Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives

This study examines how employees’ perceptions of specific features of the organizational context—organizational politics and procedural justice—are related to their evaluations of psychological contract breach and subsequent attitudes and behaviors. Across three studies, we examined the appropriateness of four models for describing relationships among the focal constructs. Results of these studies support (a) an environmental responsiveness model in which psychological contract breach mediates the effects of politics and justice on employee outcomes, and (b) a general fairness evaluation model where politics, justice, and psychological contract breach serve as indicators of a higher order factor that predicts employee attitudes and behavior. Implications and directions for future research are presented.     

It is Better to Receive than to Give: Advice Network Effects on Job and Work-Unit Attachment

Purpose  The purpose of this paper was to investigate the relationship between advice-giving, advice-receiving, and employee work attitudes. We argue that (1) both advice-receiving and advice-giving will be positively related to job involvement; (2) advice-receiving will be more strongly associated with work-unit commitment than advice-giving; and (3) job involvement will mediate the relationship between advice-receiving and work-unit commitment. Design/methodology/approach  We conducted an empirical study of admissions department employees at a large university in southwest Pennsylvania in the United States. Respondents completed surveys which included questions related to demographics, social network ties, and attitudes. Findings  We found that while advice-giving and advice-receiving were positively related to job involvement, only advice-receiving was positively related to work-unit commitment. Job involvement fully mediated the relationship between advice-receiving and work-unit commitment. Implications  Our study (1) shows that advice-giving and advice-receiving are related to important work-related attitudes in organizations; (2) highlights the importance of the directionality of advice flow, as employees who received as opposed to provided advice tended to have higher levels of work-unit commitment; and (3) demonstrates that social network ties were related to work-unit attachment through job involvement. Originality/value   We examine job involvement and work-unit commitment using a social network analysis thus providing new insights about the relationships between advice-giving, advice-receiving and these important variables. An earlier version of this paper won the Best Paper Award at the 2005 Southwest Academy of Management Conference. The authors would like to dedicate this paper to Margie Jonnet.     

真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

环境消费心理学

环境消费心理学是近年来发展起来的一个分支。生态既是人类生存的基础 ,又是人类消费的对象。人们对环境问题的认知和个人的消费行为有很大的距离。环境问题的认知是很难和实际经验相联系的抽象概念。个人即使有保护环境的意识 ,在实际消费行为中往往选择与保护环境的态度不一致的行动。这是态度、认知和行为没有一致的产生原因。本文对环境和消费问题从社会心理学的角度进行了分析。     

Letting a little nonverbal air into the room: Insights from acceptance and commitment therapy Part 1: Philosophical and theoretical underpinnings

In recent years, a new “wave” of mindfulness based Cognitive Behavior Therapies (CBT) has become popular. Such approaches include Acceptance and Commitment Therapy (ACT; Acceptance and commitment therapy: An experiential approach to behaviour change. New York: Guilford Press, 1999), Mindfulness-based Cognitive Therapy for Depression (Mindfulness-based cognitive therapy for depression: A new approach to preventing relapse. New York: Guilford Press, 2002), and Mindfulness-based Stress Management (Full catastrophe living: using the wisdom of your body and mind to face stress, pain, and illness. New York: Dell Publishing, 1990). In contrast to traditional CBT, these approaches often minimize attempts to change the form and frequency of dysfunctional thoughts. Is there any way to integrate traditional CBT with mindfulness based CBT? To answer this question, we discuss the philosophical and theoretical underpinnings of one form of traditional CBT (Rational-Emotive and Cognitive Behavioral Therapy) and one form of mindfulness based CBT (ACT). We argue that some aspects of each therapy can be integrated. However, in order to prevent techniques from being used haphazardly or inconsistently, we suggest that the different forms of CBT need to be driven by a common philosophical orientation (e.g., functional contextualism) and theoretical orientation (e.g., Relational Frame Theory).     

LETTING A LITTLE NONVERBAL AIR INTO THE ROOM: INSIGHTS FROM ACCEPTANCE AND COMMITMENT THERAPY PART 2: APPLICATIONS

Acceptance and Commitment Therapy (ACT) and Rational-Emotive Behavior Therapy (REBT) seem to have much in common. For example, they both seek to increase client’s willingness to accept inevitable, unpleasant experience. However, the techniques the therapies use to increase acceptance are often quite different. Building on the philosophical and theoretical framework presented in the previous paper, we discuss the major practical differences between ACT and REBT. We then suggest some concrete ways that the two approaches can be integrated. Such integration may greatly expand the sorts of techniques that a therapist can effectively use in the therapy room. Address correspondence to Joseph Ciarrochi, Department of Psychology, University of Wollongong, Wollongong, NSW 2522, Australia     

Commitment using punishment.

Experimental parameters were adjusted so that pigeons' pairwise choices among three alternatives reflected the following order of preference: (a) a smaller-sooner reinforcer, (b) a larger-later reinforcer, and (c) the smaller-sooner reinforcer followed by a punishment (consisting of an extended blackout period). After this order of preference was established, the pigeons were exposed to a two-link, concurrent-chain-like choice procedure. One terminal link consisted of a choice between the smaller-sooner and the larger-later reinforcer; the other terminal link was identical to the first except that the smaller-sooner reinforcer was followed by blackout punishment. The pigeons' preference (in their initial-link choice) for the terminal link with the punished smaller-sooner alternative increased as the delay between the initial and terminal links increased. By choosing this terminal link, the pigeons are said to have "committed" themselves to obtaining the larger-later reinforcer. However, unlike prior studies of commitment (e.g., Rachlin & Green, 1972), it was still possible after making the commitment for the pigeons to choose the smaller-sooner reinforcer and undergo the punishment. The pigeons did in fact occasionally make this highly deleterious choice.     

The effects of labelling,expert testimony,and information processing mode on juror decisions in SVP civil commitment trials

Expert witnesses offering testimony in sexually violent predator civil commitment trials may use diagnostic labels that are either familiar (e.g. ‘psychopath’) or unfamiliar (e.g. ‘paraphilia’) to jurors. Using predictions based on cognitive experiential self-theory, we explored the influence of testimony type (clinical versus actuarial) and diagnostic label (psychopath versus paraphilia) on jurors motivated to adopt either an experiential processing mode (PM; in which heuristic cues may be strongly relied upon) or an analytic rational PM. Consistent with previous research, our results indicated that when given a psychopathic diagnostic label, mock jurors motivated to process information experientially were more influenced by clinical testimony, whereas mock jurors induced into a rational mode were more influenced by actuarial testimony. However, experientially oriented jurors given a paraphilia diagnostic label did not show the expected influence of clinical expert testimony, and instead were more persuaded by actuarial testimony. These findings are discussed from a judgement and heuristics cues framework. The implications of several procedural suggestions are examined. Copyright © 2009 John Wiley & Sons, Ltd.     

组织承诺研究的进展与展望

该文采取多测度分析的方法,从理论基础,概念性定义和操作定义,量表的信度、效度和影响变量等方面对组织承诺的已有研究进行回顾和分析。发现现有的组织承诺概念比较冗余,需要进行有效的整合,现有组织承诺量表需要在内容效度、汇聚效度和区分效度等指标上进行深入探索;目前关于组织承诺的研究多从离职/留职意向的角度进行探讨,缺乏从雇佣关系的角度进行的系统研究;需要进行纵向研究以获得组织承诺和其他一些员工态度变量之间的因果关系;后续研究可以从中介变量和调节变量的角度,详细考察组织承诺的不同维度的交互作用。     

自我同一性理论与经验研究

ErikErikson首先提出自我同一性的问题,并从多个角度对其进行描述,但没有对其进行实证研究。而Marcia则从复杂的自我同一性概念中析出两个维度,从而对自我同一性进行实证研究成为可能。随后的很多研究都把同一性发展归于个人因素,但这很难解释倒退现象,于是情境因素就被引入到同一性发展中来,现在许多研究者对于影响同一性发展的因素既有情境因素又有个人因素这一点已达成共识,并提出一些理论模型。与此同时,另有一些研究者希望探求到自我同一性这一构念与其它构念间的关系。同一性构念效度及其发展机制以及同一性构念与其它构念之间的关系仍是未来研究方向