Climate as situational strength: Safety climate strength as a cross-level moderator of the relationship between conscientiousness and safety behaviour

Extant research on climate strength has frequently invoked situational strength in passing. Given this, it is surprising that the fundamental prediction from the situational strength literature—namely, that strong situations attenuate personality–behaviour relationships—has thus far never been tested empirically using climate strength as an operationalization of situational strength. Consequently, in the present study, we tested this fundamental prediction by positing that organizational safety climate strength moderates the relationships between employee conscientiousness and two forms of employee safety behaviour, such that those relationships are attenuated in strong climates. Using a multilevel design consisting of 964 Korean employees nested within 17 manufacturing organizations, we found support for these cross-level interaction hypotheses. These findings legitimize the frequent invocation of situational strength by climate strength researchers, contribute to the theoretical foundation underlying climate strength, and yield important implications for future research and practice.     

Empathie organisationnelle,soutien organisationnel perçu et efficacité des équipes de travail dans l’industrie nucléaire

This research studies social climate's role in the efficacy of work teams. The referential work frame is based on the concept of organizational empathy (Guédon & Bernaud, 2008), which is specifically operationalized on a tri-dimensional model basis and the perceived organizational support from Eisenberger's model (Rhoades & Eisenberger, 2002). A total of 274 employees, belonging to 3 professional groups, who worked in a nuclear power house participated in this research. Linear regression analysis’ results show a major effect of organizational empathy on the efficacy of work teams, nevertheless predictors’ hierarchy varies upon occupied professional function.     

The development of the Sport Commitment Questionnaire-2 (English version)

ObjectivesThe purpose of this research was to develop the Sport Commitment Questionnaire-2 (SCQ-2) and establish its psychometric properties. The SCQ-2 measures the updated Sport Commitment Model (SCM: Scanlan, Russell, Scanlan, Klunchoo, & Chow, 2013) and replaces the outdated Sport Commitment Questionnaire (SCQ) that assessed the original SCM (Scanlan, Simons, Carpenter, Schmidt, & Keeler, 1993).DesignBased on prior commitment research, items were generated to refine and expand the original SCQ subscales and to measure new candidate constructs to the SCM. A multiphase study was then conducted.MethodsPhase 1 participants were 753 male/female adolescent athletes (ages 13–19 years) from six sports representing varying levels of task interdependence. Using similar methodology as Phase 1, Phase 2 assessed 982 male/female adolescent athletes.ResultsExploratory factor analysis of Phase 1 data revealed 13 factors: two types of commitment (Enthusiastic and Constrained) and 11 sources. Confirmatory factor analysis of Phase 2 data supported a 58-item, 12-factor structure. In addition, all subscales were internally consistent. Structural equation modeling revealed that the sources explained 81.8% of the variance in Enthusiastic Commitment and 63.9% in Constrained Commitment.ConclusionsThe SCQ-2 assesses the sources and types of commitment in the updated SCM. Based on several indices of fit and the composite reliabilities, psychometric support for the SCQ-2 was established.     

Consequences of prosocial and antisocial behavior for the recipient

Statement of problemAlthough studies have examined antecedents of prosocial and antisocial behaviors in sport, little is known about the potential consequences of these behaviors for the recipient. In this research, we examined: (a) whether teammate prosocial and antisocial behaviors are related to athletes’ effort, performance, enjoyment and anger during a match and the mediating role of enjoyment and anger (Studies 1 and 2); and (b) whether prosocial and antisocial behaviors are related to commitment to play for one’s team and whether enjoyment and performance mediate these relationships (Study 2).MethodRight after a game, football/soccer (N = 203; Study 1) and basketball (N = 281; Study 2) players completed a multi-section questionnaire measuring the aforementioned variables.ResultsProsocial teammate behavior was positively related to effort, performance, and enjoyment, and enjoyment mediated the relationship between prosocial teammate behavior and effort and performance; prosocial teammate behavior was also positively related to commitment directly and indirectly through enjoyment and performance. Antisocial teammate behavior was positively related to anger and negatively related to effort and performance. Anger and performance mediated the effects of antisocial teammate behavior on effort and commitment, respectively.ConclusionsOur findings demonstrate the importance of acting prosocially and not acting antisocially toward one’s teammates and have implications for enjoyment, effort, performance, and commitment in sport.     

Narrative Approaches to Organizational Development: A Case Study of Implementation of Collaborative Helping

Across North America, community agencies and state/provincial jurisdictions are embracing family‐centered approaches to service delivery that are grounded in strength‐based, culturally responsive, accountable partnerships with families. This article details a collaborative consultation process to initiate and sustain organizational change toward this effort. It draws on innovative ideas from narrative theory, organizational development, and implementation science to highlight a three component approach. This approach includes the use of appreciative inquiry focus groups to elicit existing best practices, the provision of clinical training, and ongoing coaching with practice leaders to build on those better moments and develop concrete practice frameworks, and leadership coaching and organizational consultation to develop organizational structures that institutionalize family‐centered practice. While the article uses a principle‐based practice framework, Collaborative Helping, to illustrate this process, the approach is applicable with a variety of clinical frameworks grounded in family‐centered values and principles.     

Intergenerational associations linking identity styles and processes in adolescents and their parents

Identity formation is a lifelong task, yet much research focuses on adolescence and emerging adulthood. Little is known about whether parents' identities are related to their adolescent children's identities. The present studies were designed to examine intergenerational associations. Specifically, we focused on identity styles (Study 1 with 191 mother–adolescent and 170 father–adolescent dyads) and exploration and commitment processes (Study 2 with 230 mother–adolescent and 214 father–adolescent dyads). In Study 1, the information-oriented and normative styles, especially among mothers, were positively associated with these same styles among adolescents. Fathers' use of the normative and diffuse-avoidant style was positively associated with adolescents' use of these same styles. In Study 2, parental identification with commitment was positively associated with adolescent commitment making and negatively with adolescent ruminative exploration. Maternal exploration in depth was positively associated with adolescent exploration in depth and ruminative exploration. In sum, parents may function as role models for adolescent identity formation, although longitudinal research is needed to support more authoritative claims.     

Incidence de la culture organisationnelle sur l’adoption des comportements pro-sociaux extra-organisationnels : comparaison entre sapeurs-pompiers et population tout-venant

Organizational culture is studied here in a psycho-sociological approach, operationalizing the concept of organizational socialization in order to measure the internalization of organizational culture. We proposed to test its impact on extra-organizational prosocial behaviors by comparing a population of firefighters (n = 515, 34.9% female) to a general population (n = 201, 47.7% female) responding to an online survey. The results show, firstly, that firefighters engage in more extra-organizational prosocial behaviors than general population and, secondly, that the internalization of organizational culture has a significantly greater positive effect on these types of behaviors among firefighters than among general population. The construction of a cultural impact index is proposed. The results are discussed and research perspectives are proposed.     

Une analyse du leadership laissez-faire dans les organisations : le rôle des orientations d’objectifs des employés

Supervisors’ laissez-faire leadership has been scarcely studied in the management literature. Moreover, the role of individual differences in employees’ reactions to laissez-faire leadership remains unknown. In the present study (n = 248), we examine the relationship between supervisors’ laissez-faire leadership and employees’ (affective) commitment to the supervisor and the organization, and their job satisfaction, and consider employees’ goal orientations (learning, performance, and avoidance) as moderating variables of these relationships. The results of multiple regression analyses indicate that laissez-faire leadership is negatively associated with employee commitment to the supervisor and the organization and job satisfaction. In addition, the relationship between laissez-faire leadership and commitment to the supervisor and to the organization was more negative when performance orientation was high. In contrast, the relationship between laissez-faire leadership and commitment to the supervisor and the organization and job satisfaction was less negative when avoidance orientation was high. Learning orientation exerted no moderating effect. These results reveal that the undermining effect of laissez-faire leadership varies across levels of employees’ performance and avoidance orientations. We discuss the implications of these results for future research.     

Is Lying Bound to Commitment? Empirically Investigating Deceptive Presuppositions,Implicatures, and Actions

Lying is an important moral phenomenon that most people are affected by on a daily basis—be it in personal relationships, in political debates, or in the form of fake news. Nevertheless, surprisingly little is known about what actually constitutes a lie. According to the traditional definition of lying, a person lies if they explicitly express something they believe to be false. Consequently, it is often assumed that people cannot lie by more indirectly communicating believed-false claims, for instance by merely conversationally implicating them. In this paper, we subject this claim to an empirical test. In a preregistered study of 300 participants, we investigate how people judge cases of implicit deceptions that would usually be excluded by the traditional definition of lying (i.e., conversational implicatures, presuppositions, and nonverbal actions). Our results show that people do in fact consider it possible to lie by indirect means, suggesting that people have a broader concept of lying than is usually assumed. Moreover, our findings indicate that lie judgments are closely tied to the extent to which agents are perceived as having committed themselves to the believed-false claims they have communicated. We discuss the implications of our results for the traditional definition of lying and propose a new commitment-based definition of lying that can account for the findings of our experiment.