Participation, Power, and the Role of Community Psychology in Environmental Disputes: A Tale of Two Nuclear Cities

This paper examines public participation and the role of community psychology in an emerging environmental dispute relevant to global climate change (GCC)-whether nuclear power represents a "green" solution. From a dialectical position, we explore the nuclear debate as it is linked to GCC, and more specifically, how participation in related federally-mandated processes may be shaped by power. We present qualitative data from public meetings in two nuclear communities and analyze these data through a lens of social power and environmental justice, including an examination of nukespeak and telepolitical appeals to highlight the complexity of the issues, how the appearance of successful participation may be deceptive, and how consensus may be manipulated. We argue that CP should consider GCC to be one of the most significant social problems of our time and make every effort to be involved in the search for truly "green" solutions.     

“投桃报李”——互惠理论的组织行为学研究述评

互惠是一种存在于各种社会文化中的人际交往规范.组织行为学中许多研究都是通过互惠理论来解释变量之间的内部作用机制.文章回顾并讨论了互惠的涵义,不同互惠类型的特点及互惠的测量方式.此外.还论述了不同类型互惠对社会交换方式产生的影响.依据现有的互惠研究成果,分析了互惠发挥影响的内在作用机制是通过:互惠各方的价值观、互惠过程中各方感知到的风险、各方冲突的程度这三种途径来实现的.最后,根据现有互惠理论的研究成果提出该领域的未来发展应从研究设计和研究内容两方面进行扩展.     

Socializing the newcomer: The mediating role of leader–member exchange

We expand organizational socialization research by integrating social exchange theory, specifically leader–member exchange (LMX), as an important mediator in explaining newcomer attachment to the job, occupation, and organization. Using temporally-lagged data from 213 newcomers across 12 telemarketing organizations, we found that newcomer perceptions of LMX mediate the association between supervisory socialization tactics (i.e. supervisory job-focused advice, guidance, and role modeling) and occupational identification as well as between supervisory socialization tactics and perceived person-organization fit – but not between supervisory socialization tactics and job satisfaction. Our study specifies (1) LMX as a compelling mediating mechanism within the new employee ‘on-boarding’ process and (2) the immediate supervisor as an important relational source for newcomer attitudes.     

Integrating social exchange and affective explanations for the receipt of help and harm: A social network approach

We integrated theories of social exchange and emotion to explain the receipt of interpersonal citizenship (help) and counterproductive behaviors (harm). Using social network methodology, data on a total of 534 relationships were obtained from three samples of employees working for a food services organization. Results were consistent across all three samples. Employees received help and harm from coworkers toward whom they engaged in those behaviors, as well as from coworkers in whom they elicited positive and negative affective states, respectively. Additionally, affective states predicted the receipt of help and harm controlling for engagement, suggesting a means by which social exchanges may become imbalanced. Overall, findings demonstrate the validity of social exchange and affective explanations for the receipt of help and harm in the workplace.     

Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance

We integrate and extend past work on self-determination theory and mixed relationships, or relationships characterized by both conflict and support, to address the question of how abusive supervision promotes subordinate organizational deviance. In so doing, we propose a mediated moderation model wherein abusive supervision and leader–member exchange interact to predict organizational deviance, with psychological need satisfaction mediating the effect of the interaction on organizational deviance. This hypothesized model was supported with multi-wave data collected from 260 employees. Notably, our model was supported after controlling for justice perceptions and organizational social exchange as alternative mediators. Theoretical and practical implications are discussed.     

Development and validation of the consumer disillusionment toward marketing activity scale

This study examines disillusioned consumers. The theory proposes that this is a group learning to lower their expectations of firm integrity and who, to avoid being let down, ignore marketing activity directly from the firm. This kind of exchange orientation develops as a response to consistent failure in perceptions of firm integrity. The research includes six studies, including over 600 adult consumers, to outline the development and validation of a measure of consumer disillusionment toward marketing activity. Completing the process provides a valid and reliable four‐item measure. In addition, the study includes the assessment of the nomological validity of the construct. The nomological validation includes using cue utilization theory to predict that disillusioned consumers favor advertising that provides evidence of verifiable integrity. The validation experiment uses print advertising containing high and low verifiable integrity stimuli. Results confirm the theory with disillusioned consumers focusing less on the firm as source of information. Further, these consumers respond more favorably than non‐disillusioned consumers to third party endorsers who serve to verify the firm's attempts to show integrity. Copyright © 2012 John Wiley & Sons, Ltd.     

组织支持感研究进展

本文简要介绍了国外关于组织支持感的研究及其最新进展,主要内容包括组织支持感研究的背景和理论基础、组织支持感的测量工具、组织支持感的前因变量和结果变量等方面。最后,对研究趋势作了展望。