Unfairness begets unfairness: Victim derogation bias in employee ratings

This research investigated criterion contamination in human resource evaluations, specifically victim derogation in which third parties (e.g., managers, co-workers) systematically undervalue the performance and potential of individuals who have previously suffered organizational injustices. A policy capturing design (Study 1) found that managers rated job applicants who had been treated unfairly by their previous employers as less suitable than fairly treated applicants, after objective performance information was controlled. In Study 2, the effect of unfair treatment on job applicant ratings was found to be moderated by managers’ just world beliefs, with applicant ratings reflecting more derogation among managers with higher (vs. lower) Belief in a Just World. In Study 3, the pattern of results from Study 2 was replicated in a performance evaluation context using peers as raters. Moreover, in Study 3 an intervention that activated raters’ moral identity was found to attenuate victim derogation bias.     

The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules,moral accountability,bandwidth-fidelity,and social exchange

Multifoci justice pulls from research on social exchange theory to argue that despite the proliferation of rule sets in the literature (often referred to as the “types” of justice), individuals seek to hold some party accountable for the violation/upholding of such rules, and it is these parties (e.g., supervisors, the organization as a whole) that are most likely to be the recipients of attitudes and behaviors (i.e., target similarity effects). To explore these issues, we meta-analytically (k = 647, N = 235,682) compared the predictive validities of source- vs. type-based justice perceptions and found that (a) multifoci justice perceptions more strongly predicted outcomes directed at matched sources than did type-based justice perceptions, (b) multifoci justice perceptions more strongly predicted target similar than dissimilar outcomes, and (c) the relationships between multifoci justice perceptions and target similar outcomes were mediated by source-specific social exchange.     

Who's the Pest? Imagining Human–Insect Futures Beyond Antagonism

Joining the effort to reimagine our relationships with insects, the Wellcome Collection's ‘Who's the Pest?’ programme attempts to challenge the stigma of insects as ill-disposed ‘bugs’. The article reviews two events in the series, the workshop ‘Insects au gratin’ and the debate ‘Insects vs. humans’, and places them in the context of recent engagements with ‘pests’ in the public realm.     

Politics and religion beyond state borders: the activity of Spanish MEPs on religious issues

This study examines the interplay between the political and religious factors in the activity of Spanish members of the European Parliament (MEPs) in their work within the European Parliament (EP). First, we explore the impact of Spanish MEPs’ religious preferences and ideological beliefs regarding religious affairs on their parliamentary activity. Second, we analyse the parliamentary activity of Spanish MEPs (parliamentary questions and motions for resolution) related to religious affairs. We argue that the rapid and profound process of secularisation in the Spanish population is also observable in the stances of MEPs towards religious affairs. Most of them perceive religious issues as belonging to only the private sphere, and do not consider that their personal religious affiliation and preferences should play any role in their political activity in the EP. The analysis also shows that religion is mainly addressed in an indirect way in the EP and is not a central concern on the agenda. We conclude that despite the fact that religion plays a minor role, the analysis of the activity of Spanish MEPs permits us to detect an affinity between ideological and religious positions. Therefore we argue that the religious cleavage that has characterised the history of Spain, despite having lost its historical strength, is still detectable in the activity of MEPs: right-wing parties are defenders of the values and interests of the Catholic Church within the EP, while left-wing parties have a more secularist agenda and use the EP as an arena to denounce the privileges and attitudes of the Catholic Church in Spain.     

“A new and modern golden age of Jewish culture”: shaping the cultural politics of transnational Jewish antifascism

The Holocaust and a worldwide Jewish enthusiasm and support for the Red Army’s defeat of the German Army on the Eastern Front led to a greater sense of international Jewish consciousness and solidarity often tied to an antifascist politics. Utilizing a transnational lens, I explore how Jewish antifascists of the immediate post-war period proffered a novel cultural politics as a means of addressing ongoing international issues of post-Holocaust Jewish survival in a dangerous and politically uncertain modernity. I examine three Jewish left magazines of the late 1940s that were involved in a loose international antifascist progressive Jewish network and ideological framework. These magazines Jewish Life (USA), New Life (UK) and Unity (Australia) represented similar antifascist politics and cultural outlooks in the USA, Britain and Australia, respectively. They have received little sustained scholarly attention previously. I analyse their vision of diverse multilingual Jewish cultures which were to be promoted and developed in any country where Jews lived and in whatever language they spoke. Their cultural vision represented antifascist values against bourgeois or nationalist Jewish culture and broadly reflected a pro-Soviet, progressive and Jewish internationalist, Popular Front politics and worldview.     

Are organisational politics responsible for turnover intention in French Firefighters?

PurposeThe purpose of this paper is to examine the effect of different facets of perceived organisational politics and workplace attitudes onto turnover intention in the French Fire and Rescue service.MethodologyAn electronic survey was administered to fire department employees (n = 255) to investigate the effects of different forms of perceived organisational politics (POP) onto turnover intention, and test for mediation by affective organisational commitment and job satisfaction with structural equation modelling (Lisrel 8.80).FindingsBoth pay-and-promotion and general perceived organisational politics indirectly predicted turnover intention in French firefighters, although the total effect of pay-and-promotion politics was greater than general politics. Affective organisational commitment and job satisfaction mediated the effect of perceived organisational politics onto turnover intention.Practical implicationsPublic organisations, which have recently undergone reorganisations, should monitor perceptions of organisational politics to better understand the association with attitudes (such as affective organisational commitment and job satisfaction), as well as to predict turnover intention.Originality/valueThe study goes expands on the identification of various turnover intention's antecedents to contribute to consider understanding of its reasons, such as perceived organisational politics, where pay-and-promotion politics appears to be more salient factor than general politics. Affective organisational commitment and job satisfaction mediate the effects of POP onto turnover intention with nuanced effects. We also generated support for the order of factors in the model, where job satisfaction is a first-order predictor of turnover intention and organisational commitment second-order one. The POP Scale (Kacmar & Ferris, 1991) was validated in French.     

L’impact de la reconnaissance organisationnelle sur la santé psychologique au travail des répartiteurs d’urgence

The purpose of this research is to measure the relationships between organizational recognition and workplace psychological health for emergency dispatchers by a predictif correlational design. Data collected from a secure online questionnaire sent to dispatchers via four emergency call centers (n = 155) measured psychological health at work (Gilbert et al., 2011) and organizational recognition (Brun and Dugas, 2005). The results of multiple linear regression analyses partially confirmed the hypothesized links between the two variables: they attested that organizational and co-worker recognition partially explained psychological well-being at work (R² = .25, p < .001) and psychological distress at work (R² = .30, p < .001) among emergency dispatchers.     

Linking career mobility with corporate loyalty: How does job change relate to organizational commitment?

Today's organizations are undergoing constant and substantial change due to many internal and external forces. These changes are impacting on the inter- and intra-organizational career mobility of managers and employees. This research assessed the relationship between career mobility history and a recent internal or external job change on organizational commitment using (Allen & Meyer, 1990) three-dimensional model. Professional-level employees participated in three survey administrations over an 18-month timeframe. External career mobility history (i.e., number of external job moves over one's career) was negatively related to normative commitment, but not to affective and continuance commitment. Affective and continuance commitment were significantly lower for external movers prior to a move when compared to nonmovers over the same period. In contrast, only continuance commitment was significantly lower for internal movers prior to a move when compared to nonmovers over the same period. Affective commitment increased significantly after the move for both internal and external movers. Implications for research with respect to career mobility and organizational commitment are discussed.     

In Defense of Seeking Wisdom

Abstract: Steven Yates has criticized my claim that we need to bring about a revolution in the aims and methods of academic inquiry so that the aim becomes to promote wisdom rather than just acquire knowledge. Yates's main criticism is that the proposed revolution does not have a clear strategy for its implementation and is, in any case, Utopian, unrealizable, and undesirable. It is argued, here, that Yates has misconstrued what the proposed revolution amounts to; in fact it is realizable, is urgently needed, and involves exploiting the kind of strategies utilized so effectively by the philosophes of the eighteenth‐century French Enlightenment.     

Idiosyncratic deals and organizational commitment

This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these deals, but employees with feelings of low self-worth will feel particularly obligated to reciprocate positively for special treatment. Data were collected from 375 managers at two points in time. As predicted, the relationship between idiosyncratic deals and affective organizational commitment was stronger for those managers who had low core self-evaluations. While the two-way interaction effect between idiosyncratic deals and age was not significant, we did find modest evidence for a three-way interaction effect. As predicted, the strongest relationship between idiosyncratic deals and organizational commitment occurred for older workers who had low core self-evaluations.