Effects of management communication, opportunity for learning, and work schedule flexibility on organizational commitment

In the current career climate characterized by change and turbulence, employees may demonstrate limited organizational commitment to their employers. Rousseau (1998) suggests that two key ways to elicit loyalty from employees today are to reinforce perceptions of organizational membership and demonstrate organizational care and support for employees. Based on her conceptual framework, we examined the separate and synergistic effects of three valued aspects of the work environment—management communication, opportunity for learning, and work schedule flexibility—on organizational commitment. With 1770 full-time and 273 part-time workers of a large national retailer, we found that all three variables had positive main effects on organizational commitment. Also, they three-way interacted to affect part-time workers’ organizational commitment. The implications of these findings for research on organizational commitment and on comparisons of full-time and part-time workers are discussed.     

The role of identity and work-family support in work-family enrichment and its work-related consequences

Despite growing research on the positive connections between work and family, antecedents and consequences of work-family enrichment are understudied. Using a sample of employees from a major insurance company, we assessed the relationship of (i) individual (i.e., work and family identities), (ii) family (emotional and instrumental support), and (iii) organizational (benefit use and work-family culture) antecedents to work-family and family-work enrichment. We also examined whether enrichment predicted important work outcomes including organizational commitment and turnover intentions. The strength of an individual’s identity and informal or emotional support within a domain, rather than formal or instrumental support, were associated with greater enrichment. Work-family enrichment positively predicted affective organizational commitment, and family-work enrichment negatively predicted turnover intentions. Implications for individuals and organizations wanting to foster enrichment are discussed.     

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.     

Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure

This study investigated the interrelations of the psychological contract with work engagement and turnover intention, which has hitherto been a largely overlooked topic in psychological contract research. Although previous research has mainly focused on how psychological contracts influence job attitudes and behaviours, it is proposed here that attitudes and behaviours also affect the psychological contract that the employee has with the organization. Moreover, it is proposed that because reciprocity norms are more important among shortly tenured employees, mutual relationships between psychological contracts and work engagement and turnover intention were stronger for employees with lower organizational tenure. Longitudinal data were collected among 240 employees and proposed models were evaluated with structural equation modelling. The results show that indeed psychological contract fulfilment was longitudinally related to higher work engagement and lower turnover intentions, but only for employees with low tenure. Moreover, stability in work engagement, turnover intention, and psychological contract over time was higher for those with high tenure, whereas the relations between turnover intention and the psychological contract were stronger for those with low organizational tenure. These findings demonstrate that psychological contracts are reciprocally interrelated with work outcomes, and that such relations are stronger for those with low tenure.     

Personality self-concept affects processing of trait adjectives in the self-reference memory paradigm

We combined personality, social cognitive, and cognitive paradigms for researching the self. Specifically, we examined whether personality trait assessments are associated with variation in the cognitive processes that produce the self-reference effect in memory. We found that self-reported, but not indirectly assessed, trait orderliness (Study 1; N = 98) and openness (Study 2; N = 92) were associated with slower free recall when corresponding trait adjectives were self-referenced, but not when adjectives were encoded in control tasks. The slower recall showed mixed predictive validity. Results suggest that personality congruent adjectives elicit more elaborative processing in the form of propositions that arise during self-reference, which counter-intuitively slows recall in a manner consistent with random search memory models and cue overload theory.     

The Religious and Political Origins of Evangelical Protestants’ Opposition to Environmental Spending

Evangelical Protestants are less likely than most other Americans to support environmental policies and spending to protect the natural environment. We use almost three decades of repeated cross‐sectional data to examine the factors that promote evangelicals’ opposition to environmental spending. Mediation models with bootstrapped standard errors show that affiliation with the Republican Party, biblical literalism, and religious service attendance mediate differences in support for environmental spending between evangelical Protestants and other Americans. The importance of these mediating variables, however, varies over time and by the group evangelicals are being compared to. Differences in support for environmental spending between evangelical and mainline Protestants, for example, are primarily due to views of the Bible, but not at all to Republican identification. The results shed light on the causal effects of religion on views of the environment, temporal changes in the social and political implications of religiosity, the persistence of divisive issues that support the continued existence of culture wars, and the future of government spending on environmental problems in a social context where scientific evidence is filtered through political and religious ideology.     

Jihad Revisited

This article offers an overview of the various formulations of jihad during the first six Islamic centuries (7th–13th CE), showing them to be embedded in particular socio‐historical contexts. If the essential significance of jihad as righteous cause (i.e., action for the sake of a moral order) is shown to have been variously altered according to the needs and conditions of the Muslim community, significant possibilities arise for a contemporary understanding of jihad that is relevant to the needs and circumstances of the Muslim community today. Some features of the jihad tradition, although specific to a particular period and with little relevance today, continue to inform the current discussion on jihad. Discussion of the jihad tradition, then, should take care to distinguish the historically incidental features of the tradition from those with an enduring relevancy. By doing so, the jihad tradition will be able to contribute to discussions on the relation of religion to the public order and political organization, even those not limited to Islam.     

(STILL) DISAGREEING ABOUT CLIMATE CHANGE: WHICH WAY FORWARD?

Why does climate change continue to be a forceful idea which divides people? What does this tell us about science, about culture, and about the future? Despite disagreement, how might the idea of climate change nevertheless be used creatively? In this essay I develop my investigation of these questions using four lines of argument. First, the future risks associated with human‐caused climate change are severely underdetermined by science. Scientific predictions of future climates are poorly constrained; even more so the consequences of such climates for evolving human socio‐technological and natural ecosystems. Second, I argue that to act politically in the world, people have to pass judgments on the facts of science; facts do not speak for themselves. Third, because these judgments are different, the strategic goals of policy interventions developed in response to risks associated with future climate change are inevitably multiple and conflicting. Finally, reconciling and achieving diverse goals requires political contestation. “Moving forward” on climate change then becomes a task of investing in the discursive and procedural preconditions for an agonistic politics to work constructively, to enable ways of implementing policies when people disagree.     

Considering Community Psychology Competencies: A Love Letter to Budding Scholar-Activists Who Wonder if They Have What It Takes

Recently, community psychologists have re‐vamped a set of 18 competencies considered important for how we practice community psychology. Three competencies are: (1) ethical, reflexive practice, (2) community inclusion and partnership, and (3) community education, information dissemination, and building public awareness. This paper will outline lessons I—a white working class woman academic—learned about my competency development through my research collaborations, using the lens of affective politics. I describe three lessons, from school‐based research sites (elementary schools serving working class students of color and one elite liberal arts school serving wealthy white students). The first lesson, from an elementary school, concerns ethical, reflective practice. I discuss understanding my affect as a barometer of my ability to conduct research from a place of solidarity. The second lesson, which centers community inclusion and partnership, illustrates how I learned about the importance of “before the beginning” conversations concerning social justice and conflict when working in elementary schools. The third lesson concerns community education, information dissemination, and building public awareness. This lesson, from a college, taught me that I could stand up and speak out against classism in the face of my career trajectory being threatened. With these lessons, I flesh out key aspects of community practice competencies.