The paradox of the disrespected: Disrespected group members’ engagement in group-serving efforts

Previous research has demonstrated that intra-group respect can strengthen people’s group identification, and encourage them to exert themselves on behalf of their group. In the present contribution, we focus on the possibility that those who are not respected by other group members (i.e., the disrespected) can also display group beneficial behavior. Experiment 1 (N = 159) confirms this paradoxical premise and reveals that systematically disrespected group members indeed exert themselves on group-serving tasks. These findings were replicated in Experiment 2 (N = 110). Additional indicators in Experiment 2 demonstrate that the effort by systematically disrespected group members cannot be attributed to a desire to improve their acceptance in the group, but should be interpreted as attempts to assert the worth of the self separately from the group. Results are discussed in relation to the group-value model and insights on marginal group membership and social exclusion.     

Daily self-management and employee work engagement

The present study adopts a bottom-up approach to work engagement by examining how self-management is related to employees' work engagement on a daily basis. Specifically, we hypothesized that on days that employees use more self-management strategies, they report higher resources at work and in turn, are more vigorous, dedicated, and absorbed in their work (i.e., engaged) on these days. We tested this hypothesis in a sample of 72 maternity nurses who filled out an online diary for 5 days (N = 360 data points). In line with our hypotheses, results of multilevel structural equation modeling analyses showed that daily self-management was positively related to the resourcefulness of the daily work environment (i.e., more skill variety, feedback, and developmental opportunities) and consequently, to employees' daily work engagement. However, contrary to our expectations, the measurement model showed that two of the five included self-management strategies (i.e., self-reward and self-punishment) loaded onto a separate factor and were unrelated to all job resources. The findings contribute to our understanding of employees' role in regulating their own daily work engagement.     

Work-based learning: Development and validation of a scale measuring the learning potential of the workplace (LPW)

The current study presents a multi-dimensional scale measuring the learning potential of the workplace (LPW), which is applicable across various occupational settings. Based on a comprehensive literature review, we establish four theoretically relevant dimensions of work-based learning, which together constitute the learning potential of the workplace. The psychometric characteristics of our instrument were examined among a sample of Dutch employees working in different organizations (N = 1013). In this study, we tested the factorial structure and validity of the LPW-scale by conducting Confirmatory Factor Analyses, testing for measurement invariance and determining the scale's reliability. Subsequently, the LPW-instrument was cross-validated using SEM (AMOS 20.0). Furthermore, convergent, divergent, and construct validity were investigated. The results empirically supported the theory based four-factor structure of the LPW-scale and provided solid evidence for the sound psychometric properties of the study's instrument.     

Discrepancy between human resource research and practice: Comparison of industrial/organisational psychologists and human resource practitioners' beliefs

There is a large and growing body of research to show that human resource (HR) practices affect individual performance, organisational productivity and organisational performance. Academic findings about effective HR practices, however, have not readily been adopted by practitioners. A variety of theoretical and practical explanations have been advanced about the research–practice gap. Research by Rynes, Colbert, and Brown (2002) suggested that the research–practice gap is due to a lack of knowledge, but the extent to which these findings apply to the Australian context is unknown. The sample consisted of 102 industrial/organisational (I/O) psychologists and 89 HR practitioners. The main aim of the present study was to replicate and extend the work of Rynes et al. by examining and comparing the knowledge of I/O psychologists and HR practitioners. It was found that overall I/O psychologists were better informed about HR research than HR practitioners; in particular, they were more knowledgeable about management practices and recruitment and selection. In both groups, of the five content areas examined (Management Practices; General Employment Practices; Training and Development; Recruitment and Selection; and Compensation and Benefits), the greatest gaps were in Recruitment and Selection.     

Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study

Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories.     

A qualitative exploration into how the use of prayer in counselling and psychotherapy might be ethically problematic

Aim: This research article contributes to the debate on the value and limitation of the use of spiritual strategies, like prayer, in counselling (Foskett & Lynch, 2001) by disseminating the insights that were gained from a qualitative study of mainstream counsellors whose work includes prayer. Method: Participants were 19 British Association for Counselling and Psychotherapy (BACP)‐accredited and Churches Ministerial Counselling Service (CMCS)‐approved counsellors who use prayer in their practice. They were interviewed, and the data were analysed using Interpretative Phenomenological Analysis. Results: The data reveal that counsellors who use prayer are aware that ethical problems may be encountered: if prayer changes the way that the counsellor is perceived; when using prayer with issues of psychopathology; if the counsellor uses prayer to impose faith on a client; when being professionally held to account; if prayer is used for avoidance or as a defence; if prayer is used to enhance the counsellor's power; if prayer is not part of the client's agenda; if prayer is used routinely; if prayer cannot be challenged; if there is a cultural pressure to pray; and if the prayer method is not matched to the client – but that their concern over potential ethical issues is not of sufficient strength to override their therapeutic use of prayer if facilitated with due care.     

Type A behavior and work situation: associations with burnout and work engagement

The aim of the present study was to investigate Type A behavior as well as perceived work situation, and associations with burnout and work engagement. The associations in focus were investigated through hierarchical regressions in a sample (N= 329) of Swedish Information Communication Technology consultants. The findings indicated that both work situation and Type A behavior was correlated with work engagement and burnout; however, no interactions between Type A behavior and work situation were elicited. The main conclusion was that the achievement striving aspect of Type A behavior appears as "non-toxic" and is related only to work engagement. However, the irritability/impatience aspect appears to be responsible for burnout complaints among Type A individuals, possibly through negative effects of the mood itself than through perceived stress at work.     

A social-cognitive framework for understanding serious lies: Activation-decision-construction-action theory

Little is known about the cognition of deception (Gombos, 2006). We propose a cognitive account of serious lying (i.e., deception involving high stakes) in response to a solicitation of a truth: Activation-Decision-Construction-Action Theory (ADCAT). Built on the Activation-Decision-Construction Model of answering questions deceptively (Walczyk, Roper, Seeman, & Humphrey, 2003), the theory elaborates on the roles of executive processes, theory of mind, emotions, motivation, specifies cognitive processing thoroughly, and considers the rehearsal of lies. ADCAT's four processing components are (a) activation of the truth, the (b) decision whether and how to alter deceptively the information shared, (c) construction of a deception, and (d) action [acting sincere while delivering a lie]. Core constructs are “theory of mind” and “cognitive resources”. Specifically, throughout serious deception, individuals are inferring the current or potential mental states of targets and taking steps to minimize the allocation of cognitive resources during delivery to appear honest and lie well.