Riding the waves: A functional‐cognitive perspective on the relations among behaviour therapy,cognitive behaviour therapy and acceptance and commitment therapy

Different types of therapy explain psychopathology and the effects of psychotherapy differently. Different explanations are, however, not necessarily mutually exclusive. Based on the idea that functional and cognitive explanations are situated at different levels, we argue that functional therapies such as traditional Behaviour Therapy (BT) and Acceptance and Commitment Therapy (ACT) are not necessarily incompatible with Cognitive Behaviour Therapy (CBT). Whether a functional and a cognitive therapy actually align depends on whether they highlight the same type of environmental causes. This functional‐cognitive perspective reveals various differences and communalities among BT, CBT and ACT.     

Can Civility Norms Boost Positive Effects of Management Commitment to Safety?

We proposed that civility norms would strengthen relationships between management commitment to safety and workers' safety motivation, safety behaviors, and injuries. Survey data were obtained from working adults in hazardous jobs—those for which physical labor is required and/or a realistic possibility of physical injury is present (N = 290). Results showed that management commitment positively related to workers' safety motivation, safety participation, and safety compliance, and negatively related to minor injuries. Furthermore, management commitment to safety displayed a stronger positive relationship with safety motivation and safety participation, and a stronger negative relationship with minor worker injuries when civility norms were high (versus low). The results confirm existing known relationships between management commitment to safety and worker safety motivation and behavior; furthermore, civility norms facilitate the relationships between management commitment to safety and various outcomes important to worker safety. In order to promote an optimally safe working environment, managers should demonstrate a commitment to worker safety and promote positive norms for interpersonal treatment between workers in their units.     

Social media addiction and psychological adjustment: religiosity and spirituality in the age of social media

Previous research indicates a significant association between social media use and psychological adjustment. The present study investigated whether religiosity/spirituality mediates the relationship between social media intrusion and psychological adjustment. Participants completed a demographic questionnaire, Religious Commitment Inventory-10, Spirituality Index of Well-Being, the DASS-21 Scales, and the Facebook Intrusion Questionnaire, which was altered slightly to include all types of social media. Results revealed that social media intrusion was significantly positively associated with depression, anxiety, and stress, and negatively correlated with spiritual well-being and the self-efficacy component of spiritual well-being. Furthermore, the self-efficacy dimension of spiritual well-being partially mediated the association between social media intrusion and psychological stress. From these results, it may be inferred that higher social media intrusion may have the ability to decrease specific aspects of spirituality, which may, in turn, negatively impact psychological adjustment. Limitations and future directions are discussed.     

Profiles of commitment in standard and fixed-term employment arrangements: Implications for work outcomes

This paper develops and tests a framework for understanding the relative importance and predictive efficacy of commitment to one’s profession, organization, supervisor and job in both standard and fixed-term employment arrangements. Drawing from the commitment and employment arrangement literatures, we test a set of hypotheses identifying distinct patterns of commitments (i.e., commitment profiles) to these four targets that should yield desired work-related outcomes in standard and fixed-term employment arrangements. We test our hypotheses using latent profile analysis on data collected from two Finnish universities (N1 = 235, N2 = 233). A high macro profile, characterized by high commitment to profession, organization and job, and moderate commitment to supervisor, emerged for employees in standard employment relationships, and this profile was associated with significantly higher positive work behaviours and work effort and lower turnover intentions than the other profiles. For employees with fixed-term employment contracts, a high cosmopolitan profile emerged, characterized by high commitment to the profession and job and low commitment to the organization and supervisor. For these employees, this profile was associated with positive work behaviours and work effort comparable to the high macro profile. Implications for theory, research and practice are discussed.     

Perceived ethical leadership: Its moderating influence on employees’ organisational commitment and organisational citizenship behaviours

This study investigated the extent to which employees’ perception of ethical leadership moderated their organisational commitment and organisational citizenship behaviour. A non-probability purposive sample (N = 839; females = 32%) of employees in a railway organisation in the Democratic Republic of Congo (DRC) participated in the study. They completed the following measures: the Organisational Commitment Scale (OCS), the Organisational Citizenship Behaviour Questionnaire (OCBQ) and the Ethical Leadership Scale (ELS). Stepwise hierarchical regression analysis was utilised to determine the influence of employees’ perceptions of the relationships between their self-reported organisational commitment and organisational citizenship behaviour. The results indicated employee perceptions of the integrity, fairness and honesty aspects of ethical leadership to explain their affective, continuance and normative aspects of organisational commitment and organisational citizenship behaviour. The results also showed that employee perceptions of high ethical leadership influenced their willingness to engage in positive organisational commitment such as psychological attachment, work continuance, normative commitment and also their organisational citizen behaviours such as altruism, conscientiousness, courtesy and civic virtue. By implication, leaders with high ethical conduct have the potential to positively stimulate the commitment of employees towards supporting the organisational values and mission.     

Employability capacities and organisational commitment foci of human resource professionals: An exploratory study

This study explored the relationship between employees’ employability capacities and their organisational commitment foci. A convenience sample of 196 South African human resource professionals participated in the study, consisting of 73% females and 88% black African people, predominantly within their early career stages (aged > 45 years). Data on individuals’ employability capacities and organisational commitment were collected via questionnaires. Canonical correlation analysis (CCA) was performed to assess the association between the variables of employability capacities and organisational commitment foci. Participants’ lifelong learning capacities (goal-directed behaviour and continuous learning orientation) were positively associated with their career commitment. This finding suggests that a strong lifelong orientation is likely to increase involvement in one’s occupation within the organisation, which contributes to organisational commitment. Lifelong learning capacities appear important to human resource professionals’ career development within their employer organisation.     

B2B commitment building in emerging markets: the case of Brazil

The research examines the suitability of relationship marketing paradigms to emerging markets (EMs) through the lens of communication, relationship benefits and commitment. Using the U.S. as a developed nation sample and Brazil as a proxy for EM countries like the BRIC nations, a B2B buyer–supplier commitment-building model is conceptualized and tested for context-specific boundaries. The study compares communication behaviors and relationship benefits along functional, psychological and social dimensions to discern the evaluation process and governance mechanisms influenced by an EM buyer’s institutional environment. Results showed that buyers from relation-based EMs like Brazil base their relationship commitment more on the psychological attributes of the partnership, while a buyer’s commitment-building process in rule-based, developed nations like the US is largely influenced by functional attributes.     

Marital commitment,communication and marital satisfaction: An analysis based on actor–partner interdependence model

Marital commitment and satisfaction are known to be closely related, but only limited research has examined the asymmetric interaction patterns between spouses. In this paper, the authors study 400 Chinese couples and find that communication mediates the relationship between marital commitment and marital satisfaction. Using the actor–partner interdependence model, they find that wives and husbands show asymmetric associations for marital commitment, communication and satisfaction. Specifically, compared with husbands, wives are more attuned to the path from marital commitment to marital satisfaction via communication. Implications and limitations are discussed.     

Can emotional bonding be a liability? Status striving as an intervening mechanism in affective commitment and negative work behaviors relationship

IntroductionThe dark side of affective commitment has been ignored in the past literature on organizational commitment.ObjectivesUsing the tenants of moral self-licensing theory, we examined how affective commitment can cause negative outcomes. We hypothesized that affective commitment leads to unethical pro-organizational behaviors, careerism and counter-productive work behaviors through increased urge for status striving.Methods and resultsA multi-wave and two-source data was obtained (n = 306) from employees and their peers working in the service sector of Pakistan. Employing structural equation modelling (SEM) analysis our results indicate that high levels of affective commitment might unleash status striving which further creates unethical pro-organizational behaviors, careerism and CWBs.ConclusionThe current study opens up a new side in the affective commitment literature by examining status striving as an underlying mechanism through which affective commitment reveals its deleterious consequences for employees.     

Romantic relationship commitment and the threat of alternatives on social media

Although previous findings suggest a link between adults' use of social networking sites (SNS) and relationship commitment, research has been lacking. This study of 427 emerging and young adults (aged 18–32 years, 71.20% female) indicated that exposure to alternative partners on SNS was indirectly related to relationship commitment through the pursuing of alternative partners on SNS. The more frequently they were exposed to alternative partners on SNS, the more they engaged in pursuing these alternative partners, which negatively affected their relationship commitment. Furthermore, a positive relation between exposure and romantic comparison to alternative partners was found. Gender did not moderate these relations. The discussion focuses on the implications of the findings for relationship development.