The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation

This study tested the mediating role of violation in the relationship between breach and both affective and continuance commitment and the extent to which this mediating role is moderated by exchange imbalance amongst a sample of 103 sales personnel. Results suggest that violation mediated the relationship between breach and commitment. Also, results suggest that perceived exchange imbalance moderates this mediating pathway: Low exchange imbalance increases the mediating role of violation in the case of affective commitment. On the other hand, exchange imbalance failed to moderate the mediating influence of violation in the case of continuance commitment. Results are discussed in view of the importance of a) including both measures of violation and breach in future studies and b) the role of social exchange in explaining psychological contract violation.     

对辱虐管理与下属公平感关系的再分析：一个有中介的调节效应模型

新近研究发现辱虐管理对下属互动公平感的负向影响受下属权力距离调节：对低权力距离下属来说这种影响相对较强,反之较弱。基于社会交换理论,本文对现有研究做了两方面拓展。首先,引入下属针对领导的总体公平感,考察权力距离在辱虐管理与总体公平感之间的调节作用,扩展那些仅关注互动公平感的研究。其次,引入领导-部属交换,解释权力距离具体是如何在辱虐管理与下属总体公平感之间发挥调节作用的。以296名企业员工为被试,研究发现：(1)下属权力距离在辱虐管理与下属总体公平感之间有调节作用;(2)这种调节作用是通过领导-部属交换的中介作用实现的,即对不同权力距离的下属来说,辱虐管理对领导-部属交换有不同作用,进而对下属总体公平感产生不同影响。     

A Work-Life Identity Model of Well-Being: Towards a Research Agenda Linking Quality-of-Work-Life (QWL) Programs with Quality of Life (QOL)

QWL is conceptualized in terms of the interface between employee role identities and work resources. QWL programs serve to enhance QOL by (1) providing appropriate work resources to meet the expectations of employee role identities, (2) reducing role conflict in work and non-work life, (3) enhancing multiple role identities, (4) reducing role demands, (5) reducing stress related to work and non-work role identities, and (6) increasing the value of the role identity. We describe a variety of QWL programs related to work life (decentralized organization structures, teamwork, parallel structures, ethical corporate mission and culture, the organization work schedule, etc.) and non-work life (work at home, flextime, compressed work week, part-time work arrangements, job sharing, etc.) and show how they serve to enhance QOL using the language of work-life identity. Doing so helps develop a research agenda based on the work-life identify model.     

When earning is beneficial for learning: The relation of employment and leisure activities to academic outcomes

The present study investigates the joint effect of the quantity and quality of out-of-school activities (i.e., employment and leisure) on academic outcomes (i.e., well-being, study attitude, and academic performance) among 230 undergraduates. A series of hierarchical regression analyses show that spending too much time in both employment and leisure activities has negative relations with undergraduates’ academic outcomes. Work-study interference fully mediated the effect of time engagement in student employment on students’ reported well-being. These findings support a conflict perspective on multiple role engagement. However, results also show positive effects of activities depending on job demand and autonomy and level of autonomous motivation to engage in these activities. We conclude that out-of-school activities can be beneficial for students’ academic outcomes and preparation for the labor market when perceived as relevant for their academic study and performed in a balanced, autonomous way.     

Socially oriented values and reciprocity norm predict organizational commitment

The current research concerns the predictors and organizational outcomes of normative commitment in Chinese companies. In Study 1, using a semi-structured interview, we identified internalization of socially oriented value and reciprocity norm as two possible predictors of normative commitment. Survey results confirm the factorial independence of these two predictors. Study 2 examined the predictive relationship of these predictors with employee job satisfaction, turnover intention, in-role performance, and organizational citizenship behaviour (OCB). The results showed that value internalization predicts higher job satisfaction and weaker turnover intentions via normative commitment, whereas reciprocity predicts higher job satisfaction, weaker turnover intention, and more frequent display of OCB via normative commitment. These findings are discussed in terms of their implications for future research and management practices.     

当代中国医生角色道德病症及其原因探析

医生在进行职业角色扮演的时候容易出现角色的紧张与冲突,其实质是医生所承担的角色内部及其之间利益的紧张与冲突。角色道德问题是当代中国医德发展所面临的一大难题。分析了当代中国医生角色道德病症及其原因,为当代中国医德研究开辟了一条新的路径。     

Did Paul Get Luther Right?

Abstract : Did Paul and Luther proclaim the same gospel? Although Luther's understanding of the work of Christ and his idea of the “joyous exchange” between Christ and believers reflect many ideas that are foreign to Paul's thought, both agree on the heart of the gospel, namely, that justification is by faith alone, since “faith alone fulfills the law.” In Christ God graciously accepts sinners just as they are, so that as they live out of faith, trusting solely in God for forgiveness and new life, they may become the righteous people God desires that they be, not for God's sake, but for the sake of human beings themselves.     

Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study

Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories.     

Priming family values: How being a parent affects moral evaluations of harmless but offensive acts

In modern liberal societies people are generally reluctant to morally condemn acts that they find personally distasteful so long as those acts are not harmful or unfair to others. However, in providing character education for their children, parents often have to censure harmless but offensive acts. Thus, we hypothesize that the parental role broadens the scope of morality beyond narrow considerations of harm and fairness. To test this idea we asked parents and nonparents to morally evaluate harmless/offensive acts and a control harmful act. We manipulated whether the parental role was primed before they evaluated these acts. Parents and nonparents did not differ in their moral objections to the control act regardless of parental role priming. However, when the parental role was primed parents were more morally opposed to harmless but offensive acts than were nonparents. We discuss the implications of these results for understanding the dynamics of moral judgment and the recruitment of parents into moral reform movements.     

Does inequity aversion depend on a frustration effect? A test with capuchin monkeys (Cebus apella)

Brosnan and de Waal (Nature 425:297–299, 2003) reported that if a witness monkey saw a model monkey receive a high-value food, the witness was more inclined to reject a previously acceptable, but low-value food. Later work demonstrated that this alleged inequity aversion might be due to frustration induced by switching subjects from their role as models receiving a high-value food to the role of witnesses receiving a low-value food. In the present study, pairs of female capuchins exchanged a token for either a high- or a low-value food without switching their model–witness roles. Witnesses could exchange a token for a low-value food after an adjacent model had exchanged a token for the same food (Equity Condition) or for a high-value food (Inequity Condition). Failure- and latency-to-exchange measures showed that witnesses were unaffected by the food type offered to models (no inequity aversion). Moreover, models were unaffected by their history of food type offered (no frustration). These results join earlier work suggesting that alleged inequity effects depend on frustration-induction procedures. Furthermore, inequity effects sometimes fail to emerge because frustration induction in nonhuman primates is labile. This study complied with protocols approved by the Italian Health Ministry and all procedures were performed in full accordance with the European law on humane care and use of laboratory animals.