Effets des pratiques organisationnelles vertueuses sur les comportements citoyens et l’intention de rester dans l’entreprise : le rôle médiateur de l’adéquation personne-organisation

The aims of this study were to explore the effects of virtuous organizational practices on employees’ citizenship behaviors towards the organization and employees’ intention to remain, and to test the mediating role of the person-organization fit in these relationships. A total of 290 employees from different sectors responded to the study. The results revealed that these practices had positive effects on citizenship behavior and intention to stay in the organization and that person-organization fit mediated these relationships partially and completely respectively. The results of this study, devoted to the innovative construct of virtuous organizational practices and its relationship to work attitudes and behaviors, suggest different avenues for research and action, which are discussed.     

Why male adolescent bicyclists perform risky stunts? A qualitative study

Stunts are one of the main reasons for traffic accidents, particularly among male adolescent bicyclists (ABs). Nonetheless, there are limited data about the theoretical framework of its contributing factors. Moreover, the theoretical frameworks explaining the factors contributing to other risky behaviors have not been used in the area of risky bicycle stunts. The aim of this qualitative study was to explore the factors contributing to risky stunts among male ABs in Iran. This qualitative study was conducted from September 2019 to December 2020 using conventional content analysis. Participants were 29 male ABs purposively selected from Isfahan, Iran. Data were collected through eighteen interviews with sixteen ABs and three focus group discussions with thirteen ABs. Data analysis was conducted concurrently with data collection through conventional qualitative content analysis. The mean of participants’ age was 16.4 ± 1.1 years. Factors contributing to their engagement in risky stunts were grouped into three main themes, namely predisposing personal factors (such as risk underestimation, perceived superiority, sensation seeking, emotional condition, and previous stunt-related experiences), reinforcing social factors (such as supportive social norms and weaknesses of traffic regulations), and environmental conditions (such as time conditions and structural factors). This study provides a new classification of the facilitators to risky stunts among male ABs and reveals new facilitators to these stunts, namely perceived superiority and police non-deterrent reactions to stunts. Therefore, programs on the improvement of safe bicycling should focus not only on perceptual and emotional factors and correction of false perceived superiority through education, but also on social norms and beliefs, regulations, and environmental factors.     

Preterm infants’ orally directed behaviors and behavioral state responses to the integrated H-HOPE intervention

Preterm infants are challenged by immature infant behavioral organization which may negatively influence their ability to oral feed. The purpose of this study was to determine whether the integrated H-HOPE (Hospital to Home: Optimizing the Infant's Environment) intervention would improve infant behavioral organization by increasing the frequency of orally directed behaviors and the proportion of time spent in an alert behavioral state when offered prior to oral feeding. Mother–infant dyads (n = 198) were randomly assigned to the H-HOPE intervention or the Attention Control groups. Infants were born at 29–34 weeks gestation and were clinically stable. Mothers had at least two social environmental risk factors such as minority status or less than high school education. H-HOPE is an integrated intervention that included (1) twice-daily infant directed stimulation using the ATVV intervention (auditory, tactile, visual, and vestibular stimuli) and (2) maternal participatory guidance sessions by a nurse-community advocate team. Orally directed behaviors and behavioral states were assessed weekly prior to feeding during hospitalization when infants were able to feed orally. There were no differences between the groups at baseline (Day 0, prior to the initiation of the integrated H-HOPE intervention). We observed a pattern of increased frequency of orally directed behaviors in the H-HOPE intervention group when compared to the Attention Control group, however, the proportion of time spent in an alert behavioral state remained stable in both groups over the course of the study. On Day 7, the H-HOPE intervention group exhibited a significantly higher mean frequency of orally directed behaviors than the Attention Control group (12.6 vs. 7.1 pre-intervention, 51.8 vs. 33.2 during intervention, 4.3 vs. 3.2 immediately after intervention, and 8.9 vs. 5.3 immediately prior to feeding). On Day 7, the H-HOPE intervention group exhibited a significantly higher proportion of time spent in an alert behavioral state only during intervention (0.26 vs. 0.11) and immediately after intervention (0.28 vs. 0.06). These findings are suggestive that the integrated H-HOPE intervention facilitated infant behavioral organization for clinically stable infants born between 29 and 34 weeks gestation. The orally directed behaviors appear to be an important indicator of the infant's preparation for feeding, and when used in conjunction with assessment of behavioral states, are especially valuable to the clinician. Use of this combined assessment approach in practice would strengthen clinician assessment for initiation of (beginning the first oral feeding) and daily preparation for oral feeding in preterm infants.     

Looking back and falling further behind: The moderating role of rumination on the relationship between organizational politics and employee attitudes,well-being,and performance

The current study tested the theoretically relevant, yet previously unexamined, role of rumination on the relationship between politics perceptions and a variety of threat responses. Drawing from Response Styles Theory, it was argued that rumination amplifies the effects of politics by enhancing the influence of negative information on cognition, interfering with problem-solving, and undermining sources of social support. The work stress literature, along with extant politics research, served to identify four variables – job satisfaction, tension, depressed work mood, and employee effort/performance – that served as study outcomes. Across three unique samples, hypothesized relationships were strongly supported, indicating that politics perceptions negatively affected work outcomes of high ruminators, but demonstrate little influence on those who engage in less rumination. Moreover, the nonlinear influences of the focal constructs were considered and the results confirmed atypical relational forms. Contributions, implications for theory and practice, strengths and limitations, and future research directions are described.     

Investigating a process model for leader affective presence,interpersonal emotion regulation,and interpersonal behaviour in teams

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team members’ perceptions of leader interpersonal emotion regulation as a process that explains how leader affective presence is related to team member behaviour. In the model, teamness—the perception that interdependence and reflexivity are required in the team—is presented as a boundary condition to the effects of affective presence via emotion regulation. Results of a study conducted with 99 teams showed that team member ratings of leader positive affective presence were linked to their perceptions that leaders had used affect-improving emotion regulation which in turn was associated with greater team citizenship behaviour. Contrariwise, team member ratings of leader negative affective presence were associated with perceived use of affect-worsening emotion regulation by leaders which in turn was associated with lower levels of team citizenship, but only when teams were low in teamness. These findings contribute to understanding how leaders’ individual differences are related to teamwork through affective processes.     

The implications of perceived leader favouritism in the context of leader-member exchange relationships

Leader-member exchange (LMX) theory suggests that supervisors have relatively high-quality exchange relationships with some employees and relatively low-quality relationships with others. Prior investigations indicate that employees who have high-quality LMX relationships with their supervisors benefit in terms of more positive work attitudes and higher performance than those who do not. However, when employees feel like their supervisors are favouring some employees over others, it is likely to undermine the positive effects of LMX (even among employees who have high-quality exchanges with their supervisor). Using data from 305 employees and their coworkers, we found that the positive effects of LMX (regarding organizational citizenship behaviour, withdrawal behaviour, and relative deprivation regarding one’s career) were weakened by perceived leader favouritism. Implications and directions for future research are discussed.     

Eating behaviors and emotional distress are predicted by treatment and adverse outcome in patients with type 2 diabetes

Depression and anxiety are hightly prevalent among patients with Type 2 Diabetes (T2D), however not commonly related to outcomes, treatment and comorbidities. Eating behaviors could also have an implication. To evaluate the relation between mood and eating behaviors with demographic, physical, treatment, biochemical profiles and chronic comorbidities in T2D we conducted this exploratory cross sectional study in a population from Mexico. Hospital Anxiety and Depression Scale and the Three Factor Eating Questionnaire Revised 21 (TFEQ-R21) were correlated with age, gender, blood pressure, treatment and comorbidities (nephropathy, neuropathy, retinopathy and cardiopathy). Multi-linear regression models and 2^k factorial analyses were conducted. Sixty-one patients (31 male) 55 years old (SD 13) with at least 5 years of T2D were included. Anxiety correlated with depression (r = 0.25, p < 0.05). Gender (women) (std B 0.026, p < 0.001), insulin therapy (std B 0.3, p = 0.11), systolic blood pressure (std B 0.263, p = 0.02) and cardiovascular disease (std B 0.232, p = 0.035) predicted depression. Insulin therapy had a positive effect in cognitive restraint. (std B 0.32, p = 0.001). Age (std B 0.37, p = 0.003) and systolic blood pressure (std B 0.237, p = 0.048) predicted positively emotional eating (not previously published). 2^k factorial analyses proved additive interaction between complications and insulin therapy with depression. This study supports the relation between mood disorders and eating behaviors with demographic, physical, treatment, biochemical profiles and chronic comorbidities in T2D and the additive interaction between factors and mood disorders.     

Effects of Share the Keys (STK), a comprehensive,behavioral-based training program for parents and new teen drivers in New Jersey

The New Jersey Graduated Driver License (GDL) restrictions were updated in 2010 with changes that included a more active role of parents monitoring practice driving with their teens. In addition to extending the driving phases, there were new curfew and passenger limit restrictions. Teen drivers were also required to use red decals on license plates to identify themselves as inexperienced drivers. The Division of Highway Traffic Safety had partnered with the Motor Vehicle Commission in the past to produce practice driving guides for parents of teen drivers, but recognized the need to support this type of informational campaign with an educational program for helping parents to understand changes in the GDL and recognize the importance of their role in the GDL monitoring process. In 2010, the New Jersey Parent/Teen Driver Orientation program was developed to educate parents of teen drivers on the new GDL restrictions and Children’s Hospital of Philadelphia (CHOP) findings concerning the importance of parenting roles in teen driver safety. Additional resources were incorporated into the orientation that included the Centers for Disease Control (CDC) community based information and the University of Michigan Transportation Research Institute (UMTRI) parent-teen driver contracts.This community-based training, known as the New Jersey Parent/Teen Driver Orientation was later renamed Share the Keys, and had been developed for the state as a component of the New Jersey Highway Safety grant received by Kean University. The comprehensive program was designed to engage parents, teens, educators, and law enforcement in the teen driving process and help parents to understand how personal parenting styles and engagement may impact teen crash risk and compliance with the GDL restrictions. Local representatives from traffic safety and law enforcement teamed with school officials and driver education teachers to present programs in their communities. The evaluation process was built into the program as a pre-survey administered at the beginning of the session, a post-survey completed directly afterward, and a voluntary follow-up survey completed on line or mailed, beginning six months later.Evidence from the first year showed that parents maintained a significant level of engagement throughout the GDL process with their teen drivers. However, findings did establish the need to further examine why Authoritative parenting styles had declined, especially since this parenting approach was considered in the literature as most effective in reducing teen crash risks. Therefore, the scope of this study was broadened to a three year effort that reached over 2800 parents and investigated behavioral outcomes impacted by Share the Keys. While comparisons made between driving phases and parenting styles had yielded no significant results, changes within parenting style scores were shown to be effective over time. The reported levels of Permissive and Uninvolved parents remained consistent throughout all three driving phases, while Authoritarian parenting peaked during the Probationary phase, and Authoritative parenting was noted as highest once teens earned their license.     

学步儿母亲过度投入/未解决的依恋表征与控制行为：婚姻质量及儿童性别的调节作用

采用追踪设计,以北京市94名学步儿及其母亲为被试,系统考察学步儿期母亲过度投入/未解决的依恋表征对控制行为的影响,以及婚姻质量、儿童性别的调节作用。结果发现：(1)过度投入/未解决的依恋表征对3岁时的强制性控制具有显著的正向预测作用。(2)过度投入/未解决的依恋表征对3岁时温和控制及命令性控制的影响受到婚姻质量的调节。(3)婚姻质量及儿童性别共同调节过度投入/未解决的依恋表征与3岁强制性控制之间的关系。     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.