Authenticity,employee silence,prohibitive voice,and the moderating effect of organizational identification

Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely employee silence and prohibitive voice. Converging evidence across two studies using cross-sectional and longitudinal designs demonstrates that when responding to hypothetical problematic workplace events (Study 1) or actual workplace experiences (Study 2), individual differences in employees’ authenticity predicted more self-reported voice behaviors and less silence that emanated from various motivations. Furthermore, authenticity scores consistently yielded predictive utility over and above the contribution of a broad set of individual and organization-based characteristics. Finally, organizational identification moderated the relation between authenticity and silence, such that for employees with high levels of identification, the relation between authenticity and silence was stronger.     

Positive organizational psychology,behavior, and scholarship: A review of the emerging literature and evidence base

The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among the various areas of inquiry, research and scholarship about positive organizations have received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001 and 2009 on positive organizational psychology to provide a detailed picture of the current state of the field. This review sought to discover the overall growth rate, trends, and prevalent topics in the literature. It also aspired to provide an understanding of the empirical evidence for each topic through in-depth reviews. The findings suggest that there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.     

Effects of Organizational Level and Gender on Stress in the Workplace

Occupational stress adversely affects productivity, absenteeism, and job turnover, and contributes to health-related problems. The effects of organizational level and gender on the specific sources of occupational stress assessed by the Job Stress Survey (JSS) were evaluated for a heterogeneous sample of 1,791 working adults (860 males, 931 females) employed in 2 industrial companies and a large state university. Significant main or interactive effects of organizational level and/or gender were found for the JSS Item Index, Severity and/or Frequency scores of 29 of the 30 JSS items. Organizational level effects were both more numerous and larger in magnitude than gender effects. Employees at higher organizational levels reported that they experienced stress more often while making critical decisions and dealing with crisis situations than did workers at lower levels, for whom inadequate salary and lack of opportunity for advancement were more stressful. For males, work stress was more strongly related to concerns about their role in the power structure of an organization, whereas female employees reported experiencing more severe stress when there was a conflict between job requirements and family relationships.     

当代情绪发展理论述评

本文从情绪的定义、情绪发展的实质、情绪在个体发展中的作用等方面,评述了当代比较有影响的情绪发展理论不同的情绪发展观。这些情绪发展理论有生物观点、机能主义观点、认知观点、组织观点和社会文化观点。     

基于行为的绩效评定方法的研究进展

从20世纪60年代至今,基于行为的绩效评定一直是各类组织的主要绩效评定方法。基于工作结果的非判断性绩效测量有其难以克服的局限,各种基于工作行为的判断性绩效测量方法相继开发出来。行为指标的筛选成为研究的主要问题之一。组织公民行为、区分作业绩效与关系绩效等研究,向基于行为的绩效评定提出了新的问题。     

组织公正感研究进展

章先介绍了公正及公正感的概念,进而分析了组织公正感的概念。国外组织公正感的研究可分成3个阶段,首先由Adams提出分配公平,之后Thibaut、Leventhal等提出程序公正,最后Bies等提出相互作用公正。尽管国外对组织公正感研究比较广泛,但对公正感的结构及测量方法还存在分歧,有单因素理论、双因素理论、三因素理论和四因素理论。     

Rule Violations in Intercollegiate Athletics: A Qualitative Investigation Utilizing an Organizational Justice Framework

Cheating and rule violations in intercollegiate athletics continue to be relevant issues in many institutions of higher education because they reflect upon the integrity of the institutions in which they are housed, causing concern among many faculty members, administrators, and trustees. Although a great deal of research has documented the numerous rule violations in NCAA intercollegiate athletics, much of it has failed to combine sound theory with practical solutions. The purpose of this study was to examine the possible extensions of the organizational justice framework to the problem of rule violations in intercollegiate athletics. In doing so, the current study examined (a) perceived areas of injustice among coaches at NCAA Division I institutions, (b) avenues by which coaches resolve these injustices, and (c) potential solutions for resolving injustices in an attempt to reduce NCAA violations. Six NCAA Division I basketball coaches from various parts of the country (four from men's teams and two from women's teams) were interviewed using a semi-structured format. Despite the NCAA's efforts to create parity, results showed that coaches perceived several areas of inequities in recruiting, including financial resources and academic standards. The interviewed coaches described several means that are currently used to resolve these inequities and offered recommendations for changes to reduce injustice in the future.     

Organizational social context and psychopathology of youth in residential care: The intervening role of youth–caregiver relationship quality

Drawing on an ecological approach with multiple informants, this study investigated the mediating role of youth–caregiver relationship quality in associations between different features of residential care settings' organizational social context and youth's psychopathology. Participants were 378 youth aged between 12 and 25 years old, and 54 caregivers aged between 24 and 57 years old, from 29 generalist residential youth care settings in Portugal. Given the hierarchical structure of data, analyses were performed using multilevel modeling. Results revealed that organizational social contexts characterized by higher levels of engagement, stress, and centralization, as perceived by the caregivers, were associated with lower levels of youth's externalizing problems (e.g., aggressive behavior and delinquency), reported by the caregivers, via better youth–caregiver relationship quality, perceived by the youth in care. These findings highlight the relevance of creating an organizational social context in residential care settings that supports caregivers in establishing high-quality relationships with the youth in care, thereby promoting their mental health. This study contributes to the clarification of conflicting findings in previous studies of this field, by offering further empirical investigation of these issues.     

Emotional reactions,coping and long‐term consequences of perceived discrimination among the Mapuche people of Chile

Although a substantial body of research has now documented the negative mental and physical health impacts of discrimination on various minority/non‐dominant groups, little has been reported on the impacts of such discrimination on indigenous populations. In this study, we investigated the self‐reported emotional reactions, coping responses and long‐term impacts of discriminatory experiences among 50 Mapuche adults in Chile. The limited literature suggests that a substantial proportion of the Chilean majority society is prejudiced and discriminatory towards the indigenous Mapuche population, and that the Mapuche experience discrimination. Interviews with participants indicated that discrimination was psychologically wounding, and aroused anger, undifferentiated bad feelings, shame and a sense of powerlessness. Participants responded with self‐protective, self‐controlled or confronting actions. Although negative long‐term effects were reported, ethnic re‐affirmation and strengthening of bonds within the Mapuche community were positive outcomes that seem to provide resilience for the participants. This does not discount however, the need for more research assessing the impacts of discrimination in Chile nor the need for anti‐discrimination measures to be implemented. Copyright © 2008 John Wiley & Sons, Ltd.     

Applicant Perceptions of Test Fairness: Integrating Justice and Self-Serving Bias Perspectives

The justice perspective is the current dominant framework for research on applicant perceptions of test fairness. Recently, an emerging perspective suggests that self-serving bias mechanisms may be operative in the development of test fairness perceptions. Using data from 494 actual applicants to an entry-level State Police Trooper position, this study integrates both the justice and self-serving bias perspectives to achieve a better understanding of test fairness perceptions. Results from structural equation modeling show that perceived job-relevance affects perceived fairness. In addition, test performance affects both perceptions indirectly through perceived performance.