The Impact of Treatment Components Suggested by the Psychological Flexibility Model: A Meta-Analysis of Laboratory-Based Component Studies

An important aspect of psychotherapy research is the examination of the theoretical models underlying intervention approaches. Laboratory-based component research is one useful methodology for this endeavor as it provides an experimental means of testing questions related to intervention components and the change process they engage with a high level of control and precision. A meta-analysis was conducted of 66 laboratory-based component studies evaluating treatment elements and processes that are suggested by the psychological flexibility model that underlies Acceptance and Commitment Therapy (acceptance, defusion, self as context, committed action, values, and present moment), but also touches on a variety of contextual forms of cognitive behavior therapy. Significant positive effect sizes were observed for acceptance, defusion, present moment, values, mixed mindfulness components, and values plus mindfulness component conditions compared to inactive comparison conditions. Additional analyses provided further support for the psychological flexibility model, finding larger effect sizes for theoretically specified outcomes, expected differences between theoretically distinct interventions, and larger effect sizes for component conditions that included experiential methods (e.g., metaphors, exercises) than those with a rationale alone. Effect sizes did not differ between at-risk/distressed and convenience samples. Limitations with the meta-analysis and future directions for laboratory-based component research are discussed.     

Toward a diversity hypothesis: Multidimensional effects of intergroup contact

The long-standing and important contributions of the contact hypothesis in reducing prejudice in intergroup situations is augmented by the introduction of the diversity hypothesis. The diversity hypothesis argues that the positive consequences of diversity will occur when the following four conditions are met: (a) full participation occurs across all levels of society for membres of diverse ethnic, racial, and cultural groups; (b) the degree of participation approximates an appropriate index of representation for racial and ethnic groups; (c) common purpose across these levels of diversity is created; and (d) cultural identity is valued. The empirical evidence for these conditions and implications for the organizational advantages of diversity are discussed.     

Politics and emotion: Working with disadvantaged children in South Africa

This paper discusses the experience of consulting to organizations involved in the provision of care to disadvantaged groups of children in South Africa. It draws particular attention to the impact of South Africa's painful political history on the emotional life of these organizations. This has created an additional burden for organizational staff who often work under difficult conditions with very troubled groups of children. The paper highlights the common experiences of deprivation and loss, fears around the abuse of power and problems with acknowledging differences between people, which are a part of South Africa's political legacy. These kinds of issues were found to have a powerful impact on the functioning of organizations and also on the quality of the consultancy relationship itself. We argue that it is important to recognize the emotional demands of child-care work generally, but also that it is equally necessary work, through our political experiences, to achieve some kind of understanding of these. Lack of containment for these experiences will impact on the quality of care organizations are able to offer to children in our context.     

Person–organization (culture) fit and employee commitment under conditions of organizational change: A longitudinal study

This longitudinal study examines how person–organization fit, operationalized as congruence between perceived and preferred organizational culture, relates to employees’ affective commitment and intention to stay with an organization during the early stages of a strategic organizational change. Employees in a large energy company completed surveys before (N = 687) and after (N = 627) the change. We measured perceptions and preferences with regard to four components of organizational culture (human relations, open systems, internal process, and rational goal) derived from the Competing Values Model (Quinn, 1988), as well as affective commitment to the organization and intention to stay. Using polynomial regression and response surface analyses, we found that both perceived culture and culture fit related positively with the criterion variables within and across time. The strongest evidence for relations involving fit was obtained for those components of culture specifically targeted for change. Implications for future research and the management of organizational change are discussed.     

高校教师组织承诺问卷的编制

本研究采用访谈法和问卷调查法对高校教师的组织承诺进行研究,并编制了符合我国高校实际情况的高校教师组织承诺问卷。探索性因素分析的结果表明,高校教师组织承诺是一个四因素的结构,具体包括:情感承诺、规范承诺、价值承诺和投入承诺。内部一致性分析及验证性因素分析的结果表明,高校教师组织承诺问卷具有较好的信度与效度。     

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.     

Impacts of artificial intelligence on organizational decision making

Of all of the new technologies emerging in the late 20th century, the production of artificial intelligence may provide the most profound impacts on organizational decision making. Because the development of artificial intelligence technologies and models has largely been based on psychological models of human cognition, the effects of their implementation in complex social settings have not been thoroughly examined. This paper is an attempt to generate research which will develop a comprehensive understanding of the impacts of artificial intelligence and its role in complex organizations. A set of 11 hypotheses has been developed which examine the relationships between artificial intelligence technologies and the dimensions of organizational decision making. It is argued here that the implementation of expert systems will lead to less complex and political decision processes, while the implementation of natural language systems will lead to more complex and political decision processes.     

消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制

采用问卷调查法对341名员工及其同事进行调查,从情绪和文化传统性视角,探讨了程序和互动不公正对员工偏离行为的影响及其内在作用机制.结果表明:(1)消极情绪是组织不公正感对员工偏离行为作用的中介变量;(2)传统性对组织不公正感对员工偏离行为的影响作用具有调节效果;(3)使用总效应调节模型对消极情绪在组织不公正感对员工偏离行为的中介效应及传统性的调节作用进行综合性分析,发现传统性主要在第二阶段,即消极情绪对员工偏离行为的影响作用上调节效果显著.     

Combined effects of the three commitment components on focal and discretionary behaviors: A test of Meyer and Herscovitch’s propositions

The purpose of this study was to test theoretical propositions advanced by Meyer and Herscovitch (2001) concerning the interactive effects of affective, normative, and continuance commitment on focal (staying intentions) and discretionary (citizenship) behavior. Study measures were gathered from a sample of 545 hospital employees. Several a priori predictions regarding commitment profile differences were confirmed. Significant three-way interactions were found for both staying intentions and citizenship behavior. The pattern of relations for both behavioral criteria partially confirmed the hypotheses, but also provided evidence of possible “context effects” whereby the meaning and implications of the commitment components varies as a function of the other components. These effects were most notable for normative commitment and may offer new insight into the nature of this construct. Implications for commitment theory and its application were discussed.     

Effects of kin density within family-owned businesses

We examined how kin density within family-owned firms related to perceptions of nepotism and organizational justice; we also examined the moderating role of family membership in these relationships. In a sample of 79 family employees and 299 non-family employees in 21 family-owned businesses, both kin density and family membership were found to be related to nepotism perceptions. Additionally, family membership moderated the relationships of kin density to nepotism and justice perceptions, as well as the relationship between nepotism and justice perceptions. Finally, nepotism perceptions provided a partial mediating link between kin density and organizational justice perceptions. These results suggest that kin density and family membership are important variables to consider in understanding the experiences and attitudes of employees in family-owned businesses.