Perception of Injustice as a Predictor of Support for Workplace Aggression

In order to determine the relationship between perceptions of injustice and support for workplace aggression, 139 subjects were presented with four scenarios representing different levels and types of injustice. Subjects then responded to an eight-item aggression scale. Support for aggressive behavior across the scenarios generally corresponded to the amount and type of perceived injustice; a procedural injustice scenario was perceived as the most unjust and led to the most support for aggression. Although the interpersonal and distributive injustice scenarios were seen as virtually identical in terms of injustice, there was significantly more support for aggression with interpersonal injustice. The strongest predictor of support for aggression in the justice scenarios, however, was simply the degree of support for aggression in a neutral, or control, scenario. It is suggested that employers need to be concerned both about fair and courteous relations with employees and also with identifying generally aggressive employees.     

儿童公平行为的发展——来自博弈实验的证据

公平正义一直是人类不懈追求的目标,是心理学、经济学等多个学科共同关注的一个重要课题。发展心理学常采用故事法对儿童的公平认知进行研究,博弈范式的引入则为研究儿童的公平行为提供了新的方法和角度。该文主要介绍了独裁者博弈和最后通牒博弈中儿童公平行为的发展趋势,并对已有的矛盾性结论进行了原因分析,探讨了公平行为的内团体偏差效应、公平的本质是意图公平还是结果公平、以及心理理论与公平行为的关系等问题。最后,该文指出今后对儿童公平行为的研究应充分考虑社会情境与社会认知能力的影响。     

Psychosocial Correlates of Medical Mistrust Among African American Men

The current study proposed and tested a conceptual model of medical mistrust in a sample of African American men (N = 216) recruited primarily from barbershops in the Midwest and Southeast regions of the United States. Potential psychosocial correlates were grouped into background factors, masculine role identity/socialization factors, recent healthcare experiences, recent socioenvironmental experiences (e.g., discrimination), and healthcare system outcome expectations (e.g., perceived racism in healthcare). Direct and mediated relationships were assessed. Results from the hierarchical regression analyses suggest that perceived racism in healthcare was the most powerful correlate of medical mistrust even after controlling for other factors. Direct effects were found for age, masculine role identity, recent patient–physician interaction quality, and discrimination experiences. Also, perceived racism in healthcare mediated the relationship between discrimination experiences and medical mistrust. These findings suggest that African American men’s mistrust of healthcare organizations is related to personal characteristics, previous negative social/healthcare experiences, and expectations of disparate treatment on the basis of race. These findings also imply that aspects of masculine role identity shape the tone of patient–physician interactions in ways that impede trust building processes.     

工作场所攻击行为的研究述评

目前,工作场所攻击行为和暴力行为的发生越来越多,这种现象在职业健康领域逐渐成为一个重要的问题。论文介绍了工作场所攻击行为的概念和类型;分析了工作场所攻击行为与相关概念的界定、测量和研究方法;分析引起工作场所攻击行为的两方面原因,即情境或组织因素和个人特征方面的原因;探讨了工作场所攻击行为的预防和今后研究的方向。     

When self-protection overreaches: Relationship-specific threat activates domain-general avoidance motivation

Murray, Holmes, and Collins’ [Murray, Holmes, and Collins (2006) Optimizing assurance: The risk regulation system in relationships. Psychological Bulletin, 132, 641-666] interpersonal risk regulation model posits that people cope with threats to their romantic relationships by prioritizing self-protection goals over connectedness goals. The current paper tests whether these relationship-specific responses to threat are reflective of broader shifts in motivation. In Study 1, participants were quicker to identify avoidance-related words than approach-related words following a relationship-specific threat. In Study 2, threatened participants performed better than control participants on an anagram task under an avoidance frame, but not under an approach frame. These results suggest that relationship threat nonconsciously heightens global avoidance motivation and that the interpersonal risk regulation model may originate from a more fundamental approach-avoidance system.     

Age-based stereotype threat and negative outcomes in the workplace: Exploring the role of identity integration

Previous studies have shown that the presence of age-based stereotypes in the workplace is often associated with lower levels of work engagement and adjustment among older employees. This study examines possible mediators and moderators of this relationship using data from a sample of 2,348 older (age > 50) employees at the Italian national rail company. We test a model in which the effects of age-based stereotype threat on organizational involvement, future time perspective, and psychological well-being are mediated by work–age identity integration (how much individuals see their age and organizational identities as compatible and blended). Secondly, we explored whether these effects are moderated by gender and job status. Results indicate that age-based stereotypes are associated with negative outcomes for employees’ work and personal adjustment, and that these relationships are partially mediated by variations in work–age identity integration.     

Getting off on the right foot: The role of openness to experience in fostering initial trust between culturally dissimilar partners

Cross-cultural partnerships can provide a competitive edge for organizations, but also hinder trust between individuals, and thus the flow of diverse knowledge that facilitates positive organizational outcomes. We investigate whether openness to experience (openness, in short) protects against lower trust in cross-cultural partnerships by weakening the effect of cultural diversity on trust formation processes (defined by perceived similarity and trustworthiness, serially). We randomly assigned White, American participants to partners from either the same or different (i.e., Chinese) cultural background. After introductions, participants rated their partner’s similarity and trustworthiness, and played a game assessing behavioral trust. Openness was measured 3–7 days prior. People high (versus low) on openness were more trusting towards culturally dissimilar partners because they perceived them as more similar, and thus more trustworthy.