Do Personal Dispositions Affect the Relationship Between Psychosocial Working Conditions and Workplace Bullying?

There is scarce research on the interaction between psychosocial working conditions and being a target of workplace bullying with individual characteristics as a moderator. We therefore examined 3,363 employees from 60 Danish workplaces to test whether sense of coherence moderates the relationship between the job demand-control model and bullying. This work is exploratory in nature, as no previous study to assess this moderation was found. Hierarchical linear regressions showed that demand-control model was significantly associated with bullying. Sense of coherence displayed a significant though practically negligible moderating effect. This suggests that negative psychosocial working conditions are associated with bullying independently of personal characteristics, at least in terms of sense of coherence.     

Timing of early warning stages in a multi stage collision warning system: Drivers’ evaluation depending on situational influences

By means of car2x communication technologies (car2x) driver warnings can be presented to drivers quite early. However, due to their early timing they could be misunderstood by drivers, distract or even disturb them. These problems arise if, at the moment of the warning, the safety–critical situation is not yet perceivable or critical. In order to examine, when drivers want to receive early warnings as a function of the situation criticality, a driving simulator study was conducted using the two early warning stages of a multi stage collision warning system (first stage: informing the driver; second stage: prewarning the driver). The optimum timing to activate these two early warning stages was derived by examining the drivers’ evaluation of these timings concerning their appropriateness and usefulness. As situational variation, drivers traveling at about 100 km/h were confronted with slow moving traffic either driving at 25 km/h or 50 km/h at the end of a rural road.In total, 24 participants were tested in a within-subjects design (12 female, 12 male; M = 26.6 years, SD = 7.2 years). For both stages, drivers preferred an earlier timing when approaching slow moving traffic traveling at 25 km/h (first stage: 447 m, second stage: 249 m ahead of the lead vehicle) compared to 50 km/h (first stage: 338 m, second stage: 186 m ahead of the lead vehicle). The drivers’ usefulness rating also varied with the timing, spanning a range of 8 s for driver-accepted timing variations and showed correspondence to the drivers’ appropriateness ratings. Based on these results and those of a previous study, a timing function for each of the two early warning stages depending on the speed difference between the safety–critical object and the host vehicle is presented. Indirectly, similar adaptations are already implemented in current collision warning systems, which use the time-to-collision to give drivers acute warnings in a later stage, when an immediate reaction of the driver may still prevent a collision. However, this study showed that drivers also favor this kind of adaptation for earlier warning stages (information and prewarning). Thus, adapting the timing according to the drivers’ preferences will contribute to a better acceptance of these collision warning systems.     

Work engagement in the mining industry in South Africa: The role of tasks and relationships

The platinum mining sector in South Africa presents a significant context for the study of work engagement, given the major changes and turmoil experienced by employees in this sector. The aim of this study was to investigate the effects of task and relational factors on work engagement in the platinum mining industry in South Africa. A stratified random sample (N = 564) comprising employees in a platinum mining organisation in South Africa was surveyed (females = 35.1%, blacks = 51.6%, middle managers = 40.8%). The employees completed a biographical questionnaire and several other measures: the Engagement Scale, Supervisory Support Scale, Social Support Scale and Job Diagnostic Survey. The results supported a reliable three-factor structure (consisting of autonomy support, competence support, and relatedness support) for the Supervisory Support Scale. The structural model confirmed that task characteristics (comprising task significance and task identity) were strongly related to work engagement. Supervisor support and co-worker support showed a positive relationship with work engagement, albeit to a lesser extent.     

Person-environment fit,job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour

This study sought to determine the possible indirect effect of person-environment (PE) fit on intentions to leave via job satisfaction and the moderating effect of leader empowering behaviour on job satisfaction and intentions to leave the work organisation. Participants were 398 employees working for a retail company in Gauteng Province, South Africa (females = 68.6 %, blacks = 58 %; managerial = 5.8 %; age range = under 20 to 60 years +). They completed the Perceived Fit Scale, Job Satisfaction Scale, Turnover Intentions Scale, and the Leader Empowering Behaviour Questionnaire. Statistical mediation analysis (of PE on JS and IL), and moderation analysis (of LEB on JS and IL) were conducted. Results indicated that PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderated the relationship between job satisfaction and intentions to leave. Low PE fit leads to job dissatisfaction and intentions to leave, therefore leaders should instil a sense of empowerment in employees to alleviate the impact of poor fit.     

Effects of perceptual and conceptual similarities on consumers' evaluations of copycat brand names

Copycats often choose brand names that mimic perceptual, conceptual, or both elements of leading brand names. Yet little is known about how perceptual and conceptual similarities of a copycat interact to affect consumers' evaluations, especially in logographic language systems (e.g., Chinese). Three laboratory experiments demonstrate that perceptual similarity alone leads to negative evaluations of copycat brand names; this negative effect, however, can be mitigated when conceptual similarity is added. The underlying mechanism for this effect can be traced to consumers' persuasion knowledge. Perceptual (vs. conceptual) similarity activates consumers' persuasion knowledge about the insincere motives of the copycat brand, which in turn shapes their brand evaluations. However, this effect can become less prominent when conceptual similarity is added because it alleviates use of persuasion knowledge, or when a consumer is in a happy mood because it neutralizes persuasion knowledge. These findings shed light on how different types of copycat strategies interact to affect copycat brand name evaluations and offer important implications for marketing practice. Copyright © 2015 John Wiley & Sons, Ltd.     

Identity continuity and loss after death,divorce, and job loss

This paper examined the relationship of constructs identified by identity continuity and attachment theories of grief to adjustment to loss from the framework of identity theory. Connections between loss salience, identity construal, and balance of identity construal on grief intensity via their association with post-loss identity disruption were examined across three types of self-relevant losses; death of a family member, job loss, or divorce. We hypothesized that lower salience, higher endorsement of identity attributes represented by relational and individualistic self-construals, and an overall balance across identity attributes would be related to decreased grief severity across all types of loss. Results supported hypotheses with the exception that the hypothesized ameliorative effect of increases in relational self-construal was only seen in the bereaved group.     

Cognitive exercise through body movement: Using a fun and short neuropsychological tool to adapt physical activity and enhance pleasure in individuals suffering from mental illnesses

Mental illness is associated to both metabolic and cognitive deficits. The idea here is to use adapted physical activity (APA) to help both aspects of pathology within a personal-targeted cognitive intervention program in order to enhance self-efficacy and intrinsic motivation. Using a multi-experience neuropsychological tool set (comprising touch pad exercises, wood puzzles and one-on-one semi-structured interviews), the different domains of action, timing, executive functions and social cognition were evaluated in a short 30-minute session. These computerized neuropsychological data were then used to adapt the difficulty of the proposed physical activity. Results obtained in a small group of ten patients revealed that the battery was well accepted. Both quantitative and qualitative results were collected and suggested that after 4 sessions of 2 h activity, the scores were improved for motor planning, motivation and the subjective report of quality of life. These preliminary data are important as they show that new technology can now be used to adapt automatically physical activities to the motor, cognitive and emotional capacities of the targeted individuals. Touch pads may also afford an innovating way to evaluate efficiently cognitive abilities while preserving the pleasure of the moment.     

Believing in a personal just world helps maintain well-being at work by coloring organizational justice perceptions

Justice is a core fundamental theme for individuals in organizations. This study suggests that believing the world is just where one gets what one deserves, and deserves what one gets, is an important personal resource that helps maintain well-being at work. Further, it suggests that personal belief in a just world, but not general belief in a just world, exerts its influence on well-being through increasing overall justice perceptions of the work environment. Using two waves of data drawn from a large random sample of working adults in Switzerland, results showed that personal belief in a just world at time 1 indeed augmented perceptions of overall organizational justice, and this in turn increased job satisfaction at time 2, that is, 1 year later. As expected, this effect was only evident for personal and not general belief in a just world, highlighting personal belief in a just world as an important yet largely overlooked resource for the work context, and suggesting the need to consider individual’s beliefs about justice as drivers of overall organizational justice perceptions.