Predicting changes in planning behaviour and physical activity among adults

Though the effect of action planning upon behavioural enactment is becoming well-established, adherence to planning interventions are modest. Motivations specific to action planning may predict planning behaviour. The primary purpose of the present study was to determine if theory of planned behaviour constructs operationalized for planning could predict change in planning behaviour. The secondary purpose was to determine if planning behaviour predicted changes in physical activity. Participants (n = 337, M_age = 31 ± 5) were adults with intentions to be more active who completed measures of affective and instrumental attitudes towards planning, subjective norms towards planning, perceived behavioural control over planning, intentions to plan, self-reported planning behaviour, intentions to be active and self-reported physical activity at baseline (T1) and after four weeks (T2). Affective attitudes towards planning (β = 0.10, p < .05), instrumental attitudes towards planning (β = 0.22; p < .01) subjective norms over planning (β = 0.12, p < .01) and perceived behavioural control over planning (β = 0.53, p < .01) predicted intentions to plan (adj. R² = 0.66). Intentions to plan (β = 0.16, p < .05) and intentions to be active (β = −0.25, p < .05) predicted change in planning behaviour (R²_change = 0.03). Planning behaviour (β = 0.27, p < .05) predicted change in physical activity (R²_change = 0.07). Planning behaviour appears to have its own motivations distinct from those of physical activity. Future interventions should target planning behaviour along with its motivations and control beliefs to increase rates of planning. The theoretical underpinnings of the TPB are of value for understanding both planning behaviour and physical activity.     

Resign or carry-on? District and principal leadership as drivers of change in teacher turnover intentions during the COVID-19 crisis: A latent growth model examination

During the COVID-19 pandemic, teachers in the United States, an already at-risk occupation group, experienced new work-related stressors, safety concerns, and work-life challenges, magnifying on-going retention concerns. Integrating the crisis management literature with the unfolding model of turnover, we theorize that leader actions trigger initial employee responses but also set the stage for on-going crisis response that influence changes in teachers' turnover intentions. We apply latent growth curve modelling to test our hypotheses based on a sample of 617 K-12 teachers using nine waves of data, including a baseline survey at the start of the 2020–2021 school year and eight follow-up surveys (2-week lags) through the Fall 2020 semester. In terms of overall adaptation, teachers on average, experienced an increase in work-life balance and a decrease in turnover intentions over the course of the semester. Results also suggest that district and school leadership provide unique and complementary resources, but leader behaviours that shape initial crisis responses do not similarly affect employee responses during crisis, contrary to theory. Instead, teachers' adaptive crisis response trajectories were triggered by continued resource provision over the semester; increasing provision of valued resources (i.e., continued refinement of safety practices) and improvements in work-life balance prevented turnover intentions from spiralling throughout the crisis. Crisis management theory and research should continue to incorporate temporal dynamics and identify factors that contribute to crisis response trajectories, using designs and analyses that allow for examination as crises unfold in real time.     

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.     

Career adaptability, turnover and loyalty during organizational downsizing

During organizational restructuring and downsizing, employees often worry about being redundant, actually are redundant, and/or feel unsatisfied with their jobs. Employees, in turn, often react with poor loyalty to and high voluntary exit from the organization. The current study addresses this process from a careers' perspective, showing that career adaptability in the form of employees' career exploration and planning can account for at least some of these relationships. Redundancy fostered employees' career adaptive behaviors while job insecurity inhibited their career planning. Career planning, in turn, positively predicted employees' loyalty to the organization five months later while career exploration negatively predicted employees' loyalty, and positively predicted employees' exit reactions in the form of turnover intentions, job-search behaviors, and actual turnover. Implications and directions for future research are discussed.     

Cues to intention: the role of movement information

Body movement provides a rich source of cues about other people’s goals and intentions. In the present research, we investigate how well people can distinguish between different social intentions on the basis of movement information. Participants observed a model reaching toward and grasping a wooden block with the intent to cooperate with a partner, compete against an opponent, or perform an individual action. In Experiment 1, a temporal occlusion procedure was used as to determine whether advance information gained during the viewing of the initial phase of an action allowed the observers to discriminate across movements performed with different intentions. In Experiment 2, we examined what kind of cues observers relied upon for the discrimination of intentions by masking selected spatial areas of the model (i.e., the arm or the face) maintaining the same temporal occlusion as for Experiment 1. Results revealed that observers could readily judge whether the object was grasped with the intent to cooperate, compete, or perform an individual action. Seeing the arm was better than seeing the face for discriminating individual movements performed at different speeds (natural-speed vs. fast-speed individual movements). By contrast, seeing the face was better than seeing the arm for discriminating social from individual movements performed at a comparable speed (cooperative vs. natural-speed individual movements, competitive vs. fast-speed individual movements). These results demonstrate that observers are attuned to advance movement information from different cues and that they can use such kind of information to anticipate the future course of an action.     

Inviting questions

Consumers are frequently invited to ask questions in everyday life. The current research provides an initial examination of how inviting consumers to ask questions influences their attitudes and intentions. Two experiments show that inviting questions can have a positive or negative effect depending on whether consumers actually ask them. Experiment 1 shows that merely inviting questions has a positive effect, but that this effect reverses when consumers actually ask questions. Following a similar logic, Experiment 2 shows that inviting questions has a positive effect under low involvement conditions, but a negative effect under high involvement conditions where the likelihood of generating questions is higher.