Predictors of champion behaviors in an evidence-based parenting program: A structural equation modeling approach

The importance of champions in the implementation of evidence-based public health programs has been well established. Champions perform a range of behaviors which can have significant influence on the adoption and sustainability of interventions. This study investigates champion behaviors in parenting practitioners with the aim to provide insight into the range and extent that practitioners engage in champion behaviors and to examine predictors of practitioners' champion behaviors using structural equation modeling. Data were collected during a large international implementation survey of 1606 practitioners trained to deliver an evidence-based parenting program, the triple P—Positive Parenting Program. We developed a 13-item Champion Behaviors Scale which was administered alongside other measures of predictors of implementation outcomes. Perceived usefulness of the program was the most important facilitator of both public and personal champion behaviors. Certain desirable features of the program tended to not only be positively associated with the perceived usefulness of the program, but also had a unique impact on practitioners' personal champion behaviors. Higher positions within organizations were linked with more public champion behaviors. Although organizational support was found to be unrelated to champion behaviors in the structural model, it facilitated other predictors of champion behaviors.     

虚拟社区公民行为在虚拟社区感与知识共享意图间的中介作用:自我效能感的调节机制

采用问卷法对445名虚拟社区成员及与其比较亲密的其他社区成员进行调查,探讨了虚拟社区感的三个维度(成员感、影响力、沉浸感)对成员知识共享意图的影响及其内在作用机制。结果表明:(1)成员感对成员知识共享意图具有显著的正向预测作用,而影响力和沉浸感的预测作用不显著;(2)虚拟社区公民行为是成员感对成员知识共享意图作用的中介变量;(3)自我效能感在成员感—虚拟社区公民行为—知识共享意图关系中不具有显著的调节效应。     

Engaged,Committed and Helpful Employees: The Role of Psychological Empowerment

Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e., extraversion and conscientiousness) and positive work outcomes (i.e., work engagement, affective organizational commitment, and organizational citizenship behavior), and at determining the incremental effect of psychological empowerment on these outcomes. A convenience sample from three organizations has been used for data collection (N = 258; 52% women, mean age 38.55 years, SD = 10.21). Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes.     

How Abusive Supervisors Influence Employees’ Voice and Silence: The Effects of Interactional Justice and Organizational Attribution

In this research we investigated the influence of abusive supervision on employees’ prosocial voice and silence, as well as clarified the roles of interactional justice (as a mediator) and organizational attribution (as a moderator). Moreover, we examined a mediated moderating model stipulating that interactional justice mediated the moderating effect of organizational attribution on the focal relationship. A scenario experiment was employed in Study 1, and after analyzing data from 196 employees, we found that abusive supervision influenced employees’ prosocial voice and silence via interactional justice. In Study 2, data were collected from 379 employees in two waves separated by 1 week. The results not only replicated the findings of Study 1 but also indicated that organizational attribution buffered the abusive supervision-voice and silence relationship, and that interactional justice mediated this moderating effect.     

Organization-Level Predictors of Sustained Social Movement Participation

Long‐term sustained participation represents one of the most important resources available to community organizations and social movement organizations (SMOs). The participatory literature on community and SMOs has identified a host of individual‐level factors that influence participation beyond initial engagement, and has more recently identified contextual factors that influence participation. This study builds upon current understandings of participation in SMOs by examining how sustained participation in movement activities is affected by two qualities of SMO settings: repertoire of organizational activity, and equality of staff contact with organization members to cultivate and facilitate individual participation. To this end, we employ multi‐level regression techniques to examine longitudinal data on participation within 50 local chapters of a national congregation‐based community organizing federation. We find that the conduct of organizational activities previously shown to increase levels of participation among individual persons does not necessarily lead to increases in aggregate or organization‐level participation. Further, we find that conditions of unequal staff contact among organization members represent a notable drag on organization‐level participation over time. Our findings suggest that organizers and organizational leaders may well see greater levels of participation in their organizations by simply re‐distributing resources and opportunities more equitably within their organizations.     

Is hostile attributional bias associated with negative urgency and impulsive behaviors? A social-cognitive conceptualization of impulsivity

The aim of this study was to verify the relevance of social information-processing (SIP) models in the study of impulsivity. 170 undergraduates completed the UPPS Impulsive Behavior Scale relevant to negative urgency, the SIP–AEQ and control measures. The SIP–AEQ consists of eight vignettes featuring a social situation measuring hostile attributional bias (HAB), emotional responses and impulsive behaviors in response to an ambiguous social provocation. Regression analyses showed negative urgency’s unique contribution to indirect HAB after controlling for the effects of aggressiveness, negative emotions and lack of perseverance, another UPPS dimension of impulsivity. Analyses also revealed that indirect HAB mediates the relationship between negative urgency and impulsive behaviors, after controlling for the effects of aggressiveness and negative emotions. Results suggest that SIP models are relevant to study the active social cognitive processes in impulsive behaviors of high-urgency individuals.     

上司人际公平如何影响员工工作结果:有中介的调节效应

本文探讨了上司的人际公平怎样影响员工工作满意度和人际层面组织公民行为,以及这种影响何时更强或更弱。通过对237名在职人员调查,结果发现:(1)员工的上司信任在人际公平与工作满意度、人际层面组织公民行为之间具有部分和完全中介作用;(2)上司权力对人际公平效应具有调节作用:当上司权力较高时,人际公平显著影响员工对他的信任,进而影响工作满意度和人际层面组织公民行为;而当其权力较低时,人际公平的影响不明显。     

Looking good or doing good? Motivations for organisational citizenship behaviour in Turkish versus South Korean collectivists

The purpose of this article is to explore potential motivations to perform organisational citizenship behaviour (OCB) in collectivistic Turkish and South Korean societies. Although collectivism has been proposed as a predictor of OCB, previous research has not fully explored the possibility that collectivistic individuals' OCB may result from their self‐oriented motives (i.e. social desirability concerns) or their future‐oriented motives (i.e. long‐term orientation concerns). We predicted that OCB stems from social desirability concerns among Turkish collectivists, meaning it is used for maintaining a positive image within the organisation. However, for South Korean collectivists, we predicted that OCB stems from their long‐term orientation concerns, meaning it is used to make the organisation better. The results were in line with our predictions, and the findings are discussed in terms of their implications for firms in collectivistic societies.