Encounter with Gerard Chrzanowski

Gerard Chrzanowski was a prominent representative of psychoanalysis. However, he was not a friend of strict delimitations between the different psychoanalytic schools and the struggles between them. Having grown up in Poland, having lived a few years in Switzerland and the rest of his life in USA he had a multi-cultural background. He was with that well prepared to exert an integrative role between the different psychoanalytic movements and especially in the International Federation of Psychoanalysis, of which he was one of the founders and honourable members.     

Understanding the unique impact of dimensions of ethical leadership on employee attitudes

This study extends earlier findings on ethical leadership by testing the relationship of the seven dimensions of ethical leadership with job satisfaction, organization commitment, job embeddedness, and cynicism. It uses time-lagged data from 585 employees in Pakistan. Using confirmatory factor analysis and structural equation modeling, the study supports the concept of multidimensional ethical leadership in the Eastern setting and indicates that the dimensions of people orientation, fairness, power sharing, ethical guidance, and role clarification are associated with the majority of outcomes, as suggested by social exchange theory. However, the concern for sustainability and integrity dimensions had a limited effect.     

Within-word serial order control: Adjacent mora exchange and serial position effects in repeated single-word production

An essential function of language processing is serial order control. Computational models of serial ordering and empirical data suggest that plan representations for ordered output of sound are governed by principles related to similarity. Among these principles, the temporal distance and edge principles at a within-word level have not been empirically demonstrated separately from other principles. Specifically, the temporal distance principle assumes that phonemes that are in the same word and thus temporally close are represented similarly. This principle would manifest as phoneme movement errors within the same word. However, such errors are rarely observed in English, likely reflecting stronger effects of syllabic constraints (i.e., phonemes in different positions within the syllable are distinctly represented). The edge principle assumes that the edges of a sequence are represented distinctly from other elements/positions. This principle has been repeatedly observed as a serial position effect in the context of phonological short-term memory. However, it has not been demonstrated in single-word production. This study provides direct evidence for the two abovementioned principles by using a speech-error induction technique to show the exchange of adjacent morae and serial position effects in Japanese four-mora words. Participants repeatedly produced a target word or nonword, immediately after hearing an aurally presented distractor word. The phonologically similar distractor words, which were created by exchanging adjacent morae in the target, induced adjacent-mora-exchange errors, demonstrating the within-word temporal distance principle. There was also a serial position effect in error rates, such that errors were mostly induced at the middle positions within a word. The results provide empirical evidence for the temporal distance and edge principles in within-word serial order control.     

Beyond social exchange: Collectivism’s moderating role in the relationship between perceived organizational support and organizational citizenship behaviour

Perceived organizational support plays an important role in the social exchange relationship between the employee and the organization. We propose that individual differences in collectivism affect the extent to which employee–organization relationships are based on social exchange, and that therefore collectivism moderates the relationship between perceived organizational support and organizational citizenship behaviour. Results of a survey (N = 293) assessing perceived organizational support, collectivism, and supervisor ratings of organizational citizenship behaviour supported this hypothesis. We conclude that organizational citizenship behaviour originates from social exchange processes only among employees who construe the self in relatively individualistic terms.     

Social network ties and organizational citizenship behavior: evidence of a curvilinear relationship

ABSTRACT

We examine the relationships between employee friendship and advice network centrality and organizational citizenship behavior (OCB). Using social exchange theory as a basis, we argue that centrality within the workplace friendship network will be positively and linearly related to employee OCB. Further, we draw on conservation of resources theory and role theory to predict a curvilinear (inverse U) relationship between employees’ advice network centrality and OCB such that employees will engage in higher levels of OCB at moderate levels of advice centrality than at low and high levels. We test the theoretical model in an academic setting (using other reports of network ties and employee ratings of OCB) and a US-based organization (using other reports of network ties and supervisor ratings of OCB). The results support the idea of a curvilinear relationship between advice network centrality and OCB in both studies and a linear relationship between friendship centrality and OCB in Study 2. Practical implications and directions for future research are addressed.     

Inclusive Leadership and Innovative Work Behavior: Examination of LMX Perspective in Small Capitalized Textile Firms

The purpose of this paper is to explore the relationship between inclusive leadership, Leader-Member Exchange (LMX) and innovative work behavior (IWB) in employees of small capitalized textile firms of Pakistan. We hypothesized that LMX mediates the relationship between inclusive leadership and IWB. We collected data from 150 supervisors–subordinate dyads to test our hypotheses. We selected small capitalized firms because they are more innovative and change-oriented in order to enhance their innovativeness. Moreover, these firms enjoy the benefits of lack of bureaucracy and low resistance to change. Therefore, employees are better able to experience a close relationship with entrepreneurial leaders who tend to be inclusive, in order to facilitate the process of innovation. In line with these facts, our results also suggest that inclusive leadership is positively related with IWB and LMX partially mediates this relationship. The theoretical and practical implications of our findings are also discussed.     

Effects of training intensity on observers' ratings of anxiety, social skills, and alcohol-specific coping skills

Few studies have addressed the amount of training needed to obtain reliable ratings in behavioral observation data. The current study examined the effects of differing intensities of frame-of-reference (FOR) rater training on observers' ratings of anxiety, social skills, and alcohol-specific coping skills in community volunteers with and without social anxiety and alcohol use disorders. Interrater reliability was assessed by comparing three training conditions (no-training, moderate FOR, and intensive FOR) on discrepancies between raters'scores and the strength of association between raters'scoring patterns. The discrepancies between raters' scores were significantly larger in the control condition than in the intensive and moderate training conditions. Generally, small and nonsignificant differences were found between intensive and moderate training's discrepancy scores. Strength of association results showed significantly lower correlations in the control group compared to the intensive group. However, these correlational results showed less consistent differences between the moderate and other training conditions; differences when found were in the expected directions. Study findings suggest that differing training intensities can affect rating scores and that interrater reliability may be meaningfully assessed through multiple methods.     

Benefit System Effects on Employees’ Benefit Knowledge,Use, and Organizational Commitment

We identified four attributes of benefit systems thought to influence employee attitudes and behavior: employee participation, system quality, communication quality, and benefit importance. Survey data from 974 employees of a Fortune 500 energy industry firm supported a partially mediated model in which these benefit system features exerted both indirect and direct effects on benefit knowledge and use, as well as on affective and continuance commitment. However, the findings differed across benefit system features and across types of benefits. Specifically, improving organizational communications about benefits appears more useful than increasing employee participation or improving benefit system service quality.     

The perceptions of social context (PoSC): Introducing the PoSC scale

IntroductionThe Perception of Social Context refers to the perceptions that workers have of (1) the immediate supervisor, (2) the colleagues, and (3) top management of their organization.ObjectiveThe purpose of the present paper is to introduce the Perceptions of Social Context (PoSC) scale, an instrument for assessing workers’ perception of their social context.MethodWe used three studies (N total = 960) to test the internal, external, convergent, and predictive validity of the PoSC, as well as its reliability.ResultsIn Study 1, the hypothesized three-factor structure was empirically tested and supported by means of exploratory structural equation modeling. Study 2 provided further support for the factorial structure of the scale and evidence for its convergent and external validity in relation to important organizational variables. Study 3 provided evidence for the predictive validity with respect to job satisfaction and performance.ConclusionEstablished validity allows the PoSC scale to be used to specifically detect behaviors enacted by key social constituents and thus to plan specific and therefore more effective interventions.     

领导集权度与团队成员交换：任务互依性与团队绩效压力的调节作用

从情感互动视角出发,通过三个时间节点对72个团队的问卷调查,探讨了领导集权度对团队成员交换（TMX）及团队绩效的作用机制和边界条件。结果表明：任务互依性和团队绩效压力调节了领导集权度与TMX间的关系,即任务互依性或团队绩效压力越高,领导集权度与TMX之间的负向关系越弱,反之则越强。进一步分析显示,任务互依性和团队绩效压力调节了TMX在领导集权度和团队绩效间关系的中介作用,表现为被调节的中介作用模型。