Failing to commit: Maximizers avoid commitment in a way that contributes to reduced satisfaction

Past research suggests that individuals who approach decisions with the goal of maximizing, or selecting the best possible option, show less satisfaction with their choices than those with the goal of satisficing, or selecting the first “good enough” option. The present investigation examines whether this difference in choice satisfaction stems from a difference in willingness to commit to one’s choices. We argue that maximizers are reticent to commit to their choices and that this reticence robs them of the dissonance reduction processes that leave people satisfied. In Study 1, maximizers reported a stronger preference than satisficers for retaining the possibility to revise choices, both when reporting preferences in their own life and when choosing between options in a hypothetical situation. In Study 2, satisficers showed evidence of classic dissonance reduction after making a choice - they offered higher ratings of a chosen poster and lower ratings of the rejected alternatives, relative to baseline. However, maximizers were less likely to change their impressions of the posters after their choice, leaving them less satisfied with their selected poster. These results provide valuable insight into post-decision processes that decrease maximizers’ satisfaction with their decisions.     

Key questions regarding work engagement

This article discusses the concept of work engagement and summarizes research on its most important antecedents. The authors formulate 10 key questions and shape a research agenda for engagement. In addition to the conceptual development and measurement of enduring work engagement, the authors discuss the importance of state work engagement. Further, they argue that the social context is crucial and may set the stage for a climate for engagement with an important role for management. Engaged employees conserve their own engagement through a process of job crafting. After discussing possible dark sides of engagement and the relationship between engagement and health, the article closes with a discussion of organizational interventions to increase work engagement.     

Organizational citizenship behaviour and employee's strain: Examining the buffering effects of leader support and participation in decision making

Investing in citizenship behaviours could entail personal costs for the employee. Specifically, we argue that OCB contributes to employee's strain above and beyond the impact of role conflict, role ambiguity, and role overload. To study the buffering role of leader support and participation in decision making (PDM) on this relationship, we collected data from 457 employees at various organizations at different time points from multisources. The results supported our hypotheses: Higher levels of OCB were related to higher levels of employee's strain, above and beyond the impact of role overload, role ambiguity, and role conflict; and the relationship between OCB and strain was weaker for those enjoying a high degree of leader support or PDM.     

The Executive Manager and His or Her Organisation

Thoughts based on an inquiry and on experiences from my practice as a consultant, manager and company executive.     

Organizational justice and extrarole customer service: The mediating role of well-being at work

The purpose of this article is to propose and test a model of extrarole customer service (ERCS). We propose that organizational justice (distributive, procedural, interpersonal, and informational) promotes well-being at work (low burnout and high engagement). Well-being at work, in turn, engenders more effective ERCS. Thus, well-being at work is considered a mediator of the relationships from organizational justice to ERCS. This fully mediated model was compared to an alternative fully direct model. The sample consisted of 317 contact employees who were working in the Spanish service sector. The results of structural equation modelling supported the importance of the mediating role of the positive side of well-being at work (engagement) in the relationship between organizational justice and ERCS. The article concludes with a discussion of the theoretical and managerial implications.     

Sex differences in cognition in healthy elderly individuals

ABSTRACT

Sex differences in patterns of cognitive test performance have been attributed to factors, such as sex hormones or sexual dimorphisms in brain structure, that change with normal aging. The current study examined sex differences in patterns of cognitive test performance in healthy elderly individuals. Cognitive test scores of 957 men and women (age 67–89), matched for overall level of cognitive test performance, age, education, and depression scale score, were compared. Men and women were indistinguishable on tests of auditory divided attention, category fluency, and executive functioning. In contrast, women performed better than men on tests of psychomotor speed and verbal learning and memory, whereas men outperformed women on tests of visuoconstruction and visual perception. Our finding that the pattern of sex differences in cognition observed in young adults is observed in old age has implications for future studies of both healthy elderly individuals and of those with cognitive disorders.     

Evaluating School Readiness to Implement Positive Behavioral Supports

ABSTRACT

One state's efforts to assess school readiness to implement a comprehensive mental health innovation are described. To determine the likelihood of achieving success with positive behavioral supports (PBS), a process to identify school buildings ready for planned organizational change was designed and implemented within a large-scale system of care initiative in southeastern Kentucky. The salient features of the innovation are discussed, the process used to design and implement the approach is delineated, and limitations and implications of this method are considered. This multi-systemic intervention can serve as an example of the practice of organizational school psychology.     

The Use of a Child-Based Acceptance and Commitment Therapy Curriculum to Increase Attention

Acceptance and Commitment Therapy (ACT) is a treatment that integrates mindfulness and acceptance training with behavior change processes. One of the core processes in ACT is contact with the present moment which involves shifting attention to what is happening here and now, contacting both internal and external stimuli. An experimental and control group were used to determine the impact ACT had on attention. ACT participants (M?=?5.4, SD?=?9.8) showed fewer inaccuracies on the CPT-X task compared to the control group (M?=?19.75, SD?=?16.1) at posttest F(1, 38)?=?11.49, p?=?.02, ηp²?=?.232. Results of the current study demonstrate participation in the use of an ACT curriculum for children to help increase attention outcomes.     

Three-component commitment and turnover: An examination of temporal aspects

SEM (N = 182) was employed to examine implied temporal aspects of three-component commitment theory as they relate to turnover. Consistent with expectations, affective commitment predicted subsequent turnover in an immediate and relatively short interval of 4 months, but failed to do in a much longer but outlying interval of 5–12 months. Side bet commitment failed to predict turnover in the short, immediate interval, but did so robustly over the longer albeit more distant interval. Normative commitment predicted turnover in neither the near term nor outmonths. Turnover rates for employees with low affective commitment were much higher than those with high affective commitment in the first quarter of a 1-year monitoring period, but subsequent turnover rates were roughly the same for the two groups. In contrast, turnover for employees with low side bet commitment was only slightly higher than the high side bet group in the first quarter, but over the remainder of the year cumulative turnover for the low side bet group exceeded that for the high side bet group by increasingly large margins. These results are consistent with theory suggesting that decrements in affective commitment (1) often occur suddenly and just prior to employees' leaving and (2) reflect general disaffection and an impetus to leave that is already exists at the point of attitude measurement. Results comport with theory describing side bet commitment as (1) an appraisal of leaving costs that, in the aggregate, are unlikely to change suddenly and (2) a relatively stable attitude that serves primarily to prevent turnover should some independent motivation to leave arise.     

How to keep on keeping on: Framing civil rights accomplishments to bolster support for egalitarian policies

Drawing attention to historic increases in equality carries the risk of encouraging complacency about the need to further advance equality. This risk may be reduced by carefully framing the interpretation of increased equality. We apply an influential goal-framing model (Fishbach and Zhang, 2008) to test whether framing the accomplishments of the American Civil Rights Movement in terms of progress toward equality vs. commitment to equality influences white Americans' support for further egalitarian policies. In two experiments, we manipulated whether progress or commitment was in mind when participants considered civil rights accomplishments. As hypothesized, participants more strongly supported egalitarian policies when civil rights accomplishments were framed as evidence of commitment to equality than when these same accomplishments were framed as evidence of progress toward equality. We discuss implications for applying the goal-framing model to political goals and the advantages of using experimental methods to study framing processes in social movements.