A Comparison of American and Nepalese Children's Concepts of Freedom of Choice and Social Constraint

Recent work has shown that preschool‐aged children and adults understand freedom of choice regardless of culture, but that adults across cultures differ in perceiving social obligations as constraints on action. To investigate the development of these cultural differences and universalities, we interviewed school‐aged children (4–11) in Nepal and the United States regarding beliefs about people's freedom of choice and constraint to follow preferences, perform impossible acts, and break social obligations. Children across cultures and ages universally endorsed the choice to follow preferences but not to perform impossible acts. Age and culture effects also emerged: Young children in both cultures viewed social obligations as constraints on action, but American children did so less as they aged. These findings suggest that while basic notions of free choice are universal, recognitions of social obligations as constraints on action may be culturally learned.     

Outcome expectations and work design characteristics in post-retirement work planning

Today, a growing number of individuals decide to work beyond normal retirement age (Eurofound, 2012). Research has revealed influencing factors for post-retirement work at the individual, job and organizational, family, and socioeconomic levels. However, not much is known about post-retirement work planning and its antecedents. The purpose of this study is to examine the effects of outcome expectations regarding post-retirement work and two work design characteristics (i.e., physical demands and social support at work) on post-retirement work planning by applying the framework of social cognitive career theory (SCCT; Lent, Brown, & Hackett, 1994). Data from 1065 employees of a German logistics company were used in this study. Results provide support for SCCT to be a suitable theoretical framework for understanding post-retirement career planning and thereby expand the application of SCCT to a new field. Furthermore, multilevel analysis revealed that physical demands were negatively related to the intention to continue to work for the pre-retirement employer after retirement entry, whereas social support at work strengthened the relationship between outcome expectations and same-employer-post-retirement work intention. Organizations who want their retired employees to continue to work in retirement should develop interventions to strengthen post-retirement work outcome expectations. An increase in social support at work as well as a reduction in physical demands may also contribute to increased participation in continued work with the same employer in retirement.     

Influences of appearance-behaviour congruity on memory and social judgements

Prior work shows that appearance-behaviour congruity impacts memory and evaluations. Building upon prior work, we assessed influences of appearance-behaviour congruity on source memory and judgement strength to illustrate ways congruity effects permeate social cognition. We paired faces varying on trustworthiness with valenced behaviours to create congruent and incongruent face-behaviour pairs. Young and older adults remembered congruent pairs better than incongruent, but both were remembered better than pairs with faces rated average in appearance. This suggests that multiple, even conflicting, valenced cues improve memory over receiving fewer cues. Consistent with our manipulation of facial trustworthiness, congruity effects were present in the strength of trustworthiness-related but not dominance judgements. Subtle age differences emerged in congruity effects when learning about others, with older adults showing effects for approach judgements given both high and low arousal behaviours. Young adults had congruity effects for approach, prosociality and trustworthiness judgements, given high arousal behaviours only. These findings deepen our understanding of how appearance-behaviour congruity impacts memory for and evaluations of others.     

Predicting confidence in flashbulb memories

Years after a shocking news event many people confidently report details of their flashbulb memories (e.g., what they were doing). People's confidence is a defining feature of their flashbulb memories, but it is not well understood. We tested a model that predicted confidence in flashbulb memories. In particular we examined whether people's social bond with the target of a news event predicts confidence. At a first session shortly after the death of Michael Jackson participants reported their sense of attachment to Michael Jackson, as well as their flashbulb memories and emotional and other reactions to Jackson's death. At a second session approximately 18 months later they reported their flashbulb memories and confidence in those memories. Results supported our proposed model. A stronger sense of attachment to Jackson was related to reports of more initial surprise, emotion, and rehearsal during the first session. Participants' bond with Michael Jackson predicted their confidence but not the consistency of their flashbulb memories 18 months later. We also examined whether participants' initial forecasts regarding the persistence of their flashbulb memories predicted the durability of their memories. Participants' initial forecasts were more strongly related to participants' subsequent confidence than to the actual consistency of their memories.     

Older adults catch up to younger adults on a learning and memory task that involves collaborative social interaction

Learning and memory abilities tend to decline as people age. The current study examines the question of whether a learning situation that emphasises collaborative social interaction might help older persons overcome age-related learning and memory changes and thus perform similarly to younger persons. Younger and Older participants (n = 34 in each group) completed the Barrier Task (BT), a game-like social interaction where partners work together to develop labels for a set of abstract tangrams. Participants were also administered standard clinical neuropsychological measures of memory, on which the Older group showed expected inferiority to the Younger group. On the BT, the Older group performed less well than the Younger group early on, but as the task progressed, the performance of the Older group caught up and became statistically indistinguishable from that of the Younger group. These results can be taken to suggest that a learning milieu characterised by collaborative social interaction can attenuate some of the typical memory disadvantages associated with being older.     

Group mate absence,dissimilarity, and individual absence: Another look at “monkey see,monkey do”

In this study, we examined whether the alignment of individual and group absence depended on an individual's similarity or dissimilarity with his or her group mates. The study hypotheses were tested with organizational data, involving 1382 employees from 181 work groups. Our criterion was individual absence frequency, observed over a 12-month period. Dissimilarity indices fororganizational tenure and union affiliation were computed from organizational records. We found that the relation between group mate absence and individual absence was moderated by dissimilarity with respect to union affiliation (but not tenure dissimilarity), such that those with low union dissimilarity scores were more likely to align their absence behaviour with that of their group mates.     

Direct and indirect relationship between social stressors and job performance in Greater China: The role of strain and social support

This study examined the direct relationship between two social stressors (interpersonal conflict and organizational politics) and supervisor-rated job performance among employees in three Chinese societies in Greater China. The potential moderating effects of social support on the relation between social stressors and job performance were also investigated. Further, the potential mediating role of strain between stressors and job performance was tested. Data were collected from 1032 employees in Beijing, Hong Kong, and Taipei. The results showed that both types of social stressors were positively correlated with strain, and negatively related with job performance. There was evidence supporting that social support was a significant moderator of the social stressor–performance relationship. Further, results were consistent with the hypothesis that strain could be a mediator between social stressors and job performance.     

How perpetrators and targets construe knowledge hiding in organizations

Research has begun to document the negative organizational consequences of knowledge hiding, or the intentional attempt to conceal knowledge, among employees. However, different knowledge hiding behaviours exist, and we explore whether some types of knowledge hiding are more harmful than others. Although theory would suggest that knowledge hiders rationalize their behaviours and fail to anticipate the negative consequences of their behaviours, we found that they did anticipate harmed relationships and retaliation. In addition, targets of knowledge hiding did not always construe the behaviour as harmful or as necessitating retaliation. Overall, our research suggests that not all knowledge hiding is equally harmful. Some types of knowledge hiding may actually enhance the relationships between colleagues and might break the cycle of knowledge hiding in organizations.     

Managing diversity in organizations: An integrative model and agenda for future research

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.     

Intergroup predictors of older workers' attitudes towards work and early exit

Using self-determination theory (Deci &; Ryan, 2008) as the guiding theoretical framework, the present study tested a model that incorporates workers' perceptions of organizational support and supervisor autonomy support, global and domain specific (i.e., work) motivation, work satisfaction, and turnover intentions. The hypothesized model was tested using a sample of 735 workers (362 men and 373 women). Results revealed that work motivation was significantly related to both intraindividual (global motivation) and contextual factors (organizational support and supervisor autonomy support). In addition, perceived organizational support and work autonomous motivation were positively related to work satisfaction, whereas turnover intentions were negatively related to perceived organizational support and work autonomous motivation, and positively related to work controlled motivation. The present results underscore the importance of understanding the mechanisms through which higher turnover intentions and lower worker satisfaction take place, eventually leading to appropriate interventions.