Test of a mediation model of perceived organizational support

This study examined the mediating influence of trust in organization (TIO) and organization-based self-esteem (OBSE) on the relationship between perceived organization support (POS) and its work outcomes. Data were obtained from employee-supervisor dyads from multiple organizations located in a major city in southern China. Structural equation modeling results revealed that: (a) POS related to TIO and OBSE and (b) TIO and OBSE fully mediated the relationship between POS and the work outcomes of organizational commitment and in-role performance, but partially mediated the POS-organizational citizenship behavior relationship.     

Organizational identification: A meta-analysis

The last two decades have witnessed a surge in interest in research on organizational identification (OI). This paper presents a comprehensive meta-analysis of this research (k = 96). Results indicate that (a) OI is correlated with a wide range of work-related attitudes, behaviors, and context variables, (b) OI is empirically distinct from its closest conceptual neighbor, attitudinal organizational commitment (AOC), and (c) the two most common OI measures (the Mael scale and the Organizational Identification Questionnaire) produce very different results. It is argued that OI scales, especially the Mael scale, may be preferable over AOC scales for studies aimed at explaining, and partly also for studies aimed at predicting, work behavior.     

Empathy and emotional dissonance: Impact on organizational citizenship behaviors

IntroductionThe ability of nurses to hold competing emotions is at the heart of a number of recent studies. Empathy is an emotional resource in nurse-patient interactions and promotes positive experiences at work. On the contrary, emotional dissonance resulting from nurse/patient interactions is usually considered to lead to negative outcomes, such as job dissatisfaction (Brotherigde & Grandey, 2002).ObjectiveThe aim of this study is to investigate the extent to which empathy and emotional dissonance are associated with organizational citizenship behavior among a group of Italian nurses.MethodA questionnaire was distributed to 222 nurses, working in two multidisciplinary hospitals in a North region of Italy.ResultsResults support the hypothesis that both cognitive and emotional empathy have significant effects on nurses’ organizational citizenship behavior directed at the organization. Cognitive empathy explained significant variance in organizational citizenship directed only at specific individuals.ConclusionThese findings confirm that cognitive and emotional empathy have different impact on nurses’ organizational citizenship behavior. Further studies are required to inform education or for application in clinical settings.     

Perception de justice organisationnelle et comportements de citoyenneté organisationnelle chez les salariés du secteur public gabonais

Numerous studies carried out in northern countries have shown a positive link between organizational justice and organizational citizenship behaviours. There are no data from the countries of the South. The purpose of this article is to remedy this. Our hypothesis is that employees’ citizenship behaviours depend on how they perceive organizational justice. 160 men and women, executives and subordinates in a Gabonese public company, answered a questionnaire of 39 items: items of the organizational justice scale of Colquitt (2001) and items of the organizational citizenship scale of Charbonnier, Silva, and Roussel (2007). It is observed that different forms of justice influence organizational citizenship behaviours.     

Understanding organizational resilience in elite sport: An exploration of psychosocial processes

ObjectivesAlthough organizational resilience research has identified the characteristics of elite sport organizations that successfully deal with significant change, further research is needed to understand how they function. The objective of this study was to explore the psychosocial processes underpinning organizational resilience in elite sport.Design and methodUsing interviews supplemented by timelines compiled from documentary analysis of public online sources, data was gathered during 43 interviews with 22 participants from 10 elite sport organizations across an 8-month period. Participant roles included chief executive officers (n = 5), directors (n = 7), board members (n = 2), middle managers (n = 4), support staff (n = 2), head coach (n = 1), and senior athlete (n = 1). Reflexive thematic analysis of the data was conducted from a critical realist standpoint.ResultsThe data analysis yielded two core processes of sensing (internal and external mechanisms, diversity of perspectives, evaluating and monitoring) and adapting (mirroring current resource availability, open and frequent communication, acute versus chronic change), and two supporting processes of strengthening resources (quality and quantity of human and financial resources, relationships as source of additional resources) and shielding from risk (internal risk mitigation, external influencing). These data were interpreted to indicate that these processes are not sequential, or temporally distinct, but instead cumulatively contribute towards an organization’s resilience capability.ConclusionsAs the first empirical investigation exploring the psychosocial processes underpinning organizational resilience in elite sport, the results provide a unique framework and practical implications to help those working in and with elite sport organizations successfully navigate uncertainty and change.     

If You Are Going to Pay Within the Next 24 Hours,Press 1: Automatic Planning Prompt Reduces Credit Card Delinquency

People often form intentions but fail to follow through on them. Mounting evidence suggests that such intention‐action gaps can be narrowed with prompts to make concrete plans about when, where, and how to act to achieve the intention. In this paper, we pushed the notion of plan‐concreteness to test the efficacy of a prompt under a minimalist automated calling setting, where respondents were only prompted to indicate a narrower duration within which they intent to act. In a field experiment, this planning prompt significantly helped people to pay their past dues and get out of debt delinquency. These results suggest that minimalist automatic planning prompts are a scalable, cost‐effective intervention.     

Delivering Acceptance and Commitment Therapy for Weight Self-Stigma Through Guided Self-Help: Results From an Open Pilot Trial

Weight self-stigma is a promising target for innovative interventions seeking to improve outcomes among overweight/obese individuals. Preliminary research suggests acceptance and commitment therapy (ACT) may be an effective approach for reducing weight self-stigma, but a guided self-help version of this intervention may improve broad dissemination. This pilot open trial sought to evaluate the potential acceptability and efficacy of a guided self-help ACT intervention, included coaching and a self-help book, with a sample of 13 overweight/obese individuals high in weight self-stigma. Results indicated a high degree of program engagement (77% completed the intervention) and satisfaction. Participants improved on outcomes over time including weight self-stigma, emotional eating, weight management behaviors, health-related quality of life, and depression. Although not a directly targeted outcome, participants improved on objectively measured weight, with an average of 4.18 pounds lost over 7 weeks, but did not improve on self-reported weight at 3-month follow-up. Processes of change improved over time, including psychological inflexibility, valued action and reasons to lose weight. Coaching effects indicated greater retention and improvements over time with one coach vs. the other, suggesting characteristics of coaching can affect outcomes. Overall, these results provide preliminary support for the acceptability and efficacy of a guided self-help ACT program for weight self-stigma. Implications of these results and how to address clinical challenges with guided self-help are discussed.     

The future of workplace commitment: key questions and directions

This position paper presents the state-of-the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understanding of workplace commitment in contemporary work settings and, second, to look into the future by identifying and discussing avenues for future research. Representative of the changing nature of work, we explicitly conceptualize workplace commitment in reference to (A) “Temporary work”, and (B) “Cross-boundary work”. Progressing from these two themes, conceptual, theoretical and methodological advances of the field are discussed. The result is the identification of 10 key paths of research to pursues, a shared agenda for the most promising and needed directions for future research and recommendations for how these will translate into practice.     

关于组织支持感的研究评述

本文从组织支持感产生的理论背景出发,简要介绍了国内外关于组织支持感的研究,主要包括组织支持感研究的理论基础、组织支持感的概念和测量工具、组织支持感的其前因变量和结果变量等方面,并指出了组织支持感理论在现代组织中的应用价值和意义,以及目前存在的问题和对今后研究的展望。     

The impact of Social Dominance Orientation and Right-Wing Authoritarianism on the relation between Person–Organization fit with commitment, satisfaction, and turnover intentions

This research examined whether Person–Organization fit would mediate the relationships of Social Dominance Orientation and Right-Wing Authoritarianism with the outcome variables of turnover intentions, satisfaction, and commitment. The study was conducted with a military sample and found that both Social Dominance Orientation and Right-Wing Authoritarianism predict greater satisfaction, continuance and normative commitment and that these relationships were mediated by perceived Person–Organization fit. Furthermore, this relation was moderated by the interaction between Social Dominance Orientation and Right-Wing Authoritarianism such that lower scores on Social Dominance Orientation increased the relation between Right-Wing Authoritarianism and P–O fit while higher scores on Social Dominance Orientation lowered that relation.