How Abusive Supervisors Influence Employees’ Voice and Silence: The Effects of Interactional Justice and Organizational Attribution

In this research we investigated the influence of abusive supervision on employees’ prosocial voice and silence, as well as clarified the roles of interactional justice (as a mediator) and organizational attribution (as a moderator). Moreover, we examined a mediated moderating model stipulating that interactional justice mediated the moderating effect of organizational attribution on the focal relationship. A scenario experiment was employed in Study 1, and after analyzing data from 196 employees, we found that abusive supervision influenced employees’ prosocial voice and silence via interactional justice. In Study 2, data were collected from 379 employees in two waves separated by 1 week. The results not only replicated the findings of Study 1 but also indicated that organizational attribution buffered the abusive supervision-voice and silence relationship, and that interactional justice mediated this moderating effect.     

On Sporting Integrity

It has become increasingly popular for sports fans, pundits, coaches and players to appeal to ideas of ‘sporting integrity’ when voicing their approval or disapproval of some aspect of the sporting world. My goal in this paper will be to examine whether there is any way to understand this idea in a way that both makes sense of the way in which it is used and presents a distinctly ‘sporting’ form of integrity. I will look at three recent high-profile sporting incidents that caused sporting integrity to be called into question. I will then examine three different ways in which philosophers have sought to understand integrity and examine whether any of these accounts can provide us with a plausible account of sporting integrity. I will argue that such an account can be given and show how this helps us to understand the three cases.     

Servant Leadership and Follower Outcomes: Mediating Effects of Organizational Identification and Psychological Safety

This study investigated the mediating role of organizational identification and psychological safety in the relationship between servant leadership and two employee outcomes: employee voice and negative feedback seeking behavior. The sample for this study comprised of 174 full-time employees drawn from a large food company based in Pakistan. Results showed that organizational identification and psychological safety partially mediated the effects of servant leadership on voice and negative feedback seeking behavior. The theoretical and practical implications of this research are discussed.     

Caregiver preference for reinforcement‐based interventions for problem behavior maintained by positive reinforcement

Social validity of behavioral interventions typically is assessed with indirect methods or by determining preferences of the individuals who receive treatment, and direct observation of caregiver preference rarely is described. In this study, preferences of 5 caregivers were determined via a concurrent‐chains procedure. Caregivers were neurotypical, and children had been diagnosed with developmental disabilities and engaged in problem behavior maintained by positive reinforcement. Caregivers were taught to implement noncontingent reinforcement (NCR), differential reinforcement of alternative behavior (DRA), and differential reinforcement of other behavior (DRO), and the caregivers selected interventions to implement during sessions with the child after they had demonstrated proficiency in implementing the interventions. Three caregivers preferred DRA, 1 caregiver preferred differential reinforcement procedures, and 1 caregiver did not exhibit a preference. Direct observation of implementation in concurrent‐chains procedures may allow the identification of interventions that are implemented with sufficient integrity and preferred by caregivers.     

积极应对还是逃避? 主动性人格对职场排斥与组织公民行为的影响机制

基于压力转换理论,考察主动性人格对职场排斥与组织公民行为的调节机制,尤其是应对策略对整个调节机制的中介作用。通过对9家企业的249对上下级匹配问卷分析发现,主动性人格对职场排斥与组织公民行为关系具有调节作用,对于高主动性人格的员工而言,职场排斥与组织公民行为负向关系更弱;主动性人格正向影响积极应对策略,负向影响逃避应对策略;积极应对策略对职场排斥与组织公民行为关系具有调节作用,当员工采用积极应对策略时,职场排斥与组织公民行为的负向关系更弱;积极应对策略中介了主动性人格对职场排斥与组织公民行为关系的调节作用。本文的研究结果不仅从理论上丰富和拓展了主动性人格、应对策略及职场排斥的关系研究,也从排斥应对的视角为实务界提供了实践指导。     

Quelle validité pour une mesure de la satisfaction au travail en un seul item ?

Single-item measures of job satisfaction have several advantages. However, there still exist debates on their use. In this article, we discuss the advantages and disadvantages of this type of measurement, and present an empirical study to compare the results of the assessment of job satisfaction with measures which, in theory, should be linked with it (perceived stress, psychological distress, satisfaction with life). The results tend to highlight the validity of the single-item measures of job satisfaction. Indeed, on the one hand, the observed correlations between the single-item measure and the global or multifactorial job satisfaction measures are satisfactory (from .65 to .85). On the other hand, correlations with other relevant measures in occupational health are all significant (P < .01) and between .239 and .529. We present, then, some results highlighting the influence of some job characteristics on job satisfaction for the sample interviewed. Finally, we discuss the application of a single-item measure, emphasizing the benefits of it and especially the idea that this evaluation offers a consideration of the subjective perception of job satisfaction.     

Le soutien organisationnel perçu peut-il agir comme une ressource sociale ? Une analyse sous l’angle de la théorie de la conservation des ressources

This paper reports an empirical study in which perceived organizational support is considered as a social resource in a stress model conceived within the perspective of Conservation of Resources theory. A study conducted among 181 employees and their supervisors reveals that role stressors impact work outcomes through perceptions of anticipated or actual resource loss and lack of resource gains. Moreover, perceived organizational support exerts a moderating effect in the relationships between resource loss and lack of resource gains and emotional exhaustion, affective commitment, and job performance. We discuss the implications of these findings for our understanding of the psychological mechanisms associated with perceived organizational support.     

Ideology and Gender: Observers’ System Justification and Targets’ Gender as Interactive Predictors of Citizenship Expectations

We integrate system justification and social role theory to explain how observers’ system justification and target employees’ gender interact to predict observers’ expectations of targets’ sportsmanship citizenship behaviors. In contrast with social role theory predictions, observers did not expect greater levels of sportsmanship from women compared to men. Yet observers expected more sportsmanship from women (a) when observers were ideologically motivated by gender-specific beliefs (gender-specific system justification; Study 1) and (b) when system justification was cued experimentally (Study 2). A heretofore-unexamined aspect, observers’ ideology, modifies their expectations of sportsmanship citizenship across target genders. This has implications for system justification, social role, and organizational citizenship theoretical perspectives.     

Not starting psychotherapy is more often initiated by the therapist than the patient

The phenomenon of not starting psychotherapy is seldom investigated. The present study of psychotherapy in the Swedish mental health services differentiates between patients applying for and being offered psychotherapy but choosing not to start (n = 69), patients recommended to receive no treatment, another type of treatment or treatment at another clinic (n = 133), and therapy starters (n = 1294). After the initial assessment, nearly twice as many patients did not start based on the therapist’s decision than on the patient’s. Cases of not starting psychotherapy decided by the therapist were more frequent among patients whose occupational status was less stable, presented a danger to others, had lower levels of initial therapeutic alliance, and by therapists with lower levels of psychotherapy training and those at less structured and more unstable clinics. Patients choosing not to start therapy had lower levels of mental ill-health than both starters and therapist-initiated nonstarters. The most frequently presented reason for a patient-initiated decision to not start therapy was “patient wished another treatment or therapist,” whereas the most common therapist-initiated reason was “recommended or referred to another treatment or clinic”.