The implications of perceived leader favouritism in the context of leader-member exchange relationships

Leader-member exchange (LMX) theory suggests that supervisors have relatively high-quality exchange relationships with some employees and relatively low-quality relationships with others. Prior investigations indicate that employees who have high-quality LMX relationships with their supervisors benefit in terms of more positive work attitudes and higher performance than those who do not. However, when employees feel like their supervisors are favouring some employees over others, it is likely to undermine the positive effects of LMX (even among employees who have high-quality exchanges with their supervisor). Using data from 305 employees and their coworkers, we found that the positive effects of LMX (regarding organizational citizenship behaviour, withdrawal behaviour, and relative deprivation regarding one’s career) were weakened by perceived leader favouritism. Implications and directions for future research are discussed.     

Science‐based interviewing: Information elicitation

This article describes an ethical and effective science‐based model of interviewing. An initial planning phase assists the investigative team in separating facts from inferences, decreases the likelihood of errors based on cognitive biases, and prompts careful preparation of the environment. The interview begins with an explanation of why the subject is being questioned. The interviewer then metaphorically hands the interview over to the subject, making him the talker and the interviewer the listener. The interviewer engages in active listening, soliciting as much information from the subject as possible by deploying tactics that enhance memory based on science, including elements of the cognitive interview. Cues to deception are found in the details of the story, rather than in signs of anxiety or nonverbal behaviours, and by deploying Strategic Use of Evidence. This model has been shown to increase cooperation, decrease resistance, and provoke useful information in real‐world criminal interviews.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Cross-border mobility,European identity and participation among European adolescents and young adults

Abstract

Cross-border mobility is one of the most important factors that are assumed to strengthen young people’s commitment as European citizens. However, the existing empirical evidence does not provide consistent support. In this paper, we tested the hypothesis that cross-border mobility is associated with a stronger European identification, more positive attitudes toward the EU, and with specific visions of the EU, and that these factors, in turn, have a positive effect on engagement at EU level. Data were collected as part of the multinational research project CATCH-EyoU. Analyses were performed controlling for gender, income, country, and migrant status. Results mostly confirmed the hypotheses among both adolescents and young adults, and for both short-term and long-term mobility. EU level participation and EU voting intentions appeared to be influenced by partly different factors. The implications of the findings, both at theoretical level and for the development of international mobility programs, are discussed.     

Bringing the European Union closer to its young citizens: Youth active citizenship in Europe and trust in EU institutions

Abstract

European Union countries are participatory and representative democracies. Therefore, active citizenship in the EU and trust in EU institutions are paramount for the continuation and the strengthening of the EU project. Young Europeans who hold the future in their hands need to be actively engaged not only in the social and political life within their national communities, but also in the wider European community. The papers in this special issue examine whether and how European youth identify with the EU, trust EU institutions and engage in EU issues, and which societal and proximal-level contexts and/or individual-level attributes promote or hinder young people’s active citizenship in European context. They are based on results from the Horizon 2020 CATCH-EyoU project, standing for Constructing AcTive CitizensHip with European Youth: Policies, Practices, Challenges and Solutions. Scientists represent different disciplines (Psychology, Political Science, Sociology, Media and Communications, Education) and from eight European countries (Sweden, Estonia, U.K., Germany, Czech Republic, Greece, Portugal, Italy). Together, the papers contribute to the development of a new, cutting-edge conceptualization of youth active citizenship in the EU, and to a better understanding of the factors promoting or inhibiting young EU citizens’ engagement, participation and active citizenship at the European level.     

Passion,vitality and life satisfaction for physically active old adults

In Arabic world, few studies are interested in psychological factors influencing the physically active old adults. The specific goals of the present research are the following: (i) test the factor structure and invariance tests for gender and physical activities for the Arabic version of the passion scale; (ii) test a model that describes a mediator role of subjective vitality in the relationships between passion and life satisfaction (iii) test the presence of differences for gender, physical activity practice, education level and age on passion. Two studies were conducted with 551 physically active Egyptian old adult (n = 354; n = 197). Passion, Subjective vitality and Life Satisfaction scales were administered. Passion scale composed of two subscales (harmonious and obsessive). Strong support for the complete invariance between groups. Subjective vitality was a mediator in the relationships between harmonious passion and life satisfaction. Education level and age had an effect on passion subscales.     

Good government and the vocation of citizenship: A Lutheran perspective

Martin Luther considered governmental authority to be one of the structures through which God exercises providential care of the created world. Consequently, government and civil society are dimensions of life in which one lives out the divine calling to serve one's neighbors. This theological perspective offers a distinct contribution to discussions of the appropriate role of religion in the public square. God's desire for justice for all is the criterion by which to evaluate specific governments, policies, and officials. The goal of justice provides a common framework within which Christians can work for the common good with those of other faiths and no faith.     

Vocation for planetary citizenship: Lutheran liberal arts education in the Anthropocene

The focus question of this article is, “In what ways should Lutheran higher education's teaching on vocation be revised to include the fact that we are living in a natural world massively impacted by human behavior, the Anthropocene Era?” This can be broken down into two more explicit questions: “What is the role of liberal arts education in such a changed context?” and “What resources in the Lutheran tradition can contribute to preparing students to become effective sustainability leaders?” The thesis of this article is that Lutheran liberal arts education, to foster planetary citizenship, must move students from an anthropocentric to an ecocentric understanding of vocation, preparing them to become leaders for a sustainable, interfaith society. This change can be accomplished by reaffirming the value of the liberal arts to foster sustainability education and retrieving Luther's understanding of creation to elicit wonder and appreciation of the natural world.     

Is Charismatic Leadership Effective When Workers Are Pressured To Be Good Citizens?

Prior research has explored how employees’ perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. Using a sample of 243 workers, this study's findings show that charismatic leadership has a stronger positive effect on job engagement when employees perceive less citizenship pressure. Citizenship pressure did not moderate the relationship between charismatic leadership and organizational citizenship behavior. Implications of this study include an examination of the moderating influence of citizenship pressure, a relatively new construct. Practically, the implications may shed some light on leadership factors that encourage increased effort from employees and greater employee engagement. More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed.