Is subordinate's loyalty a precondition of supervisor's benevolent leadership? The moderating effects of supervisor's altruistic personality and perceived organizational support

Based on Cheng's differential leadership theory, we investigated the relationship between a subordinate's loyalty to a supervisor (SLS) and the supervisor's benevolent leadership in Chinese organizations. We also explored two moderators of this relationship, the supervisor's altruistic personality and perceived organizational support (POS). Using survey research, we collected data from supervisor‐subordinate dyads in Taiwan and made 167 valid observations. The results showed that SLS positively relates to the supervisor's benevolent behaviours; however, this relationship is diminished by the supervisor's altruistic personality and POS. That is, when the supervisor has a high level of altruistic personality or POS, the association of SLS with the supervisor's benevolent leadership is weaker.     

情绪即社会信息模型的理论及应用

情绪即社会信息(EmotionsasSocialInformationmodel,EASI)模型旨在阐释他人情绪如何通过情感反应和推断加工机制影响观察者的决策,以及认知动机和合适性判断在其中的调节作用。文章将EASI模型与相关理论进行了辨析,并基于对63项使用该理论的实证研究的分析,梳理归纳了EASI模型在领导力、团队、顾客服务、谈判及说服领域展开的应用,以及影响EASI模型的边界条件——信息加工程度和合适性判断的具体因素。未来研究需加强系统化验证、深化与其它理论的整合、拓展应用情境和优化测量方法。     

The impacts of task relevance and cognitive load on adults’ decision information search

ABSTRACT

Higher relevance may increase older adults’ engagement in cognitively demanding activities; however, whether this effect will maintain when available cognitive resources are limited? Consequently, we investigated the joint impact of task relevance and cognitive load on older and younger adults’ decision search behaviors. We adopted a 2 (age: young/old) × 2 (cognitive load: without load/with load) × 2 (task relevance: high/low) mixed design. Sixty-one younger and 63 older adults completed high-relevance and low-relevance decisions. Our results revealed that older (vs. younger) adults took more time and more alternative-based search before decision-making. Both age groups sampled less information with an additional memory task. Additionally, they spent more time and effort to sample more information on high-relevance (vs. low-relevance) decisions; however, such differences disappeared when with an additional memory task. Task relevance promoted both age groups' search engagement, but this effect was subjected to their available cognitive resources.     

Perceived control and posttraumatic stress: A temporal model

In this article we present a temporal model for understanding the relations between perceived control and posttraumatic distress. Although perceived control generally is seen as adaptive, a review of the research using a temporal framework reveals that the relations between different types of control and distress vary greatly. Specifically, present and future control tend to be associated with better adjustment and fewer posttraumatic stress disoorder (PTSD) symptoms, whereas past control tends to be unrelated to distress or associated with more distress. Following this review, we outline an agenda for future research on past, future, and present control and posttraumatic distress using our temporal framework and discuss general methodological issues that need to be addressed in future research.     

Involuntary and voluntary demotion: employee reactions and outcomes

ABSTRACT

Demotion has received little attention from scholars and practitioners alike. The purpose of this study was to assess empirically the reaction to, and outcomes of, both involuntary and voluntary demotion. Drawing on 49 semi-structured in-depth interviews with 28 involuntarily demoted workers and 21 voluntarily demoted workers, we develop a conceptual model using organizational justice theory and person-job fit of the reaction to and outcomes of demotion. We show that involuntarily demoted individuals might react by expressing turnover intentions and lower motivation and commitment, indicating that the demotee’s reaction is related to perceptions of fairness. Voluntary demotion is related to a better work-life balance, greater satisfaction, less stress and burnout and is perceived to be a viable phased retirement option by older workers. In addition, the findings highlight the role of demotion-related stigma, status loss, identity threat, and age in the way employees react to the experience of demotion.