What are the odds of burnt-out risk and leaving the job? Turnover intent consequences of worker burnout using a two sample New Zealand study

Job burnout is a pressing issue for organizations, and this study explores the new Burnout Assessment Tool (BAT), which provides a robust calculation of burnt-out risk. Next, the odds of high turnover intentions from burnt-out risk are calculated using two samples: (1) N = 709 employees and (2) N = 313 managers. Analysis shows the odds of burnt-out risk are higher for managers (17%) than employees (8%). High burnt-out risk in employees shows a 47% likelihood of high turnover intent versus 13% for employees with nonburnt-out risk. High burnt-out risk in managers shows a 51% likelihood of high turnover intent versus 12% for managers with nonburnt-out risk. Furthermore, moderating effects of supervisor organizational embodiment were found to interact with burnt-out risk for employees only, showing the highest turnover intent when embodiment is high, reflecting the potential backlash against the organization.     

Group Identity and Conflicting Expectations of the Future in Northern Ireland

Much of the conflict in Northern Ireland is based on investments in one of three opposing political futures possible for the region: remaining part of Britain, joining Ireland, or becoming independent. Speculative scenarios describing each of these futures were randomly assigned to equal numbers of Protestant and Catholic undergraduates in Northern Ireland, and their expectations regarding material and civic improvement for their ingroup and peace and reconciliation between the groups were assessed. Two dimensions of religious identity, measured by the Identity and Public subscales of Luhtanen and Crocker's (1992) Collective Self-Esteem Scale (CSES), moderated the differences between groups, but only for their expectations of peace and reconciliation. Stronger expectations of improvement for the ingroup were related to higher scores on the Public subscale, regardless of religion or the political future presented. Thus, group identity had a complex, context-dependent relationship to intergroup conflict.     

Collective Identities of Class and Gender: Working-Class Women in the Pittston Coal Strike

This article investigates the intersections and tensions between two collective identities, those of class and gender, for working-class women involved in supporting the 1989–1990 strike against Pittston Coal Group in southwestern Virginia. In the case of this year-long (and ultimately successful) strike, women were organized by United Mine Workers of America (UMWA) staff in strike support activities, but they also sought to organize themselves as women. The tensions between their identity as members of the working class and their identity as women are revealed by examining their forms of activism, their relationship with the UMWA, the divisions between groups of activist women, and the articulation of women's involvement in the strike. The experiences of these women are briefly compared with women's activism in the 1984–1985 British Coal strike. The article concludes by arguing that collective identity is best understood as it emerges in response to specific contexts.     

Collective Narcissism as a Basis for Nationalism

Recent work suggests that collective narcissism—an exaggerated, unrealistic belief in an ingroup's greatness that demands constant external validation—is a strong predictor of a variety of political attitudes. In the present study, we use nationally representative panel data from Poland to examine the relationship between national collective narcissism and nationalism, a belief that the national ingroup is superior and should dominate other nations. We first demonstrate that national collective narcissism, nationalism, and mere satisfaction with national ingroup are distinct. In turn, in both cross-sectional and panel analyses, we find that (1) national collective narcissism is positively related to nationalism, whereas satisfaction with the national ingroup is not; and (2) national collective narcissism is a stronger predictor of nationalism than national ingroup satisfaction is in absolute terms. Our analyses thus provide evidence that nationalism may be rooted in narcissistic exaggeration of the greatness of the national ingroup rather than nonnarcissistic national ingroup satisfaction.     

A multistage ranking model

In this paper, we propose a (n–1)² parameter, multistage ranking model, which represents a generalization of Luce's model. We propose then×n item-rank relative frequency matrix (p-matrix) as a device for summarizing a set of rankings. As an alternative to the traditional maximum likelihood estimation, for the proposed model we suggest a method which estimates the parameters from thep-matrix. An illustrative numerical example is given. The proposed model and its differences from Luce's model are briefly discussed. We also show some specialp-matrix patterns possessed by the Thurstonian models and distance-based models.     

Clash of the climates: Examining the paradoxical effects of climates for promotion and prevention

Organizations often communicate seemingly paradoxical strategic imperatives to their employees that reflect a focus on promotion (take risks) and prevention (be prudent), as outlined by regulatory focus theory. When consistently emphasized and reinforced in an organization, these strategic inclinations can emerge as divergent climates for promotion and prevention that cloud the organization's perceived identity and reduce collective organizational commitment among employees. With a coherent organizational identity acting as both a sensemaking tool and a means of potential self-enhancement for employees, we use social identity theory to hypothesize that similarly emphasized promotion and prevention climates are negatively related to employees’ collective organizational commitment and indirectly, negatively related to organizational productivity. We test our hypotheses in a sample of 107 manufacturing organizations, using polynomial regression with response surface analysis to examine how similarly emphasized promotion and prevention climates relate to collective commitment and organizational productivity. Our analyses reveal that as organization-level promotion and prevention climate scores became more similar, collective organizational commitment decreases. Furthermore, we find that similarly emphasized promotion and prevention climates are negatively related to organizational productivity via collective commitment. We reconcile these findings with the organizational paradox and ambidexterity literatures and implicate promising avenues for future research.     

Collective guilt,moral outrage,and support for helping the poor: A matter of system versus in‐group responsibility framing

We examined how the framing of responsibility for reducing socio‐economic inequality affects individuals' emotional reactions towards the poor and the willingness to engage in prosocial actions. Attribution of responsibility to either the system (government and institutions), the less deprived in‐group, or the disadvantaged out‐group (poor) was measured (Study 1) and manipulated (Study 2). Consistent with our hypotheses, moral outrage was higher than collective guilt when system responsibility for inequalities was put forth, but collective guilt arose to reach the level of moral outrage when in‐group responsibility was emphasized. Moreover, distinguishing between collective guilt for action and for inaction, we found guilt for inaction more difficult and thus less likely to arise, unless responsibility was put on the in‐group. Collective emotions were also found to be negatively linked to system justification motivation illustrating the palliative function of legitimization processes. Finally, moral outrage predicted the willingness to act upon socio‐economic inequalities both when the system's and in‐group's responsibility was emphasized, whereas collective guilt for action (but not for inaction) predicted support for prosocial actions only when the in‐group's responsibility was engaged. These findings suggest that the specific group‐based emotions in response to poverty depend on whether the system or the in‐group is held responsible and differentially predict individuals' commitment to act.     

Overstepping the boundaries of free choice: Folk beliefs on free will and determinism in real world contexts

We know little about the commonality of folk beliefs around applications of psychological research on the unconscious control of behaviours. To address this, in Experiment 1 (N = 399) participants volunteered examples of where research on the unconscious has been applied to influence their behaviours. A subset of these were presented in Experiment 2 (N = 198) and Experiment 3 (N = 100). Participants rated the extent to which the behaviour being influenced in these contexts was: (1) via the unconscious, (2) free, (3) the result of prior conscious intentions, (4) under conscious control. Relative to judgements about the extent to which behaviour was influenced via the unconscious, the remaining judgements regarding conscious control of behaviours were either higher (e.g., political contexts) or lower (e.g., therapy). This study is the first to show, using ecologically valid examples, the folk beliefs people share on psychological constructs concerning free will and determinism.     

Relationship between the internal locus of control and collective action: A comparison of East Asian and Western Countries

This study tested factors related to collective action in East Asian and Western countries. Although the social identity model of collective action (SIMCA) could explain which factors relate to collective action in Western countries, previous studies have found that some of the SIMCA variables did not predict collective action in non‐Western countries. We hypothesised that the internal locus of control would be positively related to collective action even in East Asian countries because previous studies have demonstrated that the former can positively influence proactive behaviour when factors inhibiting such behaviours exist. We analysed the 2010 World Values Survey data from seven countries (three East Asian and four Western countries). The results demonstrated that the internal locus of control was positively related to collective action more so among East Asians (Koreans, specifically those with low political interests, the Taiwanese, and Japanese people with lower income) than among Westerners. These results suggest that the internal locus of control is a key individual difference that predicts collective action in the presence of factors that inhibit such participation (e.g., cultural values, low political interest, and low income).