the use of a systematic framework for organising the presentation of self‐care strategies that makes them more accessible; and (f) an appeal to professional bodies to take their responsibility in promoting self‐care in the profession.     

Remarriage Beliefs as Predictors of Marital Quality and Positive Interaction in Stepcouples: An Actor–Partner Interdependence Model

Using an Actor–Partner Interdependence Model, we examined remarriage beliefs as predictors of marital quality and positive interaction in a sample of 179 stepcouples. Three beliefs were measured using subscales from the Remarriage Belief Inventory (RMBI) including success is slim, children are the priority, and finances should be pooled. Several significant actor and partner effects were found for both wives' and husbands' beliefs. Wives' marital quality was positively associated with their own beliefs that finances should be pooled and negatively associated with their own beliefs that success is slim. Wives' reports of their own and spouses' positive interaction were both positively associated with their beliefs that finances should be pooled. Their reports of spouses' positive interaction were also negatively associated with husbands' beliefs that success is slim. Husbands' marital quality was positively associated with wives' beliefs that children are the priority, positively associated with their own beliefs that finances should be pooled, and negatively with success is slim. Positive interaction for husbands was positively associated with wives' beliefs that finances should be pooled and negatively associated with their own beliefs that success is slim. Finally, husbands' reports of positive interaction for their spouses were positively associated with wives' beliefs that finances should be pooled. Implications for future research utilizing dyadic data analysis with stepcouples are addressed.     

婚姻压力与婚姻质量:婚姻承诺和夫妻支持的调节作用

选取北京389对夫妻,采用婚姻压力、婚姻质量、婚姻承诺和夫妻支持问卷,探讨了婚姻压力和婚姻质量、婚姻承诺和夫妻支持的现状,以及承诺和支持在压力对婚姻质量影响中的调节效应。结果发现:(1)丈夫的婚姻质量、婚姻承诺及提供信息支持的水平显著高于妻子。(2)婚姻压力显著负向预测夫妻各自的婚姻质量,但只有妻子感知的婚姻压力能显著负向预测丈夫的婚姻质量。(3)婚姻承诺和夫妻支持的调节作用存在性别差异,即自身和配偶的承诺和支持水平,只能在妻子的婚姻压力对自身婚姻质量的预测中起到调节作用,而丈夫身上并未发现这一效应。     

THIS IS NOT B. F. SKINNER'S BEHAVIOR ANALYSIS: A REVIEW OF HAYES,STROSAHL, AND WILSON'S ACCEPTANCE AND COMMITMENT THERAPY

Acceptance and Commitment Therapy (Hayes, Strosahl, & Wilson, 1999) is an important addition to and extension of the growing field of clinical behavior analysis. The book provides a comprehensive introduction to a new therapy that is rooted in functional contextualistic philosophy and a “post-Skinnerian” behavior-analytic theory of verbal behavior. It begins with the assertion that language or verbal processes are at the heart of psychopathology and human suffering and goes on to describe a therapeutic approach that seeks to undermine these verbal processes and facilitate clients' active commitment to value-driven behavior change. Along the way, the book provides a compelling behavior-analytic account of a number of important but neglected issues in behavior analysis, including human suffering, the nature and function of private events, the self, suicide, anxiety, depression, values, responsibility, and commitment. In so doing, the book cogently challenges the unfortunately common but erroneous assertion that behaviorism does not and perhaps cannot address the complexity of the human condition. The present review provides a general overview of the book, summarizes its chapters, and raises a number of questions that might be addressed in future research.     

Commitment,Cold War,and the battles of the self: Thomas Schelling on behavior control

Economist Nobelist Thomas C. Schelling (1921–2016) is known for his contribution to the analysis of international conflict and many see him as the Cold Warrior par excellence. At a time of great uncertainties and dangers, Schelling combined a deep understanding of strategic analysis, a detailed knowledge of US commitments around the world and an inimitable talent for dissecting everyday behavior, which made him a think tank all on his own. When he turned to the analysis of bargaining in the mid-1950s, one question dominated policy discussions: “How to demonstrate the US commitment to the ‘free world’”? Schelling answered unequivocally: By restricting one's choices so as to shift others' expectations and thereby influence their behavior in the desired direction. By the mid-1970s, after he had broken with the US administration and joined the Committee on Substance Abuse and Habitual Behavior, Schelling transposed the tactics deployed in international conflict to the analysis of individuals trying to achieve self-control. In the process, he reproduced the logic of military conflict at the level of the self. The view of a conflicted self itself comprised of two selves made restricted choice the daily routine of individuals who wish to avoid the negative consequences of their present behavior in the future while it promised those who enjoy unbounded freedom of choice an unsettling future.     

Production workers' reactions to a plant closing: The role of transfer,stress, and support

Abstract

This study investigated the reactions of Canadian unionized production workers following a plant closing announcement. Workers who had been transferred reported significantly greater job security, more trust in the company, greater commitment to the company, and higher job performance than workers who remained at the plant. They also reported less trust in their union than the remaining workers. Perceived supervisor support was positively related to company trust and company commitment and perceived union support was positively associated with union trust and union commitment. High stress appraisal (perceived injustice and job insecurity) was associated with increased strain, lower job performance, reduced trust in the company, and reduced company commitment, but had no significant effect on the union-related outcomes. The implications of these findings for companies and unions are discussed.     

Family Dynamics and Attitudes Toward Marriage

To examine our hypothesis that family experiences would be associated with attitudes toward marriage, we administered the Family Environment Scale (FES; Moos & Moos, 1986) and a Marriage Attitudes Questionnaire (MAQ; adapted from Long, 1987) to 40 unmarried college students. Correlational analyses indicated that for the conflict subscale of the FES, only two of the six marital expectation questions approached significance. However, family expressiveness (another subscale of the FES) was significantly correlated with three of the marital expectation questions and approached significance with a fourth question. These results indicated that higher expressiveness in the family was significantly related to positive attitudes toward marriage. We concluded that family dynamics need to be studied from multiple perspectives to identify factors that influence marital expectations.